THE MAGAZINE FOR SECURITY PROFESSIONALS
PUBLISHED BY THE AUSTRALIAN SECURITY INDUSTRY ASSOCIATION
[MAG AZINE] VOL.15 | ISSUE.3 | JUN/JUL 2010
SECURITY 2010 1-3 SEPTEMBER
CONTENTS VOL.15 | ISSUE.3 | JUN/JUL 2010
UNDERSTANDING HOW OFFENDERS THINK
INDUSTRY HONOURS ITS BEST
CRAIG MILLAR: GETTING MORE FOR LESS
06 | Presidentâ€™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
HOW TO MANAGE MEDIA TO PROTECT REPUTATIONS
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
4 //SECURITY INSIDER JUN/JUL 2010
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
6 //SECURITY INSIDER JUN/JUL 2010
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: email@example.com Web: www.asial.com.au 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 | firstname.lastname@example.org Editorial Enquiries Angela Maan email@example.com Advertising Aleisha Rees | firstname.lastname@example.org Creative Director Martin Costanzo | email@example.com Graphic Design + Prepress Webfx2 digital | firstname.lastname@example.org 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: email@example.com. Internet
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 www.asial.com.au.
[Next Issue] Aug/Sept 2010 SHOW ISSUE
Ged Byrnes ASIAL President
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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
10 //SECURITY INSIDER JUN/JUL 2010
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”.
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).
GET YOUR FREE COMPANY WEB PAGE ON THE ASIAL WEBSITE A growing number of members are utilizing their FREE new ASIAL member benefit – a company webpage on the ASIAL website.The webpage allows ASIAL members to upload their own logo, images, video and product/service information into a web page with a dedicated URL. The new web page will be available in two different templates and four colour schemes. If you haven't already done so, sign up at www.asial.com.au now to get started today.
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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
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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
firstname.lastname@example.org and her website is www.amlmaster.com.
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)
INSIDER Dec08 Iss6_56pp
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 www.acma.gov.au (go to For licensees and industry: Licensing and regulation > Telecommunications regulation > Cabling licensing > Cabling Provider Rules).
SECURITY INSIDER JUN/JUL 2010// 19
INDUSTRY AWARDS FOR EXCELLENCE
INDUSTRY HONOURS ITS BEST
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
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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.
INDUSTRY AWARDS FOR EXCELLENCE
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
SECURITY INSIDER JUN/JUL 2010// 21
HOW OFFENDERS THINK:
MAIN PHOTO: GETTY IMAGES
Professor Martin Gill
22 //SECURITY INSIDER JUN/JUL 2010
THE CASE OF SHOPLIFTERS By Martin Gill*
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 >
SECURITY INSIDER JUN/JUL 2010// 23
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
24 //SECURITY INSIDER JUN/JUL 2010
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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
1–3 SEPTEMBER 2010 For more information visit www.asial.com.au
26 //SECURITY INSIDER JUN/JUL 2010
SYDNEYCONVENTION & EXHIBITION CENTRE
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
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
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, www.perpetuitygroup.com. Martin is contactable by email at firstname.lastname@example.org.
SECURITY INSIDER JUN/JUL 2010// 27
SECURITY RISK MANAGEMENT
Craig Millar, Head of Security for Citigroup Australia/NZ 28 //SECURITY INSIDER JUN/JUL 2010
SECURITY RISK MANAGEMENT
GETTING MORE FOR LESS
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 >
SECURITY INSIDER JUN/JUL 2010// 29
SECURITY RISK MANAGEMENT
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
30 //SECURITY INSIDER JUN/JUL 2010
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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SECURITY RISK MANAGEMENT
“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
32 //SECURITY INSIDER JUN/JUL 2010
SI: The nature of the threats to a global enterprise are significant, and particularly if you’re in the financial
SECURITY RISK MANAGEMENT
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
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 firstname.lastname@example.org.
34 //SECURITY INSIDER JUN/JUL 2010
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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
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,
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
36 //SECURITY INSIDER JUN/JUL 2010
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
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
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.)
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 >
SECURITY INSIDER JUN/JUL 2010// 37
Bottom line: make sure media
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
LEARN MORE ABOUT DEALING WITH THE MEDIA
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
“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
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
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 firstname.lastname@example.org.
SECURITY 2010 CONFERENCE & EXHIBITION 1-3 SEPTEMBER 2010, SYDNEY CONVENTION & EXHIBITION CENTRE
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 www.asial.com.au
38 //SECURITY INSIDER JUN/JUL 2010
SYDNEYCONVENTION & EXHIBITION CENTRE
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: www.asial.com.au and login to the Member area.
SELECT the Member Profile Link and Click
Follow the prompts to begin populating your web page.
When you are ready for the page to be published, hit
Would you like some further information or assistance? Email email@example.com or complete the information below and fax to 02 8425 4343. Company name: Contact name: Phone:
Your mark of distinction
ASIAL ©2009 www.mynetbuilder.com.au
Register your interest today!
SLEEP APNEA THE HIDDEN RISK IN YOUR BUSINESS By Ricky Florence*
40 //SECURITY INSIDER JUN/JUL 2010
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 firstname.lastname@example.org.
SECURITY INSIDER JUN/JUL 2010// 41
FAIR WORK OMBUDMSAN By Chris Delaney*
“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 www.asial.com.au. 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 >
42 //SECURITY INSIDER JUN/JUL 2010
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 www.fwa.gov.au
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 >
SECURITY INSIDER JUN/JUL 2010// 43
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 www.fairwork.gov.au or by visiting www.asial.com.au 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 >
44 //SECURITY INSIDER JUN/JUL 2010
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
INSIDER Dec08 Iss6_56pp
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 www.fairwork.gov.au 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.
SECURITY NEWS 24/7
THE MAGAZINE FOR SECURITY PROFESSIONALS
PUBLISHED BY THE AUSTRALIAN SECURITY INDUSTRY ASSOCIATION
[MAG AZINE] VOL.13 | ISSUE.6 | DEC08/JAN09
To subscribe email email@example.com
ASIAL 40th Celebration, 30 April 2009, Crown Casino
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 firstname.lastname@example.org
SECURITY INSIDER JUN/JUL 2010// 45
ASIAL Certified Security Monitoring Centres*
Current as at: 04 June 2010 Company (short form name)
09 Mar 2011
Allcare Monitoring Services
28 Feb 2012
10 Mar 2011
08 Sep 2010
21 Mar 2012
11 Dec 2010
Commonwealth Bank of Australia
24 Sep 2010
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
08 Aug 2010
Monitoring Excellence WA
14 Jun 2010
07 May 2012
13 May 2012
Protection Pacific Security
03 Aug 2010
RAA Security Services
12 Dec 2010
14 Dec 2011
02 Jul 2011
23 Nov 2011
Sesco Security Co
03 Mar 2011
03 Oct 2010
03 Oct 2010
07 Dec 2011
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
04 Nov 2010
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 â€“ 2004. PLEASE NOTE: ASIAL takes no responsibility for listed companies which may change the nature of their operations subsequent to Certification.
46 //SECURITY INSIDER JUN/JUL 2010
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 www.southwestmicrowave.com.
REGISTRATIONS NOW OPEN FOR SECURITY 2010 CONFERENCE KEYNOTE SPEAKERS INCLUDE: Robert Baer Author and former CIA field officer (US)
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 www.asial.com.au for a full list of conference speakers and events.
SYDNEYCONVENTION & EXHIBITION CENTRE
C O N F E R E N C E & E X H I B IT I ON
1–3 SEPTEMBER 2010
SECURITY INSIDER JUN/JUL 2010// 47
Comelit – Maestro Colour Intercom Kit n Security Merchants Australia Pty Ltd > 1300 663 904 n Email > email@example.com
n Web > www.security-merchants.com 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 > firstname.lastname@example.org n Web > www.das.com.au
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 > email@example.com
n Web > www.security-merchants.com 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.
48 //SECURITY INSIDER JUN/JUL 2010
UniGuard Robust Attendance Recorder n UniGuard Patrol Management Systems > (02) 9671 7777 n Email > firstname.lastname@example.org n Web > www.uniguard.com.au
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 > email@example.com n Web > www.valutronics.com.au
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 > firstname.lastname@example.org n Web > www.videofied.com.au
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.
SECURITY INSIDER JUN/JUL 2010// 49
“Two Florida women face charges after police said they threatened workers at a fast food restaurant with a Taser.”
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…
50 //SECURITY INSIDER JUN/JUL 2010