Security Insider December 09/January 10

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SECURITY

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THE MAGAZINE FOR SECURITY PROFESSIONALS

PUBLISHED BY THE AUSTRALIAN SECURITY INDUSTRY ASSOCIATION

[MAG AZINE] VOL.14 | ISSUE.6 | DEC09/JAN10

SECURITY MAKEOVER SAVES CITY 43 25

PP255003/02390

AUSTRALIAN SECURITY INDUSTRY AWARDS FOR EXCELLENCE, 29 APRIL 2010, MELBOURNE

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Telstra Secure Security Monitoring Centre

Customer Premises

Telstra Secure Network

• Telstra Secure

• Telstra Secure CPE

Alarm Receiver

• Third party Alarm System

Telstra Secure the official replacement of Securitel is Telstra’s next generation back to base fully managed private IP monitoring security network. Telstra Secure is a managed and dedicated security monitoring service provided on Telstra’s Next IP & Next G Private Network. Telstra Secure is independently accredited to C3, C4 and C5 of Australian Standards AS2201.5 – 2008 and is the only approved Telstra solution.

The Telstra Secure Network does not rely

The Telstra Secure Network is dedicated for

The Telstra Secure Network is fully managed

on any Public Networks, this means that

secure and reliable security services, this

and supported by Telstra. All key network

all alarm messages never stray outside the

provides the availability required to ensure

components are totally redundant, this is to

Telstra Secure Australian Private Network

that critical alarm signals are delivered to the

ensure that the Telstra Secure Network stays

before they reach the monitoring centre.

monitoring centre without concern that the

at peak performance now and into the future.

network is loaded by other non related traffic.

Telstra Secure is now made very simple and cost effective for monitoring centres.

To join please contact your Direct Alarms Supplies representative for more information.

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Telstra Secure 8 General Purpose Inputs for low level connectivity to any alarm system

Primary GPRS communications path

Three General Purpose Outputs Securitel Equivalent RS232 and

which can be remotely controlled

TTL connection to alarm system for ultimate monitoring PSTN line connection for Ethernet port for local

Securitel Equivalent Analogue,

configuration and diagnostics

Contact ID dial capture and Dialler backup

PSU Battery backup with mains monitoring and battery testing **Image depicts UC351G only

Telstra Secure the official replacement of Securitel is built on Telstra’s next generation of fully managed IP networks.

Telstra Secure “Customer Premises Equipment” (CPEs) are the complete modern day communications tool kit; providing an unrivalled level of connection and communication features that maximise third party alarm system compatibility and removes configuration and installation complexities.

Telstra Secure is independently accredited

The unrivalled level of security system

Telstra Secure CPEs are developed in

to C3, C4 and C5 of Australian Standards

compatibility makes Telstra Secure CPEs

Australia and are a modern and powerful

AS2201.5 – 2008 to provide you the

the simple choice for all your security

platform that can continue to be remotely

assurance that you and your customers are

communications needs, allowing you to

upgraded long after your installation is

well protected now and into the future.

focus on supporting the one solution to

completed. This provides you the peace of

minimise installation costs.

mind in an ever changing communications world.

Powerful yet simple, Telstra Secure CPE is now available from any Direct Alarm Supplies branch for your convenience.

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CONTENTS VOL.14 | ISSUE.6 | DEC09/JAN10

SECURITY MAKEOVER SAVES CITY

20

28 COMMUNITY SERVICE PROVIDES SANCTUARY

34 THE FAIR WORK ACT 2009 IMPLICATIONS FOR EMPLOYERS

08 | President’s Message 10 | Security Industry Research Web Page Launched 12 | 2010 Australian Security Industry Awards for Excellence 13 | Mandatory Renewal Training for Victorian Security Licence Holders 14 | Amendments to NSW Police Alarm Response Policy 16 | Fitness For Work

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40 GETTING A HOLD RIGHT ON THE GOLD COAST

16 | Found: Non-Compliant Cabling, Return to Owner 24 | WSR Partners with The McGrath Foundation 26 | Why the Right Insurance Cover Really Pays 44 | Hot Products 45 | Certified Security Monitoring Centres 50 | Frank Sales

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INDUSTRY NeWS

SECURITY INDUSTRY RESEARCH WEB PAGE LAUNCHED “Private Security and Public Interest” is a joint research project between ASIAL and researchers at the University of South Australia and Griffith University.

ASIAL provides a modest cash input along with administrative assistance and advice.The bulk of the funds are provided by the Federal Government’s Australian Research Council (Project LP0669518).

The two main aims of the project are to: 1. provide key data to assist industry associations and federal, state and territory governments in policy development related to the industry and 2. to facilitate effective crime prevention partnerships between

governments and private security.

The project began in 2007 and all studies are expected to be completed

MANAGE YOUR EXPOSURE TO WORKERS’ COMPENSATION RATE INCREASES The global economic crisis has made its impact on financial markets around the world and even the Australian workers’ compensation market is not immune. Fully funded government schemes have slipped into deficit and we’ve seen Workcover QLD and WA increase their rates by up to 10% to maintain their pool of funds. If the investment market does not improve, it is likely that the Workcover in the other states will follow suit.

Employers can reduce the impact of any potential Workcover rate increases on your business with proactive strategies to: • Control your claims. Claims are the largest driver of premiums for the majority of employers. By taking preventative OH&S action, you can stop incidents before they turn into a claim.

• Assist injured employees to return to work. Removing a ‘blame’ culture and involving the injured person, where practical, in the injury investigation, may highlight causes that might otherwise have been

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missed and lead to a prevention solution that is more robust. In addition, the staff member is more likely to feel supported and valued in the return to work process and this in turn is likely to lessen extensive time loss.

• Actively engage with insurers.

When you provide the insurer with greater visibility of the risk mitigation strategies that have been adopted by your organisation, they will able to more appropriately assess costs and provide a true indication of premium costs.

For more information, contact Aon on 1800 806 584 or asial@aon.com.au.

in 2010. Further details on the project can be found by visiting www.asial.com.au/research

LANDMARK DECISION ON NATIONAL RTO REGISTER The Minister for Education, Julia Gillard, has welcomed a landmark decision by the majority of State and Territory Education Ministers to support the formation of a new, independent national regulator for the vocational education and training sector.

The regulator will be responsible for undertaking the registration and audit of registered training providers across the country. A framework for the new regulation is to be agreed by the end of May 2010 and the regulator beginning operation from 2011.

Ministers will be recommending to the Council of Australian Governments (COAG) that the new vocational education regulator will be a Commonwealth statutory authority with the Victorian and Western Australia Ministers supported the consideration of other models to achieve national regulation.

The regulator will help improve the quality and integrity of Australia’s vocational education sector, and bring Australia one step closer to an interconnected tertiary education sector.

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13/07/2009 3:14:13 PM

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INDUSTRY NeWS

CHANGES TO ARRANGEMENTS FOR SOLE TRADERS AND PARTNERSHIPS SOLE TRADERS AND PARTNERSHIPS currently covered by State Awards will move to the Federal system by 2011. State awards that move to the national system will continue to operate for a year before terminating in 2011 under a new bill introduced into federal parliament giving effect to the South Australian and Tasmanian IR referrals.

Workplace Relations Minister Julia Gillard said the referrals were a further step towards ending the “...confusion and complexity” the current

corporations power-based arrangements had caused.

The federal government will provide additional financial assistance to referring States to educate transferring employers and employees on the new system. State employees move to modern awards from 2011.

State agreements in referring States will continue to operate until they expire under the legislation, while State awards will be replaced by modern awards after 12 months.

Photo: University of New England

2010 AUSTRALIAN SECURITY INDUSTRY AWARDS FOR EXCELLENCE (29 APRIL 2010, CROWN, MELBOURNE)

CORPORATE PROVISIONAL MEMBERS ELIGIBLE FOR AN UPGRADE

Entering their 15th year, the 2010 Australian Security Industry Awards for Excellence are will recognise outstanding individuals and organisations within the security industry.

Award categories include: • Individual Achievement Award • Security Manager Award • In–House SecurityTeam Award • Training Award • Integrated Security Solution • Critical Infrastructure Security Award

ASIAL members that may be eligible for an upgrade from Provisional Corporate status to full Corporate membership cannow apply for an upgrade online. Please note that you will need to sign in to the ASIAL member login area to view the upgrade form.

Full Corporate members have access to the ASIAL member logo, allowing them to display their Mark of Distinction on promotional material.

Entries close on the 26th March 2010.To download your nomination form visit www.asial.com.au or email events@asial.com.au.

The Awards dinner will provide an

excellent networking opportunity. With both corporate table bookings and individual tickets available.To book your tickets today, visit www.asial.com.au.

For any further information contact Belinda Harris on (02) 8425 4315.

GET YOUR FREE COMPANY WEB PAGE ON THE ASIAL WEBSITE A growing number of members are utilizing their FREE new ASIAL member benefit – a company webpage on the ASIAL website.The webpage allows ASIAL members to upload their own logo, images, video and product/service information into a web page with a dedicated URL. The new web page will be available in two different templates and four colour schemes.

If you haven't already done so, sign up at www.asial.com.au now to get started today.

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INDUSTRY NeWS

VICTORIA - CHANGES TO SECURITY TRAINING AS OF 1 JANUARY 2010 The CPP07 training package will be introduced on 1 January 2010 by the Licensing Services Division (LSD). In line with COAG recommendations for nationally consistent security training, there has been national agreement on units of competency for security training and accordingly Certificate II will now be the accepted national standard for Crowd Control and Control Room Operators.

All training commenced after 1 January 2010 will be up-front‚ and the condition for new students to undertake Certificate III in Crowd Control training will be removed.

Impact of Changes • Any expired licence from 1 January 2010 will require a CPP07 qualification.

• Condition to be imposed re: baton/handcuff possession whilst on duty the licence holder must have training and employers permission.

• Renewal training to be implemented

on 1 January 2011.

All current RTO approvals will be revoked as of 31 December 2009 and RTOs must re-apply to be gain approval by LSD. Additional conditions will be imposed on RTOs seeking approval to conduct security training from 1 January 2010.

LSD have specified minimum training hours for the various licence categories.

Thse are: • Unarmed Guard 80 hours • Crowd Control 104 hours • Combined Crowd Control & Unarmed Guard 128 hours • *Armed Guard 104 hours • *Cash in Transit 112 hours • *Combined Armed Guard & Cash in Transit 128 hours • Investigator 160 hours • Bodyguard 140 hours • Batons & Handcuffs 24 hours • First Aid 16 hours Note: Unit CPPSEC3008A must not be delivered in a time frame less than 16 hours face to face.

NEW ASIAL CONSTITUTION ADOPTED At ASIAL's 40th National AGM on the 7th October 2009, the motion to adopt the proposed new Constitution was approved.View the Constitution at www.asial.com.au in the member login area.

The composition of the ASIAL Board for 2009/2010 was also decided at the meeting.

ASIAL MEMBER FLYERS AVAILABLE FOR PURCHASE ASIAL’s member flyers are now available for purchase from the ASIAL online store.These promotional flyers set out the benefits of using an ASIAL member company and can be distributed to potential commercial clients and domestic clients. The flyers include a space for you to attach your business card on the reverse.

MANDATORY RENEWAL TRAINING FOR VICTORIAN SECURITY LICENCE HOLDERS The Private Security Industry Act 2004 includes a provision requiring individual licence holders to undertake training on renewal.To date this condition has not been implemented.

The Licensing Services Division (LSD) of Victoria Police has indicated its intent to introduce mandatory security licence renewal training effective from the 1st of January 2011.

Complete ASIAL's survey (Please note that you will need to log into the Member only area to complete this survey).

IMPORTANT NSW TRAINING UPGRADE REQUIREMENTS

Pictured from Left to Right: Chris Luhrmann, Antony Elliott, Ged Byrnes (President), Kevin McDonald, Peter Johnson, Fraser Duff (Vice President), Bob Bruce and Tom Roche.

On 22 October 2009 the Security Industry Registry (SIR) issued revocation notices to 1,871 security licensees that did not satisfy training upgrade requirements by their set deadline.

The revocation will become effective on 1 December 2009.

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INDUSTRY NeWS

AMENDMENTS TO NSW POLICE ALARM RESPONCE POLICY Further to information circulated in May 2009, the NSW Police Force has advised ASIAL of FURTHER changes to its Direct Access Service (DAS) alarm response policy.This initiative is designed to help focus available police resources on attending genuine serious or potentially serious incidents.

The latest amendments can be summarised as follows: 1. Portable wireless device activations, including pendants, can only be reported to NSW Police Force as DURESS alarms – never as – Hold Up‚ alarms.

2. NSW Police Force definition of Hold Up alarms (please refer to ASIAL Briefing Note 1): Must be purposedesigned/manufactured dual action devices and must be permanently affixed to a solid surface.Temporary fixtures, such as Velcro or doublesided tape, do not constitute a permanent fixture.

the Direct Access Service. All residential button alarm activations are to be classified as Duress without exception.

5. ‘Key Pad’ or ‘Code Pad’ alarms must not be reported to NSW Police Force as ‘Hold Up’ alarms – they are to be classified as Duress alarms at all premises.

6. High risk customers: Schedule One of the Direct Access Service defines what constitutes a high risk premise for the purpose of requesting a NSW Police Force response. If a monitored alarm customer falls outside the definitions as listed in the Schedule, but believe they fall into a high risk category, they are invited to submit their reasoning and justification in writing to their monitoring company, which will make an application to NSW Police Force on behalf of their customer for consideration.

7. Alarms at premises listed in 3. Hold Up alarm devices as defined by Schedule Two of the Direct Access NSW Police Force may connect back Service must be verified to to the alarm panel using either hard determine whether a crime is in wiring or wireless communication. progress, in which case the DAS Wherever practicable, they should be Saveequipped 20% when posting job through the ASIAL website! may be accessed via the dedicated with aamanual reset function. numbers.

For notification of Searching for quality security personnel? Find your new staff member through ASIAL’s Security Industry completed alarm events, the 4.

NSW Police Force must only be Careers Centre – www.asial.com.au/jobs. premises owner (or their requested to attend Hold Up alarms Through the site you can post a job (saving 20% off the MyCareer standard casual advertisement rate), representative) should call 131 444 forjob commercial premises with training opportunities review profiles and required qualifications, and more. to report the incident and obtain a approved activation devices in Those considering an exciting career in security can use the Security Industry Careers Centre to learn accordance with Schedule One of more about the industry and search for career opportunities. police Crime Event Number.

The monitoring centre has no legal authority to call 131 444 on the client’s behalf.

ASIAL strongly recommends that Members notify their customers of these changes without delay. *For a copy of Briefing Note 1, see ASIAL’s website www.asial.com.au NSW Police Force has advised ASIAL that it may take legal action against alarm monitoring companies or individuals who continually fail to provide it with correct or precise information. NSW Police Force will employ the provisions of either Section 93Q of the Crimes Act (NSW) or Section 474.18 of the Criminal Code Act 1995 (Commonwealth) where it deems appropriate, if an alarm monitoring company or individual continues to act inappropriate.

SAVE 20% WHEN POSTING A JOB THROUGH THE ASIAL WEBSITE! Searching for quality security personnel? Find your new staff member through ASIAL’s Security Industry Careers Centre? www.asial.com.au/jobs.

Through the site you can post a job (saving 20% off the MyCareer standard casual advertisement rate), review job profiles and required qualifications, training opportunities and more.

Those considering an exciting career in security can use the Security Industry Careers Centre to learn more about the industry and search for career opportunities.

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INDUSTRY NeWS

ARE YOU MISSING FROM ASIAL’s ONLINE SEARCH FOR A SECURITY PROVIDER’ LISTING?

Long-standing history.

The ASIAL website attracts 10,000 visitors a month.The Find a security provider’ facility is the highest ranked page on the site and provides consumers with an invaluable resource when looking to source a security provider.

The site has been developed as the industry portal for the security industry in Australia. It offers the opportunity for advertisers to have a presence on content-specific pages of the site. With pages dedicated to Consumer Information, News and Events, the Centre for Compliance and a dedicated jobs page powered by MyCareer, you can reach readers that are specifically looking to read about these particular subject areas. By buying an online ad on one of these pages you can target your marketing dollars to decision makers interested in specific areas.

ASIAL members who have not paid their membership renewal within two months of their membership expiring will not be included on the ‘Find a security provider’ listing.To find out more, call ASIAL’s member services team on 02 8425 4300.

FOUND: NON-COMPLIANT CABLING, RETURN TO OWNER

With a rock-solid future.

FlexSecur provides customers with the highest level of security cards and readers.

R

FlexSecur can be used with any access control panel because the security is between the card and reader, and is transparent to the panel.

FlexSecur converts even common and frequently duplicated formats such as 26-bit Wiegand, into customer-specific, unique, secure formats where readers and cards are non-interchangeable with those from other systems.

R

R

MANY CABLERS HAVE BEEN CONTRACTED to conduct moves, additions or changes to a building’s cabling infrastructure only to discover non-compliant work from previous installations.

Conscientious cablers have understandably felt anxious that they would be blamed for the trouble they found if they said nothing, or that the work they subsequently conducted would perform below par because of the legacy cabling. In some cases, cablers have even taken the trouble (and expense) to correct the original mess.

Most said they felt powerless to do anything about it, expressing a reluctance to ‘dob in’ their fellow cablers.

The Australian Communications and Media Authority (ACMA) has recently updated the Telecommunications Cabling Advice form, commonly referred to as the TCA1 form, to include a supplementary form (TCA2) which may be used by cablers to alert customers or building-owners of any non-compliant installations of which they may not be aware.

For more information visit www.asial.com.au/cablers.

WA – IMPORTANT UPDATE: AMENDMENTS TO THE SECURITY AND RELATED ACTIVITIES (CONTROL) ACT 1996 The Security and Related Activities (Control) Act 1996 has recently been amended.The amendment Bill, consists of 81 clauses, most of which tidy up the original legislation. For an explanation of the changes and how they may affect you visit www.asial.com.au. The implementation date for the new amendments is Monday 14th December 2009.

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INDUSTRY NeWS

SPRINT INTO ACCESS CONTROL Every now and then a product comes along that makes you think: Why didn’t I think of that?

Sprint Intercom’s latest foray into access control, the ECKey, is exactly such a product by turning any Bluetooth enabled mobile phone or device into remote access control key.

And, because ECKey can be used to unlock any door, open a gate (it is compatible with any Wiegand compatible access control system), or disable an alarm, the product’s simplicity also means applications are limited only by a system designer’s imagination.

“It makes you think outside the square. As soon as we show ECKey to people, they start talking about the ways it can be used,” says Greg Perkins, Sprint Intercom & Security’s general manager.

“I have shown it to a customer who does a lot of disabled access, which has a number of requirements in regards to placement of readers, and he said,“Perfect, this is exactly what I need.’”

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SECURITEL® TO EXIT ON 31 DECEMBER 2009 The Securitel® service from Telstra has served the monitored security industry well for many years, but with the impending withdrawal of SSN, VGDL and DDS Low Speed services that support the infrastructure, the Securitel® service is being withdrawn

by Telstra on 31 December 2009.

Sprint’s Greg Perkins: ECKey limited only by imagination.

Nor is the product bound to security concerns.

“The product is different enough that there are a lot of applications that have not even been thought of, yet,” says Perkins.

“With hands-free locking and unlocking – you don’t even have to take your phone out of your pocket ó OHS people like it for people carrying heavy continued page 26 >

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Available Now!

Available Now!

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SAFE CITY

SECURITY MAKEOVER SAVES CITY Security can help transform a city from a black spot to hot spot, finds Rod Cowan*, on a recent visit to Queensland’s Ipswich City.

got to do in this country is stop laying blame. We all have responsibilities. Safe City is sharing that responsibility. Sharing

the load.”

He called in a security consultant, Stacey Kirmos, to talk about creating a safe city.The end result of that conversation, 15 years on, is one of the country’s most sophisticated surveillance systems as part of a wider program “guided by

To get to Ipswich City you take a train from Brisbane’s Roma

common sense”, drawing together police, state and federal

Street station to what locals call “the end of the line”.

government bodies, community groups and business

When the mayor there, Paul Pisasale, was first elected in 1991, Ipswich had the country’s highest crime and unemployment rates, the media would invariably refer to the city as a national black spot, and residents called Pisasale daily to remind him.

“When I first got elected, I thought mayor meant blame him for everything,” says Pisasale, who lives his passion at hyperspeed (his staff call him ricochet, because he appears to be

representatives.

“I now realise that my responsibility is to act as a catalyst,” says Pisasale.

The biggest challenge, he says, was breaking down barriers between the various levels of government, the police and the community, all of which had their own positions (and inevitably, their own solutions).

“What I did was take away all the barriers and say, Hey,

everywhere). He’s a guy who acts, makes things happen, gets

listen folks, forget about who we are, it’s not about our titles or

things done.

our positions, it’s our responsibilities.Take away the barriers.’

“The first thing I did was hire a company with all these dogs,” says Pisasale.

It worked for a while. Well, for a week or so.

“Then [the dogs] started eating the parking meter inspectors

Now we have got a safe community where everybody is playing a role and the baddies are losing.”

Kirmos, who has stayed on as the security advisor and Safe City co-ordinator, a contract position which goes through a

and anyone else who had a helmet, so I knew that wasn’t

periodic tender, says the early meetings were mostly about

working and it created a problem.”

building relationships.

OK, the dogs didn’t work out so well. How about CCTV

“Once we had broken down those barriers, then we had

cameras all over the place? Even if it doesn’t achieve that

that communication between the departments and all the

much, it is the perfect political panacea to any crime problem:

various people that we needed to partner with. What we had to

something youcan do and be seen to be doing.

do was, first of all, get the confidence of everyone that where

“It had to be more than that, really. It had to have everybody working together in partnership,” says Pisasale.“What we have

we were heading as a council with them was the right direction,” says Kirmos.

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The biggest challenge, he says, was breaking down barriers between the various levels of government, the police and the community, all of which had their own positions (and inevitably, their own solutions).

Stacey Kirmos

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SAFE CITY

“Then we needed to have the will of the police to trust us, and the integrity of what we were doing to partner with them, so that they would not feel threatened.That we were not quasipolice, we were not gung-ho, that we were completely trained to the highest level that you could be trained.That’s where our partnership started to evolve.

“This has been recognised as the best private/police partnership anywhere in Australia. It didn’t come easy. I must admit, right from the word go, we had to do a lot of proving ourselves, that we had the intellectual ability to work alongside a trained police officer.”

The Safe City program is best known for its CCTV control room, and it is easy to see why.Two operators monitor 24/7 a video wall displaying scenes from 185 cameras around the area. Seven nodes in a complex network simultaneously deliver footage from analogue cameras in digital form to be stored on a bank of 150 plus terabyte servers sitting in a room behind the video wall. Images of a quality acceptable to magistrates as evidence can be sent to the Ipswich police communication centre and local police beats.Through one door is a meeting room with a window along one wall looking into the control room. Another door leads to a police office, which houses two full-time officers complemented by other officers, depending on the workload.

Working so closely with the police, the operators employed

by SECUREcorp, one of Australia’s largest providers of retail security, which has held the contract for six years have become a valuable policing resource, not least of which because of their local knowledge.

“We know exactly who’s who in the city. We may hear a broadcast over the radio and we would automatically know by the description who that person is and go straight back to the police and give them that information,” says Kirmos.

Police have benefited in other ways, too. For example, the council has provided vehicles for the local crime prevention team, trail bikes to tackle unruly trail bike riders, and push bikes for inner city patrols, as well as administering funding for crime prevention programs from various government departments,with the cash going straight to the police.

Electronic surveillance fit for futuristic movies – operators use joysticks to control the cameras and monitors, although the system has a capacity to operate with hand movements through the air is one thing. But what makes it really work are

Mayor Paul Pisasale

“The Safe City program is best known for its CCTV control room, and it is easy to see why. Two operators monitor 24/7 a video wall displaying scenes from 185 cameras around the area.”

the programs, protocols, training, response procedures, and public education efforts around them. While some of the programs take a broader view of community safety, such as youth initiatives, the main aim is reducing crime.

Academics may quibble about the results and more than a few do but, argues Kirmos, crime prevention can skew statistics, in that increased awareness means more crimes being reported.

He remains adamant: “Many years ago people said Ipswich was the worst place to live, yet our crime trends have reversed completely. Since the inception of the Safe City, partnership

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>

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SAFE CITY

with government and police has reduced crime by 78% over the last 15 years, and in some cases we have reduced crime by 90%.”

Maybe so, but not everyone likes to be watched.

“The way we are watching you and the level we are watching you is in proportion to your degree of stupidity. If you are not doing anything wrong, you have got nothing to worry about,” says Pisasale.

Kirmos says he addressed civil libertarians’ concerns by going directly to them.

“At the time we started this program, I actually contacted the representatives of civil liberties in Queensland, and I said: This is our plan, this is what our intention is. Now, this part of the program involves electronic surveillance and on top of that program is a number of programs that are integrated that gives us eyes and the ability to record what is actually happening in a public space,’“ says Kirmos.“I asked them for their opinion and I fully respected they had a place in life I understand the civil libertarians point of view and we have proved the cameras

SEVEN STEPS TO A SAFER CITY

1. Build partnerships and break down barriers by focusing on responsibilities.

2. Make crime prevention everybody’s responsibility.

3. Take a building block approach and keep coming back to the aim.

4. Be transparent to overcome fears and create interest.

5. Remember, electronic security is only part of the picture.

6. Look beyond crime statistics to measure results.

7. Success demands the political will and support to make it happen.(You could try electing Paul Pisasale as your local mayor.)

and the way [the program] is designed as an audited system.”

The system, he points out, can be audited at any time, material can be produced for freedom of information requests, and the council maintains a policy of total transparency, which extends to individuals and community groups visiting the

based on land holding value.

Raising the cash, however, should not be the most pressing issue, Pisasale maintains.

“When you are worrying about money you are not going to

control room. Business and community groups are even

achieve it. Worry about the product you want to deliver, who

encouraged to hold meetings in the training room, after which

the partnersare, and how everybody can share the load. Don’t

a demonstration and talk is given about Safe City.

let money be your driving force. Don’t be process driven, be

“We are not a closed door [with] Big Brother cameras,” says Kirmos.“The reality is that this belongs to the community.The community has a right to know what goes on.”

outcome driven,” says Pisasale.“The money you invest is insignificant to the return.”

Measuring return, he adds,means looking at areas such as

Transparency, he adds, builds public confidence and enthusiasm.

court costs being reduced (when presented with video evidence, the chances of a guilty plea are increased), growth in

New residents and businesses are also encouraged to understand the program, which further builds buy-in, and goes

economic prosperity, and improved public perceptions.

“Look, if you don’t have a safe city, you are not going to

beyond the standard crime prevention advice about lights,

attract the tourists. More importantly, you are not going to have

sight-lines and hedge trimming.

young kids wanting to go out in the streets and enjoy their own

“It is a very casual approach,” says Kirmos.“People coming

city. A safe city is one that everybody can enjoy, going

into the region to our economic development department are

shopping without having to worry about someone going to

told about the Safe City program, so if there are any questions

hinder them, or someone going to use foul language,” says

about crime, levels of crime, what happens with certain days,

Pisasale.“Invest in a safe city, and it won’t let you down.”

hours of operation they may wish to operate under, we are able

Through media coverage, crime prevention conferences,

to answer those questions in all good faith, in conjunction with

and word-of-mouth in the security community, the Safe City

the police.”

program has attracted wide-spread attention, including visitors

Building such a comprehensive program takes time.

“How did we build Safe City – One step at a time. Every building block came together and we were able to achieve something that is probably a very expensive model to put together,” says Pisasale.

from across the country and overseas.

Attention which Pisasale welcomes, because he also wants to help other councils and communities.

“Don’t try and reinvent the wheel. We are happy to share what we have gained over the last 15 years,” says Pisasale.“If

That’s the other thing it takes: money. And, any council

you try to build it, folks, my comment is: build it in partnership

struggles with funding, whether for footpaths or crime

with everybody and it will be an affordable product, it will be a

prevention.

reliable product, but more importantly, it will create a safe city

Early funding for Safe City came from the likes of Queensland State Government dollar-for-dollar grants for crime prevention and revenue raised from levies on local businesses

that all can enjoy.”

A good starting point being the end of the line from Roma Street station.

*Rod Cowan is an independent contributing editor and can be contacted on mail@rodcowan.net.

SECURITY INSIDER DEC/JAN 2010// 23

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INDUSTRY NeWS

WSR PARTNERS WITH McGRATH FOUNDATION IN A BREAKTHROUGH MOVE for the V8 Supercar circuit, the Wilson Security Racing team has partnered with the McGrath Foundation to form ‘Team McGrath‘; and is now sourcing commercial support to get the ‘pinked’ cars onto the track.

The move will see Team McGrath, including cars 111 and 333 and their drivers Fabian Coulthard, Michael Patrizi, David Wall and the only female driver on the circuit, Leanne Tander, ‘go pink’ for the Bathurst Supercheap Auto 1000.

New designs for the cars, helmets and race suits will heavily feature the McGrath Foundation’s logo and signature pink in recognition of the work the Foundation carries out to support women diagnosed with breast cancer and their families.

“Almost 40 percent of V8 Supercar fans at the race track are female and with this in mind, we believe that a partnership with the McGrath Foundation is the perfect platform to raise awareness of this important issue,” said John McMellan, CEO, Wilson Security.

Team McGrath will be officially revealed to the public in Sydney on September 29, however commercial support is currently being sought to ensure car 333 can become known as “Team McGrath” permanently and provide an ongoing dynamic and lively awareness campaign of the partnership.

“We are an independent team with no manufacturer support. Our core focus is on our people and we have a flexibility and mindset to challenge and innovate. In principle we have agreed that we would run the 333 car as “Team McGrath” on an ongoing basis.

“This partnership with the McGrath Foundation opens doors to companies that have a female target, or those who have not previously looked to the V8 Supercars as a way to drive brand awareness to its audiences,” concluded John.

Kylea Tink, Managing Director of the McGrath Foundation, says the prospect of working with Wilson Security Racing to drive further awareness of the Foundation and the support it

24 //SECURITY INSIDER DEC/JAN 2010

provides for women affected by breast cancer and their families is an exciting one.

“Glenn’s pedigree as an international cricketer and straight up Aussie male means we’re very comfortable in most sporting arenas, but we honestly couldn’t be more excited by the opportunity to partner with Wilson Security Racing in this way,” said Kylea.

“Many would argue that there are hardly two more quintessential Australian experiences than cricket and a fast car, so we can’t help but think that people are going to love having the opportunity to yet again enjoy a sport they feel passionately about, while at the same time ultimately support families affected by breast cancer right across Australia.

“Ultimately, breast cancer is an issue that touches us all – male, female, young, old, city, country, Holden or Ford driver! – but it is through experiences that unite us as a community as a whole that these distinctions tend to matter less. As we’ve always said – hot pink makes everyone look good – or in this instance… it makes a race team look hot!” concluded Kylea.

To complement the partnership Wilson Security Racing and the McGrath Foundation are currently developing co-branded merchandise to be sold at upcoming races, with a portion of funds raised donated to the McGrath Foundation.

To find out more about the Wilson Security Racing team, please visit www.wilsonsecurityracing.com.au.

For more information on the McGrath Foundation, please visit www.mcgrathfoundation.com.au.

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4/12/09 PM as Page 26 in design, consultancy, specification or supervision are won’t beINSIDER_Dec09_Jan10 covered. ProvidingIss6_52pp the incorrect advice8:44 as well errors all examples of E&O. These recent scenarios illustrate how security companies have been found liable for their client’s financial losses:

SCENARIO 1 INDUSTRY NeWS A monitoring company registered an alarm activation in Fortunately, the Aon customers in these a factory, however, they failed to advise the proprietor. scenarios held the right insurance.

Instead they despatch a security guard to investigate. After Each sector within the security industry has inspection the security advised that theINSURANCE premises were WHYguard THE RIGHT similar examples where everyday events secured and cancelled the alarm activation. PAYS However, there COVER REALLY become horror stories. was evidence after the event that the front door had not been THE SECURITY INDUSTRY has a automatic inclusion under Aon’s secured, which allowed the burglars to re-enter and remove unique set of risks and staying ahead Secure-A-Cover policy, which is an a team of insurance specialists who We have stock and electronic equipment. of these risks can be tough.That's why insurance policy offered can exclusively to advice on the right cover for you provide ASIAL members by Aon.and So ifyour business.

SCENARIO 2 having the right insurance cover can really holding help, and yard a couple realproperly life something does go wrong, you have The gate of a vehicle wasofnot locked examples explain why. peace Trust that the you experts with over 30 yearsPROTECT after a patrol left the premises, which resulted in the the theft of of mind in knowing A security company registered an have the right protection in place. experience in security insurance. YOUR three expensive motor vehicles between patrol visits.

alarm activation in a factory, however, In another real life case, there was a BUSINESS they failed to advise the proprietor. public liability claim for“Negligent Loss WITH AON Instead they security of Money”. This occurred CALL when aANGELO GANNIS ON: An alarm was activated in a despatched warehouseaand the monitoring guard to investigate. inspection $250,000, which we often get asked company followed procedure and After advised the client’ssecurity company had an agreement the security guard advised the directto provide cash collection services to about. manager by voicemail, as they could notthat make premises were secured and cancelled a council.

A part of this service, the AonDISCUSSION can help you with your contact. The monitoring company failed to contact the two FOR A CONFIDENTIAL the alarm activation.

However, there security company had to pick up cash insurance and risk management alternate nominated staff or advise the police - as the contract OF YOUR INSURANCE NEEDS. 1800 806 584 was evidence after the event that the from a community centre.Their cash strategies. We are the leading asial@aon.com.au required. In addition, they failed to advise the client of two front door had not been secured, collection did not occur OR whenEMAIL it should insurance broker to the security more registers within the hour, resulting in the theft of a large which allowed the burglars to re-enter have, and $24,500 was lost due to industry and the broker preferred by amount of electronic equipment. and remove stock and electronic theft.The security company were held the Australian Security Industry equipment. negligent.

Association (ASIAL). Call Aon today In another example, a gate of a However they did have Aon’s on 1800 806 584 for more vehicle yard was not properly locked Secure-A-Cover policy in place and it information. after a patrol left the premises, which responded accordingly to provide resulted in the theft of three expensive them with protection. Add to that, motor vehicles between patrol visits.

Aon’s Secure-A-Cover also includes It is heartening to know that there is negligent loss of keys, sub-limited to

SCENARIO 3

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boxes and so on, because you don’t have to put down whatever you are carrying, the door unlocks automatically.”

There are also car parks, where reliable vehicle access control systems can set back customers up to $3,000 a car.

The fact it can be fitted to an alarm, rather than having to give out and remember alarm codes, ECKey is an attractive option for home and business alarms.

“It is an occupancy sensor, too,” says Perkins.“It will let you know exactly how long someone has been in a server room, for example.”

The security industry, Perkins admits, can be surprisingly slow to adopt new technology, one of the main issues being training installers in the installation and commissioning of new equipment costs time and money, but as Perkins points out all you need is: • An alarm or an electronic door lock, gate, garage access control device; • An ECKey reader; and

26 //SECURITY INSIDER DEC/JAN 2010

• A Bluetooth phone or device.

Pairing the ECKey with a Bluetooth device, he adds, is no more complicated than doing so with a Bluetooth headset.

Once installed, the ECKey detects the user walking within range – the distance can be set from 1 to 10 metres – and triggers the relay, whether it being door opening or deactivating and alarm.

As for the security of the product, the ECKey and the Bluetooth device can be hidden from everyone else with 128bit encryption creating billions of rolling codes. It can also be installed inside to protect it from vandalism and weather.

Naysayers are quick to point out the danger of mobile phones running flat.

“You could say the same for losing access control cards or keys,” says Perkins, pointing out storing a AA battery charger nearby is a safer option than leaving keys hidden.

The New Zealand designed and

manufactured ECKey has been attracting attention overseas, with systems in Europe, the Middle East and the US, and winning international plaudits, with the likes of being an IFSEC industry award finalist two years in a row, and winner of this year’s prestigious ISC West award for best product in access control.

Acquired last year by Seadan, Sprint’s ECKey offering will take the company in a new direction, building on its solid reputation for intercom and access control hardware and peripherals.

“We are working to be a company that is looking to the future,” says Perkins.“The strength of Sprint is in its experience. Four of our guys have been with Sprint over nine years. We want to build on that experience by giving the right advice upfront and offering a solution, rather than selling product.”

To find out more about ECKey, call Sprint Intercom & Security on (02) 9427 2677 or Seadan on 1300 366 851.

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Help consumers find your business!

The ASIAL website attracts 10,000 visitors a month, with the most popular page being the ‘Find a Security Provider’ Search.

ASIAL members can now create and manage a FREE web page on the ASIAL website to complement their existing ASIAL member search listing. · Receive a dedicated URL that can appear on external search engine listings · Upload images and a description of the products and/or services offered · Choose from two templates and four colours to complement your promotional material No experience required!

Just four easy steps to get your ASIAL web page up and running!

1

2

3

4

STEP

STEP

STEP

STEP

VISIT: www.asial.com.au and login to the Member area.

SELECT the Member Profile Link and Click

Follow the prompts to begin populating your web page.

When you are ready for the page to be published, hit

Create webpage

Submit

Would you like some further information or assistance? Email websupport@asial.com.au or complete the information below and fax to 02 8425 4343.

Company name: Contact name: Phone:

Position: Email:

Your mark of distinction

ASIAL ©2009 www.mynetbuilder.com.au

Register your interest today!

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COMMUNITY SECURITY PROVIDES SANCTUARY Barry Hildebrand, Chief of Security for Sanctuary Cove 28 //SECURITY INSIDER DEC/JAN 2010

>

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COMMUNITY SECURITY

As cars, boats and patrols rove the Cove, they add value to property as well as safety for residents, finds Rod Cowan* IF THERE WAS A PRIZE for the best security job in the country, Barry Hildebrand, Chief of Security for Sanctuary Cove, Queensland, would have to be in the running.

To be sure, there may be more prestigious jobs; say, the head of security for Qantas, with multi-million dollar budgets, international scope and recognition. Few, however, would match the variation not to mention location of Hildebrand’s position.

“It is the only job of its type in Australia, that I am aware of,” says Hildebrand.“It covers such a broad cross-section of security functions.You have also got a community to look after as well, which is diverse in its own right.”

The community in question is a $2 billion master-planned community, living and working on a 406-hectare site, with 25 kilometres of roadway, and 13 hectares of Parkland. Four harbours cover 52 hectares of waterways, with 313 berths at its marina, which also boasts 104 speciality stores and businesses.Then there are the two championship golf courses, not to mention a Hyatt hotel, and any number of special events.

The houses are big, the roads wide, the manicured surroundings imitate money, lots and lots of money – without needing to brag about it.

Inside the gate, the favoured form of transport is a buggy, not only around the golf course, but also for nipping down to the shops. (So popular are buggies, in fact, the local Rotary Club hosted an Inter-School Buggy Grand Prix, complete with an obstacle course in the car park to help Year 12 students with their driver training.)

A land sale promotion, touted as part of Sanctuary Cove’s 21st birthday celebrations (prices start at $500,000), offers $2 million in bonus gifts, including some blocks throwing in a BMW 320d luxury sedan.

Property types refer to the facilities bolstered in the past two years by a $50 million infrastructure expansion program as “value add components”, which drive up the value of individual properties. In fact, an independent analyst reckons resale sales

SECURITY INSIDER DEC/JAN 2010// 29

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COMMUNITY SECURITY

Mike Telea, Security Operations Officer

rose by 8 per cent in the past year, compared to 3 per cent at other resort properties, with sellers pocketing about

with four cars and two boats

$300,000 difference between the buying

(next year they get their first

and selling price of properties, compared

purpose-built sea patrol boat

to $70,000 at other locations.

Along with the boating, golfing and shopping facilities, security is another value-add. Indeed, in residential surveys, it invariably ranks in the top three reasons for living there.

“Safety and security is one of the most important reasons they come here,” says Hildebrand.

The security operation is far removed from the “guns, guards and gates” image of security. Nor can it be likened to a private

powered by lithium batteries), operating 24/7, which is often more people on the ground than some police commands in the region. Operations are controlled from a gatehouse, which doubles as a monitoring room, and the infrastructure work includes extending CCTV capabilities.

Security is backed by powers under the Sanctuary Cove Resort Act (1985), which mandates the likes of homes having

police force, unless you are talking beat policemen of 1950s

to be built with an alarm system monitored in-house by

English villages.

Hildebrand’s staff; allows security to set speed limits within the

“To me, it is all about customer service,” Hildebrand says.

residential areas (40kph, and security can be seen at times at

Providing that service is four teams of eight security officers,

the side of the road with radar guns, though they do not do continued page 32 >

30 //SECURITY INSIDER DEC/JAN 2010

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Inner Range’s Concept 4000 Integrates with ASSA ABLOY’s Hi-O™ and Aperio™ Technologies

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30

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COMMUNITY SECURITY

anything as crass as handing out tickets); maintain rules around short-term rentals; and powers to ask people who cause a nuisance to leave.

As for visitors to the residential area, if the owner has not told security to expect them, they have to cool their heels until the owner is called and permission gained (with the only exception being Sheriff’s officers executing a warrant). Out on the water, boat owners must inform security when they will be taking their boats out. Any unscheduled movements mean a call to the boat owner’s home, resulting in more than a few 5am hang-ups after a sleepy female voice says: “He hasn’t bloody told you he was going early morning fishing.”

As important as the traditional security function may be, equally so is the safety function.

“If a panic button is pressed, everybody drops everything,” says Hildebrand.“We are also the first port of call for ambulance and fire.”

Dealing with fire and medical emergencies is part of the wide range of training for staff.

Mike Telea, who has worked at Sanctuary Cove for about 11 years and is now the Security Operations Officer, explains new recruits have to undergo a 12 month training process, with three months in each different role – mobile patrol, marine patrol, control room assistant, and control room operator and are assessed at the end of each period.

“It is a very structured environment here,” says Telea.“A lot of people are used to it being the other way, where they work on their own, and find it difficult to adapt to the team environment.”

The upside is, says Telea:“The variation in duties is a key part of maintaining interest in the work that [the officers] do.”

Nor could it be considered a doddle:“It can get very hectic

elderly residents who may have had an illness. If they have not been seen for a day or so, we go knock on their door just to see how they are.”

Hildebrand also attends the various Body Corporate

during holiday periods.”

Staff turnover is low – only two people have left in the past year and one third have been there five years or more – which

meetings.

“I listen to their concerns,” says Hildebrand.“The vast majority of residents also have my direct number.”

Hildebrand maintains helps build community.

“We build up relationships with the residents, interacting with them, and getting to know them,” says Hildebrand.“Once you get to know who’s who, the officers will give them a friendly wave as

In addition, he writes a security report for a quarterly residents’ magazine.

“It is information sharing,” says Hildebrand.“We keep them

they go by. If they don’t, the resident might mention it to me,

informed of everything that is going on, the programmes we are

wondering what’s wrong.”

running, what the security department is doing, incidents that

Open communication on a formal and informal basis is key to making any community security operation work, says Hildebrand.

“We will respond immediately to any incident, but we also follow through and let them know the outcome,” he says.

“When we are called to a medical situation, our procedures [stipulate] there must be a follow-up three days later to that person or the family, just to see how they are doing.

“We also carry out welfare checks on some of the more

have occurred and how security has reacted.”

All of which helps develop trust and confidence, he says: “They feel as though we are there to look after them.”

Something he is likely to be doing so for some time.

“I enjoy the job and I’m here until I retire,” says Hildebrand.

Adding quickly:“And, I’m a few years of retirement, yet.”

In which case, anyone eyeing off possibly the best security job in the country had better be thinking long-term.

*Rod Cowan is an independent contributing editor and can be contacted on mail@rodcowan.net.

32 //SECURITY INSIDER DEC/JAN 2010

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PROTECT YOUR BUSINESS WITH AON Aon is the leading insurance broker to the security industry, and the broker preferred by the Australian Security Industry Association (ASIAL).

We are pleased to offer you a tailored product, SecurAcover, that provides a simple and competitive insurance solution to protect your business. This product is exclusive to ASIAL Members and covers public and products liability with an extension for errors and omissions coverage.

If you need to protect your business, talk to Australia’s leading insurance provider today.

CALL

1800 806 584 OR EMAIL asial@aon.com.au

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PEOPLE

THE FAIR WORK ACT 2009 - IMPLICATIONS FOR EMPLOYERS

by Chris Delaney*

OVER THE PAST 5 years workplace relations legislation has changed dramatically. Under the present federal Government the Fair Work Act 2009 (Cth) came into effect on 1 July 2009 with further provisions commencing on 1 January 2010.

This new legislation covers employers who are Corporations, however most Australian State Governments have enacted legislation referring State industrial relations powers to the federal government, thereby bringing sole traders and partnerships under federal awards and legislation.

These changes will have a major effect on all employers on and from 1 January 2010.

Here we consider the effect of the legislation, what employers should know and provide an overview of the key awards affecting Security Industry employers.

WORKPLACE RIGHTS AND EMPLOYMENT Workplace rights protect employers, employees, independent contractors from adverse action. They are general protections arising out of various sources of legislation including OH&S, Trade Practices legislation and the Fair work Act itself.

Adverse action may include such matters as dismissing or causing injuring to an employee, changing an employee’s job to their detriment, discriminating against an employee, or refusing to employ a prospective employee and in some instances may extend to independent contractors.

For example if an employee is denied a

promotion because he or she made a genuine complaint against the employer, then the employer may have engaged in adverse action under the Fair Work Act. These protections also include applicants for employment. This group has the same workplace rights as if they were employees making it imperative for employers to initiate rigorous recruitment processes.

NATIONAL EMPLOYMENT STANDARDS (NES) The 10 NES are part of the Fair work Act 2009 and come into effect on 1 January 2010. These are minimum standards applying to all employees, whether covered by a modern award or not. The NES along with the modern award form the basis determining whether Enterprise Agreements are approved.

The 10 NES are: 1. Maximum weekly hours of work Standard working hours for a full time employee will continue to be 38 hours per week, plus reasonable additional hours.

Reasonableness will be determined having regard to a number of listed factors, including the level of remuneration, penalty rates or other compensation for the additional hours and the needs of both the employee and the enterprise. The maximum of 38 hours is the basis for accruing annual leave and personal leave.

2. Requests for flexible working arrangements

An employee with 12 months continuous service, who is a parent of, or has caring responsibilities for, a child under school age will be entitled to request (in writing) flexible working arrangements. This includes a casual employed on a regular and systematic basis with a reasonable expectation of continuing employment.

Flexible working arrangements are not defined, but examples could include reduced hours, different start or finish times or home-working arrangements.

• An employer may only refuse the request of reasonable business grounds and must detail the reasons for any refusal.

3. Parental leave and related entitlements Each parent who is an eligible employee will have a right to 12 months‚ unpaid parental leave in relation to the birth or adoption of a child. In the case of casuals this will include those engaged on a regular and systematic basis for a period of 12 months. However, couples will only be entitled to take up to 3 weeks‚ parental leave concurrently. If both parents wish to take parental leave, the remaining periods of leave must be taken consecutively.

• In addition, if one parent would prefer to take a longer period of leave, they can ask their employer for an additional period of up to 12 months‚ unpaid leave. The employer could only refuse this request on “reasonable business grounds”.

• This NES also provides for return to work continued page 35 >

34 //SECURITY INSIDER DEC/JAN 2010

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PEOPLE

and other related entitlements. Employers are required to consult with an employee where a decision of the employer may significantly affect the employees return to work status.

4. Annual leave As is currently the case, all full time employees will be guaranteed 4 weeks‚ paid annual leave, with an extra week (5 weeks) for shift workers. Part time employees would receive a pro rata amount. Casual employees would not be entitled to annual leave.

• Employees entitled to Annual Leave may be able to cash out annual leave if the modern award enterprise agreement or in the absence of an award Common Law Contract includes that provision and with the consent of both parties and there remains 4 weeks leave in balance.

5. Personal, carer’s and compassionate leave All full-time employees will receive 10 days’ paid personal and carer’s leave per year of service (pro rata for part-time employees).

Employees would also be entitled to 2 days’ paid compassionate leave per occasion. Casual employees will not receive these entitlements.

• If paid leave entitlements are exhausted, all employees will be entitled to 2 days of unpaid personal leave for “genuine caring purposes and family emergencies”. This unpaid leave will also be available to casuals.

6. Community service leave Employees are entitled to be absent from work to engage in prescribed community service activities. Examples include jury service and voluntary emergency management activity. The entitlement would cover all periods the employee is required to provide the community service, including reasonable travelling time and time for rest immediately following the activity.

• The employee must give the employer reasonable notice of the need to attend to community service evidence to prove attendance.

• Community service leave is unpaid leave, although employees (other than casuals) on jury service leave will be entitled to make-up pay based on the employee’s

base rate and only for the first 10 days, unless the Modern Award provides for a greater benefit to the employee.

7. Long service leave The NES will preserve long service leave entitlements existing in a pre modernised award, a workplace agreement, or where there is no such agreement, in state or territory laws, until nationally uniform long service leave standards are attained.

Currently, State legislation deals with long service leave entitlements.

8. Public holidays Employees will be entitled to be absent from work on public holidays, and to be paid for the ordinary hours they would have worked at their base rate of pay.

• If an employee works on a public holiday (which may only occur at the reasonable request of the employer), they may be entitled to a penalty rate or other compensation as set out in an applicable modernised award. There is an opportunity for the employer and the employee to agree on a substitute day instead of the public holiday.

9. Notice of termination and redundancy pay Most employees are currently entitled to minimum periods of notice of termination of their employment (or pay in lieu of notice), based on their period of continuous service.

• Notice must be given in writing prior to the termination date 10. Redundancy In addition, employers who employ more than 15 employees will be obliged to make a severance payment to an employee terminated on the ground of redundancy.

The quantum of severance payment required is determined by reference to a scale depending on the period of continuous service by the employee.

These reflect the current federal award standard. Certain employees are excluded from this right, including those serving a qualifying period, those on a fixed term or seasonal contract and casual employees.

• Where no entitlement to redundancy existed prior to 1 January 2010, (generally in the case of non award employees on common law contracts which did not

include a redundancy provision), prior service may not count towards redundancy entitlements. Employers are advised to seek professional advice before making decisions about redundancy.

FAIR WORK INFORMATION STATEMENT Employers will be required to provide all new employees with a “Fair Work Information Statement” as soon as practicable after they commence employment. The Statement will be published by Fair Work Australia and will contain information about the NES, awards, making agreements, freedom of association and Fair Work Australia.

UNION RIGHT OF ENTRY From 1 July 2009 the Fair Work Act 2009 has provided unions with greater access to workplaces and employees through increased right of entry opportunities.

A permit holder may enter premises: • to hold discussions with employees whose interests they represent, whether members or not; • to investigate a suspected breach of an industrial instrument that relates to a member of the union; or • exercise a right under a state or territory occupational health and safety law.

The union must give the employer 24 hours notice in writing prior to entering the premises.

• An employer cannot hinder, obstruct, refuse or unduly delay a permit holder from entering the premises.

• Equally the permit holder must not unduly disrupt the business of the employer.

• Employers should seek professional advice immediately they receive an entry notice.

CURRENT WORKPLACE ARRANGEMENTS The following is designed to clarify how the new Fair Work Act will deal with workplace arrangements made under previous legislation.

Arrangements which may already be in place.

Australian Workplace Agreements (AWA) (expired or current) AWA’s remain in force unless rescinded.

AWAs cannot any longer be varied. In the event that an AWA is not rescinded it will remain valid and lawful unless or until the rate of pay falls below the appropriate base rate continued page 36 >

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prescribed in the award, and/or the minimum provisions of the NES e.g. If the Base Rate in the award is $25 per hour and the AWA rate is $30 per hour (even if it includes shift penalties etc.) it will be valid and lawful.

Of course the minimum conditions that apply under the National Employment Standards, commencing 1 January 2010, will over ride an AWA where the AWA is deficient.

Employees covered by an AWA (current or expired) would have to have the AWA rescinded (either by agreement with the employer or unilaterally) to enable coverage by another industrial instrument An AWA may be terminated by agreement or unilaterally To Terminate an Australian Workplace Agreement There must be a Termination agreement signed by both parties. The DOB of the employee must be included to ensure minors are protected. There is no standard form for the agreement, however, there is a standard form for the application to terminate. The FWA will usually confirm termination after 30 days.

Standard form on FWA website - F29 The employer must: • Include the AWA number • Lodge with FWA within 14 days • Lodge 1 application + spreadsheet for all employees To Terminate an Australian Workplace Agreement Unilaterally An employer can make an application to terminate an AWA without the permission of the employee. The process usually takes around 90 + days and must follow the formal guidelines set out on the Fair Work Australia website.

Employees on (expired) Enterprise Bargaining Agreement The Enterprise Bargaining Agreement will remain in place until varied or rescinded.

When a new agreement is made it may include any classifications of employees agreed by the parties. Those not included may be covered by an appropriate award and stand out of the agreement. Those included in new approved agreement will be bound by it unless covered by a continuing AWA.

NEW MODERN AWARDS The making of new modern industry based awards by the Australian Industrial Relations

Commission is due to be completed by the end of 2009. Modern awards will come into effect on 1 January 2010 with transitional arrangements commencing 1 July 2010 and phasing-in until 2014.

National system employers (corporations) and their employees, employees in Victoria and employees of sole traders and partnerships in States which have referred their industrial relations powers to the federal government will be covered by a modern industry award unless: • They are excluded from the coverage clause in the award; • They are a party to a current workplace (enterprise agreement); • The employee is classed as a “high income employee”.

The current threshold for a high income employee is $108,300.00 per annum. The salary must be guaranteed in writing for a period of 12 months, may include non monetary benefits provided that they are clearly defined and for which a value has been agreed and provides a benefit to the employee. The compulsory component of superannuation is excluded from the calculation of earnings. The form of guarantee differs between new and existing employees, making it important that employers seek professional advice about this group of employees. Therefore in some instances a “high income employee” may not be exempt from the award.

Introduction of Modern awards and Transitional Arrangements Modern Awards will commence on 1 January 2010. Some awards have not yet been finalised and the AIRC has not (at the time of writing) announced its final decision on transitional arrangements. Therefore it is essential that employers consider their award obligations carefully and ensure they properly understand how the phasing in will affect them.

The Australian Industrial Relations Commission (AIRC) has announced an intention that some provisions in certain modern awards – minimum wages, loadings and penalties – will not operate on 1 January 2010 but will be phased in over a five-year period, starting 1 July 2010 and ending on 1 July 2014. ASIAL has made an application to the AIRC) for this to apply in the case of the Security Services Award 2010, however no

decision has yet been announced.

The phased-in introduction is to apply only to “minimum wages, including wages for junior employees, employees to whom training arrangements apply and employees with a disability, casual and part-time loadings, Saturday, Sunday, public holiday, evening and other penalties and shift allowances.”

All Modern awards contain clauses dealing with: 1. Coverage; 2. Classifications; 3. Minimum wages; 4. Type of work performed i.e. permanent, part time or casual; 5. Work arrangements; 6. Overtime rates, 7. Penalty rates; 8. Allowances; 9. Leave; 10. Superannuation; 11. Consultation and 12. Dispute Settling Procedures.

New modern awards have been made along industry lines. The following awards affecting ASIAL members will take the place of all State and Territory awards throughout Australia: • Security Services Award 2010 • Transport (Cash In Transit) Award 2010 • Electrical Electronic and Communications Industry Award 2010 • Clerks Private Sector Award 2010 • Manufacturing and Associated Industries and Occupations Award 2010.

Copies of these awards can be accessed through the ASIAL website. It is extremely important that employers become familiar with any changes to pay and conditions and other matters affecting the way work may be performed under a Modern award combined with the minimum standards in the NES.

FEATURES OF SECURITY SERVICES AWARD 2010 This award covers Guarding, Mobile Patrols, Crowd Control, Dog Handlers, Escorts, Body Guards, Loss Prevention, Traffic Control (Airports), Monitoring and Control Room.

Not included is Cash in Transit, Prisons, correctional or other detention facilities, installation, maintenance or repair of electronic alarm and/or monitoring systems; or continued page 38 >

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installation, maintenance, repair or replenishing of ATMs. Rates of pay, shift work provisions, casual loadings and part time provisions are different from most current State and Territory Awards.

Features of Electrical, Electronic and Communications Contracting Industry Award 2010.

This award covers a wide range of classifications. The most important of these to employers engaged in all types of electronic/communications work not requiring the full range of skills and training of an electrical tradesperson is Stream 2 Electronics/Communications.

These are defined as the industry and trades which are connected with the installation, maintenance, monitoring, controlling, repairing or testing of any electrical, electronic, or acoustic equipment or device, or any combination thereof which includes any intruder alarm system incorporating closed circuit television, video or photographic systems, electronic, electromechanical access control systems, any computer hardware systems and/or computer software including ancillary equipment or any external or internal lighting device used for any commercial, industrial, domestic or governmental purpose.

This award allows employees to be engaged on shift work and casuals to be engaged for six months before being considered for permanent employment

Enterprise Agreements and Collective Bargaining Enterprise agreements are the centrepiece of the Fair Work Act 2009. Changes to agreement-making and enterprise bargaining are among the important changes, essentially creating a new framework for negotiations.

AWAs or other types of “individual agreements” can no longer be made. Four types of Enterprise agreements can be made: 1. Single Enterprise Agreement; are made directly between an employer and its employees, will be the most common type.

2. Multiple Enterprise Agreements; multienterprise agreements involve more than one unrelated employer and more than one business. These agreements may be the result of a union campaign across a number of businesses in an industry.

3. Greenfields Single Enterprise; are made by

a single business intending to set up a new business, but as yet has no employees; 4. Greenfields multiple Employer Agreements; are made by a group of business intending to set up a new business, but as yet has no employees. This may be, for example, a joint venture project.

All enterprise agreements must contain a number of terms including a term allowing the employer and an employee to vary such matters as arrangements for when work is performed, overtime rates; penalty rates; allowances; and leave loading by making an individual flexibility agreement.

Enterprise Agreements must include: • A nominal expiry date • A dispute settlement clause • A flexibility clause • A consultation clause Enterprise Agreements may include: • Matters pertaining to the relationship between the employer and the employee • Matters pertaining to the employer/union relationship, where the union is a party to the agreement, such as: • Union training, paid time for employees to attend union meetings and terms giving union rights of representation.

Enterprise Agreements may not include: • Matters that are unlawful such as those that cause discrimination, cause or permit a bargaining fee etc.; • Clauses prohibiting various classes of workers; • Requirements for employers to make donations to a political party; • Prohibitions on or requirements to use particular suppliers or customers

Commencing the Bargaining Process Bargaining can be commenced by the employer the employees or their union or bargaining representative.

The employer must notify employees in the prescribed form about their right to appoint a bargaining representative and who can act on their behalf throughout the bargaining process.

Good faith bargaining Those involved in the bargaining process,

including bargaining representatives, are required to bargain in good faith.

The following are the good faith bargaining requirements that a bargaining representative for a proposed enterprise agreement must meet: • attending, and participating in, meetings at reasonable times • disclosing relevant information (other than confidential or commercially sensitive information) in a timely manner • responding to proposals made by other bargaining representatives for the agreement in a timely manner • giving genuine consideration to the proposals of other bargaining representatives for the agreement, and giving reasons for the bargaining representative’s responses to those proposals • refraining from capricious or unfair conduct that undermines freedom of association or collective bargaining • recognising and bargaining with the other bargaining representatives for the agreement.

The good faith bargaining requirements do not require a bargaining representative to: • make concessions during bargaining for the agreement • reach agreement on the terms that are to be included in the agreement.

Scope Orders Bargaining representatives may apply to Fair Work Australia, including to ask it to determine the scope of the agreement, to decide whether there are too many bargaining representatives for the agreement, or even for assistance and advice.

Bargaining disputes A bargaining representative for a proposed enterprise agreement may apply to FWA for assistance in resolving a dispute in relation to the proposed agreement.

Bargaining orders A bargaining representative may apply to Fair Work Australia for a bargaining order in relation to the agreement if the bargaining representative has concerns that: • one or more of the bargaining representatives for the agreement have not met, or are not meeting, the good faith continued page 39 >

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bargaining requirements; • the bargaining process is not proceeding efficiently or fairly because there are multiple bargaining representatives for the agreement.

To obtain approval for an enterprise agreement from Fair Work Australia there are a certain procedural matters which must be traversed, and it’s important to comply with all requirements to ensure you get that approval.

Voting Voting must not be undertaken within 21 days of employees being given initial advice of the right to have a bargaining representative. The voting process may be as simple as a show of hands or as complex as being conducted by an electoral office.

It is very important for employers to seek professional advice and ensure they have attended appropriate training to deal with the changes.

Transfer of business Four conditions must be in place to create a transfer of business • The employee must be terminated from the old business; • The employee must start employment with the new business within 3 months of ceasing with the old business; • The employee carries out the same or substantially the same work with the new employer; • The old employer and the new employer are “connected”.

The implications for employers are significant. A transferable industrial instrument (award or agreement or a common law contract (high income earner)) applies to the employee indefinitely.

Termination and Unfair Dismissal Dismissing an employee brings with it a host of costs and stresses. The cost of replacement, down time and often effects on other employees can be substantial. There are also the legal obligations which, if not properly considered, can create even greater costs to the employer.

Under the new Fair Work Act employers

have increased responsibilities to ensure they correctly terminate employees and more employees are able to make unfair dismissal claims.

An employee of a small business will be able to claim for unfair dismissal after they have been employed for at least 12 months.

The employer will have to comply with the new Fair Dismissal. A checklist has been developed to help small business employers comply. The small business will be immune from unfair dismissal claims if it complies with the Small Business Unfair Dismissal Code.

A small business is one with 15 or fewer equivalent full-time positions For businesses with more than 15 employees a claim can be made after 6 months of employment.

FWA must take into account: • whether there was a valid reason for the dismissal related to the person’s capacity or conduct (including its effect on the safety and welfare of other employees); and • whether the person was notified of that reason; and • whether the person was given an opportunity to respond to any reason related to the capacity or conduct of the person; and • the degree to which the absence of dedicated human resource management specialists or expertise in the enterprise would be likely to impact on the procedures followed in effecting the dismissal; and • any other matters that FWA considers relevant.

The FWA may: • Re-instate the employee to their former position or a comparable position; and • Re-imburse the employee lost remuneration for the period of unemployment; and/or • Award compensation/damages up to 6 months pay.

A dismissal will not be unfair if an employer can show that it was a genuine redundancy.

It’s a genuine redundancy if the

employee’s position is no longer required to be done by anyone, the employee cannot reasonably be engaged elsewhere in the business (including related entities), and the employer has complied with any consultation obligations in the award or enterprise agreement.

The time limit for an employee making an unfair dismissal application has been reduced from 21 to 14 days and so far Fair Work Australia have made it difficult for employees seeking an extension to be successful.

It is important to seek advice to make sure that your managers and supervisors understand their obligations under the Fair Work Act when terminating someone’s employment.

SUMMARY We have attempted to provide clarity to the main aspects of the Fair Work Act 2009 in a practical way.

Accurately interpreting The Fair Work Act 2009 and all of the implications arising out of it cannot at this stage be an exact science.

There have been decisions of Fair Work Australia that have so far been helpful, some have been contradictory. There are aspects of the Act that are yet to be tested, and surely some decisions will be the subject of appeal – such is the process with any piece of workplace legislation.

We strongly recommend that employers audit their business policies and process to avoid exposure to non compliance and possible litigation.

At the very minimum review: • recruitment practices including contracts of employment and polices; • disciplinary procedures, termination and redundancy; • Award coverage, including changes arising out of award modernisation and transitional arrangements; We also recommend that employers seek training opportunities in order to develop awareness and understanding of the effects of the Fair Work Act on their business. And before taking any decision on workplace matters always seek professional advice.

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

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

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SECURITY ON THE COAST

GETTING A HOLD RIGHT ON THE

GOLD COAST Words and pictures by Rod Cowan*

SPENDING TIME IN SECURITY CIRCLES requires some

woman. She’s probably the best angel I have ever met,” he says,

getting used to cognitive dissonance that disconnect between

when asked to describe his wife, Irene, whom he met when

your surroundings and your activity.

working the door at the Parkwood Tavern in 2000.

It’s sitting in a five-star hotel in the Middle East with private

“The conversation we had was about everything and was

military contractors discussing an insurgent attack on a convoy

really, really good,” remembers Davis.“I’d never dated a patron in

they were leading; or in a delightful European restaurant with

my entire security career, so I left the Tavern, because of the

UN investigators going over details of political assassinations;

potential conflict of interest.”

or a Gold Coast luxury resort café having the finer points of using a transport wristlock explained.

In the case of the latter, the disconnect is even greater, because Henry Davis the person explaining what works and

At one stage, Irene told him: “I don’t know what you are doing working on the door, you should be running your own business.”

Davis recalls: “One day, she went down to the Office of Fair

what does not is well-built in a way that someone would have

Trading and registered a business name, Hi-Tactical Protection,

to be very, very dumb, or very, very drunk (or a heady mixture of

and came back and said: We’ve got a business, so let’s go.”

both) to argue with him, especially if physical contact is likely to result.To boot, his New Zealand Special Forces background and a stint with the Queensland Corrections Service, pretty much ensures they will come off second best.

His voice, on the other hand, is quietly cheerful, as he

Seven days later, they were back at the Parkwood Tavern, this time as the security contractors.

“We had absolutely no money and started our business with absolutely nothing,” says Davis.

That may be true in terms of cash and assets, but what they

speaks with sincerity and intensity about the underlying

did have was his years of experience, knowledge and obvious

psychology and physiology of verbal and physical confrontation.

passion for security, especially crowd control, possibly the most

A practical demonstration with great front-rower claws wrapped

unloved of security sectors.

around your skinny hands is conducted with the precision and deftness of a surgeon, though, no doubt, the slightest increase in pressure would result in excruciating pain. Get him on the subject of his wife and he is downright sappy.“She’s a beautiful

Davis joined the New Zealand Army at 17 years old and volunteered for the SAS. “I heard the SAS lived longer,” he jokes, explaining that in combat an infantry soldier has a life expectancy of about five

> 40 //SECURITY INSIDER DEC/JAN 2010

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The end result is an operation now called HTP Security covering 20 venues on the Gold Coast, which has had no serious incidents or public liability claims.

Henry Davis SECURITY INSIDER DEC/JAN 2010// 41

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SECURITY ON THE COAST

minutes, whereas the SAS can last as long as 5 minutes and 30 seconds.“That extra 30 seconds is a long time to me.”

The hard work and knowledge he gained, including working the Special Warfare Wing, the SAS CounterTerrorism unit, he says, gave him a good grounding in security, especially when it comes to risk assessment, structuring operations, and executing plans.

Leaving the military in 1996, Davis headed for Queensland’s Gold Coast and looked for security work.

“I came to crowd control because it is one of the hardest roles in security and I love a challenge,” says Davis.

It was a very different environment compared to that of today’s training, standards, and legal requirements in that there were none.

“One job interview was in a strip club at 10 o’clock at night,” he says.“I got the job because you needed to be a certain weight.That was the criteria for [employers]; no qualifications, no experience, you just had to be over 100 kilos.”

By working for a number of security companies, he was able to conduct a risk assessment of them, finding that most had little in the way of systems or procedures.

Henry Davis

A career detour took Davis to Queensland Corrective services for a year, but he resigned in 1999, returning to New Zealand to look after his mother after his father died.

“I’m such a hard head, my mother asked me to get back to

“A lot of people are unaware that they are responsible for their own actions everyone is and [in an incident] no one holds that person responsible for a particular occasion. It always goes back to either the venue or the security contractor,” says Davis.

Australia,” he says, laughing.

A short time later, back on the Gold Coast, when he and

His staff attend two-week training courses annually where

Irene started their fledgling security firm, the industry had

they are engaged in daily exercises to keep their skills honed,

improved, but only a little. Security licensing had tightened and

which is as much about mental as physical training. For

local liquor licensing laws set quotas for patron to security

example, they memorise relevant laws to quote verbatim to add

ratios (seven crowd controllers for 1,000 patrons and one extra

authority to requests to quieten down or leave, as well as

guard for every additional 250 patrons).

practicing physical control techniques.

The first thing Davis did was to take his military experience in

Davis also pulls officers out of crowd control to do static

developing standard operating procedures and adapt them for

guard work for a month. Staff may complain they don’t like it,

civilian operations.

but Davis maintains it is necessary to keep them balanced and

For him, the aim is to “create a presence in order to provide an environment everyone can enjoy”. After that, it’s about de-

able to handle the stress.

The end result is an operation now called HTP Security

escalating situations and, if necessary, extracting unruly patrons

covering 20 venues on the Gold Coast, which has had no

with the minimum amount of fuss.That, he says, takes training

serious incidents or public liability claims.

and lots of practice, beyond the licensing requirements.

“The current courses, from a hands-on point of view of doing

Although Davis accepts it is probably a case of “not if, but when” something goes awry, he is determined that his

control and restraints, in some places takes about 30 minutes

company will have done everything possible to ensure that staff

of doing physical application of techniques, which leaves a lot

are properly trained and prepared.

As to the future, he says: “I have been conducting training

to be desired,” says Davis.

“Over nine years, I have never met anybody from any security

over the years and would like to get more into the training side.

guard course that has learnt to do a transport wrist lock

Like everyone, I want to try and improve the industry, and the

effectively.”

only way to improve the industry is to have the training at the

That lack of ability, he says, leaves the company open to

coal face from the start and at a young age.”

liability issues. *Rod Cowan is an independent contributing editor. He can be contacted on mail@rodcowan.net.

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Pacom’s One4all – now with H.264 & 200ips n Pacific Communications > +61 3 9676 0222 n Email > info@pacom.com.au n Web > www.pacom.com.au

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The Pacom ONE4ALL Surveillance System are now available from your nearest Pacific Communications and DAS branch.

44 //SECURITY INSIDER DEC/JAN 2010

NEW!

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ASIAL Certified Security Monitoring Centres*

Current as at: 27 November 2009 Company (short form name)

State

Cert. No.

Grade

NSW

317

A1

09 Mar 2011

Allcare Monitoring Services

WA

303

A2

01 Mar 2010

ARM Security

WA

318

A1

10 Mar 2011

ART Security

VIC

326

A1

08 May 2010

Central Monitoring Services

NSW

293

B1

21 Mar 2010

City of Sydney Operations Centre

NSW

301

C1

04 Jun 2010

VIC

315

C3

11 Dec 2010

NSW

306

A1

24 Sep 2010

Energize Australia

VIC

295

C2

01 May 2010

Golden Electronics

TAS

310

A1

17 Oct 2010

Grade One Monitoring

NSW

289

A1

13 Feb 2010

Grid Security

NSW

290

A1

10 Mar 2010

IAG (operating with IAG Data Centre)

NSW

329

C1

27 Nov 2011

Instant Security Alarms

QLD

320

A1

09 Jun 2011

ISS Security (Manpower Response)

NSW

288

C3

17 Feb 2010

Linfox Armaguard

VIC

313

A1

08 Aug 2010

Monitoring Excellence WA

WA

312

C2

14 Jun 2010

NSS Group

NSW

294

A1

07 May 2010

Paul-Tec Australia

NSW

297

A1

28 Feb 2010

Protection Pacific Security

VIC

304

C2

03 Aug 2010

RAA Security Services

SA

314

A1

12 Dec 2010

Secom Australia

NSW

327

A1

14 Dec 2011

Sectrol Security

VIC

322

B2

02 Jul 2011

Security Control Room

VIC

296

A1

07 May 2010

Sesco Security Co

WA

319

A1

03 Mar 2011

Signature Security

NSW

307

A1

03 Oct 2010

Signature Security

WA

308

A1

03 Oct 2010

SMC (Chubb)

QLD

284A

A1

07 Dec 2009

ADT Security

ClubLINKS Security Commonwealth Bank of Australia

SMC (Chubb)

Expires

VIC

287

A1

16 Dec 2009

SNP Security (Newcastle)

NSW

321

A1

17 Aug 2011

SNP Security (Sydney)

NSW

305

A1

13 Aug 2010

Spectus

WA

325

A1

02 Sep 2011

State Govt Protective Security Services

QLD

299

C1

22 May 2010

SA

298

A1

18 Jun 2010

Westpac Banking Corporation

NSW

291

A1

28 Feb 2010

Woolworths Limited

NSW

311

C1

04 Nov 2010

West Coast Security

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

SECURITY INSIDER DEC/JAN 2010// 45

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46 //SECURITY INSIDER DEC/JAN 2010

See it. Touch it. Hear it

INSIDER_Dec09_Jan10 Iss6_52pp

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HOT PRODUCTS

World Leading Technology in Biometrics n Sagem Australasia > +61 2 9424 3500 n Email > melody.morgan@sagem.com n Web > www.sagem.com.au

Powerful capabilities in a small package Sagem Sécurité announces the new MA500+ series biometric terminals for access control and time and attendance applications.

MA 500+ offers value-added retailers and access control manufacturers a reliable, powerful and scalable solution.

The MA 500+ terminals offer the highest level of security on the market.

Fast: 0.7 sec in authentication mode and 0.9 sec in 1:1000 identification mode (including detection, coding and matching).

Accurate: depending on the required level of security, the false acceptance rate or FAR can be configured down to 10-8. The highest database capacity on the market: up to 100.000 fingerprint templates with extended license. Wide area, accurate fingerprint sensor, for high definition fingerprint image acquisition.

MA500+ series

NEW!

Pacom H.264 8/16 Channel RT DVR’s n Pacific Communications > +61 3 9676 0222 n Email > info@pacom.com.au n Web > www.pacom.com.au

NEW!

The PDRH-8-RT and the PDRH-16-RT are the first H.264 standalone DVR’s, which utilizes the all-new ClearView ISP1000 multi function chipset, designed for Pacific Communications.

These digital recorders provide real time recording at CIF and have 4 CIF recording capabilities, offering high performance features that make them ideal for advanced digital surveillance applications. Product Features of the PDRH-8-RT and the PDRH-16-RT include: • Embedded Linux operating system • H.264 Compression : 8 or 16 Channel Looping inputs • Recording and Playback rate – Real-time @ CIF • Built-in DVD-RW : Two-way audio communication Now available from your nearest Pacific Communications and DAS branch.

Powersmart Premium Protection

n Natural Power Solutions Pty Ltd > +61 2 9906 6696 n Email > sales@nps.com.au n Web > www.nps.com.au

Natural Power Solutions’ Powersmart Premium PM10 provides protection against power surges caused by external sources, such as lightning strikes and electrical switching, as well as providing a measure of protection from surge events generated on the secondary side of the filter.

The PM10 is a 3-stage protection unit utilising primary and secondary MOV protection in conjunction with an L/C filter. In addition, the unit also provides filtering of line harmonics and high frequency.

The unit has a revolutionary design, making it lightweight, portable, easy to install (Plug & Play) yet suitable for industrial purposes due to its strong metal enclosure.

The Powersmart Premium PM10 has been designed in accordance with AS3100, AS1768, IEC61643-1, IEC61000-6-1, 2, 3, 4. The unit can be used in applications including Plug-in 10A UPS systems up to 3kVA, tower or rack mounted servers, portable instrumentation, security monitoring devices.

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NEW!

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frank.

SALES

HUMOUR ME

“Several Connecticut state law enforcement agencies raided a home to break up an alleged canary-fighting operation.”

T

frank sales

he town of Waiau, New Zealand, has cancelled its annual rabbit-carcass-tossing contest, after animal rights activists complained it teaches children to associate dead animals with fun. Better live sheep, eh?

An Irish MP has argued against proposed legislation to lower the blood-alcohol limit for drivers. Mattie McGrath claims: “[Modest drinking] can make people who are jumpy on the road, or nervous, be more

relaxed.” What about, Hitting something – Then again, as the Archives of Surgery reports, light alcohol-drinkers survive brain injuries better than either non-drinkers or heavy drinkers.

Britain’s High Court ruled a 59-year-old murderer was entitled to free surgery to remove a birthmark. UK’s

health authorities granted a free prescription for Viagra to a 71-year-old repeat sex offender, whose latest conviction involved an 11-year-old boy. Police in southern California are looking for a well-dressed man in his 70s who has robbed four banks; they know what he looks like from surveillance video, in which he is seen carrying around his own oxygen tank while robbing the banks. Pennsylvania police shot and killed a 71-year-old woman, having mistaken her for a prowler. According to local plods, she had gone to the home of her ex-boyfriend at night, dressed in black, commando-style clothing, and was lying in wait in his yard with a pistol, intending to kill him.The US Tax Court ruled a 78-year-old man owes back taxes because $US300,000 in deductions claimed over a five-year period for “medical” expenses were no more than purchases of sex toys, pornography and payments to prostitutes. He claimed the activities relieved his “depression”, in that he had no other sexual outlets.

Also on shopping shelves, British retailer Debenhams has released a new range of men’s briefs with an opening more accessible from the left side, for left-handers who have been forced for decades to fiddle with a right-side opening. (Oh, that’s what they’re doing). A 61-year-old Oregon Mayor, elected last year despite dressing openly as a woman, drew criticism from a community group when he addressed students while wearing a miniskirt and a swimsuit top. Critics suggested he should dress at least in “professional” women’s clothes when speaking to youth groups. A budget-conscious South Carolina Mayor barred police from chasing perpetrators of crimes in progress, even if officers drove at the speed limit. Officers are instructed, instead, to arrest suspects later in their homes. During a nine-hour, 16-officer search of the Florida home of an alleged drug kingpin, security surveillance video captured officers taking time out to play spirited frames of bowling on his Wii game. Unaware they were on camera the detectives pumped their fists and gleefully cheered with every strike. Police authorities acknowledged the unprofessional behavior, but said the search was otherwise productive. Several Connecticut state law enforcement agencies raided a home to break up an alleged canary-fighting operation. No idea what that looks like.

Nor does a neighbor who, calling the raid “crazy”, said: “I can’t picture little canaries with razor blades taped to their feet.” In Truro, England, a 40-year-old man was jailed for four months for repeatedly trespassing on a farm by playing in the farm’s manure-spreader while wearing only his underwear and rubber gloves. (There’s a look).The man told the court that he had a sexual fetish for manure. We could say more and probably will do so next issue…

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