Security Insider Magazine: Vol.18 | Iss.1 | Mar/Apr 2013

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SECURITY

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THE MAGAZINE FOR SECURITY PROFESSIONALS

PUBLISHED BY THE AUSTRALIAN SECURITY INDUSTRY ASSOCIATION

[ M AG A Z I N E ] VOL.18 | ISSUE.1 | MARCH 2013

63 26

PP255003/02390

Realising the full potential of the security industry 2013 Australian Security Industry Awards for Excellence 2nd May 2013, Park Hyatt Melbourne

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CONTENTS VOL.18 | ISSUE.1 | MARCH 2013

20 REALISING THE FULL POTENTIAL OF THE SECURITY INDUSTRY

26 NBN UPDATE

06 | President’s message 08 | 2013 Australian Security Industry Awards for Excellence 09 | NSW Security Industry Amendment Regulation 2012 14 | Aviation Transport Security Amendment Regulation 2011 16 | Professional Recognition for

ASIAL Strategic Partners >

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34 WELCOME TO OUR NEW MEMBERS

SecurityTechnicians 18 | Letter to the Editor 20 | Realising the full potential of the security industry 26 | NBN Update 28 | Preparation is the key 32 | Fresh take on people risk management

36 TERMINATION OF EMPLOYMENT IS A RISKY BUSINESS THAT CAN BE VERY EXPENSIVE

34 | ASIAL New Member Listing 36 | Termination of employment is a risky business that can be very expensive 39 | Monitoring Centre Listing 40 | Hot Products 42 | Calendar of events

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PRESIDENT’S MESSAGE

TO BE HEARD, WE NEEDTO SPEAK UP

W

elcome to a new year. I trust you all had a safe and secure holiday period and are now ready to take on another year of challenges.

In the previous issue of Security Insider, I acknowledged the many positive aspects of the recent regulatory amendments that came into effect in NSW from 1 November 2012, whilst also highlighting some of the challenges the changes will bring, particularly for the electronics sector.

One of the primary aims of the regulatory amendments in NSW was to prevent unscrupulous security providers (primarily in the manpower sector) “working around” the law through sham contracting arrangements. However, it is apparent that the changes will have significant and unintended consequences on many smaller electronic companies and sole traders.

The introduction of the “providing persons” requirement in determining a Master License category places a significant additional cost and operational impost on operators. Among those particularly affected include the many alarm installation companies who ‘bureau’ or sub-contract the monitoring/ response of their clients alarms. Under the providing person’s requirements, such operators will see their licence fees and reporting requirements increase significantly. In addition, Master Licensees who engage security operatives through sub-contracting arrangements now share responsibility with the direct employer of those operatives for all associated compliance obligations.

It is vital that you fully understand what these changes mean and how they will impact on your business.The “ignorance is bliss” approach will not be of much help to you when one of the Security Licensing Enforcement Directorate’s expanded compliance team pays you a visit!

On your behalf, ASIAL has continued to maintain regular contact and dialogue with State and Territory regulators to

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ensure that we provide you with accurate and timely advice. In doing so, the Association is not afraid to confront the difficult issues that need to be addressed.

In January, Antony Elliott (ASIAL Board Director), Bryan de Caires (ASIAL CEO) and myself held a constructive meeting with The Hon Michael Gallacher, NSW Minister for Police and Emergency Services, in which we were able to air some of our concerns about implementation of the new amendments.

Whilst we are yet to see the outcomes of this meeting, we are hopeful.

The “See No Evil, Hear No Evil, Speak No Evil” article that appeared in the last issue of Security Insider echoed the thoughts of many members as they work to provide a quality service and maintain an acceptable profit margin in an environment where, at times, it feels like everything is working against them.

The article encouraged one member to “put pen to paper” (see letters to the editor page 18) to vent his frustrations as he battles to maintain his position in the marketplace.

As an industry we have a tendency to grumble and talk amongst ourselves about the problems we face, yet few, if any are motivated to act. A common message we receive when we meet with regulators or government across the country is that apart from ASIAL, they rarely hear from anyone on industry concerns or issues. As a result, it is assumed that we have no issues or problems.

Security is a vital and growing sector of the Australian economy with many passionate and talented individuals. Whilst ASIAL continues to be the voice of the industry by representing the interests of its members, it is important as individuals that your voice is also heard. If you have an issue or concern, I urge you to let us or your local member know.

I hope that the next time I write my President’s Message, I will be reporting on an influx of passionate letters.

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

Editor Bryan de Caires | security@asial.com.au Editorial Enquiries communications@asial.com.au Advertising Tania Laird | advertising@asial.com.au Creative Director Martin Costanzo | martin@webfx2.com.au Graphic Design + Prepress Webfx2 Digital | design@webfx2.com.au Editorial Contributors Bryan de Caires, Chris Delaney, John Fleming, Robyn Perkins, Aon and AusSuper.

Print + Distribution Nationwide Advertising Group Published bi-monthly Estimated Readership of 10,000 Views expressed in Security Insider do not necessarily reflect the opinion of ASIAL. Advertising does not imply endorsement by ASIAL, unless otherwise stated with permission. All contributions are welcomed, though the publisher reserves the right to decline to publish or to edit for style, grammar, length and legal reasons. Press Releases to: security@asial.com.au.

Internet

references

in

articles, stories

ASIAL does not accept responsibility for misleading views. Copyright©2013 (ASIAL) All rights reserved.

Reproduction of Security Insider magazine without permission is strictly prohibited. Security Insider is a subscription based publication, rates and further details can be found at www.asial.com.au.

[Next Issue] MAY 2013 ISSN 1442-1720

Kevin McDonald President

and

advertising were correct at the time of printing.

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INDUSTRY NeWS

2013 AUSTRALIAN SECURITY INDUSTRY AWARDS FOR EXCELLENCE Nominations are now being accepted for Australia’s premier security awards program.The 2013 Australian Security Industry Awards

(projects above $250,000) • Technical Security Solution (projects below $250,000) • Special Security Event or Project

The deadline for nominations to be submitted is Friday 1st March 2013. For more information visit www.asial.com.au/awardsforexcellence

for Excellence will be presented at the Park Hyatt Hotel Melbourne on Thursday 2nd May 2013.

Award categories include: Individual • Individual Achievement – General Security • Individual Achievement – Technical Security • Security Student of the Year Organisational • Security Management • In-House Security Team • Training • Integrated Security Solution

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Park Hyatt Melbourne, venue for the 2013 Australian Security Industry Awards for Excellence, 2nd May 2013.

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INDUSTRY NeWS

NSW SECURITY INDUSTRY AMENDMENT REGULATION 2012 The Security Industry Amendment Regulation 2012 which came into effect on 1 November 2012 has brought with it changes that will impact on the operation of many operators,

particularly electronic security installers.

In light of the uncertainty about the new compliance obligations for Master licence holders, ASIAL representatives met with the NSW

Minister for Police,The Hon Mike Gallacher in late January.The meeting provided an opportunity for the Association to air some of industry’s concerns about the changes.

From Left to right, ASIAL President Kevin McDonald, The Hon Mike Gallacher, ASIAL Director and Past President Antony Elliott.

NSW – CHANGE TO THE SLED SECURITY LICENCE PUBLIC REGISTER On 1 November 2012, SLED implemented the Government Licensing System (GLS) as part of their efforts to streamline security licensing processing. As a result, the Security Licence Public Register has moved and is now provided through the GLS ‘NSW Online Licence Check’ system, which is available on the SLED website www.police.nsw.gov.au/sled The Public Register allows access to information relating to licence holders, including name, licence class, expiry and current status.

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INDUSTRY NeWS

NSW – NEW SECURITY TRAINING & ASSESSMENT REQUIREMENTS The Security Licensing Enforcement Directorate (SLED) has developed NSW Security Industry Licensing Training & Assessment Requirements Manuals (“requirements manuals”) to replace the current NSW Security Licensing Implementation Guides.The requirements manuals describe training, assessment and instruction requirements that must be met by applicants for each licence subclass.

The requirements manuals include a more robust assessment process which will ensure that licence applicants have the knowledge and skills required to carry on relevant security activities.The requirements manuals also provide Approved Organisations greater flexibility in

developing training to meet the needs of candidates.

SLED is currently reviewing feedback on the requirements manuals provided by Registered Training Organisations.Their intention

NATIONAL – FIRST AID TRAINING The revised Certificate II in Security Operations was considered by the National Skills Standards Council (NSSC) at its December 2012 meeting.

The NSSC has advised that CPP07 Version 13 has been endorsed. Part of the endorsement includes the endorsement of CPP20212 Certificate II in Security Operations with the new first aid unit included as core.

CPP07 Version 13 is available on www.training.gov.au. The usual

transition arrangements will apply for RTOs needing to move to the new qualification.

is to introduce the new requirements manuals on 1 April 2013 to coincide with the introduction of revised PreLicence Courses, and Conversion Courses being developed for holders of conditional class 1 licences.

SECURITY 2013 GALA DINNER

The Security 2013 Gala Dinner will be held at Doltone House, Sydney on Thursday 25th July 2013. Registrations can now be made for the dinner by visiting www.asial.com.au or emailing events@asial.com.au

NATIONAL – PRIVACY AMENDMENTS The Privacy Amendment (Enhancing Privacy Protection) legislation was passed by Parliament on November 29 with the changes coming into effect in March 2014.

The changes will make it easier to comply with privacy legislation and for individuals to understand the law

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that protects the privacy of their personal information.

It should be remembered that the Australian Privacy Principles do not only apply to Government and Health organisations but also to private organisations with an annual turnover of $3 million.The privacy

principles also apply to all security organisations registered with AUSTRAC in providing CIT services.

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INDUSTRY NeWS

2012 AML/CTF COMPLIANCE REPORT TO AUSTRAC If your business provides ‘designated services’ – as defined in the Anti-Money Laundering and Counter-Terrorism Financing Act 2006 (AML/CTF Act) – you are required by law to submit an anti-money laundering and counter-terrorism financing (AML/CTF) compliance report to AUSTRAC.The deadline for submission is 31 March 2013.

This AML/CTF compliance report will cover your business activities from 1 January 2012 to 31 December 2012.

Submitting your compliance report To submit your 2012 AML/CTF compliance report, log into AUSTRAC Online, access the My Business menu, click on the Compliance Report link and then follow the prompts. AUSTRAC recommends you submit your compliance report

as early as possible to avoid potential delays leading up to 31 March 2013.

If you do not have access to the internet, paper compliance report forms can be requested by calling the AUSTRAC Help Desk on 1300 021 037 or emailing help_desk@austrac.gov.au.

The following entities are not required to lodge a compliance report: • small gaming venues licensed to operate no more than 15 gaming machines • Registered Remittance Network Providers (RNPs) and registered affiliates • item 54 providers – AFSL holders who only make arrangements for another person to receive a designated service.

If you are not sure whether your

VIC – RESPONSIBLE SERVICE OF GAMING LICENSING A new gaming venue operator model commenced in Victoria on 16 August 2012. Under this model,

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venue operators are responsible for the conduct of gaming in their venues. While these new

organisation is a reporting entity or whether you have to submit a compliance report, contact the AUSTRAC Help Desk on 1300 021 037 for assistance.

If you have any questions about your compliance reporting obligation, visit the AUSTRAC website or contact the AUSTRAC Help Desk.

arrangements provide greater certainty and flexibility for venue operators, they also bring increased responsibilities and obligations.

All gaming venue employees working in the gaming machine area while it is open to the public are required to complete an approved Responsible Service of Gaming (RSG) training course within six months of starting work. Gaming venue employees must also complete a refresher course every three years thereafter. Approved RSG courses can be found at www.vcglr.vic.gov.au The Victorian Commission for Gambling and Liquor Regulation have advised that the RSG requirements equally apply to security officers who work at gaming venues.

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2013 Australian Security Industry Awards for Excellence 1 8 T H

A N N U A L

A W A R D S

Thursday 2nd May 2013, Park Hyatt Hotel Melbourne To register visit www.asial.com.au or email events@asial.com.au

Training category sponsor:

Entertainment sponsor:

Platinum Awards Dinner sponsor:

Organised by:

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Before making a decision about AustralianSuper, consider your financial requirements and read our Product Disclosure Statement, available at www.australiansuper.com/pds or by calling 1300 300 273. AustralianSuper Pty Ltd ABN 94 006 457 987 AFSL 233788,Trustee of AustralianSuper ABN 65 714 394 898.

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INDUSTRY NeWS

PROFESSIONAL RECOGNITION FOR SECURITY TECHNICIANS The SecurityTechnician Certification (STC) program is an ASIAL industry initiative to provide a training that offers professional recognition for technicians working in the security industry.

The STC credential is a technical certification program that covers alarms, access control and CCTV. Through a combination of selfpaced

study, face-to-face theory and practical assessments at approved assessment centres (located in Adelaide, Brisbane, Melbourne, Sydney and Perth), participants are required to demonstrate their theory and practical skills.

Designed to provide a career pathway for security technicians, the program is also a proactive initiative to attract and retain appropriately skilled workers capable of meeting the future needs of the industry. Units associated with the program can be recognised as competency based units

under the Australian QualityTraining Framework.

The program incorporates 3 levels of recognition: – Certified Security Technician – Advanced Security Technician – Master Security Technician Certification benefits for individuals • Professional development – The acquisition of knowledge and skills demonstrates your commitment to self improvement, which increases your career prospects in the security industry.

• Demonstrates your industry readiness – Proves your capability and expertise to work within the security industry.

• Career advancement – Supports career path development and opens doors.

• Targets and builds upon the skills you have as an industry professional.

Certification benefits for employers • Competitive advantage – provides a mechanism to recognise staff expertise and maintain the currency of skills.

• Recruiting standard – provides an industry skills threshold and an easy way to recognize skill qualifications gained by candidates.

• Professional development – provides a pathway for the development and retention of valued employees.

• Quality – provides a mechanism to improve operational efficiency and enhance customer satisfaction.

For more information visit www.securitytechniciancertification. com.au

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INDUSTRY NeWS

AVIATION TRANSPORT SECURITY AMENDMENT REGULATION 2011 On 17 December 2012 the Office of Transport Security, Department of Infrastructure announced changes to the Aviation Transport Security Regulations 2005 (ATSR).These changes came into effect on 14 December 2012.

Most relevant to the security

industry is the following amendment: Screening Officers - Subregulation 5.06(b) requiring that screening officers hold a state security guard licence in order to perform their duties has been removed from the ATSR. Further amendments to the regulations will

be made in 2013 to give effect to the commitment made in the National Aviation Policy Statement (White Paper) that a nationally consistent aviation security training regime would be introduced for passenger screeners.

ASIAL ALARM MONITORING SERVICE AGREEMENT An updated electronic version of the ASIAL Alarm Monitoring Service Agreement is now available (ASIAL members only) for download at a fee of only $96.The updated version includes changes brought about by the Australian Consumer Law Act and other legislative changes. In addition, the downloadable version

is available in a ‘writable’ format where you can enter client details and charges.

To download the updated Alarm Monitoring Service Agreement please visit the members area of the ASIAL web site (www.asial.com.au).

Alternatively you can contact us on 02 8425 4300.

DAD AND PARTNER PAY AVAILABLE FROM 1 JANUARY 2013 From 1 January 2013 amendments to the Paid Parental Leave Act 2010 (Cth) give fathers and same-sex partners the opportunity to claim two weeks of paid paternity leave, although employers have no role in providing dad and partner pay to their employees as it is paid directly by the Federal Government.

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INDUSTRY NeWS

LETTER TO THE EDITOR RE: Feature article See no evil, hear no evil, speak no evil, by Bryan de Caires (Security Insider Vol. 17, Issue 6, Dec/Jan 2013, page 26).

Have you ever wondered why no one objects to that fact the government assumes we are all criminals until proven otherwise? Or the fact that the minute your license expires you revert to being an assumed criminal once more, so you have to wait six weeks, if you’re lucky, to get a licence.

This assumption has spread to industry, where you must ‘prove’ you are not a criminal by the production of a clearance or negative criminal history when applying for many tasks which do not involve high security clearances (e.g. mining, office work).

The assumption of innocent until proven guilty is dead, it is now prove you are innocent when looking for work.

We live in a world where we must supply the government with our identifying details, including fingerprints, and then pay for the privilege. Where we must have a criminal history done, and pay for the privilege. Where we must ‘buy’ a license at outlandish rates, to improve our chances of employment.

They break up the costs so it looks ‘less’.

Does anyone know what the original famous protest was about on the goldfields where the Southern Cross was raised over a stockade? The Eureka stockade.

The rebellion came about because the goldfield workers (known as 'diggers') opposed the government miners' licences. The licences were a simple way

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for the government to tax the diggers.

Licence fees had to be paid regardless of whether a digger's claim resulted in any gold. Less successful diggers found it difficult to pay their licence fees.

(Courtesy http://australia.gov.au/aboutaustralia/australian-story/eurekastockade) How is that different to now? We are still being ‘taxed’ for the right to try and make a living, although coyly called something different.There is no guarantee of work (or work that pays more than a pittance) for many. Employer and employee are in the same boat on this – the government is raising taxes off our backs and telling us they are only recovering costs.The government is double dipping – taking general taxes to provide services, then charging us again at the other end for the same services.

This applies to all State governments.

Governments are all fighting hard to protect ‘their’ patch. Unwilling to work with other states in recognising we are one Australia for fear of losing revenue or control, they refuse to accept that they contribute extra costs to those companies and individuals operating near or across borders (or to be more precise they don’t care). It is exampled

by NSW Police SLED team with their push to only allow advertisements by NSW CAPI number holders (as if they can control the internet). It is exampled by the QLD Office of FairTrading push to

make interstate (or overseas? I wonder) call centres answering calls from Queensland to obtain Queensland licenses.

Surely, given that the states basically duplicate their requirements for both individual and company security licences there can be some consensus, rather than punishing service providers to make their figures (or income) look good. Punitive action, under the protection of the State, is not a good look.

Protectionist actions by State Governments to ensure it is more costly for operators to cross borders appear to breach S.92 of The Constitution which refers to free trade between states. But who has the money to challenge governments for these apparent breaches?

To explain: A NSW CAPI master license holder can hire an individual in Queensland who is licensed to provide a service (e.g. a sole operator). A QLD CAPI equivalent MUSTgo through a NSW CAPI master license holder who can then hire a NSW licensed sole trader.

Therefore there is an extra cost for the Qld CAPI equivalent delivering a service in NSW compared to the NSW CAPI delivering a service in Queensland.

It gets even more difficult if you operate in a border area. If a Queensland CAPI hires a sole operator who is licensed in Queensland and NSW starts a job of the

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INDUSTRY NeWS

Gold Coast. If the job takes him over the border, technically the QLD CAPI should find a NSW licensed CAPI and pay them, so they can hire and pay the sole operator in NSW. Remembering that in NSW there are no sub-contractors only employees under CAPI legislation, this creates a nightmare.

It wouldn’t matter if all states insisted on going through a CAPI master licence holder in that state, it is still protectionist as it ensure that there is a cost advantage to a CAPI Master in that state over a CAPI (Master equivalent) from another state providing the same service in that state.

Governments rabbit on about level playing fields – but never provide them.

These invisible borders need to come down.These licenses aren’t just for static guards; they include cash in transit, private investigators and bodyguards.

These are all mobile operations.

It is ridiculous that every state government wants to tax you for crossing their borders, to hold up work prospects for weeks whilst they fiddle and duplicate that which has already been done.

Whilst there are a few big players, most are small to mid-sized providers; some start ups, find they make nothing or lose their sole contract and go bust. In

the government and enforcements mind it seems we are all the size of Chubb or Armourguard and all security is involved in nightclubs, drugs and steroids. Bloody ridiculous.

It is a mobile world. Australia is unique in that it is the largest island nation in the world, and has no state border crossings where people are checked and approved to travel. Perhaps State Governments need to start recognising this, and accepting that people are mobile.

Governments need to stop assuming normal people are criminals until proved otherwise – assume people are generally honest until proved otherwise (which doesn’t mean you don’t conduct checks). Stop charging exorbitant amounts for a ‘licence to work’ and starting using the general taxes to provide the service the public expect. Start realising that the workforce is mobile, that our tasks don’t see borders. Start recognising that each government is doing the same checks, work together and stop charging a fortune for the privilege of trying to get work in your state.

Stop trying to over regulate our business, assuming we are ALL crooks.

Change for the sake of change is not

progress, adding further compliance to make it easier for government departments is not improving productivity, it is grinding down people trying to earn a living – I have never understood how a government can judge its success by the amount of legislation passed, rather than the quality of the improvements.

Yes, we have seen shoddy work, schemers, thugs and corruption – in the Police, Union and Political circles – yet they use this as the excuse for excessive State control of security related activities. Security does, as rightly pointed out by Bryan de Caires, have a large problem with the ‘race to the bottom’ for prices which means the lowest standards, the lowest training, the lowest pay because the lowest price is always the best isn’t it?

So we have lowest prices paid for services matched with highest costs for government licenses, criminal history checks and fingerprinting, increased requirements for Master Licence holders (along with increased costs for compliance), as well as a requirement to pay ‘taxes’ to the relevant State, or factor in extra costs, where your task goes across a border. We have people scared to protest because they may be targeted, audited, further downtrodden, scared they may lose what little they have. Government and government agencies overbearing normal people trying to earn a living.

Attendance at pre-requisite courses and obtaining a licence does not guarantee an income. Setting yourself up as a business does not guarantee you will be there 12 months down the track. Some spend thousands on courses, equipment and licenses, but never obtain work; some will only work for a short period or part time. Some will struggle to pay the costs associated with their licenses. All will be considered potential criminals, and for those working near or across State borders the duplication of costs continues.

Now, again, why did the Eureka Stockade occur?

Chris Eastaughffe, Director, The Private Group Pty Ltd

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FEATURE: OUTSOURCING

REALISING THE FULL POTENTIAL OF THE SECURITY INDUSTRY Introduction By Bryan de Caires*

Early last year, the United Kingdom government announced plans to outsource a range of policing activities to the private sector through contracts worth $2.2 billion over seven years, rising to a possible $5.3 billion. Among the activities potentially being considered include investigating incidents, detaining suspects, developing cases, responding to and investigating incidents, supporting victims and witnesses, managing high-risk individuals, patrolling neighbourhoods as well as many back-office functions.

Police authorities in the UK have viewed a closer working relationship with the private sector as a means of transforming the way that police forces operate and improve the service provided to the public.

Writing in The Guardian newspaper last year the former Metropolitan Police Commissioner, Sir Ian Blair, said that police forces needed to modernize their budgets,“namely by reducing costs”. He added “The tender offered by West Midlands and Surrey police signals a shift which would allow the private sector to provide staff who can carry out routine and repetitive tasks at cheaper rates and, perhaps most intriguingly, to provide temporary access to skilled staff

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– such as murder inquiry teams – which can be hired for incidents that are rare in most forces but for which all forces must permanently retain a group of very expensive staff.This would then allow the chief constable, satisfied that he or she has commissioned these kind of services at a cheaper rate, to spend more of the budget on those parts of the service that require, because of their complexity, their impact on public safety or their centrality to the police mission, to be carried out by fully warranted officers.”

Here in Australia growing pressure is being placed on police agencies to provide value for money frontline policing and to improve operational

efficiency. An opportunity exists for government to explore how the skills, expertise and solutions provided by the private security industry can assist in helping to achieve these objectives.

Whilst such a move may raise concerns within some sectors of the community, the reality is that private security personnel already performs a broad range of activities in safeguarding the community.These include patrolling public spaces, managing major public events, transporting prisoners to and from court and monitoring CCTV in public spaces, to name a few.

Apart from offering operational efficiencies and greater flexibility, outsourcing of non-core policing

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FEATURE: OUTSOURCING

increases in crime that occurred in many countries from the 1960s to the 1990s were the strongest influence on the growth of private security.This period was marked by a decisive shift in consciousness, away from reliance on police towards the self-provision of protection through the management of tailor-made, site-specific, security (van Dijk, 2008). Private and public security

INDUSTRY DELEGATION VISITS UK activities to the private sector provides a means of ensuring that there are more frontline police on duty.

To further explore the opportunities available in Australia, the Australian Security Industry Association (ASIAL) engaged ProfessorTim Prenzler from the Centre for Excellence in Policing (Griffith University) to prepare a report on how government, police and the private security industry in Australia can work together more closely to reduce crime.

The following extracts taken from the report prepared by Professor Prenzler (Outsourcing of Policing Tasks: Scope and Prospects) provide an overview of the key findings.

Growth in security - a historical perspective The growth of private security is widely recognized as one of the most significant social developments since World War II (Bayley & Shearing, 2001).

A 2011 survey across 70 countries estimated there were 19.5 million people employed in private security – with a projected total of 25.5 million across all countries (Small Arms Survey,

2011). At the same time the whole industry was valued at $US100-165 billion per annum, with an annual growth rate of 7-8%. Across the 70 countries surveyed, private security personnel were estimated to outnumber police by a ratio of 1.8:1.

One of the effects of this growth is that ordinary people are much more likely to encounter private security officers than police in their day-to-day lives.

Industry growth has been associated with numerous influences, including the modern terrorist threat, health and safety legislation, increased litigation, victims’ rights movements, recognition of the negative impacts of fear of crime, more sophisticated crime, and government policies of privatisation.The much lower costs of security guards visà-vis police personnel, and the potential omnipresence of technologies such as intruder alarms and CCTV, have been major attractors. Local government has also become more involved in crime prevention and in many instances has outsourced security operations to private contractors.

It is likely, however, that the large

In October 2012 a delegation of industry representatives from Australia (comprising Noel Hamey, Chair, CPSISC, Alan Ross, CEO, CPSISC and Tom Roche, MD, SNP Security) visited the United Kingdom and met with the Chair of Security Industry Authority, Baroness Ruth Henig, Sir Keith Povey, former Chief Inspector of Constabulary – England and Wales, representatives from the British Security Industry Association, Bank of England, Skills for Security and G4S. The meetings addressed the implementation of the Police Reform and Social Responsibility Act 2011, how the government’s outsourcing initiatives have performed and what training requirements for security personnel are required in the UK. The overwhelming feedback was that the government’s outsourcing initiatives had proven to be highly effective and resulted in significant improvements. A point illustrated by the greater propensity and capacity for private sector operators to invest appropriate resources to modernize operating systems and procedures, something police authorities had struggled with due to budgetary and political constraints.

The delegation found that whilst there had been some teething issues that had to be overcome, there is no reason to suggest that a similar approach could not be applied effectively in Australia.

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services have continued to grow under the influence of this philosophy, despite stable or declining crime rates in many locations from the turn of the century. At the same time, despite enormous growth and a significant convergence of roles, security is still largely focused on crime prevention; while police retain the primary role in arrests, investigations and prosecutions, including interdictions in crisis situations (Pastor, 2003; Sarre & Prenzler, 2011).

Relations between Police and Private Security Policing and the criminal courts are areas of government service delivery that have largely been shielded from full privatisation. In criminal justice, the main area of partial privatisation has been in prison management and related custody functions, including prisoner transport (Sarre & Prenzler, 2012). As noted, the ‘privatisation of policing’ has primarily occurred through growth in demand for private security – as opposed to deliberate policies of reducing police numbers and selling off or outsourcing police services (Sarre & Prenzler, 2011; van Steden, 2007).

Some within the police force have seen private security as a threat, one characterised in negative terms as ‘encroaching’ on police employment.

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cutting the numbers of sworn officers and hiring private security officers in their place, or cutting police employment conditions in order to spend the savings on private security.

Public Perceptions of Private Security The way the public perceive private security is important in relation to confidence in their role in protection and in helping people feel safe.

Surveys that ask questions about the image and reputation of security providers have obtained fairly mixed results but, on the whole, they ‘refute what is commonly assumed to be a negative image of private security, because most respondents held a positive attitude toward private security personnel’ (Van Steden & Nalla, 2010, page 218).The studies have, however, tended to find that respondents often had negative personal experiences of security officers, which then detracted from their overall view of the industry.

One of the most recent surveys from Holland (Van Steden & Nalla, 2010) found that persons seeking information or assistance from security officers were most likely to be satisfied with their experience. In their review of this and other surveys, van Steden & Nalla make the point that the findings are similar to those for police. People hold generally positive views and, for the majority of

people, these views are enhanced through personal contact. At the same time, some people will have an encounter where they are subject to some form of law enforcement, and they will tend to have negative views about police or security officers as a result. Of course, police and security guards cannot be a friend to everyone. Some negative reactions ‘come with the territory’. However, it is often the case that the behaviour and demeanor of police can mediate the experience; and improved training and supervision can significantly improve citizens’ experiences of law enforcement personnel (Davis, Mateu-Gelabert & Miller, 2005). For example, a study in the UK, in a community where contract security guards had provided frontline police services over an eight year period, found that 92% of subscribers were satisfied with service (Noaks, 2008, p. 162). Positive personal contact appeared to be a key ingredient (see also Sharp & Wilson, 2000).

Partnership and outsourced policing in Australia - general trends In Australia, the most recent comprehensive study of the industry estimated that, in the years 2006-08, there were on average 45,000 police and 112,000 licensed security providers – although many security providers were part-time (Prenzler, Earle & Sarre, 2009).

Private security personnel appear to have been growing at a faster rate than both the police and the population.

Whilst there has been a concern by some police that their role and functions were being eroded by the growth of private security, this view has matured over a period of time and police now recognise that there are opportunities to work together with the private security industry.This is evidenced by successful partnerships which are now a feature across a variety of activities involving mass private property in Australia, including sporting events and airport security.

Whilst there is no real evidence of a strong push for crime prevention

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partnerships with the security industry by state governments, who control the bulk of policing in Australia, partnership arrangements have largely occurred on an ad hoc basis.The ‘privatisation of policing’ has occurred largely through market forces and industry growth.

There is evidence, nonetheless, of facilitation of private security operations by governments, and also some cases of contracting out.

Overall, there is evidence that Australian governments have supported the private security industry. At the same time, there are arguments that governments could go further in supporting a larger role for the industry in law enforcement and crime prevention, including through law reform. Examples include specifying legal protections for licensed security providers, allowing access to information in certain circumstances, and the capacity to apply for warrants.

Finding Synergies in Public Policing and Private Security The evidence canvassed in the report suggests strongly that police and government can work successfully with private security in a way that goes well beyond mere corporate jargon in producing real synergies in crime reduction. In the long run, that means fewer burglaries, fewer thefts, fewer robberies and assaults, less threatening and intimidating behaviour; possibly even less drug use and fewer sexual assaults and homicides. It also should mean much greater feelings of safety and freedom as people go about their work and leisure not fearful of crime and disorder.

Partnerships can be simple arrangements. For example, a partnership can involve police or another government agency contracting in a private sector firm with a view to the public provision of a cheaper and/or specialist service. Partnerships can also be more complex and wide ranging.

‘Privatisation’ and ‘outsourcing’ are often read as implying a reduction or replacement of existing government

services, including reductions in public ownership of basic infrastructure and reductions in government employment conditions and job security. In fact, the history of ‘privatisation’ in policing shows that these do not necessarily go together. A growing market for policingtype services can grow alongside growing or stable police numbers. In addition, outsourcing by governments can create services that did not exist before, including services that provide a mix of private and public provision, or services that are extended through private provision. Examples include open space CCTV systems, stadium security, and covert surveillance of suspects.

From this perspective, the facilitation of private security, including through public-private cooperative arrangements, can significantly enhance government obligations to protect citizens.This is particularly the case in times of economic contraction, when governments seek to balance budgets and restore confidence while also meeting basic human needs in areas such as security. But it also applies outside economic downturns – given that it is now acknowledged that public police services can never provide adequate protection because of the breadth and complexity of opportunities for crime. Private security can augment, rather than displace or replace, public policing.

Guidelines for Advancing Synergies in Public and Private Policing and Security Research on cooperative crime prevention projects and the factors affecting success has led to the development of various guidelines and principles for planners and practitioners.

The following 14 points summarise these principles.These points relate to direct relationships, such as partnerships and contracts, and indirect relationships, through facilitating standards and professionalism on both sides. Some of the recommendations are already in place in various forms in different jurisdictions, but the points serve as a checklist for a comprehensive approach to effective partnerships and outsourcing.

1. Establish a system to evaluate and recognise organisations and residences that have in place security systems/services commensurate with their ongoing risk profile.

For example, where a business installs and maintains a back-to-base monitored alarm system and locking devices (doors/windows), there should be the opportunity to receive a reduced insurance premium.

2. Establish systems to support crime prevention partnerships Effective partnerships against crime –

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involving private security, business and resident groups, government and other groups – can be facilitated by the following four actions.

• Governments should establish inhouse crime prevention units, staffed with qualified persons, responsible for a variety of prevention-related tasks. A key task should be scoping partnerships, with a focus on hot spots for crime – such as entertainment precincts – and vulnerable groups – such as the elderly or public housing recipients.

The process should include collecting crime data across time and space, and consulting with stakeholder groups.

• The next step in initiating a partnership is to establish a coordinating committee and engage a project officer. Coordinating committees should, as far as practicable, involve representatives from all key stakeholder groups. (The representative should have decisionmaking power in their respective institutions or groups.)

• Coordinating committees should have an option of applying for start up funds. Subsidising the installation of security hardware is likely to be a key means of facilitating participation and the uptake of project interventions.

• Accountability requirements should include rigorous evaluation standards.

3. Provide crime prevention advice services Government departments, including police, should provide free security advice, including on-site inspections, to low income or vulnerable groups or persons in high crime locations.The service can include subsidised private sector consulting, provision of a list of private security providers willing to provide quotations, as well as options for subsidised security installations.

4. Build in policy consideration of outsourcing and business partnering options Governments should adopt policies that

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include consideration of private options in crime prevention and criminal justice programs. Policy reviews and strategic planning should therefore always include a business case that involves a private security option.This should include obtaining expressions of interest and quotations for services. One model question is: Can this policing task be carried out effectively and safely by less expensive private security? Another question would be: Can a private provider supply a superior service at a justifiable price?

5. Develop demonstration projects and showcase best practice Governments should commit to demonstration projects by selecting specific crime problems amenable to partnership interventions.These projects should be properly funded and supported, with rigorous evaluations.

The outcomes and ‘lessons learnt’ should be promoted through government networks to encourage forms of replication.This will help build an evidence base that is jurisdictionally specific and relevant to local conditions.

6. Mandate security consultation in project development Governments should require that all planning and approval processes include security risk assessments and specification of anti-crime measures.

This should include building design and the design of larger developments – such as housing and industrial estates, housing complexes, shopping centres, transport hubs and open space public venues.

7. Share crime data Police can facilitate private sector crime prevention by improving access to crime data, especially data on the physical location of different types of crimes.These kinds of data can assist security managers develop interventions that match the risk levels for their facilities.This can also help save on unnecessary security investments.

8. Share criminal intelligence On a selective basis, police (and other crime fighting agencies) can provide selected criminal intelligence to security providers; especially in relation to repeat and serious offenders, and wanted persons. Security officers can therefore assist in identifying these offenders and calling police.This can serve a safety function as well. Much of this should be done at a local level; for example, between police stations and nearby shopping centre security staff.

9. Update legal powers and protections Security industry regulatory agencies should review the legal powers and protections granted to private security providers to ensure licensed operators have sufficient authority to work effectively in preventing crime and participating in partnerships and outsourced arrangements. Legislators should consider the possible need, in some circumstances, for private security providers to access government databases, apply for warrants, issue onthe-spot fines for nuisance offences, or engage in other interventions beyond the normal powers of citizens or the agents of property holders. Law reform in this area will need to include a clear set of partial immunities from prosecution for security providers acting in good faith in their work.

10. Establish national security protocols Consideration should be given to developing national security protocols for a range of security related activities to ensure that the solution provided is appropriate for the risk faced.

For example, conflict over alarm responses can be addressed through standardised national protocols covering alarm monitoring and responses.The emerging model internationally requires monitoring firms to verify activations.This can be done by an on-site visual inspection or remotely through CCTV. Beyond that, there may be a case, depending on

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circumstances, for police to charge a fee for call outs. In Australia, nationally consistent standards would facilitate improved compliance.

Another example would be the development of a national protocol for the design, implementation and maintenance of CCTV systems, which could include a Code of Practice. As a sector of the security industry that is experiencing rapid technological development and growth, the development of industry guidelines would help to maximise the effectiveness of CCTV systems and raise community confidence.This would also assist police in reducing and solving crime.

11. Provide professional development in crime prevention and security Police and other relevant government departments should train their officers in the principles of situational crime prevention and problem oriented policing, and the strategic role of private and public security managers in effective crime prevention. Public-private crime prevention partnerships should be promoted through pre-service and in-service training courses.

Federal and state governments also need to support the expansion of courses in security management and crime prevention in colleges and universities, with regular reviews of curricula to ensure relevance.

12. Optimise security industry regulation nationally Security regulation needs to be based on practical assessments of minimum entry standards for security operatives, security managers and the owners of security firms.There needs to be a simple, uniform and consistent national approach to licensing that is effectively enforced.

Regulation is best administered by a specialist business licensing division of government, rather than police. Police are specialists in crime control, and they should also be working with the industry. Regulation and cooperation

entail a conflict of interest.

Regulators need to be pro-active in conducting inspections and monitoring the conduct of security providers, as well as independently investigating and adjudicating complaints. Impact data need to be collected to assess the effects of regulatory strategies on the conduct and competency of security providers.

Regulators also need to monitor compliance costs to ensure that the industry is not burdened with unjustifiable costs that reduce its capacity to satisfy demand. For example, the industry uses a large number of part-time operatives. Licence fees and training costs need to be set at levels that allow an adequate supply of personnel; including through parttime and casual engagements, and on Friday and Saturday nights and at special events.

Regulation can include co-regulation options where, for example, firms are given discounts in licence fees for membership of approved professional industry associations.The associations should then audit members and deal with agreed categories of complaints, and engage in professional development activities.

Industry regulatory agencies should also include advisory boards with representatives from police, security associations and security employee unions.

13. Establish police-security consultative committees Police departments should operate highlevel committees that meet regularly to discuss policy level issues.These committees should include industry association representatives. Additionally, police local area committees, that include representation from reputable security firms, should address local crime issues and operational issues.

Industry representatives can be rotated to ensure fairness.The focus here should be on solving crime problems and finding synergies at the local level.

14. Ensure greater transparency and rigour in contracting arrangements.

Where any work is contracted to security firms (whether government or corporate), procurement managers must ensure that quality is given an adequate weighting alongside cost and ensuring that the security providers meets all of their statutory obligations. Contract conditions need to reflect the requirements of the service provided, including consideration of the legal powers / responsibilities required of security providers and/or the technical expertise needed to fulfil the contract. It should also be a requirement that full disclosure be provided by all security providers (whether consultants, systems integrators or subcontractors) regarding relationships with any providers involved with the contract.

Conclusion What is clear from the report is that the private security sector plays an increasingly important role in preventing criminal victimisation. Commensurate with this is a growing recognition of the many public benefits available through the expansion of the sector, including through public-private crime prevention partnerships and outsourcing of selected policing and security tasks.

What the report also reveals is that there is significant scope for governments across Australia to make better use of the skills and expertise the industry has to offer in extending public guardianship and preventing crime, as well as contributing to criminal investigations and criminal justice.While police and other government bodies now frequently express support for public-private cooperation against crime, the benefits need to be optimised through a more developed and integrated approach.

To request to receive a copy of the report, Outsourcing of Policing Tasks: Scope and Prospects, forward your name, organisation, address and email to security@asial.com.au

*Bryan de Caires is CEO of the Australian Security Industry Association Limited (ASIAL).

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NBN UPDATE

NBN UPDATE

By John Fleming*

A lot has been said about the new National Broadband Network (NBN) both positive and negative, but whether you agree or not the rollout is underway. The government has embarked on essential infrastructure for the digital economy; the NBN will be a total change in the way broadband is delivered in Australia.

The NBN Co will provide the infrastructure to replace the aging copper network; however they will not be providing a product to the end user.

Currently there are forty-six Retail Service Providers (RSPs) registered with the NBN Co who will supply service to both residential and commercial premises. Major RSP’s include companies such as Telstra, Optus, Primus,TPG and others, these companies usually will sell both telephone and internet access.

The new NBN will supply 93% of the country with a high speed fibre connection and the remaining 7% mostly in rural and remote areas will be connected by a mix of fixed wireless and satellite.

The existing copper-wire telephone network will be disconnected in stages as the NBN is rolled out. The estimated time the copper network will remain in place after the NBN is rolled out is eighteen months. In the wireless and satellite areas, the copper network will

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be maintained for at least twenty years.

The customer’s premises The NBN will be engaging in communication alerts to the market with information about the fibre rollout in multiple locations across the country. Information about the rollout can be found on the NBN Co website www.nbnco.com.au this will assist security providers in researching when their customers are likely to be NBN ready and in planning to make sure their customer’s security or medical systems continue to communicate with their monitoring centre.

NBN Co will supply; the Premises Connection Device, Fibre Wall Outlet, Network Termination Device and Power Supply Unit, first battery, external cabling from the street network to the Premises Connection Device and the cabling up to the Network Termination Device.This equipment remains the property of NBN Co.The boundary of responsibility stops at the data (UNI-D)

/ voice (UNI-V) ports. From there the service on that port is the responsibility of the Retail Service Provider for telephone and internet service.

All other cables and equipment on the site are the responsibility of the customer, RSP and the Security Provider.

At present the backup battery is mandatory on all installs, however in the second half of 2013 there will be an option for end users to nominate whether or not they wish to have a Power Supply Unit (PSU) installed.

IMPORTANT: The battery backup is only for the UNI-V voice port.

Telephone and other services provided through the data (UNI-D) ports on the Network Termination Device, mains powered telephones, alarms and other devices such as cordless phones connected to any port on the Network Termination Device will not work during a power failure.The internet will not work during power outages.The backup battery on the UNI-V voice port

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Example of a typical NBN installation at the customer’s premises Diagram courtesy of NBN Co.

will only power some telephone services for 2-3 hours following a mains power failure.The battery will then be reserved for emergency use only and will typically last for up to 2 more hours.

There is an expectation that most monitored home security systems will operate over the NBN however security providers will need to plan how they will communicate with their customers to make sure they maintain continuity of service and minimise any attrition.

The NBN box has six ports: two for phones and four for internet as well as other data services. It will be necessary that someone is home or on site when the NBN Co Network Termination Device (NTD) box is being installed.

One of the key considerations security providers need to focus on is what technology they will offer both current and new customers for back to base monitoring of their premises and whether they choose to be independent of the NTD. There are a number of well-regarded GPRS systems on the market that make it possible to convert your customer over and remove any potential

conflicts with the customers chosen RSP. Note: Some RSPs may not offer service on the UNI-V ports.

There are also a number of products on the market that offer multiple pathways for data transmission including using IP, this latest breed offer PSTN contact ID to IP Convertors. These devices can be fitted to your customers alarm panel and then connected into their existing broadband network. The multipath devices typically have the primary connection using IP and secondary GPRS. If GPRS is utilised there will be a cost for the data plan.

The benefit for end-users especially commercial sites that transmit open and close reports is they do not incur telephone call charges or phone line rental charges for the security system. The customer will have an upfront cost to change over from a PSTN connection but will have reduced operating costs going forward and increased polling connectivity with the monitoring centre which equates to a higher level of security for the customer.

The PSTN market has not changed in years so given the NBN rollout it makes sense for the security industry to look at the opportunities IP will deliver. It is important that you talk to your security suppliers to find out what products they have available and what training they are able to provide.

It is imperative that you keep abreast of what is happening with the NBN roll out and understand fully what it means for your business and your customers. If you don’t keep your customer informed, you may find that one of your competitors seizes the opportunity.

Likewise, speak regularly to your suppliers to ensure that you are kept fully informed of the transmission options they can offer you.

The future for security technology looks bright, video and in particular alarm video verification will increase as these systems become more flexible and add the potential to earn more profits in the world of IP. Opportunities exist, however the challenge for many business operators is keeping up with the rapid rate of technological change.

Importantly, communicating with your customers will be crucial. If you don’t, somebody else will!

*John Fleming is General Manager with the Australian Security Industry Association Limited.

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Do you install monitored alarms, CCTV, access control, building automation or smart home systems that connect to the telecommunications network?

If so, you need to hold a cabling registration.

ASIAL is an Australian Communications and Media Authority (ACMA) accredited cabler registry. We can assist with your cabling registration needs – whether Open, Restricted or Lift.

For more information call us on 1300 1ASIAL or visit www.asial.com.au

The ACMA accredited cabler registry service for the security industry.

www.asial.com.au

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RISK MANAGEMENT

FRESHTAKE ON PEOPLE RISK MANAGEMENT

By Robyn Perkins*

The security industry is one of Australia’s most dynamic and rapidly expanding sectors. The industry generates revenues of approximately $4.5 billion per year and employs over 170,000 licensed security personnel. The industry is driven by a high level of technological innovation, diversity and professionalism, attracting a high calibre of personnel looking to work in a proactive and rewarding environment focused on identifying and preventing problems before they occur in the workplace, home and in the community.

Whilst innovation in the security industry is often associated with new products, integrated risk management and new technological developments, new ways of managing people and business risk are just as vital to success, as demonstrated through Aon Hewitt’s workforce risk solutions.

THE relationship between human resource management and business risk is becoming greatly entwined as Australian security organisations look to strengthen their employment growth.

Yet despite the increasing importance of ‘people risk management’ to modern HR practices in this high-risk industry, many employers are yet to fully catch on.

According to Aon Hewitt’s head of workforce risk solutions Robyn Perkins, identifying the cost inputs and risks of employing people can drive improvements to productivity and

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profitability.

“The employment relationship is based on the expectation that workers will come to work and be productive in return for remuneration and benefits.

Both parties have an obligation to one another as productivity supports growth and profit,” says Perkins.

“Yet the risk of this paradigm breaking down or not operating to the norm is often unmeasured, generally because the data is not captured in a form that is measurable.

“Most organisations acknowledge that people are their greatest asset.

However, they often fail to recognise that risks associated with employing people can severely impact their productivity and profitability.

“People risk management is about managing the risks associated with employing people and the contexts within which their work is carried out.”

Perkins emphasises that holistic

people risk management is not confined to work health and safety matters, but says many organisations closely align the concept with Work Health & Safety (WHS) practices and insurances such as workers’ compensation and salary continuance.

Using the national harmonisation of Australia’s WHS laws as a prime example, she says streamlined compliance rules should be viewed as a small part of the solution.

“Relying only on a stringent set of rules and a regulatory governance process is not an effective way for employers to manage risk,” says Perkins.

“Harmonising rules might mitigate some of the risk of employing people, but how will organisations know that the approach is effective and contribute towards their productivity and profitability?

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RISK MANAGEMENT

“Compliance driven regulatory approaches address only part of the problem. Legislation should be a safety net, not the driver. The answer lies in people-driven strategies.”

Perkins says many employers utilise a measurement called ‘lost time injury frequency rates (LTIFR)’ to measure the people risk within their organisations. Conceptually - the lower the LTIFR, the safer the organisation.

Unfortunately LTIFR is an easily manipulated statistic that is solely based on WHS and influenced by early intervention activities. An

business profitability.

The Total Cost of People Risk methodology provides organisations with an in-depth analysis of the people costs within their business by analysing core components such as business KPIs, direct costs such as overtime, contractors, recruitment, and other people related profit and loss items and lost productivity costs.

Drawing on this concept, Aon’s Productivity Risk Chain (see breakout box) measures all of the business risk factors that are influenced by the health, characteristics and behaviours

that contribute to productivity and profit drain.These include poor workforce planning, employee engagement, talent management and leadership practices.

“Organisations need to understand how best to finance the risk and to do this they need to understand the potential cost and understand their own risk appetite and tolerance.

“This allows them to know what risks they need to transfer to the market via an insurance program and what risks they want to retain and manage.”

“Many unrecognised factors contribute to productivity and profit drain, including poor workforce planning, employee engagement, talent management and leadership practices.”

AON HEWITT’S ‘PRODUCTIVITY RISK CHAIN’ • Factors that influence productivity – the state of the workforce • Factors that drain productivity – employee wellness, safety and security and absence • Factors that allay recognised risks – insurance • Factors that are often unrecognised and unmeasured.

example is how effectively an organisation responds to an injury after it happens and how often the worker returns to work within a day of injury.

Aon Hewitt identifies and quantifies internal risk costs through a measure called Total Cost of People Risk that links costs with business and productivity measures to create a link between people risk, cost and

of people who work in your business.

“Given the Total Cost of People Risk is founded on data elements that are present in all companies, we believe that it will replace the LTIFR metric as the best way to measure people risk within an organisation,” says Perkins.

“It eliminates the threats that come from a fragmented approach to managing your people risk and helps identify often unrecognised factors

For further information contact Ajmal Aman at Aon Hewitt on 02 9253 7686 or email ajmal@aonhewitt.com

*Robyn Perkins is Managing Director, People Risk Solutions, Aon Hewitt, Sydney.

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ASIAL NEW MEMBERS

WELCOMETO OUR NEW MEMBERS ASIAL is pleased to welcome the following new members (including Corporate and Associate members) who have joined the Association over the past few months.

CORPORATE MEMBERS

Geoffrey Edward Hawthorne

Protection Victoria Pty Ltd

Actuator Systems Australia Pty Ltd

Harness Health & Safety Pty Ltd

Protective and Safety Services

Advanced Security Operations Australia

Identify Security Pty Ltd

S.H.I.E.L.D. Security (NSW) Pty Ltd

Alk Group Pty Ltd

Innov8tive Services Pty Ltd

Safety Security Management Services

Aus Protection Pty Ltd

Innovative Strategic Solutions Pty Ltd

Pty Ltd

Auslink Recruitment Pty Ltd

K Vallmuur & TVallmuur

Schiller Integrated Security Pty Limited

Austech Security and Cabling Services

Master Services Aust Pty Ltd

Simplex Security Solutions Pty Ltd

Pty. Ltd.

Maximum Protection Pty Ltd

SR Security Service

Australia Day Night Security Pty Ltd

McHatton Training & Consultants Pty Ltd

Supamaxx Australia Pty Ltd

Auswide Security Services Pty Ltd

Metal Manufactures Limited

Swift Technology Systems Pty Ltd

Bowen Basin Services Pty Ltd

Mobile Witness Australia Pty Ltd

Tactical Conflict Solutions Pty Ltd

Brassets Pty Limited

MSGA Holdings Pty Ltd

The Armidale School

Corporate Guards Pty Ltd

National Security Agency Pty Ltd

The Cleaning Institute of Australia Pty

Dansec Pty Ltd

Oltulu Group Pty Ltd

Ltd

D-Link Australia Pty Ltd

Outback Data & Communications Pty

Vectron System (Victoria) Pty Ltd

FNZ Group Pty Ltd

Ltd

Westernport Investments Pty Ltd

Future Electrical Technologies Pty Ltd

Outlook Labour Force Pty Ltd

Zac Sam Nightwatch Services

LATEST NEWS COVERAGE ACROSS AUSTRALIA TO SUBSCRIBE email security@asial.com.au

+ security industry magazine

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high traffic website

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MEMBER RECOGNITION PROGRAM

RECENT ASIAL MEMBER RECOGNITION PROGRAM RECIPIENTS The ASIAL member recognition

Millennium Hi-Tech Group Pty Ltd

Western Star Industrial Security Services

program serves to acknowledge

GEB SECURITY

Wilson Security

longstanding association members

Garden City Security Service

International Security Group (ISG)

with either a Platinum, Gold, Silver, or

Quad Security Services

Alolite Home Products

Bronze level of membership.

Pro Security

Protection Plus Security N.Q Pty Ltd

Bayside Australia Pty Ltd

Gold (12-24 years membership)

The following organisations have

Sunraysia Security Protective Services

Consolidated Security Group Pty Ltd

attained recognition levels:

Victorian Protection Security Services Pty Ltd

Standby Security Services Pty Ltd

Bronze (6-10 years membership)

Five Star Security Services

Advent Security Services Pty Ltd

Ktronics

Eris McCarthy Electronic Security

Paul Arena Installation and Maintenance

Peter M Markowsky

If you are eligible and have not already

Pty Ltd

Ninicom Technology (Aust) Pty Ltd

signed up to the program (there is no cost

ET- Spy

Red Lion Security Pty Ltd

to sign up), you can find out more by visiting:

Silver (11-15 years membership)

Digital Connections & Security Systems

www.asial.com.au/Memberrecognitionpro

Alternative Security Services

Pty Ltd

gram

ADVERTORIAL

NEW PELCO SPECTRA HD 1080 HIGH SPEED DOME POSITIONING SYSTEM LAUNCHED Schneider Electric has released its new Pelco™ by Schneider Electric Spectra™ High-definition (HD) 1080 dome positioning system, featuring a clearer image with stronger resolution without sacrificing low-light or programmable performance.The Spectra line has been a cornerstone of security applications for nearly 20 years, delivering unparalleled reliability, drive/control technology and image quality.

Designed for security professionals who demand the very best in image quality, Pelco’s Spectra HD 1080, built on the Sarix™ technology platform, is an all-digital system that delivers 2.0 megapixel resolution, high-profile H.264 compression and built-in analytics.

Key features of the new Spectra HD 1080 system include: • The best image quality:The Spectra HD 1080 delivers the clearest possible images with its 1/2.8-inch Exmor CMOS imager with an integrated 20x

optical zoom lens, delivering 2.0 megapixel resolution (1920x1080 at 30IPS).

• Sarix technology at its core: Built on the Sarix technology platform, it features a dual-processor design for guaranteed streams and High-Profile H.264, which is 10 percent more efficient than baseprofile H.264, for the more efficient compression. Sharing a common browser with all Sarix-based cameras means easy configuration, and allows users to have advanced pan/tilt management features through a browser.

• Solid pendant design, optically perfect bubble: Spectra HD 1080’s solid pendant design eliminates the subtle vibrations that can occur in demanding installations, ensuring a better image.The optically perfect dome delivers flawless image quality over the entire viewing range of the system.

• Built-in analytics:The Spectra HD 1080 system comes with a powerful

suite of advanced analytics built into the camera system, including Object Tracking, which allows users to define the size of the object of interest and track the subject through the full 360 degree rotation of the camera. Other analytics tools included are Abandoned Object, Adaptive Motion, Camera Sabotage, Directional Motion, Loitering Detection, Object Counting, Object Removal and Stopped Vehicle.

“There is nothing more important to our customers than image quality, and Spectra HD 1080 delivers the clearest possible images,” says Mark Romer, National Security Manager, Australia and New Zealand, Schneider Electric.“The Spectra HD 1080 is the ideal choice for installations that need a high performance, HD PTZ dome.”

The Spectra HD 1080 is available in indoor and outdoor models and is suitable for any environment. For more information on Spectra dome positioning systems, visit here: http://www.pelco.com/spectra.

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INDUSTRIAL RELATIONS

TERMINATION OF EMPLOYMENT IS A RISKY BUSINESSTHAT CAN BE VERY EXPENSIVE

By Chris Delaney

The decision to dismiss an employee may be easy, however defending an unfair dismissal claim can be both difficult and expensive. The following article identifies some of the pitfalls and provides advice on how best to mitigate the problems.

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Even if there is a valid reason for dismissing an employee, employers will find themselves in trouble if the process of the dismissal is flawed.

In determining the fairness, or otherwise, of an applicant’s dismissal, the Fair Work Commission (FWC) is required to consider a number of other issues in relation to the dismissal and most of these relate to procedural fairness.

The Fair Work Act 2009 (the Act) sets out the criteria which must be considered by the FWC when deciding whether a dismissal is an ‘unfair dismissal’. As well as needing a valid reason there are a number procedural of points to be considered: • Whether the employee was notified of the reason for termination; • Whether the employee was given an opportunity to respond to any reason related to the capacity or conduct of the employee; • If the employee was allowed a support person to be present at any discussions relating to dismissal; and • Whether the employee had been warned about any unsatisfactory performance before the dismissal (if the dismissal related to unsatisfactory performance).

If these points are not satisfied, a decision could go against the employer – valid reason or not!

And even accepting that there was procedural fairness, FWC will still need to be satisfied that the dismissal was not ‘harsh, unjust or unreasonable’, further complicating the whole process.

The expression ‘harsh, unjust or unreasonable’ has been determined by various industrial tribunals to mean: • ‘Harsh’ — because of its consequences for the personal and economic situation of the employee or because it is disproportionate to the gravity of the alleged offence; or • ‘Unjust’ — because the employee was not guilty of the alleged offence on which the employer acted; or • ‘Unreasonable’ — because it was decided on inferences that would not reasonably have been drawn from the material before the employer.

The termination can be harsh but not unjust or unreasonable; unjust but not harsh or unreasonable; or unreasonable but not harsh or unjust – all issues that the FWC will consider and the employer should of thought of at the time of the dismissal.

Valid Reasons for Dismissal Misconduct includes theft, fraud, harassment, bullying, persistent lateness, disobedience, coming to work drunk or under the influence of drugs, rudeness to clients, customers or other employees; poor timekeeping (evidenced over a period of time); and absenteeism without reasonable cause.

If the behaviour amounts to serious misconduct the employee may be sacked on the spot without notice.

However, to allege serious misconduct and sack an employee without notice, the employer must still follow fair procedures.

Poor Work Performance occurs when an employee is genuinely unable to perform the required duties of the job. In such cases the employer is validly able to dismiss the employee. However for this to be fair, the employer will usually need to show that it had raised these concerns with the employee and gave them a chance to respond to any allegations, or to take steps to improve their performance within a reasonable time.

Contrary to popular myth there is no legislative requirement as to the number of warnings that must be given.This will usually depend on the circumstances and the seriousness of the allegations. If an industrial agreement, policy or contract of employment specifies certain steps to be followed failing to do so may be considered to be a breach of process by FWC. In any case (with the exception of serious misconduct) it is appropriate that a warning is issued prior to dismissal putting the employee on notice that if their conduct or behaviour doesn't improve, they will be dismissed.This warning doesn't need to be in writing but it is much easier to prove if it is written.

Procedural fairness for underperforming employees Where an employee’s performance continues to be below standard despite the efforts to correct any deficiencies or where there are serious issues of misconduct it may be necessary to take corrective action.

Each case needs to be considered in light of its particular facts.The course of action to be taken will generally involve a consideration of a number of factors such as: • The employee's length of service • The employee's conduct and performance during the period of the employee's service • What the employee has to say about their conduct or performance • The need to give the employee an opportunity, over a reasonable period of time, to improve their conduct or performance • The seriousness of the issue at hand, be it an issue concerning performance or conduct.

Except where there is a clear case of serious misconduct warranting termination without notice, a system of progressively firmer steps should be taken to ensure an employee has an adequate opportunity to reflect on their conduct and/or performance and correct it.

It is the employer's responsibility to ensure that an employee understands that the reason for corrective action being taken is their failure to comply with the job requirements and not as a result of failure to comply with a personal request.This procedure should prevent claims of victimisation or discrimination. It is essential that the employee be advised that failure to improve may result in dismissal.

Procedural fairness for instances of serious misconduct In instances where misconduct is alleged, employers should adhere to a process, which is extremely similar to the process Continued Page 38 >

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that should be followed in situations of underperformance: • Raise the allegation(s) with the employee, preferably in a formal meeting, providing as much detail as possible; • Allow the employee a chance to respond to the allegations; • Investigate the allegations thoroughly; and • Communicate the findings to the employee and the action being considered.

If the results of the investigation indicate that the allegations are valid and therefore dismissal is the appropriate outcome, employers must then: • Advise the employee that dismissal is being considered based on the findings of the investigation; • Again, allow the employee a chance to respond; • Consider the employee’s response and the circumstances of the situation; • Come to a final conclusion regarding whether or not termination is appropriate, and advise the employee of your decision, giving reasons for your decision.

Adverse Action The general protections prohibit "adverse action" being taken against a person when that person decides to, or not to, exercise a "workplace right" or engage, or not engage, in "industrial activities".

An employee is also protected from adverse action because of their race, colour, sex, age and other grounds.

In essence, the provisions protect employees, employers and independent contractors against unfair, unlawful and discriminatory treatment in the workplace.

Adverse action is taken by an employer against an employee if, the employer undertakes or threatens to undertake any of the following: • Dismisses the employee • Injures the employee in their employment (e.g. by reducing the employee's hours or number of shifts per week or taking unwarranted disciplinary action) • Alters the position of the employee to the employee's prejudice (eg by suspending or demoting the employee) • Discriminates between the employee and other employees.

Remedies for breaches the general protections are determined by a Magistrate’s Court and damages are not specified. Claims can be made within 21 days of the adverse action being initiated.

In short, make sure: • You have the facts

• You document every thing you do, every discussion you have and every piece of correspondence you send or receive (including text messages).

• You have a valid reason.

• You discuss it with the employee.

• You allow the employee to answer the allegations.

• You allow the employee to have a support person.

• You give a warning about performance or conduct – unless the matter is serious warranting summary (instant dismissal).

• If you stand down the employee pending an investigation the employee must be paid.

• You afford the employee a “fair go” at all times.

Claims for unfair dismissal must be made within 21 days of the employee being dismissed (although FWC has discretion under certain circumstances to extend that period. Remedies can include reinstatement of the employee or damages of up to six (6) months pay.

Most claims for unfair dismissal are dealt with in a Conciliation Conference conducted by the Fair Work Commission. If the claim is not resolve at that point it may be referred to arbitration, which is a far more formal process requiring the filing of statements, examination of witnesses and a binding decision by the tribunal or court.

Claims can become legal issues and should be dealt with immediately and referred to a professional for advice and assistance.

The employer to whom the claim is directed should: • Inform the ex-employee or their representative that the matter has been referred on; • Give the ex-employee the contact details of the person that the matter will be referred to; • Not make any personal comment on the matter or offers of resolution; All relevant details should be forwarded to whoever is dealing with the matter on behalf of the Company, including: • The ex-employee’s personnel details; • The circumstances which led to the employee being dismissed; • The grounds on which the ex-employee believes that they have been unfairly dismissed.

ASIAL provides corporate members with professional advice and assistance in these matters. If representation in the Fair Work Commission is required, filing of documents or negotiation with the employee’s representative we charge a fee generally at about 1/3rd the rate you would be charged by a law firm.

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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ASIAL Certified Security Monitoring Centres*

Current as at: 5 February 2013

Company (short form name)

Australian Security Industry Association Limited

State

Cert. No.

Grade

NSW

366

A1

09 Mar 2013

WA

379

A2

28 Feb 2014

ARM Security

WA

360

A1

10 Mar 2013

ART Security

VIC

392

A1

30 Sep 2014

Calamity Monitoring

NSW

383

A1

20 Mar 2014

Central Monitoring Services

NSW

380

B1

21 Mar 2014

Commonwealth Bank of Australia

NSW

389

A1

24 Sep 2014

VIC

391

C2

18 Mar 2014

Glad Security

NSW

398

A1

25 Nov 2014

Golden Electronics

TAS

395

A1

17 Oct 2014

ADT Security Allcare Monitoring Services

Energize Australia

Expires

Grade One Monitoring

NSW

378

A1

13 Feb 2014

Grid Security Services

NSW

381

A1

18 Mar 2014

Instant Security Alarms

QLD

365

A1

29 May 2013

Insurance Australia Limited (operating with Insurance Australia Data Centre)

NSW

377

C1

17 Jan 2014

ISS Security

NSW

373

B3

25 Nov 2013

Linfox Armaguard

VIC

393

A1

08 Aug 2014

Mekina Technologies

TAS

399

A1

02 Nov 2014

NSS Group

NSW

384

A1

07 May 2014

Onwatch

NSW

396

B1

31 May 2014

Paul-Tec Australia

NSW

401

A1

01 Aug 2013

Protection Pacific Security

VIC

394

C2

9 Aug 2014

RAA Security Services

SA

400

A1

12 Dec 2014

Secom Australia

NSW

374

A1

14 Dec 2013

Sectrol Security

VIC

369

B2

19 Aug 2013

Securemonitoring

VIC

370

A1

23 Nov 2013

NSW

386

A1

04 May 2014

Securenet Monitoring Services Security Alarm Monitoring Service

SA

387

A1

18 Jun 2014

Security Control Room

VIC

362

A1

06 May 2013

Sesco Security

WA

364

A1

03 Jun 2013

SMC Australia

QLD

372

A1

07 Dec 2013

SMC Australia

VIC

371

A1

16 Dec 2013

SNP Security (Newcastle)

NSW

368

A1

17 Aug 2013

SNP Security (Sydney)

NSW

390

A1

31 May 2013

WA

376

A1

28 Dec 2013

State Government Protective Security Service

QLD

388

C1

22 May 2014

Westpac Banking Corporation

NSW

382

A1

19 Mar 2014

Woolworths Limited

NSW

397

C1

04 Nov 2014

Spectus

*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.

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HOT PRODUCTS

Grade One Launches IP Monitoring ■ Grade One Monitoring > 1300 723 185 ■ Email > info@grade1.com.au ■ Web > www.grade1.com.au Changes in the telephony market have arrived and this may affect your security monitored clients.

The gradual move by customers to voIP and other forms of digital communications have had an effect on the monitoring centres ability to receive alarm signals via the telephone line.

This gradual change is set to escalate as the NBN becomes a reality.

Grade One Monitoring has been at the forefront of GPRS technology, introducing receivers for all of the major GPRS/3G systems.

Grade One is again leading the way with IP monitoring.

With the integrity of your clients’ security network paramount, Grade One can now monitor, via IP Modules, direct IP signals utilising any current IP or IP/GPRS interface system.

NEW!

Inner Range Rack Mount Enclosure ■ For More Information Contact: ■ Inner Range Melbourne: www.innerrange.com ■ Central Security Distribution: www.centralsd.com.au Inner Range has released a universal Rack Mount Enclosure designed for use with its Concept and Integriti system hardware. Featuring a truly universal design that allows virtually all Inner Range System Controllers or LAN modules to be installed into a 19” rack equipment cabinet without restricting critical access to cabling, termination of connections or access for commissioning and maintenance purposes.

Flexible installation options allow the rack mounted drawer to be configured to meet a vast array of specifications, allowing mix & match installation of System Controllers, Universal Expanders, Relay Cards, Access Control Modules, Input Expanders, UniBus Expansion Cards, Multipath Communications Devices and up to 4 Doors of fully Intelligent Access Control.

Inner Range Integriti Security Management System ■ For more information contact: ■ Web > www.centralsd.com.au ■ Web > www.innerrange.com The INTEGRITI SECURITY MANAGEMENT SYSTEM is a new generation Integrated Access Control, Security Alarm and Automation System by Inner Range. It is the result of more than 20 years of continuous industry leadership and product development, and just like its famous predecessor (the Concept 4000), Integriti sets new industry standards.

Inner Range are confident that Integriti has the capacity to offer solutions that have previously been unachievable in today's exciting yet demanding technology environment.

Regardless of the specification, Integriti will tick the box at every level, including almost every redundancy and disaster recovery strategy. Integriti is an enterprise level access control and security solution that delivers a simple and easy to use management system with capabilities and scalability that have previously been unthinkable.

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UniGuard real-time loggers Innovative, live guard tour system ■ ValuTronics > 1300 133 366 ■ Email > sales@uniguard.com.au ■ Web > www.uniguard.com.au UniGuard real-time loggers are an innovative, live guard tour system.

It enables guards to easily communicate with a control centre via contact or non-contact reads of iButton/RFID tags.The loggers read and send data back to the new UniGuard 12 system in real time by using GPRS data transmission.

UniGuard 12 is the best way to access your collected data in one powerful and easy to use web based software application. It offers lightning fast reporting, Real time tracking with Google maps, individual user accounts, alarms and alerts sent direct to your email and much more.

This system is perfect for those who require a high end staff verification system with minimal intervention by yourself or other staff.

NEW!

New Pelco Spectra HD 1080 High Speed Dome Positioning System ■ Pelco Australia > +61 2 9125 9310 ■ Email > mark.romer@schneider-electric.com ■ Web > www.pelco.com/spectra Schneider Electric has just released its new Pelco by Schneider Electric Spectra High-definition (HD) 1080 dome positioning system, featuring a clearer image with stronger resolution without sacrificing low-light or programmable performance. The Spectra line has been a cornerstone of security applications for nearly 20 years, delivering unparalleled reliability, drive/control technology and image quality.

Designed for security professionals who demand the very best in image quality, Pelco’s Spectra HD 1080, built on the Sarix technology platform, is an all-digital system that delivers 2.0 megapixel resolution, high-profile H.264 compression and built-in analytics.

Sarix TI Integrated Thermal Imaging Security Camera: 2012 CCTV Camera of the Year ■ Pelco Australia > +61 2 9125 9310 ■ Email > mark.romer@schneider-electric.com ■ Web > www.pelco.com/sarixti Sarix TI is not only the evolution of thermal imaging but a “game changer” according to judges at the 2012 IFSEC Security Industry Awards. Named the CCTV camera of the year, Sarix TI further cements its position as the leading thermal imaging solution for video security applications.

Sarix TI is the first thermal camera specifically designed to be an integrated part of any end-to-end video security solution. Completely operable with both Pelco by Schneider Electric and third-party video management and recording systems, Sarix TI is quite simply, the evolution of thermal imaging.

As easy to install and use as any traditional dome camera, Sarix TI brings advanced thermal imaging capabilities to mainstream video security applications.

NEW!

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ASIAL NATIONAL CALENDAR OF EVENTS 2013

MARCH

MAY

VIC - Industry Breakfast Briefing 1 March 2013, Ibis Glen Waverley, Melbourne

NSW Industry Breakfast Briefing

SA - Industry Breakfast Briefing 7 March 2013, Sebel Playford Hotel, Adelaide WA Industry Breakfast Briefing 8 March 2013, Hotel Northbridge, Perth

QLD Industry Breakfast Briefing 17 July 2013, Niche Event Spaces, Stones Corner, Brisbane Security 2013 Exhibition & Conference 24-26 July 2013, Sydney Convention & Exhibition Centre, Darling Harbour.

NSW Industry Breakfast Briefing 13 March 2013 The Mantra, Parramatta

Security 2013 Gala Dinner 25 July 2013, Doltone House, Jones Bay Wharf Sydney

29 May 2013, Stamford Grand, North Ryde

JULY

ACT Industry Breakfast Briefing 14 March 2013, Belconnen Premier Inn, Canberra QLD Industry Breakfast Briefing 20 March 2013, Niche Event Spaces, Stones Corner, Brisbane TAS Industry Breakfast Briefing 21 March 2013, Hobart Function and Convention Centre, Hobart

AUGUST MAY 2013 Australian Security Industry Awards for Excellence 2 May 2013, Park Hyatt Hotel, Melbourne.

VIC - Industry Breakfast Briefing 7.30-9.00am 15 August 2013 Quality Hotel Batman’s Hill on Collins

SEPTEMBER SA - Industry Breakfast Briefing 12 September 2013, Sebel Playford Hotel, Adelaide WA - Industry Breakfast Briefing 13 September 2013, Hotel Northbridge, Perth ACT - Industry Breakfast Briefing 18 September 2013, Belconnen Premier Inn, Canberra

To find out more register online www.asial.com.au/eventscourses or email events@asial.com.au

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