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06 | President’s Message

10 | ASIAL Supports Tasmanian Justice Department

12 | Concerns grow over use of Mutual Recognition

14 | AUSTRAC and cash in transit businesses


18 | Registered Cablers



40 | Sleep Apnea the hidden risk in your business

42 | Industrial Relations: Fairwork Ombudsman

46 | ASIAL Certified Security Monitoring Centres

48 | Hot Products 50 | Frank Sales

Cover Photo: Getty Images AsiaPac / Kristian Dowling/Stringer


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ASIAL GAINS APPROVAL AS A FEDERALLY REGISTERED ASSOCIATION OF EMPLOYERS You may recall that at the Association’s AGM on the 7th of October last year the membership voted to adopt a new Constitution to allow the Association to apply to become Registered as an Association of Employers under the Fair Work (Registered Organisations) Act 2009. I am delighted to advise you, that after much work behind the scenes, our application has been successful and that ASIAL was registered on the 30th of April 2010 as an Association of Employers and is therefore able to formally represent members on IR issues both (Fair Work Australia and Federal Court).The success of this application sees the culmination of years of work and effort. That resolution was of much greater substance than what some may have in the first instance perceived and it displayed quite clearly to me, that our Association has reached a level of maturity, that until recently would have been difficult to imagine.

Why so? The voting process that allowed the passing of the new constitution also meant that the tiered voting entitlements that traditionally allowed larger members more voting rights was removed.This now means that every ASIAL member has equal voting rights.The requirements of registration means that henceforth the Australian Electoral Commission will be responsible for conducting all future elections to the ASIAL Board. ASIAL’s approval provides formal recognition of the Association as the national peak body for the private security industry. The decision will enable us to expand and improve the range of IR services provided to members. I would like to take this opportunity to thank all of ASIAL’s staff for their contribution in making the idea of ASIAL


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: Web: Publisher

as a peak industrial body a reality. Since its establishment in 1969, ASIAL has grown from a small network of security companies to one that today represents approximately 3,000 security providers across Australia.These organisations employ over 130,000 personnel and operate across all sectors of the private security market. Registration as an Association of Employers represents a significant milestone for the association, providing greater opportunities to improve the profile and level of professionalism within the private security Industry. Under the Fair Work Act, Federal industry organisation registration is seen as an important step to improving standards across the industry. ASIAL already works closely with Federal, State and Territory agencies (such as the Fair Work Ombudsman) to provide a wide range of services to our members. With registration, we will be able to further expand the level of support we can provide to our members.

Editor Bryan de Caires | Editorial Enquiries Angela Maan Advertising Aleisha Rees | Creative Director Martin Costanzo | Graphic Design + Prepress Webfx2 digital | Editorial Contributors Rod Cowan, Chris Delaney, Martin Gill & Ricky Florence Print + Distribution Everedi Press 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: Internet



articles, stories


advertising were correct at the time of printing. ASIAL does not accept responsibility for misleading views. Copyright© 2010 (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

[Next Issue] Aug/Sept 2010 SHOW ISSUE

Ged Byrnes ASIAL President

ISSN 1442-1720

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ASIAL SUPPORTS TASMANIAN JUSTICE DEPARTMENT ASIAL with other Industry bodies and representatives will work with the Tasmanian Justice Department in the development of a Code of Conduct for Tasmanian Crowd Controllers. The initiative follows a Government announced desire to work with industry to develop a voluntary Code of Conduct for Crowd Controllers. The intention is to develop a code of conduct to promote high standards of service, efficiency and ethical behaviour by crowd controllers. The code will not only assist crowd

controllers in understanding what are the boundaries, limitations and expectations are, but also the general public, police and other authorities. The working group will review similar crowd control codes of conduct and regulations around Australia to benchmark the Tasmanian code.

PEAK SECURITY BODY GAINS APPROVAL AS FEDERALLY REGISTERED ASSOCIATION OF EMPLOYERS On 30 April 2010 Australia’s peak security industry body, the Australian Security Industry Association Limited (ASIAL) gained approval as a Registered Association of Employers from Fair Work Australia. ASIAL is the leading national body for the private security Industry. Since its establishment in 1969, ASIAL has grown from a small network of security companies to one that today represents approximately 3,000 security providers across Australia.These organisations employ over 130,000 Australians and operate in all sectors of the private security market. The registration represents a significant milestone for the association, providing greater opportunities to improve the profile and level of professionalism within the private security Industry. It provides due recognition of the essential role the sector plays in Australian society. “As Australia’s peak security industry body, ASIAL is dedicated to supporting its members, promoting standards and safeguarding public interests” said ASIAL CEO Bryan de Caires.“We are committed to further


strengthening our industry through improved industry standards and compliance and this is an important step in that direction”. “Under the new national Fair Work Act, Federal industry organisation registration was seen as an important step to improving the standards right across the industry. We already work closely across all States and

Territories, and with the Fair Work Ombudsman, and provide a wide range of services to our members. With registration, ASIAL will expand even further this level of support”.

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CONCERNS GROW OVER USE OF MUTUAL RECOGNITION ACT Concerns are growing over the number of licence holders who appear to be exploiting the disparity between states and territories licensing regimes through the Mutual Recognition Act (MRA). In NSW, for example, over the past year, over 50% of all new individual security licence applications are now being made under the MRA. Whilst not illegal, there are concerns that the sharp rise in applications are contrary to the spirit in which the Act is intended to operate.The fear is that applicants are using the MRA to circumvent requirements to hold a NSW licence, such as permanent residency and undergo the 12 month probationary period. There is also emerging evidence of wide variations in the training with some Registered Training Organisations promoting truncated training times to secure a licence. In March, ASIAL raised its concerns with Federal, State and Territory Governments. A strongly worded communiqué encouraged Governments to prioritise the finalisation and

implementation of nationally consistent legislation for the private security industry and implementation of the training provisions under the COAG supported process for the regulation of the Private Security Industry. The apparent exploitation of the MRA, supports ASIAL’s position in encouraging Governments to include the security industry in the next round of national

licensing reform work being coordinated through the COAG National Licensing Taskforce within the Department of the Prime Minister and Cabinet. ASIAL would like to see this matter gain priority for consideration at the upcoming meetings of the Security Industry Regulators Forum scheduled for June and in the work of the Ministerial Council for Police and Emergency Management (MCPEM).

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AUSTRAC AND CASH IN TRANIST BUSINESSES By Joy Geary, AML Master Have you had a letter or a visit from AUSTRAC yet? If your answer is NO, then unless you are lucky, yours is just around the corner. Australia introduced new anti money laundering laws (AML Laws) for cash in transit dealers in December 2006.These laws have been fully operational since December 2008 and transition and amnesty periods have now expired. AUSTRAC is the regulator of these AML laws and has been focusing on cash in transit businesses for the last six or more months. Why is cash in transit covered by the new laws? The new laws apply to nearly every business that provides financial services. Cash in transit is captured because it involves the movement of cash. Cash can be generated through criminal activity making it “dirty money” or the proceeds of crime. Criminals want to distance themselves from dirty money through the money laundering process until the money seems cleansed of its connection with the original crime. The typical laundering process is to deposit dirty cash into the banking system and then move it around sufficiently within the system until its tracks are well covered and it is safe to re-integrate the money into the criminal’s environment either to invest in further criminal activities or as a source of wealth or to fund lifestyle pursuits. Cash in transit dealers are useful to criminals depositing dirty cash in banks because they add an air of legitimacy to the deposit and allow the criminals to remain unseen by bank staff. Cash in transit dealers may also be involved in moving money between criminals with the dirty cash staying outside the financial system. What do I have to do and when by? Key dates for compliance are well past which means those that are not compliant are in breach of these laws. The new laws are simple in theory but hard in practice for smaller businesses to implement. Although the legislation is


Consultant: Joy Geary

over 280 pages long, and the current rules weigh in at around 140 pages, the key pages that a cash in transit dealer has to understand are less than 100.The challenge is to find the right 100 pages and understand them. All new customers that a cash in transit dealer takes on after 12 December 2007 must be subject to a customer identification procedure (the replacement for the 100 point check) which must meet minimum requirements set out in the AML/CTF Rules.This applies to companies, trusts, government departments and partnerships, to name the main customer types that cash in transit dealers would have. Cash in transit dealers also must have had an AML/CTF Program in place from 12 December 2007 which dealt with oversight by management or the owners, approval of the program by management or owners, training for staff, appointment of an AML/CTF Compliance Officer, probity checks for new staff.There are some other requirements that the AML/CTF Program must meet as well. All transactions after 12 December 2008 needed to be monitored for suspicious activity. Reports have to be lodged with AUSTRAC in respect of that activity. Since 13 December 2008, all cash moved of a value equal to or

BREAKING NEWS AUSTRAC plans to charge each cash in transit business a flat annual fee of $500 plus $1.06 for each transaction reported of more than $10,000. These charges were announced in the recent Budget and AUSTRAC plans to consult with industry between now and August. Deliveries of more than $10,000 to banks will incur two fees, one by the cash in transit business and one by the bank. Now is the time to lobby hard against these changes.

greater than $10,000 must be reported to AUSTRAC within ten business days of the transaction.This cash reporting was also required under the Financial Transactions Reporting Act (the predecessor legislation) although here were exemptions available. Compliance reports have been due by 31 March in the years 2008, 2009 and now 2010. AUSTRAC uses these to monitor your compliance.

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AUSTRAC (CONT) Will my business be fined by AUSTRAC if it is not compliant? No cash in transit dealers have been subject to a financial penalty as yet. Some have been subject to set requirements with fixed dates for compliance once AUSTRAC has determined that they did not comply with all of the requirements. Usually AUSTRAC will give a business four weeks to meet its requirements. AUSTRAC has a range of enforcement powers including enforceable undertakings, remedial directions (precursors to court orders) and also the power to force your business to engage an expert to help you with compliance. AUSTRAC can fine a company up to $11 million and an individual up to $2.2 million for non-compliance. No fines have been imposed on any business in Australia as yet.

security companies? Do I have to do anything? This is a question which the industry needs to solve. Unless the national security company appoints your business as its agent under the AML/CTF laws, your business needs to apply identification processes to the customer you are moving the cash for which is hardly likely to be acceptable to the national security company because it involves contacting that customer.Your business may also be asked to do the cash reporting for the transaction on behalf of the national security company which places that company at risk if you fail to do the reporting. The cleanest solution is to use an agency appointment and for the national security company to do the threshold cash reporting.

My cash in transit work is all subcontracting for one of the national

Are there any exemptions under the new laws?

There are no current exemptions but there may be scope for approaching AUSTRAC to be relieved of cash reporting to banks in certain circumstances. Any exemption granted will not save a cash in transit business from needing to comply with all of the other requirements. Where can I get more information? The AUSTRAC website contains a lot of information but it is not easy for cash in transit dealers to navigate their way around to find what relates particularly to them.The AUSTRAC Regulatory Guide is the document which is easiest to read to get an understanding of the range of actions you need to take. *Joy Geary is a consultant specialising in AML solutions based in Melbourne. Her email address is

16 //SECURITY INSIDER JUN/JUL 2010 and her website is

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REGISTERED CABLERS Open versus Restricted Cabling Registration – are you registered at the correct level for the work you do? Open cabling work is any type of customer cabling work (including aerial or underground cabling work on private or public property) in which the customer cabling that is used terminates at the network boundary on a socket, a network termination device or a distributor. Examples of distributors 1 Building distributor (formerly known as a main distribution frame) 2 Campus distributor Many in the industry describe this as “where no jumpering or cross connection is involved”. Restricted cabling work The Cabling Provider Rules define restricted cabling work as: (1) Subject to subsection (2), the following cabling work is restricted cabling work: (a) cabling work (including aerial or underground cabling work on private property): (i) that is performed only in relation to a customer’s premises; and (ii) in which the electrical supply voltage does not exceed typical domestic single-phase (230V ac) and three-phase (400V ac)

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electrical supply voltages; and (iii) in which the customer cabling that is used terminates at the network boundary on a socket or network termination device; (b) cabling work in which customer cabling is connected to customer equipment that complies with: (i) the Act*; and (ii) the requirements of the Labelling Notice (AS/ACIF S008:2006); (c) cabling work that meets each of the following criteria (to ensure the cabler’s safety: (i) the work is performed only in

relation to a customer’s premises; (ii) the electrical supply voltage exceeds the typical domestic single-phase (230V ac) and threephase (400V ac) electrical supply voltages; (iii) the supply voltages are identifiable by every person performing the cabling work; (iv) the electrical power cables are inaccessible to any person performing the cabling work Note 1: Section 4.6 sets out requirements that must be met if a cabling provider is performing restricted

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REGISTERED CABLERS (CONT) cabling work that relates to aerial cabling. Note 2: HV cables must not be accessible to restricted cabling providers. (2) Subsection (1) does not apply to cabling work: (a) performed between customer equipment and any of the following jumperable distributors or jumperable frames, and terminating at the distributor or frame: (i) a Building Distributor; (ii) a Campus Distributor; (iii) a Local Distributor; (iv) a Floor Distributor; (v) a System Distribution Frame; (vi) a Test Point Frame; or (b) involving cable pairs that are included in cable sheaths shared with other services; or (c) performed between customer equipment and a patch panel, and terminating at the patch panel.

Examples of restricted cabling work 1. Cabling work connected behind an alarm panel or modem (but not via a jumperable distributor, a jumperable frame or a patch panel). 2. Cabling work connected directly behind a Customer Switching System (but not via a jumperable distributor, a jumperable frame or a patch panel). 3. Cabling work for additional phone points (other than the first point) in a commercial, high rise or multi-storey building, if the service involved is a standard telephone service (but not via a jumperable distributor, a jumperable frame or a patch panel).

4. Cabling work for a home automation system (but not via a jumperable distributor, a jumperable frame or a patch panel).

*The above information on cabling work legal scope parameters is based on the Telecommunications Cabling Provider Rules 2000 (CPRs), as amended, made under subsection 421 (1) of the Telecommunications Act 1997.The full consolidated version is on the ACMA website at (go to For licensees and industry: Licensing and regulation > Telecommunications regulation > Cabling licensing > Cabling Provider Rules).


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In its 15th year, the 2010 Australian Security Industry Awards for Excellence, held on 29 April at the River Room Crown Melbourne, honoured the best in the categories of Individual Achievement, Integrated Security Solution,Training, Security Manager and In-House Security. With a colourful backdrop of the Melbourne’s Yarra River and Crown’s signature on-the-hour fire shows, the Awards for Excellence again proved to be a highlight of the industry’s calendar. “These highly sought awards provide an opportunity to recognize and celebrate the outstanding and increasingly important contribution made by security professionals across Australia.” ASIAL CEO Bryan de Caires said. In his welcoming address, ASIAL President Ged Byrnes, reminded guests that the Security Industry was undergoing a period of unprecedented growth and change with the Association well placed to provide strong leadership and direction. “Over the past 12 months our Industry has come under some of the closest scrutiny imaginable.” Byrnes said.“ASIAL welcomes this scrutiny as it can only assist in further strengthening our industry through the introduction of more


robust compliance mechanisms.” The calibre of this year’s award entries were of an exceptionally high standard, spanning a broad and diverse range of security activities and industry sectors. Amongst those recognised were Michael van der Velde, Regional Security Manager (NSW/ACT) with Qantas, who secured the Individual Achievement Award for his contribution to Aviation security including being a member of the Airbus Aircraft User Security Panel, protection of aviation critical infrastructure and also being part of the Qantas response team for the Sari Club bombing in Bali and the Maldives/Colombo Boxing Day Tsunami. Australia’s oldest thoroughbred racing club, the Australian Jockey Club, took out the In-House Security award through the overhaul and upgrade of its security operations and facilities. British American Tobacco Australia took out the coveted Training Award for its innovative in-house training program. Other award winners included Pacom Systems for the integrated security solution installed at the Royal Darwin Hospital and Alan Bolton of Kangan Institute for managing the security needs of over 40,000 students and staff.


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1. Individual Achievement: Michael van derVelde – Qantas Airways Limited 2. Honourable Mention: William Autufuga – Toll IPEC - Toll Transport Group 3. Security Manager: Alan Bolton – Kangan Institute 4. In House SecurityTeam: Australian Jockey Club Security 5 Training Award: British American Tobacco Australia (BATA) 6. Integrated Security Solution: Pacom Systems – Royal Darwin Hospital 7. Honourable Mention: SECUREcorp – Safe City Mobile CCTV Patrols – City of Melbourne



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Professor Martin Gill


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It is something of a conundrum that security professionals,

goods/money? How do they avoid capture or what makes

geared to assessing risk, have placed so little emphasis on

them get caught? How do they manage the threat posed by

understanding the behavior of offenders.They are not alone,

the police? How seriously do they take the threat of

criminologists who focus on different aspects of crime, have

punishment generally and/or imprisonment specifically? These

paid limited attention to the ways different types of offenders

are just examples but understanding the answers to these

make decisions and the things that influence them. If we have

questions is a minimum requirement for effective security.The

not sought to properly understand how offenders think, how

problem is that relevant research is in short supply.

they react to the threat posed by different security measures,

The aim of this article is to better understand the decision

and the skills sets and resources they need to employ to

making process of one group of offenders, shoplifters.

circumvent them, then should we really be surprised that we

Identifying the key points at which decisions are made affords

are often not successful at preventing crime?

the opportunity to influence that decision. So rather than the

Thinking of just offenders for a moment, how can we

thief deciding that he/she will continue with the offence, we

realistically expect to tackle crime effectively if we do not

can influence him/her through good security to desist.The

have the answers to questions such as, what sort of planning

paper is based on learning from what previous research has

is involved? How do offenders choose that target? What

been done, and new research that included taking offenders

makes it easy or difficult and why? What sort of skills are

back to the scenes of their crimes, retail stores, and

necessary to be successful? Where do offenders get

recreating offences with offenders to better understand what

intelligence from? How to they find accomplices? What are

they see as the crucial decision points, and the influences

their most important considerations when carrying out the

upon them at those key stages.This is supplemented by

offence? How do they choose their method of attack? How

interviews with convicted thieves. Although the study is based

do they get away? What do they do with the stolen

on shoplifters the findings offer the potential to frame thinking continued page 24 >


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about how other types of offenders behave, and how, therefore, they can be encouraged to be stopped.

Key decisions thieves make The decisions offenders make can be grouped into six conceptual phases, which are shown in Figure 1, starting with choosing the store, and finishing with the disposal of goods. Like most models, it is not the case that all offenders make decisions at each of these stages. Often stages will be missed. If for example, the offender makes the decision to steal while locating the product, there will probably have been less opportunity to influence the thief at the first two decision points because at those points the theft had not been

Another point needs to be made about the model.That

contemplated.This is not always the case of course,

concerns the decision making capabilities of offenders. Not

sometimes thieves can be influenced by what they perceive

all offenders will consider all the pros and cons at each

to be the ease of opportunity and that impression can be

stage, they, like many people making all types of decisions

built up at various points.

have ‘limited’ or ‘bounded’ rationality. It is perhaps helpful to look at each of these decision points in turn.

Figure 1: Shop thieves’ decision circle

Choosing the store Sometimes shoplifters chose stores according to what they aimed to steal. Geography played a part, being local was more convenient, but there was a greater danger of being recognised. Stores where security was known to be weak were attractive, this was not just a case of traditional security measures being installed or not, but also staff awareness and levels of organisation which gave the impression staff were on the ball; reputations count. Familiarity was also relevant; choice was often influenced by a sense of ‘better the devil you know than the one you don’t’ and this feeling could be



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heightened where a thief had had

alarm or worse still intervene directly.

product they wanted to take, that way

previous successes there.

The main aim of the thief was to look

they minimised the amount of time in

Two other factors can influence

like any other customer. Some noted

store when they were most at risk.

decision making at this point.The first

that they paid attention to the type of

Conversely, some searched for goods

concerns how busy the store is. Some

customers entering the store, their age

which gave them the chance to assess

thieves choose to steal at a time of day

and gender profile, and the way they

security and whether they had been

when the store was not busy, because

dressed; it was important not to look

spotted as a potential thief.Typically,

that way there is less chance of

out of place.

consistent with behaving like a normal

someone spotting them committing a

Entering the store was also the first

shopper, they would look at a variety of

theft. Others, interestingly, preferred

point at which they could assess security.

goods, browse, and try not to look around

times when the store was busy

Were there security staff or cameras

too much, a sure sign to security staff

because they could more easily blend

about, if so did they look like they could

including store detectives that they might

into a crowd.The second is the

be a problem? Were there ways around

be up to no good.

availability of escape routes.This is a

them, for example CCTV cameras are

massively important deal for a thief, and

less of a threat if there are good blind

Concealing the product

for that matter all types of offenders,

spots where stolen goods can be

The moment they conceal the product

there was no point in committing a theft

concealed. Most importantly, and not

they have indicated that they are a thief to

if you could not get away.

least where the entrance chosen was

anyone who happens to notice them, so it

also going to be the exit, there was an

is crucial to do this effectively and they

Entering the store

opportunity to assess the escape route,

use a variety of techniques. Some hid

Once the thief enters the store he/she

as noted above, this was always a priority.

goods within normal clothes, especially

has to worry about being noticed. Being

baggy clothes. Some though used special

identified as potential thieves may mean

Locating the product

clothing such as large jackets and coats

staff and store security pay more

Thieves stealing ‘to order’ behaved in

with internal pockets, trousers with deep

attention to them.There are a number of

many ways like ordinary shoppers, there

pockets or wide waists. Some preferred

things that thieves have to consider.

was a list of things they ‘needed’ and they

specially designed packages with space

sought to find the goods and steal (rather

inside to conceal goods. Some used

not to be noticed. As noted above the

than pay) for them.The big advantage of

other implements including an unopened

number of people in the store would

stealing to order was that thieves knew

umbrella, or secreted goods inside rolled

affect their judgement on the suitability

they would be able to sell them on easily,

newspapers, and of course shopping

of it as a place to steal from. Some

although many thieves used fences some

bags. Some hid goods inside containers

made an initial assessment by

of whom agreed to take whatever they

purchased legitimately, such as a suitcase

assessing the number of cars in the car

stole at typically a third to a half of the

although they relied here on the cashier

park, but once inside the store they

retail price. Others found friends and

not checking properly.

conduct a more accurate assessment.

neighbours as well as small business

After all, customers pose as much of a

outlets to buy whatever they stole.

One of the most important things is

risk as staff; any individual can raise the

Some thieves went straight to the

Many shoplifters were skilful at stealing. For example, one shoplifter interviewed by the researcher claimed they he had stolen

SECURITY 2010 CONFERENCE 1-3 SEPTEMBER 2010, SYDNEY CONVENTION & EXHIBITION CENTRE Professor Gill will be presenting an Executive Briefing entitled “Understanding Crime & Crime Prevention”at Security 2010.

Security2010 C O N F E R E N C E & E X H I B I T I ON

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shield between the line of sight of people

stole to order had a ready market for

or cameras and the goods to be stolen.

sales. Few thieves worried about

Some thieves make use of distraction

getting caught once they had left the

techniques, and there are a few,

store, underlining once again that not

including accomplices creating a scene

only can the store create an

to attract attention away from the person

environment which is less conducive to

doing the stealing. Some argued that

theft, but that if it does not, few thieves

they would collude with insiders. Working

see impediments once they’ve passed

on inside knowledge always made things

the exit gates. Some do occasionally

easier especially if the insider was able

get caught, but this appears to be rare.

to provide insights into security measures that didn’t work or could be


rendered ineffective.

What this article has hopefully shown is that it is possible to assess the

Leaving the store

decision making process of offenders in

As noted above, the escape is a vital part

a way that can be helpful for crime

of the theft. Stealing goods is one thing,

prevention. By focussing on the key

getting away is another, and more

points at which shoplifters make

important.The key to a successful

important decisions, we can assess

getaway starts with having avoided

what they consider important at these

“Some thieves make use of distraction techniques, and there are a few, including accomplices creating a scene to attract attention away from the person doing the stealing. Some argued

that they would collude with insiders.”

three times a day on average, every single day for two years and had only been

attracting attention at an earlier stage,

stages or what they do or need to try

caught four times.The main techniques

particularly in concealing the goods.The

and do to steal successfully.This gives

they used, involve moving quickly and

ideal exit strategy involves blending in

us clues as to how we might weight

swiftly reducing the chance that anyone

with customers, so that the thief is not

their decision making process so that

who happened to be watching would

noticed. Some offenders purchased

they don’t steal or are not successful. It

notice anything untoward. Others use

goods as they exited to appear as if they

will need carefully crafted security

sleight of hand, and in a variety of ways.

were behaving normally, and it also gave

measures that influence specific

For example, a thief may handle various

them a chance to check and see

decision making decisions which

items on the shelf but secretly conceal

whether anyone was watching. Some

requires skill.

one and rearrange others to disguise the

noted that the check-out provided cover

missing item.They may use a trolley or

and so they were able to steal while

example of how research on offenders

basket and hide smaller goods under

leaving, sometimes this was helped by an

can help inform security strategies.There

bigger ones which they steal when they

accomplice creating a distraction.

are many other issues beyond what is

This research is just one limited

discussed here, but the fact of the

are in a blind spot. Indeed, thieves often make use of blind spots, some of which

Disposing of the goods

matter is that there is limited research

occur in the store and some they create,

Clearly, goods have to be sold. As

available and that for sure has limited

by for example, using their body as a

noted many used a fence, others who

how effective security strategies can be.

*The author is Professor Martin Gill who is Managing Director of Perpetuity Research and Consultancy International. For more details of this study, and others on security, visit the Perpetuity website, Martin is contactable by email at


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Craig Millar, Head of Security for Citigroup Australia/NZ 28 //SECURITY INSIDER JUN/JUL 2010

Page 28

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By Rod Cowan*.

Coming from an engineering background, Craig Millar, unlike many security managers, has no police or military past. He does, however, have the benefit of university

so on can be cascaded from there downwards. So I think it’s extremely important that that’s pitched at the right level. As an example of how it shouldn’t work, in my

qualifications and working both sides of the fence, so to

opinion, is that the Corporate Security Manager reports to four

speak: on the provider side in sales with Ademco, and State

or five levels down. For that security manager to report

Manager for Group 4; on the buyer side as head of security for

something significant — to have to act fast and immediately —

Rothman’s and most recently in his current position as Head of

the chain of command might be too big. And, therefore, the

Security for Citigroup Australia/NZ, where he is responsible for

message may be watered down. I guess in a non-urgent

all physical security aspects, from manpower to access control

situation, the actual program information may not get to the

to security risk management. Dressed in the standard industry

CEO — the CEO may not be aware of the inherent risks to an

outfit — dark business suit, white shirt and silk tie — Millar is

organisation — and, if they’re not aware, they obviously can’t

quietly spoken and naturally reticent, as he talks about the

provide support. So you certainly can get the best level of

challenges the industry faces and why he thinks it needs to be

support by the security manager and the security program and

a top-level management activity.

the people running it reporting to the highest level possible within an organisation.

Security Insider: Craig, where should security sit within an organisation, and, how important is that placing? Craig Millar: I think that’s one of the most important factors of all, and that is, if security can report to as high a level as

SI: Do you see enough evidence in corporate Australia that organisations have top-level endorsed security strategies? CM: I think in recent years, yes, there’s certainly evidence of

possible, such as the CEO or the CFO or the Chief Operation

that. One of the industry groups that I’m a member of has some

Officer, then that’s an excellent place to get buy-in at a senior

senior members from other organisations, and if you look at the

level. And then the security program or the security systems and

organisation charts, certainly the Corporate Security Manager is continued page 30 >


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sliding upwards towards the CEO, if not to the COO, one or two

anymore. And, therefore, we’ve had to look at some other ways

rungs down from there at most. So if you took a snapshot five

to provide training and to educate and to continually get that

years ago, I think you would have seen a different situation. So I

security message out there.

think that, yes, that’s happening. I think that as CEO’s are made

We’ve done that through our online training system. We’ve

more accountable for their actions, and I guess there’s the

developed a number of packages that can be sat globally on

safety aspect as well, which ties in with security, that they are

an online training program, that can be measured, they can be

standing up and taking notice and saying yes, I do need to

certified, so that the person who’s sitting it can receive a

know about this, because it could impact on me personally.

certificate. We can get statistics from it, so we can still deliver that same message, albeit it not quite as good as being face-

SI: That move upwards seems to correlate with the

to-face…but certainly the same message, without having to

widening of the scope as well, into all-hazards, risk

travel to every location within this country and globally. So, that’s

management approaches and so on. Is that part of the

worked really well.

reason as well? That we’re not just saying, ‘please take us

And, I guess like everybody, we’ve had to be smarter, as well.

seriously’ – we’re saying ‘there’s a lot more that has to be

And one of the key things we’ve managed to achieve is we’ve


done more with less, I guess. We haven’t watered down our

CM: I think there’s a slower progression towards the all-

delivery of security, but we’ve just done it smarter. So we’ve

hazards approach, where the business continuity, crisis-

looked at every possible guard post, we’ve looked at everything

management, security risk management and other similar

that we do to try and determine: ‘Do we actually need that, or is

functions are all under the one umbrella. I think there’s still a

that a nice to have?’ And some of the nice-to-haves have gone,

long way to go there. But yes, I think that has had some

and some of our business partners — the people that we work

impact on it.

for — have had to say, yes, I understand that. So we still deliver the same level of security, but it’s certainly very much more in

SI: What has the impact of the global financial crisis been

tune with the level of risk.

on your organisation? CM: I think mine, like many truly global organisations (we’re

SI: With cutbacks that you mentioned going on in all

quite a large global organisation), has had to re-think the way

businesses in relation to their security departments, can

they look at security, and the way they deliver security to their

you see when the market does turn, those departments

customers — internally and externally. Probably one of the first

then employing more people and the nice-to-haves to a

expenses to go in an organisation when the crunch is on is

degree being reinstated?

travel. So, the face-to-face visits and the face-to-face training that we have provided may not be able to be provided


CM: I think it’s probably a cyclical thing, in that I might expect to see a gradual increase. Now that we’ve fine-tuned



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“Certainly the global criminal can be anywhere, especially in regards to computer security and Internet crime and fraud.”

our risk-assessment models and we’ve fine-tuned the way we

commonsense messages. It’s more about being alert, and

do business, then I don’t see the nice to haves coming back

noticing things that are around them. And not doing some of

that quickly. I think that now that we’ve had to fine tune, we’ve

the simple things, the things you take for granted, things like

learned how to do things smarter, and we should continue to

tailgating and loaning their card. It’s just the simple, basic

do so. So I think in the longer term, they may, but not for some

security messages — changing and sharing passwords and so

time, and I wouldn’t think there will be a big part of them

on. So we keep it very simple.The training packages are very

returning at all.

small, they’re not large, and they’re not onerous, because time is obviously an issue with business people these days.

SI: With pressure on expense reduction, how have you adapted to react to this? CM: I think the training programs that we’ve put in place have been a big thing. We’ve also empowered more people

So, yes, it’s just the simple, key messages on a regular basis. And to those who we empower within our locations, we provide a higher level of training, so we give them messages on why the policies are in place, and about the policies

within our business locations. So, we’ve provided more

themselves, and how it’s important for them to be our

information and security awareness and supplied safety


training to those people to allow them to carry the message to their business units and their locations as well. So we have our

SI: Change is important for all organisations, especially

internal business partners that will provide one or two people

for large multinationals, how do you help your

within a location or a business unit that we can then provide

organisation – through the security function – be

online training to, and they are our messengers within that

adaptable and provide dexterity?

business location. So they’re our eyes and our ears.They’re the people that we look to, and they look to us.

CM: I think that within our organisation, our global security program is mature — it’s an eight or nine year old program — and one of the biggest challenges is to work out new ways

SI: Has any of this reduced the level of security that you’re

to do that. We hold information security awareness sessions,

able to provide?

we make it a bit of fun. We have competitions, and we have

CM: No, I actually think it’s enhanced it, because we’ve had

regular newsletters for people like fire wardens, giving them

to think smarter, and we can’t sit on our hands.These better

their own competitions and so forth. We try and make it as

ways that we’ve come up with have actually empowered

attractive as we can with a bit fun along the way, and give

people within the business more, and we can therefore rely on

some small prize rewards, some movie tickets and so on. So

them, and they’ve taken ownership of the security program. So

it’s small and inexpensive ways to send that message out

I think it’s actually improved it – some good has come out of it.

and to receive that buy-in, given that our program has been around for some years now.

SI: What kind of key security messages do you try and communicate to your staff? CM: We keep our messages very simple, and they’re


SI: The nature of the threats to a global enterprise are significant, and particularly if you’re in the financial

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industry, etc. How do you view that co-operation across

credit cards to the Columbians to do stuff online with.

what would otherwise be competitive industries, such as

That global nature of business also means that there is


a global aspect to crime, too?

CM: I think certainly in Australia, the [Federal Attorney

CM: Yes, especially on Internet fraud, on e-crime, etc.

General’s] Trusted Information Sharing Network [TISN] has

Often our investigators are talking to four or five different

come a long way to migrate organisations together.There are

countries across the globe, and they’re tracking money

some other like bodies, I guess, that deal with financial

instantly, because if they don’t, then it disappears very fast.

institutions only. And, I think there are no boundaries within

Certainly the global criminal can be anywhere, especially in

security as far as financial organisations. I think that although

regards to computer security and Internet crime and fraud.

we may be competitors, certainly on the security side that doesn’t come into the question, because we’re all … well, it’s

SI: A lot of the people with in-house security managers or

the same criminals, it’s the same people who will move from

in-house security departments are of course now looking

one target, from one bank to the next, from one set of ATMs,

at outsourcing a lot of that work. How far can you go with

from one brand and one branch to the next. So we certainly

that outsourcing?

share and there are no inhibitors from a competition point of view whatsoever.

CM: I think you need to look very much at your levels of risk, because every industry or business will be different. Certainly some things can be outsourced, but I think your

SI: I don’t think that a lot of people necessarily realise

core competencies – your core business, your core risks –

that quite often you’re not just dealing with local

should be kept in-house, because you have that internal

criminals, there can be international gangs involved. I

corporate knowledge, you have a history there. I think to

was talking to some police intelligence people last

outsource those critical risks within an organisation would

week who were saying that some Eastern European bag

be a risk in themselves.

thieves had hooked up with some Columbian credit card fraud thieves. And they had organised themselves so

SI: Craig, thank you for your time.

that they steal the bags, they take the cash and give the

CM: Thank you

*Rod Cowan is an independent contributing editor and can be contacted at


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Security Next Generation


VOL.15 | ISSUE.2 | APR/MAY 2010



44 25 39 25


45 25



es cents Economy reduc the need security, but not




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HOW TO MANAGE MEDIA TO PROTECT REPUTATIONS Failing to address media issues before a crisis can have disastrous effects long after the event, finds Rod Cowan*.

ANY INCIDENT — from straightforward burglary, theft, robbery, or act of violence on your premises, through to something more

at the start,” says Kelleher. “It then depends on how well you’ve managed your

dramatic, such as a large-scale extortion attempt with, say,

relationship with the media and your response to the incident as

product tampering, or in a worst-case scenario, a terrorist

to whether your reputation becomes enhanced, in terms of the

incident — can affect a business and business continuity plans.

media’s reportage of how you’re managing it, or whether it goes

But, the real damage, at times long after the initial event has passed, can be done by subsequent media coverage.

the other way. "So, it’s important, when you start at the central, neutral point, when they’re willing to hear you out, that you be honest, open

Protect reputations

and accountable with them. Also, that you have a single, well-

“For any business, organisation, or agency, as much as you’ve

identified, credible spokesperson who has had media training,

got an obligation to protect your infrastructure and your

and who comes across well – on television, or radio (or in print,

continuity, you’ve also got an obligation to protect your

but there, it’s not so important)— [who can] represent a public

reputation,” says Scott Kelleher, Manager of Communications,

face for your agency or organisation, and you need to ensure

Australian Institute of Criminology, and former head of

they have an agreed set of messages that explain your position.”

communications for the Australian Federal Police. “If you walk out the other side of a security related crime,

Keeping control

incident or issue with your reputation damaged, well potentially,

If journalists are unable to get a credible comment, rest assured

there goes your stock price and there goes your sales.

they will find someone within your organisation or connected to

“That’s why you have marketing and communications and media management people more and more these days, who are going to help you out in terms of managing and potentially

an event to speak on your behalf, regardless of whether they are qualified or trained to do so. “Have a central point – control the information that comes

enhancing the reputation of the organisation, once [or] while the

from your agency or organisation, because your media,

incident is conducted and while it is resolved.

communications or marketing people — whoever that is — need

“It’s really important to be thinking about media and how it’s going to cover the issue or incident.The media will find out about whatever it is that’s happened – and they will report on it – and they will want a statement from your business or agency.” With so much chatter about spin, you could be left thinking

to be the conduit through which all of the media inquiries come,” says Kelleher. “The journalist is going to find someone. For instance, they’ll just pick up the phone and start ringing extensions all over your building, and your staff need to be aware that they need to push

that media can somehow be controlled (and there are enough

all of those inquires straight back to the media and marketing

companies prepared to offer their services to do so).

people so that you have a consistent message from your

The reality is about managing relationships and building trust. “There are always people in the media, in various areas of it, who have agendas — the same as politics, the same as in business. However, in general, [the media] will give you a fair go


organisation.” The temptation is to initially put forward a top manager as spokesperson, which may not be the best strategy. One major airline faced with a barrage of media attention


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following an incident decided its senior communications manager would do.The problem was, while he may have served well when talking about share prices, launching initiatives, or some other business activity, when it came to security and law enforcement issues, he was visibly out of his depth and less than inspiring when it came to convincing the public it was still safe to travel with his airline. What may have worked better would have been to have the head of security front the media in the early stages, then roll out the big wigs. “Your spokesperson needs to be well briefed and well prepared, so that they can be in a position whereby they can potentially be taken away from their normal responsibilities so they can just manage this crisis, or issue,” says Kelleher. “It’s a really good idea, based on my experience and that of my colleagues, never to put your ‘top-dog’ up in front of the media to start with. Because then, if it all goes badly, you’ve got nowhere else to go — you can’t go backwards. “Always try and put forward a senior executive who has had good media training and you know comes across well…someone who is credible, senior and authoritative, but

Scott Kelleher

who still gives protection, or ‘top-cover’, to your ultimate senior executive. When the incident or issue is resolved, you then

computers, security, transport, or health, so have relationships

come out with your final resolution statements, and that’s when

established with them. Have a degree of trust with them, so

you can bring the boss out.”

that you can advise your executive that, for instance, ‘Yes, I think

When you can’t say anything, the temptation to hide could easily backfire. “If you can’t say something, explain why you can’t say

it would be a good idea to get Tony/Trevor/Sally in to talk to them off the record, so that they understand the impact on our business and our issues here, and what we see are the issues

something. Don’t just say ‘No comment’ or ‘I’m not going to talk

affecting us, so that we can ameliorate the effects of their

about that’, or, ‘It’s commercial-in-confidence’,” says Kelleher.


“Instead, explain that, ‘We’re working with the authorities toward

“It’s better to have a journalist come from an informed

the resolution of this incident; there’s any number of facts which

perspective – have them understand what your business issues

both we and the authorities are aware of in relation to this

are – so that then they won’t stumble into something, or beat

incident, but which I obviously can’t divulge, for reasons of the

you up over something which you’d rather they didn’t and which

investigation’s integrity (or public safety)’.”

a bit of explanation would have prevented.”

Explaining why you can’t tell the media — and by extension

If those relationships do not exist, as a rule treat nothing as

the public — something, he adds, will go a long way to at least

off the record. (And always treat a camera or recorder as on; you

letting them understand that you are co-operating and trying to

won’t be the first person to find that breezy little chat with a

be as accountable as possible.

journalist, while the cameraman sets up, being the segment that is broadcast.)

Building relationships

It is not only about relationships with the media that count —

Although “off the record” is fraught with pitfalls, Kelleher argues

how you interact with the authorities can also be a critical factor.

there is a place for background briefings, i.e. giving selected

In addition to dealing with State or Federal Police, as well as

journalists an inside running on what is going on.

other emergency services, such as fire and ambulance, bear in

“Background briefings, or off the record chats with journalists, are a really good way to manage further reporting on an incident or issue that will occur as something progresses past a simple, straightforward, one-off incident, such as a robbery. “There aren’t really any rules — apart from the Journalists

mind, depending on the industry, regulatory agencies, in areas such as health and welfare, could also wade in. “Make sure you’re working with those agencies and organisations, so that they’re aware of what you’re going to say, and when you are going to say it. Always be open to working

Code of Ethics, which, as a code, is not necessarily something

jointly with them — to having joint media statements or joint

journalists live by — but again, it’s all about trust.

media conferences,” says Kelleher.“But also manage inwardly

“You should be able to rely on your media, communications

and make sure that your board, your managers, your directors,

and marketing people to have good relationships with key

and your staff are also very aware of what your media

journalists who are likely to be reporting on your business or

statements are and what they’re going to be before you make

industry. The media has specialist journalists who write on

them —because nobody likes a surprise.” continued page 38 >


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Bottom line: make sure media

Developing strategies

organisation’s reputation, if handled the

Talking of surprises, there are incidents

right way, it can also have a positive

management is part of your risk

that you can more or less predict are


management and business continuity

going to happen, and which come as

“The reason we spend millions of

planning. Doing so could prevent a

little surprise, such as employee

dollars in budgets on having marketing

crisis developing into a disaster for your

wrongdoings or the behaviour of

and communications is because we

reputation — not to mention your share

overzealous security officers.

know ultimately it’s about your interface


Nonetheless, security departments

with your customers and your

frequently offer a flatfooted response.

consumers and your stakeholders,” says

“Have a media strategy handy, so that when [something] happens, you

Kelleher. “It’s crucially important that you not


know who to go to, how quickly they’ll

only see a security incident or issue as

be able to respond, and how they will

something that is going to have a

Security professionals looking for

respond. You can work out the actual

damaging and detrimental impact on

practical advice and experience in

detail of what happens later. But don’t

your business or organisation, but also

media management can attend a

ignore the fact that you’re going to need

view it as an opportunity to enhance the

special workshop conducted by

a strategy for it,” says Kelleher.

reputation of your business or

Rod Cowan at this year’s Security


2010 Conference.

“Every organisation, in its business continuity arrangements, should have a

Pharmaceutical companies, for

Conducted over four hours, the

media strategy. It does not need to be

example, having had highly publicised

workshop will explain how to

in depth. It just needs to identify some

product recalls due to product

develop a media strategy, what to

key points.”

tampering, have worked with authorities,

Those key points include:

then redesigned their packaging to

• Who will manage media responses

ensure products couldn’t be tampered

to an incident; • Who will be in the potential pool of identified spokespeople; • How staffing and other arrangements

with, and followed up with a marketing campaign. “[The pharmaceutical companies]

To ensure the session helps you in your context and to give a hands-on experience, numbers are limited — so book early.

have come out of that with their

will be organised and managed

reputations enhanced and greater

throughout the duration of that

confidence in their products than

incident; and

possibly they had to start with. So you

• What the key messages your

say and how to say it.

should look at it as an opportunity to be

organisation, business or agency

able to do some good for your business

should be considering in responding

or organisation’s image, and not as

to an issue are.

something that’s incredibly damaging,”

As much as a crisis can damage an

says Kelleher. *Rod Cowan is an independent contributing editor and can be contacted at


Security2010 C O N F E R E N C E & E X H I B I T I ON

1–3 SEPTEMBER 2010 For more information visit



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HELP CONSUMERS FIND YOUR BUSINESS! The ASIAL website attracts 10,000 visitors a month, with the most popular page being the ‘Find a Security Provider’ Search. ASIAL members can now create and manage a FREE web page on the ASIAL website to complement their existing ASIAL member search listing. · Receive a dedicated URL that can appear on external search engine listings · Upload images and a description of the products and/or services offered · Choose from two templates and four colours to complement your promotional material No experience required!

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









VISIT: and login to the Member area.

SELECT the Member Profile Link and Click

Follow the prompts to begin populating your web page.

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

Create webpage


Would you like some further information or assistance? Email or complete the information below and fax to 02 8425 4343. Company name: Contact name: Phone:

Position: Email:

Your mark of distinction

ASIAL ©2009

Register your interest today!

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SLEEP DISORDERS are a significant and largely under recognised problem in Australia. With serious consequences both for society and industry, it cost Australian industry over $2.9 billion in 2004 according to Wake up Australia.

Sleep apnea sufferers: • Perform 20% less than their colleagues • Are absent almost 3 x longer than other employees • Are 3 x more likely to suffer a work-related injury or fatality • Are 7 x more likely to have a motor vehicle accident

So, why is this relevant to the security industry? The security industry employs many staff in the high-risk category for sleep apnea and includes roles where tiredness and impaired concentration at work can have very serious implications. When an employee has poor quality sleep, this affects memory, concentration and performance, leading to possible serious consequences for safety, productivity and employee health. All these in turn either directly or indirectly affect the bottom line of any company. Industries specifically involved in transportation and night work, such as security are particularly affected. It is estimated that over 11% of men aged 45-55 have sleep apnea, a major factor impacting accidents, productivity and downtime. For instance, the serious impact on productivity due to sleepiness and fatigue results in delayed reaction times and impaired judgement equivalent to a blood alcohol level of .08%. Fatigue and sleep disorders can also severely impact life quality and mortality.To reduce the risk of sleep disorders, the first step is to diagnose and manage sleep apnea, by far the biggest sleep disorder, affecting over 1 million Australians.

So what is sleep apnea? Sleep apnea is a very common medical condition where sufferers stop breathing many times during sleep. It is caused by the narrowing of the airway up to 100 times an hour and can lead to serious health consequences if left untreated.

Signs of sleep apnea include: • excessive daytime sleepiness • snoring • waking up with a sensation of choking or gasping • depression • gastric reflux / heartburn In addition to the poorer quality of life for sufferers, which affects work performance safety and attendance, there are more serious health consequences, including: • 7 x more likely to suffer a stroke • more likely to suffer a heart attack • significant other co-morbidities, including o Diabetes o Hypertension o Obstructive lung disease o Ischaemic heart disease However, probably the most startling statistic is that over 80% of sleep apnea sufferers have yet to be diagnosed. What is clear is that sleep apnea is a medical disorder that can significantly impact on work force productivity and safety. Treatment is essential to improve quality of life and prevent the development of cardiovascular complications.Through screening and education programs, employers can put in place measures to improve safety and productivity in the workplace.

Obstructed (blocked) upper airway

“Over 80% of sleep apnea sufferers have yet to be diagnosed.”

Healthy upper airway

*Rick Florence is Managing Director of Healthy Sleep Solutions, the largest provider of sleep apnea diagnostic studies and treatment in Australia. He can be contacted at 02 9690 1251 or


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“All men make mistakes but only wise men learn from their mistakes” – Winston Churchill. One wonders how many wise men are left in the security industry. Last year the officers of the Fair Work Ombudsman (FWO) spoke at every ASIAL State breakfast meeting outlining the responsibilities of employers under the Fair Work Act and announcing a national targeted audit campaign into the security industry. ASIAL wrote to members detailing how the campaign would run and what to expect. The campaign wound up in December 09/January 2010 and many in the industry didn’t fair very well. In a meeting recently with Bill Loizides Group Manager Field Operations (FWO) it was clear that the results of the campaign indicated a very high rate of non compliance in the manpower sector of the industry. In fact less than 50% of those employers audited were compliant and $677,000 of underpaid wages was recovered for 803 workers. It was also clear that the industry has real problems. There are things employers shouldn’t do, for example: • Don’t pay flat rates of pay • Don’t pay “cash in Hand” • Don’t have sham contracting arrangements • Don’t get involved in “phoenixing” your business to avoid your responsibilities • Don’t think you won’t get caught.

ASIAL and The Fair Work Ombudsman is committed to: • Continuing education and awareness activity in the security sector • Continuing random audits and acting on genuine complaints ASIAL is developing a simple guide to understanding the Security Award 2010 and the National Employment Standards (which apply to all employers). Later in the year we expect, in conjunction with the FWO to run another full scale education campaign across Australia, via internet and through publications for both members and non members in a further effort to improve compliance. The responsibility lays with you the employer. Ignorance of the law is not an excuse, and frankly with all of the resources available to members through ASIAL and the FWO no employer can argue that they just didn’t know what they should do. The FWO sees it in fairly simple terms – • If you can demonstrate that you have genuinely attempted to know your responsibilities, joined a registered industry organization (like ASIAL), sought advice and assistance and made a genuine mistake and fix it – they will help you. • Deliberately or through sheer neglect, fail to meet your responsibilities and you will be prosecuted and fined.

The following is a simple overview of what employers should know about the new modern awards, the National Employment Standards and the transitional provisions which will come into effect from 1 July 2010. This is new legislation and there are still some matters to be determined by Fair Work Australia and interpreted by the Fair Work Ombudsman. As these matters are resolved we will advise members via the ASIAL website The private security industry nationally now has three core national awards covering workers. These awards came into effect on 1 January 2010, while changes to Rates of pay, Penalties and Casual loadings will take effect from 1 July 2010. The Security Services Industry Award 2010. This award covers: patrolling, protecting, screening, watching or guarding any people and/or property, including cash or other valuables, by physical or electronic means, crowd or venue control, control room operations, loss prevention and traffic management (as part of airport security). This new award will bring with it significant changes to the way shift penalties (among other matters) are applied and calculated. The Electrical, Electronic and Communications Contracting Industry Award 2010 covers (amongst other

continued page 43 >


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classifications) all types of electronic communications work not requiring the full range of skills and training as an electrical tradesperson. It includes computers, peripherals, cabling, installation, testing and repair of alarm and security surveillance systems, CCTV, access systems, communications equipment such as radio, television and public address and broadcasting systems and fire alarm systems. Transport Industry (Cash in Transit) Award 2010 covers employers in the CIT industry whose employees are engaged in the transportation and delivery of cash and other valuables by armoured car. Other awards dealing with either clerical/administrative activities, Trainers or selling as commercial travelers, call centre operators or manufacturers may apply in some instances. For a full list of modern awards visit

The National Employment Standards It is important to note that from 1st January 2010 all employers and employees in the national workplace system are covered by the new National Employment Standards (NES). Under the NES, employees have certain minimum conditions. Together with pay rates in modern awards (which in the Security Services Award 2010 take place from 1st July 2010) and minimum wage orders, the NES makes up for the safety net that cannot be changed to the disadvantage of an employee. Employers can always provide benefits in addition to those minimum conditions. In addition to the NES, an employee’s terms and conditions of employment in this industry generally come from the Security Services Industry Award 2010, or an enterprise agreement, an industrial agreement, or state and federal laws. The 10 NES entitlements – a summary 1. Maximum weekly hours of work – 38 hours per week, plus reasonable additional hours. 2. Requests for flexible working arrangements – allows parents or carers of a child under school age or of a child under 18 with a disability, to request a change in working arrangements to assist with the child’s care. Certain casuals are

eligible. 3. Parental leave and related entitlements – up to 12 months unpaid leave for every employee, plus a right to request an additional 12 months unpaid leave, plus other forms of maternity, paternity and adoption related leave. Certain casuals are eligible. 4. Annual leave – four weeks paid leave per year, plus an additional week for certain shift workers. Pro rata for part-time employees, casuals are ineligible. 5. Personal/carer’s leave and compassionate leave – 10 days paid personal/carer’s leave (pro rata for part-time employees, casuals are ineligible), two days unpaid carer’s leave as required (available to all employee’s), and two days compassionate leave (available to all, but unpaid for casuals) as required. 6. Community service leave – unpaid leave for voluntary emergency activities (available to all employees) and leave for jury service, with an entitlement to be paid for up to 10 days jury service (unpaid for casuals). 7. Long service leave – a transitional entitlement for certain employees who had certain long services leave entitlements before 1st January 2010 pending the development of a uniform national long service leave standard. 8. Public holidays – a paid day off on a public holiday. An employee can be reasonable requested to work ( and can reasonably refuse such a request) 9. Notice of termination and redundancy pay – up to four weeks notice of termination (five weeks if the employee is over 45 and has at least two years of continuous service) (with a number of exceptions, including casuals); and up to 16 weeks redundancy pay (with a number of exceptions including casuals and small business), both based on length of service. 10.Provision of a Fair Work Information Statement – Employers must provide this statement to all new employees. It contains information about the NES, modern awards, agreement-making, the right to freedom of association, termination of employment, individual flexibility arrangements, rights of entry, transfer of business, and the Fair Work Ombudsman. The Security Services Industry Award 2010 (SSI Award)

Who the Security Services Industry Award 2010 covers The award covers: • Guarding, Patrols, Crowd Control, Dog Handlers, Escorts, Body Guards, Loss Prevention, Traffic Control (Airports), Monitoring and Control Room. The award does not cover: • Cash in Transit, Prisons, correctional or other detention facilities, installation, maintenance or repair of electronic alarm and/or monitoring systems; or installation, maintenance, repair or replenishing of ATMs. • An employer bound by an enterprise award or an enterprise Notional Agreement Preserving a State Award (NAPSA) with respect to any employee who is covered by the enterprise award or enterprise NAPSA. • Where an employer is covered by more than one award, their employees are covered by the award which is most appropriate to the work they perform and the environment in which they work. • Where there is no classification for a particular employee in this award, it is possible that the employer and that employee are covered by another award with occupational coverage. Transitional arrangements The Security Services Industry Award 2010 contains transitional arrangements to assist Security employers in the move to the new modern award. For employers in the national workplace relations system, it is important to note that the National Employment Standards will apply immediately. In some instances, particularly relating to the changes in shift work definitions and penalties, transitioning to the new Award will be complex. 1. If you were in the national system on 1st January 2010 A national system employer includes all incorporated employers, all employers in Victoria and all unincorporated employers (except in WA) that were covered by a federal award (including the Security Industry Employees WA Award). The rates of pay, loadings and penalty rates contained in the Security Services Industry Award 2010 do not come into continued page 44 >


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force until 1st July 2010 – pre-existing pay and penalty rates continue to apply up until this date. From 1st July 2010, any increases or decreases in wages, loadings or penalty rates may be phased in over a five year period. This includes: • Minimum wages • Casual or part-time loading • Saturday, Sunday and public holiday penalty rates • Shift allowance/penalty. Phasing – How it Works 1. Determine the wage rates and conditions that applied before January 1, 2010 under the applicable state of federal industrial instrument. 2. Compare the wage rates (including shift penalties and casual loadings) that applied before January 1, 2010 3. If there is a difference between the two you can phase in 20% of the difference each year over five commencing 1 July 2010 through to 1 July 2014

2010 Pay Rates Existing rates and penalties continue to apply until 1st July 2010. You can find existing rates by searching for pay scale summaries’ at or by visiting From 1st July onwards, transitional rates of pay and penalties contained in the Security Services Industry Award 2010 will take effect, subject to the transitional arrangements identified in the Award. ASIAL will provide access to Rates of Pay schedules to members when we have confirmation from the Fair Work Ombudsman.

Regardless of whether such agreements applies, all employees in industries covered by the Security Services Industry Award 2010: • Must be paid no less than the minimum wage rates contained in the Security Services Industry Award 2010 (subject to the transitional arrangements) • Are entitled to the NES (see above)

Hours of Work Full-time and part-time employees Day Workers • 38 per week, or • Up to 304 ordinary hours over an eight (8) week roster cycle. • Unless an arrangement is in place, ordinary hours: – Shouldn’t exceed ten (10) hours per day (but cannot exceed 12 hours) – May be worked between 6am and 6pm Monday to Friday inclusive. • Hours worked in excess of ordinary hours are deemed overtime. Shiftwork employees • 38 per week, or • Up to 304 ordinary hours over an eight (8) week roster cycle. • Shouldn’t exceed ten hours per day (but cannot exceed 12 hours). • Hours worked in excess of ordinary hours are deemed overtime. For full details see clause 21.Security Services Industry Award 2010

2. If you moved from the state to the national system on 1st January 2010 If you’re an employer coming into national system from the state system, changes will depend on what you were previously covered by in the state system. You should seek advice from ASIAL or contact the Fair Work Infoline on 13 13 94. Generally, if you were covered by a state award it was replaced by the new Modern Award on 1st January 2010, unless you are under an enterprise agreement.

Breaks • An unpaid meal break of between 30 minutes to one hour should be taken no earlier than four hours and no later than five hours of starting work (unless otherwise mutually agreed). • Crib breaks are counted as time worked. • There should be an 8-hour break between finishing a shift and starting a shift the next day. For full details see clause 21. Security Services Industry Award 2010

The Security Services Industry Award

Shift Work Penalties

If an industrial agreement applies If you’re covered by industrial or workplace agreements, you should seek advice from your industry association or contact the Fair Work Infoline on 13 13 94.

• Span Loading 21.7%: Applies to any ordinary hours worked between 6.00pm and 6.00am Monday to Friday (Not permanent night shift). • Night Shift: Any shift finishing after Midnight and at or before 6am. Non Rotating Night Shift 30%: Any shift system in which the night shifts worked do not rotate or alternate so as to give the employee at least one third of his working time off night shift in each roster cycle. • Saturday Work: All ordinary hours at time and a half. • Sunday Work: All ordinary hours a double time • Public Holidays: All double time and a half Shift Penalties are phased in by 20% of the difference each year over five years commencing 1 July 2010 through to 1 July 2014 Overtime Up until 1st July 2010, the overtime provisions outlines in the relevant existing instrument will continue to apply. From 1st July 2010 the overtime provisions in the Security Services Industry Award 2010 apply. The overtime provisions in the Security Services Industry Award 2010 are: • Full-time, part-time and casual employees are entitled to an overtime rate of pay of time and a half for the first two hours and double time thereafter, except on a Sunday when the rate is all double time • An employee must not be required to work more than 14 hours per day (including breaks to which the employee is entitled under the award). • Double time and a half on a Public Holiday • When calculating overtime each day stands alone • NB Overtime for casuals does not include the 25% Casual Loading For full details see clause 23 of the Security Service Award 2010. Casual Loading 4. The Casual Loading is 25% of the base rate of pay. This is also phased in by 20% of the difference each year over five years commencing 1 July 2010 through to 1 July 2014 Annual Leave Loading Day workers – Ordinary Time + 17.5% Shift Workers paid as per roster or Ordinary Time + 17.5% (whichever is the greater). continued page 45 >


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Employment status At the time of engagement you must inform each employee of the terms of their employment, in particular, whether they are full-time, part-time or casual. You must also inform them of the ordinary hours of work and starting and finishing times or rostering requirements, even if it is for short-term or seasonal employment. • Full-time employees are engaged to work an average 38 ordinary hours per week. Full-time permanent employees are eligible to receive paid entitlements such as annual, personal/carer’s leave and parental leave, as well as public holidays, and, in some cases, long service leave. • Part-time employees work on a regular, ongoing basis, for an average of fewer than 38 ordinary hours per week Parttime employees work a set number of hours per day or a set roster and receive, on a pro rata basis, equivalent pay and conditions to those of full-time employees who do the same type of work. • Casual employees are engaged and paid based on the hours they work. A casual employee’s ordinary hours of work may vary from week-to-week, and are the lesser of an average of 38 hours per week or the hours required to be worked by the employer. • Casual employees are entitled to a higher rate of pay for the work performed and have less entitlement to things like leave than a full-time or part-time permanent employee. Casual employees under this

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award are not entitled to accrue annual leave (see clause 10.5). Personal leave is covered by the NES (see clause 6) (casuals do not get paid personal leave). Public holidays are covered by the NES and clause 26 (i.e. if casual employees are rostered on a public holiday, they can reasonably refuse to work. If they work on a public holiday, they would be entitled to the penalty rate in clause 22.3) Clause 10.5b of the Security Services Industry Award 2010 indicates that for each hour worked, a casual employee will be paid no less than 1/38th of the minimum wage and classification in the award, plus a casual loading of 25%. For full details see clause 10.5 of the Security Services Industry Award 2010. Employee records and pay slips The Fair Work Act 2009 requires that employers: • Make and keep accurate and complete records for all of their employees (e.g. time worked and wages paid) • Issue pay slips to each employee within one working day of pay day These record-keeping and pay slip obligations are designed to ensure that employees receive their correct wages and entitlements. For details of the records you need to keep for employees and the information that must be included on all pay slips, refer to the Employer obligations in relation to employee records and pay

slips, download the fact sheet and free template pay slips and record keeping tools from Take home pay orders Modern awards are not intended to reduce an employee’s overall take-home pay. If applying the modern award results in an employee’s suffering a reduction in their overall take-home pay, they can apply to Fair Work Australia to make an order against this happening. Finally it is important that employers ensure that they seek out the right information and implement it. Failure to do so may leave you liable for back pays, fines, and costs orders and in some instances loss of Security business licenses. If you are not sure call ASIAL for advice. We will give corporate members every assistance reasonably possible. Important Note At the time of writing this article, there were still some areas of transition that were unclear and under consideration by the Knowledge Services Team of Fair Work Australia for interpretation. Employers are encouraged to seek advice before attempting to calculate rate variations. Either contact the Fair Work Info line or ASIAL for assistance.

ASIAL is the peak national employer association representing the private security industry in Australia.

Page 1







To subscribe email

37 25


ASIAL 40th Celebration, 30 April 2009, Crown Casino

industry magazine

high traffic website

ªChris Delaney is ASIAL’s Industrial Relations Advisor.

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


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ASIAL Certified Security Monitoring Centres*

Current as at: 04 June 2010 Company (short form name)


Cert. No.





09 Mar 2011

Allcare Monitoring Services




28 Feb 2012

ARM Security




10 Mar 2011

ART Security




08 Sep 2010




21 Mar 2012




11 Dec 2010

Commonwealth Bank of Australia




24 Sep 2010

Golden Electronics




17 Oct 2010

Grade One Monitoring




13 Feb 2012

Grid Security Services




18 Mar 2012

IAG (operating with IAG Data Centre)




27 Nov 2011

Instant Security Alarms




09 Jun 2011

ISS Security Services (Manpower Response)




30 Nov 2011

Linfox Armaguard




08 Aug 2010

Monitoring Excellence WA




14 Jun 2010

NSS Group




07 May 2012

Paul-Tec Australia




13 May 2012

Protection Pacific Security




03 Aug 2010

RAA Security Services




12 Dec 2010

Secom Australia




14 Dec 2011

Sectrol Security




02 Jul 2011





23 Nov 2011

Sesco Security Co




03 Mar 2011

Signature Security




03 Oct 2010

Signature Security




03 Oct 2010

SMC (Chubb)




07 Dec 2011

SMC (Chubb)




16 Dec 2011

SNP Security (Newcastle)




17 Aug 2011

SNP Security (Sydney)




13 Aug 2010





02 Sep 2011

State Govt Protective Security Service




22 May 2012

Summerland Security Services




30 Nov 2011




18 Jun 2010

Westpac Banking Corporation




19 Mar 2012

Woolworths Limited




04 Nov 2010

ADT Security

Central Monitoring Services ClubLINKS Security

West Coast Security


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


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PERIMETER SYSTEMS ANNOUNCES NEWEST-GENERATION INTREPID™ SENSORS Proven perimeter solutions made even smarter with single-platform simplicity Southwest Microwave has announced the introduction of their newestgeneration INTREPID™ intelligent perimeter detection sensors, offering systems integrators and end-users an integrated, multi-technology solution to address diverse outdoor perimeter security needs.The system, which provides fence, buried cable and digital microwave protection alternatives, couples performance enhancements to field-proven technologies with the simplicity of single-platform networking. “In protecting a facility’s perimeter, there are two distinct challenges. Selecting the appropriate sensor technology to address site requirements, and finding cost-effective, compatible solutions when site characteristics or security level dictate the introduction of multiple sensors,” explained Bob Kirkaldie, Director of Sales for Southwest Microwave’s Security Systems Division. “We provide solutions for both challenges with our new INTREPID™ single-platform technologies, which protect each portion of the perimeter

with an optimal sensor for that location.” INTREPID MicroPoint™ II fence detection sensor and MicroTrack™ II buried cable sensor offer unique detection capabilities to protect even the highest security sites – including precise target location to 3m, softwarebased zone assignment with tie-in to CCTV presets and discrimination between legitimate attacks and harmless disturbances, eliminating nuisance alarms. “The INTREPID™ system allows the deployment of any combination of fence, buried cable or digital microwave solutions on one network platform,” said Kirkaldie.“With these synergistic sensor technologies, high-performance perimeter protection meets true systems convergence.” INTREPID™ sensors are seamlessly networked via standard RS422 serial data interface. Network architecture guarantees alarm delivery time and can be structured in a variety of configurations to best address network size and alarm delivery requirements. A third-party SDK is available to integrate new-generation INTREPID™ sensors into custom control applications. Four additional system control options offer scalable security

With new-generation INTREPID™ sensors, proven perimeter protection meets single-platform simplicity.

management solutions for virtually any site parameters. Set up of the system is simplified with a universal installation/service tool which features auto-discovery, guided navigation, and forward propagation for single step, multi-sensor zone configuration. “Our goal was to offer our customers seamless, flexible solutions for their complete perimeter detection and security management needs without the high cost or complication traditionally associated with integrating multiple technologies,” stated Kirkaldie. “We are fulfilling a distinct need in the marketplace with our new-generation INTREPID™ system.” Southwest Microwave has been a trusted global supplier of perimeter detection technologies since 1971. For more information, visit


Gillies Crichton Head of Assurance for Glasgow Airport (UK)

Professor Martin Gill Director of Perpetuity Research and Consultancy International, Professor of Criminology (UK)

Mark McCrindle Social Researcher and Futurist

Nick Kaldas Deputy Commissioner Specialist Operations, NSW Police Force

Paul Retter Executive Director, Office of Transport Security, Department of Infrastructure, Transport, Regional Development and Local Government


VISIT for a full list of conference speakers and events.



1–3 SEPTEMBER 2010


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Comelit – Maestro Colour Intercom Kit n Security Merchants Australia Pty Ltd > 1300 663 904 n Email >

n Web > New from Comelit – Italy, a company with more than 50 years experience and commitment to innovation, come the “Maestro’ Intercom Kits. Available in Single and Two Family versions and featuring a 5.6inch colour LCD Screen with Handsfree operation, Maestro represents the perfect marriage of style and functionality. Privacy and Intercommunications functions are standard and kits can be expanded to include multiple Entrance Panels and 16 Internal Monitors.The Maestro Monitors are also suitable for use in the Comelit ‘SimpleBus’ 2-Wire system, capable of providing Door Intercom functionality for up to 240 Apartments. • 8 programmable microswitches and audio, ringtone volume, brightness and colour adjustments • Body produced in ABS with an Aluminium facia • Half Duplex Audio Communications



GE Challenger Access Control Hi-O Interface n Direct Alarm Supplies > (02) 9717 5222 n Email > n Web >

Hi-O technology brings a lower overall maintenance cost of door environments by providing advanced diagnostic information. Rather than waiting for a fault to occur, devices such as locks, readers and mechanical door openers can report specific information, predict that a fault is about to occur and send out system warnings via Challenger’s Forcefield management software. Examples of information that can be captured include: device cycle counters, high and low voltage signals, failure to lock messages & sabotage monitoring. The TS0864 adds a single Hi-O door to an four-door controller and is polled as a RAS (Remote Arming Station). Up to 4 TS0864 can be connected to a single 4 Door controller. A 4-door controller can support up to 4 doors of any combination of conventional or Hi-O doors on its local LAN. Contact Direct Alarm Supplies for further information.

Comelit – Planux Colour Intercom Kit n Security Merchants Australia Pty Ltd > 1300 663 904 n Email >

n Web > New from Comelit – Italy, a company with more than 50 years experience and commitment to innovation, come the “Planux’ Intercom Kits. Available in Single and Two Family versions and featuring a 3.5 inch colour LCD Screen with Handsfree operation, ‘Planux’ represents the perfect marriage of style and functionality. With “sensitivetouch” technology, control keys are illuminated automatically when the monitor detects movement close by. Along with a host of optional colour templates and flush or desk mounting capabilities, with ‘Planux’ every living space takes on the personality of its owner. Privacy and Intercommunications functions are standard and kits can be expanded to include multiple Entrance Panels and 16 Internal Monitors.The ‘Planux’ Monitors are also suitable for use in the Comelit ‘SimpleBus’ 2- Wire system, capable of providing Door Intercom functionality for up to 240 Apartments.



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UniGuard Robust Attendance Recorder n UniGuard Patrol Management Systems > (02) 9671 7777 n Email > n Web >

The UniGuard system has outstanding value for money, easy setup and zero maintenance. A security operator simply passes by and touches a small checkpoint to record beyond any doubt that they attended that area. Cannot be any simpler! The UniGuard Robust Recorder will hold over 4,000 events in its non volatile memory, each event holds identification data, date and time accurate to the second. The wand comes with a high power lithium battery, guaranteed to last five years without recharging. It incorporates shock logging. This feature rates impacts to the recorder, storing time of the impact and intensity. The wand is fully watertight, microwave-oven proof and comes with a 25 month warranty.


RoboCam R1 body-worn camera system n ValuTronics Pty Ltd > (02) 9671 7777 n Email > n Web >

RoboCam is a totally mobile security system comprising of a portable hard drive and headset with a custom made shoulder holster for user convenience. RoboCam is an essential asset for any professional security operative that wants to protect their livelihood. A false allegation could cost an operative their hard earned license and consequently their means to earn a living. RoboCam can ensure that this never happens to you. Every RoboCam unit provides multi-level password protection and frame counters to guarantee that your data tamperproof. The hands free unit enables the user to have an instant record of everything they hear and see.

Videofied XL totally wireless security n Video Alarm Technologies > 1300 46 44 55 n Email > n Web >

The new Videofied XL wireless video alarm system is completely UNPLUGGED and has two way voice built in, also accommodating up to 20 wireless devices including Videofied indoor and outdoor MotionViewers. The VIDEOFIED™ MotionViewer combines a PIR, camera and illuminators into a self-powered device that can be instantly mounted anywhere security is needed. The panel communicates alarms to the Central Monitoring Station over the cell network using GSM (2-way voice) and GPRS (10 second video of the intrusion). Video verification and Voice Verification on a single system — all for a similar price as a blind burglar alarm makes the XL the next generation alarm system for the domestic to commercial markets. The VIDEOFIED™ XL literally needs no wires or cables, not even power to the panel. Contact us for more information.



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Frank Sales

“Two Florida women face charges after police said they threatened workers at a fast food restaurant with a Taser.”


frank sales

UK grandmother has been fined $1,700, given a dusk-to-dawn curfew, and been electronically tagged for selling a goldfish to a child.The 66 year-old pet shop owner was prosecuted after the local council sent a 14-year-old boy to buy a goldfish in a “sting” operation following reports that their shop had sold a gerbil to a teenager with learning difficulties. Investigators swooped, so to speak, after she sold the fish without

asking his age or how the fish would be cared for. A 29-year-old Illinois woman, arrested after a dispute with a taxi driver, used her customary“one phone call” to call 911 and report that she was “trapped inside a detention facility”. (Police added abuse of 911 to the charges.) Police stopped a 37-year-old woman in Florida driving erratically. After several implausible explanations, she admitted she had a razor and was giving herself a “bikini shave” as she drove. She faces several traffic charges. The British Home Office has granted Pagan police officers the right to priority days off for official festivals, such as naked dancing and the festival of lactating sheep. Also in the UK, prisoners about to be released who had previously taken drugs but cured their addiction while incarcerated are being purposely re-addicted using methadone administered by wardens, following Government guidelines. Officials say the former addicts will then be less likely to overdose when they get back on the street. A Phoenix county sheriff has started a program he calls “Pedal Vision”, in which inmates pedal stationary bikes to generate electricity for television sets.The bikes are customised to turn on connected TV sets once inmates pedal enough to generate 12-volts of electricity. An hour of pedalling equals an hour of television.The Sheriff says he started the program with female inmates because they seemed more receptive. On the other side of the law, reacting to complaints from the public that many of Nepal’s officers are too overweight to perform their duties properly, the

Nepalese Police Headquarters in Kathmandu has initiated a weight-loss program that stipulates officers must lose weight, or face being “barred from promotion and transferred to less well-paying posts”. A police spokesman said: “When you are fat, you look lousy and it’s obvious that perception of people towards you is not positive.” Two Florida women face charges after police said they threatened workers at a fast food restaurant with a Taser. Witnesses say the women were mad because they did not get the mustard and mayonnaise packets they requested with their order. Philadelphia police say officers attending a domestic dispute maced,Tasered and shot in the back a man who fled the scene.They are just not sure in which order, said a public information officer. A Massachusetts man offered to trade his 3-month-old daughter to an employee at a gas station and convenience store in exchange for beer, or perhaps crack cocaine. When an employee asked the 24-year-old man about the age of his baby, he allegedly put his three-month old daughter and her stroller into the employee’s truck.“For two 40s, you can have her,” the man told the employee. Police say that “40” is slang for both beer sold in a 40-ounce bottle and crack cocaine and investigators are not sure which he meant. Also in Massachusetts, police arrested a 53-year-old man for indecent exposure in his car, despite his claims it was all a misunderstanding.The air-conditioner at work is really cold, he claimed, and when he walks out, the hot air is so overwhelming that he usually takes off his trousers for the drive home. And then he stops on the street somewhere and puts them back on, but sometimes, there may be an itch that needs addressing. Also in his car: a woman's skirt, undies with the crotch cut out, binoculars, and a travel book stuffed with pictures of naked women. We could say more and probably will do so next issue…


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Security Insider June 2010  

Bi-Monthly SecurityI ndustry Magazine published by Australia's Largest Security Industry Organisation - ASIAL. Designed by Martin at Webfx2...