NZSA security update – are you ready for Omicron

NZSA security update – are you ready for Omicron – latest MBIE update

 

Is your business ready for Omicron?

Get your business prepared for Omicron in the community by reducing the risk of Covid-19 infections in your workplace and planning for potential staff shortages and supply chain issues. Get ready.

Financial support to pay self-isolating staff

Financial support is available to help you pay staff if they have to self-isolate while waiting for a COVID-19 test result, or because they have COVID-19, and are unable to work from home. Support details.

NZBN: keep your suppliers and buyers updated

Make sure core business data, like your registered address and email, is up-to-date on the NZBN Register so other businesses you deal with, like suppliers or buyers, have the information they need to do business with you. See how.

Please don’t hesitate to reach out to us if you have any questions or require assistance.

The NZSA team.

NZSA security industry newsletter – January 2022

CEO Report

Happy new year and welcome to our January 2022 newsletter.

I hope that those who were able to have a break had a wonderful and restful time with friends and family and for those who worked through, I trust that it was busy and successful for you. I would also like to pass on our thanks and recognition to all security staff who have been required to work through this period providing critical essential services.

2022 is certainly going to be a busy year, with known and unknown challenges ahead of us. As the last two years have shown us, we need to be prepared for change and to be flexible and resilient.

Whilst we have been able to enjoy some degree of normality over the holiday period there remains the near certainty that it is only a matter of time before we are exposed to community transmission of the highly infectious Omicron Covid variant and concerns as to how ready we are as a country to handle an outbreak.

Evidence from around the world suggests that even countries with a highly vaccinated population have been severely impacted by Omicron – not just in maintaining core hospital services but right across basic functions and services including first responders, government services and frontline essential service workers. Employers are finding it impossible to meet increased demand for these critical services given ever increasing numbers of staff on sick leave with Omicron (current figures overseas reflect between 10% and 20% absenteeism daily).

Unless we can delay the arrival of Omicron for a sufficient period to allow for a high proportion of the population to receive their booster shot and an effective programme for vaccinating children, it seems highly likely that New Zealand will soon face exactly the same challenges. Similarly, the security industry and in particular protective services such as guarding, patrols and event security, will find it extremely difficult to provide and maintain services effectively. The industry is already struggling with staff resourcing difficulties and this will only be compounded if faced with increased demand and high levels of unplanned and short notice sick leave.

We appreciate how challenging this will be for business owners and managers and as always, we will strive to assist our members with timely and relevant guidance, information and updates on all Covid-related matters.

On a more positive note, we have some exciting updates within this newsletter including confirmation of date and venue for this year’s Security Awards ceremony.

I’m also looking forward to the re-implementation of our Regional Visit programme and the chance to meet with our members in their own business. This is a great chance for me to better understand your business, to meet with your team and to understand the key issues being faced by our members around the country. Details of the visit programme will be available shortly.

 

NZSA AGM and Board appointments
The NZSA AGM was held on 7 December at the Royal New Zealand Yacht Squadron.

With Auckland only coming out of lockdown a day prior, the attendees were able to enjoy the freedom of a face-to-face meeting with participants from outside Auckland joining via zoom.

It was pleasing to note that the Association remains in a very strong financial position and remains well placed to continue to assist its members in these challenging times.

The NZSA Board continues to be led by our Independent Chairperson Gray Paterson, with Brett Wilson as Deputy Chairperson and a board comprising David Proud, Greg Kitto, Matt Stevenson, Evan Morgans, Caroline Halton, Lance Riesterer, Shane O’Halloran and Andy Gollings.

 

COA conflict management instructor training
As part of their industry role, Skills Organisation had previously overseen and managed the approval process for Trainers delivering the CoA Mandatory Training and the facilitation of Train the Trainer and Refresher Training programmes.

With the transition of the ITO’s into the new WDC (Workforce Development Councils) structure there remains some uncertainty as to where functions such as this will ultimately reside, and it has been agreed with Ringa Hora (the Service WDC which will cover protective security services) that the NZSA will pick up and manage the CoA Conflict Management Instructor Training at least on an interim basis.

Following a robust RFP process, we have appointed Hard Target (Quinton Swanson) and RISQ NZ (Ngaire Kelaher and Mac Te Haara) to deliver the training and courses for those needing to undertake the two-yearly refresher course and those seeking to be approved to deliver the training have been scheduled throughout the year.

If you have trainers who need to complete the refresher training (one day course) or that you would like to have approved to deliver the CoA training via the train the trainer programme (two day course) can you please contact Andrea on [email protected] as we are currently scheduling courses for 2022. Please note that those wishing to become approved trainers are required as a minimum to hold NZCiS Level 3 (and preferably Level 4) and to have appropriate experience and qualifications in adult education (such as Unit Standards 4098 and 7108).

 

Training and Professional Development Special Interest Group
The TPDSIG continues to meet every two months, albeit that most meetings during 2021 were conducted electronically.

The main focus for the group currently is the development of a Literacy and Numeracy resource package designed to assist Managers, Supervisors and Team Leaders in identifying and addressing literacy and numeracy issues in the workplace. The resources will include a package of modules that can be used individually or collectively and once finalised, the materials will be made available to all industry.

We will provide more information on this exciting development in our next newsletter.

 

Electronic Security Special Interest Group
The ESSIG held its first meeting in November with a follow up meeting shortly before Christmas.

The group has elected Mike McKim (Aotea Security) as Chairperson and Sohail Autar (BECA) as Deputy Chairperson and agreed to establish a number of smaller working groups that will focus on the following critical issues:

  • Industry training and professional development
  • Industry compliance
  • Career pathways and opportunities
  • Industry best practice including Standards, Guidelines and Codes of Practice
  • Industry licensing

Updates will be provided on a regular basis.

 

Industrial Relations
Late last year the government announced that with effect from 1 December 2021, all new and re-negotiated contracts for security officers, cleaners and caterers working at government agency sites will be based on workers being paid a living wage, currently $22.75 per hour.

With most government contracts on two or three year terms this will take some time to filter through, unless agencies actively seek to renegotiate their contracts with their providers. It was also noticeable that schools are excluded from specified government agencies at this time.

We can also advise that we are working with Etu with regards to preparing a joint submission to MBIE seeking some additional changes to Schedule 1A where Security Officers are recognised as Vulnerable Employees. Our submission will request the inclusion of a minimum threshold for staff providing Patrol and CIT services where they may service a large number of customers during a single shift and the requirement to consult with regards to every lost job is both ineffective and unrealistic. Whilst this may require a change in regulations, we are hopeful of a successful outcome given both employers and employees are supportive of the change.

At this time, it also appears that despite being targeted by government for introduction early this year, the Fair Pay Agreement legislation still faces some hurdles and may well be deferred until next year.

 

NZSA 50th Anniversary
The NZSA is celebrating our 50th anniversary this year.

The initial minutes of meeting of Subscribing Foundation Members of the proposed NZ Security Industry Association are dated Thursday 21 September 1972 with attendees recorded as:

  • D Agar, Chubb Alarms Limited
  • E Bensemann, Vigilant Limited
  • C Devine, Answer Holding Services Limited
  • P Henslow, Chubb Lock and Safe Company
  • W Jarvie, Wormald Brothers NZ Limited
  • D Major, Armoured Freightways Limited

At the meeting it was agreed to invite J Slater, Executive Secretary of the NZ Fire Prevention Association, to act as Executive Secretary and both the NZ Police and Insurance Council of NZ were invited to join as Honorary Members.

The New Zealand Security Association Incorporated was formally registered on 4 October 1972.

We believe that it is important to remember and celebrate our history and would like to invite our members to send in old photos of vehicles, staff, signage, equipment etc, that we can profile in the coming newsletters and as part of our Annual Awards event in September (refer later in this newsletter). Please forward photos to [email protected].

As always, we welcome all comments and feedback on NZSA or industry issues and activity.

Keep safe and well.

Gary Morrison
CEO

 

New Zealand Security Awards 2022 – save the date!

 

We are pleased to announce that this year’s annual New Zealand Security Awards will be held on Friday 16 September 2022 at the Hilton, one of Auckland’s iconic and premier function venues.

As it is the 50th anniversary of the NZSA we would love to showcase some security memorabilia at the awards event. If you have anything that might be of interest from 1972 onwards please contact [email protected]

 

Keeping your team up to date

Like many organisations we are constantly looking for ways to ensure we can communicate effectively with our members and their teams. The best way to stay up to date on NZSA and industry news is via our newsletter. The more people from each company who receive our newsletter, the higher the chance of updates being communicated within the industry.

With this in mind, we welcome you to send us any company contacts who would like to receive our newsletter and we will add them to our distribution list.

Please email any contacts to [email protected].

 

NZSA member referral – strength in numbers

NZSA’s membership has grown strongly over the past year and each new member not only strengthens the Association and the security community, it also enables us to provide you with more benefits and services and a greater voice for the industry. So help grow your community and strengthen your Association by referring a prospective new member.

To refer a prospective member please email details to [email protected]. For details on member benefits please see the NZSA website.

 

Face masks available

The NZSA has obtained from the Ministry of Health face masks from government stocks. These masks are Ministry of Health approved for essential services. The masks are available to order in boxes of 50 and the cost is $37.50 + gst per box ($0.75 per unit) for members and $50 + gst per box for non-members.

If you would like to place an order can you please email us at [email protected] with your requirements.

 

Member Benefits

Building Networks Compliance Guidance

The NZSA are pleased to introduce a new member benefit. Building Networks are the leading authority on building compliance and they are offering a 20% discount for members: Building Networks website

For industry news, updates, tips and opinions from the frontline, sign up to the Building Networks newsletter or visit their YouTube channel.

 

First Aid and Refresher Training

Life Care Consultants have extensive experience with first aid training in the security industry and are offering NZSA members a 10% discount on all first aid and refresher training.

For further information please email Russell Taylor [email protected].

 

Mobilcard – special member offer – 14c per litre off the pump price – expires 31 January 2022

After 31 January the discount will revert to the normal 12c per litre discount rate.

Please note this offer applies to all NZSA members who currently receive the 12c per litre Mobilcard discount and all new Mobilcard applicants.

If you sign up with Mobilcard during this period you will receive the following discounts during the promotional period:

  • 14c incl gst per litre off the pump price on petrol
  • 14c incl gst per litre off the pump price on diesel
  • no card fees
  • no transaction fees

Please note that members who currently have Mobilcards through the NZSA will be entitled to the same discounts for the 3 month period and members with a higher volume discount will not be impacted.

Key Benefits:

  • Available at 330+ sites nationwide. See the Mobilcard website to find a site near you.
  • No need to manage receipts for tax purposes, all managed under one account.
  • Costs can be tracked easily with one monthly invoice. You can also have online access to multiple reports including the fuel consumed by individual vehicles.
  • PIN number and purchase restrictions for added security.
  • You must be a NZSA member to qualify for this offer.

For further information please email Mobilcard Business Manager, Matthew John at [email protected].

 

simPRO

simPRO is a leading operations management solution for service, maintenance and project contractors. Connect the office to the field, delivery exceptional customer service and gain invaluable insights with automated processes, streamlined workflows and in-depth business reporting.

NZSA members are eligible to receive a 20% discount on initial implementation costs of simPRO and for the month of November two months free!

For further information visit the simPRO website.

 

NZSA Speak Up Line

The NZSA Speak Up Line is free to members and provides access to a confidential service where staff can report issues such as bullying, sexual harassment, poor employment conditions, illegal practices such as theft or drug dealing and other matters of concern that may be occurring in the workplace and not being reported.

Phone                 0800 775 775

Online reports     www.integrityline-nz.org/nzsa

The NZSA will provide posters, business-sized card to go into wallets, stickers and introductory letters for your staff. They are designed for members to include their own corporate branding prior to distribution.

The service is particularly valuable where employees may be reluctant to speak up or report matters due to fears that by doing so it may affect their employment or risk further victimisation.

It is also important to note that such services meet government procurement requirements around providing a voice for staff.

This service is provided by Crimestoppers who obviously have considerable experience in handling sensitive calls in a confidential manner. They log the calls or online reports and forward to the NZSA for further investigation if required. The staff member can remain anonymous if they wish to do so.

Register for the NZSA Speak Up Line by emailing [email protected]. If you have any questions please don’t hesitate to contact us.

 

NZSA HR Advisory Service

NZSA is partnered with Sucess HR to provide access to free HR advice as well as templated key documents and policies.

This is a fantastic offering for our members and their management staff, in particular those smaller companies who do not have access to in-house or contracted HR expertise. Please share this with your line managers, supervisors and staff who may have a need for this great HR service.

Services and documents available include:

  • HR advice and guidance
  • Employment Agreements: permanent, fixed term, casual
  • Position Descriptions
  • Policy Documents
  • Updates on legislation and best practice

For members requiring NZSA HR Advisory services please contact: [email protected] or 021 918 331

 

New Year New Start – an NZSA HR Advisory Service update

How are your batteries feeling? Recharged or needing a boost?

If you need a boost then don’t delay, prioritise it today!

Because here’s the thing, if you don’t make time to take a break, then at some point something will give. Sadly, it can fester and soon enough your body will start to give you physical and or mental signs of fatigue.

For further information please see the Success HR blog.

 

Membership

We welcome the following new Corporate Member:

G4S New Zealand Limited

 

Events

Conflict Management – Train the Trainer and Refresher Training

As the industry peak body, the NZSA has appointed several providers to deliver the Conflict Management Train the Trainer and Refresher Training programmes around the country. These providers are subject matter experts in their own right and will ensure that those who are approved to deliver the Conflict Management Training meet necessary standards.

For further information and to register please email [email protected].

 

NZISF breakfast meeting

Topic:  The Harmful Digital Communications Act Reviewed

The Harmful Digital Communications Act has been in full force since 2017. It has been the subject of some criticism and suggestions are that it has been found wanting. Can the Act, for example, deal with all the vicious material that circulates on the Internet. This presentation by David Harvey will review the main operational sections of the Act and a recent amendment. It will discuss some of the systemic problems that the Act faces and conclude with whether or not the Act can address the problem of “hate” speech.

When: 8:00am Thursday 10 February 2022 via zoom

For further information and to register please see the NZSA website.

NZSA announces new Life Member – Doug McCormick

NZSA Life Member – Doug McCormick

The NZSA is thrilled to announce that the motion put forward by the NZSA Board nominating Doug McCormick as a Life Member was unanimously supported and approved by attendees at yesterday’s AGM.

Doug was appointed to the NZSA Board in 2012, representing his employer Gallagher. In 2015 he was elected Chairperson for the NZSA and was instrumental in working with newly appointed CEO, Gary Morrison, in implementing a wide ranging strategic plan focused on lifting performance across the organisation and addressing governance and operational concerns. Initiatives implemented included improved member communications, introducing additional member benefit programmes, the divestment of the NZSA Training Division and downsizing of the corporate office and staff resources.

When Doug stood down from the Chairperson role in 2018, the Association had recorded three years of substantial growth in membership and was in a position of financial stability.

In addition to his role on the NZSA Board and as Chairperson, Doug has been instrumental in the development and implementation of a number of Australia and New Zealand Standards covering electronic security related services. As one of a small group of subject matter experts, Doug has always sought to ensure the Standards are reflective of industry best practice whilst balancing the need to be representative of the New Zealand industry needs and requirements.

The work on Standards is a critical but undervalued requirement for a well-functioning security industry. It requires an exceptionally high degree of technical knowledge and incredible patience and resilience to ensure that the standards are correct from both a technical and operational perspective.

Despite retiring from his role with Gallagher several years ago, Doug has continued to volunteer his time representing the NZSA on both the Australia New Zealand Standard for Monitoring Centres and the Fire Protection Association Guideline for Integrated Building Services.

Congratulations to Doug for his well-deserved recognition as an NZSA Life Member.

The NZSA team.

NZSA security update – mandated workplace vaccinations

New legislation is coming in at the end of November to mandate vaccinations for workers at businesses where customers need to show Covid-19 vaccination certificates.

For other businesses, a new process will be created later this year about how to assess if work needs to be carried out by a vaccinated worker. In the meantime:

  • encourage staff to check their vaccination records on My Covid Record.
  • see guidance on how to make an interim risk assessment under the Health and Safety at Work Act 2015.

For interim guidance see the WorkSafe website.

Please don’t hesitate to reach out to us if you have any questions or require assistance.

Stay safe and keep well.

The NZSA team.

NZSA Security Industry Newsletter – November 2021

CEO Report

Welcome to our November 2021 newsletter and I trust that you are keeping safe and well.

I opened my commentary in our last Newsletter with the comment “Isn’t it amazing how quickly everything can change”.

After ten weeks of lock-down I imagine most of us (and particularly those living in the Auckland region) are now craving the opportunity for change and to start returning our lives to some degree of normality.

The government has recently released details on the new traffic light system that is expected to come into place once 90% of eligible New Zealanders are fully vaccinated (i.e. 90% of New Zealanders 12 years or older have received two doses of the Pfizer vaccine). The 90%target applies to each DHB and the country will move into the new traffic light system when each DHB has 90% of its population with both doses of the vaccine.

Whilst this at least provides a pathway for moving forward it does need to be noted there is considerable doubt around the ability of some regions to achieve the 90% target and the governments track record on delivery is not exactly great!

Putting that aside, lets’ hope for a positive outcome and that this will provide us with the ability to start planning for Christmas and the New Year with some certainty.

 

Vaccination certificate
The landscape around mandatory vaccinations is complex and moving rapidly. The government has now announced that the scope for mandatory vaccinations within workplaces will be extended further than what is currently in place.

Businesses that require customers to show a Vaccination Certificate, will also need to ensure their workers are fully vaccinated. The industries that this applies to at this stage are close contact businesses, gyms, hospitality, gatherings (weddings/funerals etc), indoor and outdoor events.

Whilst it appears unlikely that the security sector will be specifically mandated in the near future, our interface with those sectors that are covered by mandatory vaccination means that increasingly employers will need to ensure that staff working at these sites/customers will need to be fully vaccinated.

We will continue to provide guidance on this over the coming weeks.

 

Mental health
Covid-19 has had a significant impact on how we interact with others, go about our lives, our work, study and many other aspects of our lives. We know that a combination of stress and uncertainty can have significant and wide-reaching impacts on the mental wellbeing of people in New Zealand.

It is important that people know that it is normal to not feel all right at this time – it is understandable that people will be feeling sad, distressed, worried, confused, anxious or angry during this crisis. Everyone reacts differently to difficult events, and some may find this time more challenging than others. The ways people think, feel and behave are also likely to change over time and we all have good days and bad days.

The NZSA has regularly promoted mental wellbeing tools and resources to assist our members but for further information refer to the website.

 

NZ Security Awards
After Covid-19 again played havoc with the planned Annual Security Awards event scheduled for late August, it was fantastic that we were quickly able to transform into an Awards Week event utilising a range of media platforms that ensured both a timely delivery and wide accessibility and coverage.

Our congratulations to the very deserving award category winners and special recognition to Marishka Wallace, winner of the Ian Dick Memorial Award for Security Professional of the Year.

For those who haven’t viewed the awards, access is still available via the NZSA website.

 

Proposed change to Schedule 6A
Earlier this year legislation was enacted recognising some security staff as vulnerable workers and with it, the obligation to consult with employees when there is a change of provider or delivery is taken in-house.

From our information the new processes have by and large been implemented with minimal confusion or disruption however it has become apparent that the inclusion of Patrol Officers and Cash-In-Transit Officers within the coverage is somewhat problematic given that their normal duties may involve servicing multiple customers.

Technically this means that every time a patrol customer or CIT cancels with one provider and moves to another, the affected employee must be consulted with and given the option of transferring – even if the customer service requires say a five-minute attendance as part of a twelve-hour patrol run. Obviously, this is operationally and financially unviable.

We have discussed this matter with Etu and they are in agreement that this falls outside of the intended coverage for vulnerable workers.

 

We are in the process of preparing a joint submission to MBIE proposing a change to the regulations supporting the legislation where a minimum threshold will apply before the obligation to consult is triggered – suggested at 25% of duration of the shift.

We will keep members posted on this but also welcome any feedback on any other issues being identified.

 

MBIE submission re minimum wage
We recently distributed a questionnaire provided by MBIE as part of the consultation process on future movements in the Minimum Wage.

Whilst only a few responses were received, we have consolidated the feedback into our industry submission.

Our focus was very much around the limited ability of some industry sectors (such as Hospitality) to absorb and even survive any further increases and the importance of certainty and clarity in the determination of future increases.

 

VR training platform and webinars
We are pleased to advise that the delivery of training utilising the SkillsVR E-Learning and VR Training Platform will be facilitated by Ben Kingi of POP Training (a registered PTE).

The platform provides a further option for the delivery of the CoA training (unit standards 27360, 27361 and 27364) with the benefit of being cost effective and readily accessible for those who do not have inhouse or locally based training options. This is particularly relevant during lockdown situations as employees can still access the mandatory training, unlike traditional classroom based training. For more information contact Ben Kingi on [email protected].

We have also launched a package of Webinars utilising the VR scenarios as an option for pre-employment screening and refresher training – details will be announced soon.

 

Conflict management Train the Trainer and Refresher training
As part of their industry role, Skills has overseen and managed the approval process for trainers delivering the CoA Mandatory Training and facilitation of Train the Trainer and Refresher Training programmes.

With the transition of the Standard Setting Body (SSB) functions of Industry Training Organisations (ITO’s) such as Skills into the Work Development Councils (WDC’s) over coming months there remains a high degree of uncertainty as to where the responsibility for functions such as this will sit.

Given the critical nature of the Conflict Management training and the necessity for training continuity, the NZSA as the peak body representing the security industry and with support of the Security Training Special Interest Group, will exclusively deliver the Train the Trainer and Refresher Training programmes.

We recently conducted an RFP to select suitably experienced and qualified trainers to deliver the Train the Trainer and Refresher Training and are pleased to advise that we have appointed two providers – Hard Target (Quinton Swanson) and Risq (Ngaire Kelaher and Mac Te Haara).

We are currently developing a training calendar for next year and will communicate this shortly with those needing to complete the Refresher Training or have registered interest in the Train the Trainer programme. However we would encourage anyone interested in undertaking this training to contact Andrea Charlton on [email protected] and register your interest.

Training details will also be detailed on our website www.security.org.nz

 

Electronic Security Special Interest Group
Special Interest Groups (SIG’s) play a key role in ensuring the NZSA’s relevancy across a range of industry sectors and issues, particularly where we may not have a lot of in-house institutional knowledge (in other words where my skills and knowledge are somewhat limited!).

The SIG’s are made up of a group of volunteers with skills, knowledge and expertise specific to an industry sector or segment and with a strong interest in lifting standards and performance within that sector. Normally SIG members are employed by NZSA members however this is not restrictive and participants from other interested parties (such as academia, customers and government agencies) are also welcomed and can provide specific expertise.

We are currently in the process of establishing an Electronic Security SIG and whilst the key focus areas will be determined by the group once it is in place, they are likely to include compliance matters, industry training (including recognition of prior learning) and creating and promoting career pathway opportunities that attract and retain quality workers to the industry.

Participation is not overly onerous with a meeting bi-monthly (currently via zoom) and communication via circulated emails.

If you are interested in being involved on the Electronic Security SIG please contact Gary on [email protected].

 

Audits – Accredited Members
An NZSA Accredited Member is one who has been audited to see if they adhere to the Codes of Practice which apply within their respective industry sector, and that they comply with the NZSA Rules, Bylaws and Code of Ethics. Once they have been found to meet or exceed these requirements, they are provided with a Certificate stating this and listed on the NZSA website as an Accredited Member.

This gives the company an added point of difference that they may use in promoting their business. It gives confidence to the person or organisation who is interested in using their services. The audit also provides guidance on how the business can achieve further improvements and enhancements to the way they operate.

Audit compliance is valid for five years, subject to the submission of an annual declaration advising of any material change to the business operations.

Whilst the audit programme has been hampered since lockdown, we are happy to discuss the process with members and to pencil in dates for 2022.

More information can be found on our website or contact Gary to discuss on [email protected].

 

NZSA AGM and Annual Report
We have deferred this years AGM to the 7th December in the hope of being able to hold a face to face event – details are provided later in this newsletter.

Should lockdown restrictions make holding a face-to-face meeting impossible, we will revert to a virtual format and communicate this to members well in advance.

 

Building Networks member benefit programme
We are pleased to announce that we have entered into an agreement with Building Networks where NZSA members will receive a 20% discount on services and programmes provided by Building Networks.

Building Networks are New Zealand’s leading authority on building and fire compliance and can help you and your people understand, know and apply the rules.

For further information please refer to the Member Benefit section within this newsletter.

 

Company licence renewals
With the original licensing requirement for individual and company licenses introduced in 2011 and a five yearly renewal process, there is a large number of licences that require renewal during the current year. Whilst the PSPLA have a notification system in place, this is based on the email addresses that they hold on file and should not be relied upon as those records are often out of date.

We recommend that members check on their licence status and put in place a reminder process for at least three months prior to the expiry date. Members should also note that if they fail to renew their licence within the specified dates, they will be required to undertake a new licence application.

As always, we welcome all comments and feedback on NZSA or industry issues and activity.

Keep safe and well.

Gary Morrison
CEO

 

Keeping your team up to date

Like many organisations we are constantly looking for ways to ensure we can communicate effectively with our members and their teams. The best way to stay up to date on NZSA and industry news is via our newsletter. The more people from each company who receive our newsletter, the higher the chance of updates being communicated within the industry.

With this in mind, we welcome you to send us any company contacts who would like to receive our newsletter and we will add them to our distribution list.

Please email any contacts to [email protected].

 

NZSA member referral – strength in numbers

NZSA’s membership has grown strongly over the past year and each new member not only strengthens the Association and the security community, it also enables us to provide you with more benefits and services and a greater voice for the industry. So help grow your community and strengthen your Association by referring a prospective new member.

To refer a prospective member please email details to [email protected]. For details on member benefits please see the NZSA website.

 

Face masks available

The NZSA has obtained from the Ministry of Health face masks from government stocks. These masks are Ministry of Health approved for essential services. The masks are available to order in boxes of 50 and the cost is $37.50 + gst per box ($0.75 per unit) for members and $50 + gst per box for non-members.

If you would like to place an order can you please email us at [email protected] with your requirements.

 

Member Benefits

Building Networks Compliance Guidance

The NZSA are pleased to introduce a new member benefit. Building Networks are the leading authority on building compliance and they are offering a 20% discount for members: Building Networks website

For industry news, updates, tips and opinions from the frontline, sign up to the Building Networks newsletter or visit their YouTube channel.

 

First Aid and Refresher Training

The NZSA are pleased to introduce a new first aid member benefit. Life Care Consultants have extensive experience with first aid training in the security industry and are offering NZSA members a 10% discount on all first aid and refresher training.

For further information please email Russell Taylor [email protected].

 

Mobilcard – special member offer – 14c per litre off the pump price – 1 November 2021 to 31 January 2022

After the 3 months the discount will revert to the normal 12c per litre discount rate.

Mobilcard are extending a special offer to NZSA members for a period of 3 months – 1 November 2021 to 31 January 2022. Please note this offer applies to all NZSA members who currently receive the 12c per litre Mobilcard discount and all new Mobilcard applicants.

If you sign up with Mobilcard during this period you will receive the following discounts during the promotional period:

  • 14c incl gst per litre off the pump price on petrol
  • 14c incl gst per litre off the pump price on diesel
  • no card fees
  • no transaction fees

Please note that members who currently have Mobilcards through the NZSA will be entitled to the same discounts for the 3 month period and members with a higher volume discount will not be impacted.

Key Benefits:

  • Available at 330+ sites nationwide. See the Mobilcard website to find a site near you.
  • No need to manage receipts for tax purposes, all managed under one account.
  • Costs can be tracked easily with one monthly invoice. You can also have online access to multiple reports including the fuel consumed by individual vehicles.
  • PIN number and purchase restrictions for added security.
  • You must be a NZSA member to qualify for this offer.

For further information please email Mobilcard Business Manager, Matthew John at [email protected].

 

simPRO

simPRO is a leading operations management solution for service, maintenance and project contractors. Connect the office to the field, delivery exceptional customer service and gain invaluable insights with automated processes, streamlined workflows and in-depth business reporting.

NZSA members are eligible to receive a 20% discount on initial implementation costs of simPRO and for the month of November two months free!

For further information visit the simPRO website.

 

NZSA Speak Up Line

The NZSA Speak Up Line is free to members and provides access to a confidential service where staff can report issues such as bullying, sexual harassment, poor employment conditions, illegal practices such as theft or drug dealing and other matters of concern that may be occurring in the workplace and not being reported.

Phone                 0800 775 775

Online reports     www.integrityline-nz.org/nzsa

The NZSA will provide posters, business-sized card to go into wallets, stickers and introductory letters for your staff. They are designed for members to include their own corporate branding prior to distribution.

The service is particularly valuable where employees may be reluctant to speak up or report matters due to fears that by doing so it may affect their employment or risk further victimisation.

It is also important to note that such services meet government procurement requirements around providing a voice for staff.

This service is provided by Crimestoppers who obviously have considerable experience in handling sensitive calls in a confidential manner. They log the calls or online reports and forward to the NZSA for further investigation if required. The staff member can remain anonymous if they wish to do so.

Register for the NZSA Speak Up Line by emailing [email protected]. If you have any questions please don’t hesitate to contact us.

 

NZSA HR Advisory Service

NZSA is partnered with Sucess HR to provide access to free HR advice as well as templated key documents and policies.

This is a fantastic offering for our members and their management staff, in particular those smaller companies who do not have access to in-house or contracted HR expertise. Please share this with your line managers, supervisors and staff who may have a need for this great HR service.

Services and documents available include:

  • HR advice and guidance
  • Employment Agreements: permanent, fixed term, casual
  • Position Descriptions
  • Policy Documents
  • Updates on legislation and
  • best practice

For members requiring NZSA HR Advisory services please contact: [email protected] or 021 918 331

 

What is a healthy workplace – an NZSA HR Advisory Service update

What is a healthy workplace?

Investing in the physical and mental health and wellbeing of your workforce creates a healthy workplace and is simply good business.

A healthy workplace is one where making the healthy choice is the easy choice. It works with its team to ensure all aspects of its operations are not harmful. It helps its people be as healthy and strong as they can be.

For further information please see the SuccessHR blog.

If you have any workplace questions, the NZSA HR Advisory service can assist.

Phone:     021 918 331

Email:       [email protected]

 

Membership

We welcome the following new Corporate Member:

Camcorp Enterprises Ltd trading as Tyr SecOps

 

and the following new Associate Individual Member:

Stephen McCarthy

 

Events

NZSA Annual General Meeting 2021

This year’s AGM will be held at the Royal New Zealand Yacht Squadron at 8.15am on Tuesday 7 December 2021. Notification will be sent  to members this week.

 

NZISF breakfast meeting

Topic:  Certification showdown – a comparison of three popular security frameworks and how they differ

You’ve no doubt heard about or have experience with common security frameworks such as ISO 27001, SOC2 and PCI DSS – but how do they all work and what are the differences?

Phil Howie takes a deeper look into these frameworks that are common in the tech industry (and beyond) and what each entails, how they came about and what to consider when approaching them.

After this presentation, you will have a high-level understanding of each framework, its various strengths and weaknesses and just enough information to be dangerous!

When: 8:00am Thursday 11 November 2021 via zoom

For further information and to register please see the NZSA website.

 

NZSA security update

 

The government has provided the following update for business:

 

About the new Covid Protection Framework

The new Covid Protection Framework (CPF) will support us to keep people safe and minimise the impacts Covid-19 has on businesses and our day-to-day lives. It provides guidance on how we will control any outbreaks, while allowing a high degree of personal freedom and a return to more usual economic and social activity. It will provide clarity, enable more activity, and help us all to plan ahead.

When we have reached the 90% vaccination target, the current Alert Level system will be replaced by the new framework.

The framework has three levels:

  • Green is when there is some Covid-19 in the community.
  • Orange will be used to control spread at low levels when it is present in the community.
  • Red will be used to actively bring case numbers down if needed.

Different parts of the country may be at different levels. We can move up and down the levels. Across all levels, there can be targeted local lockdowns to help stop very localised spread.

A highly vaccinated population allows us to open up domestically. Recognising the protections vaccination offers us, at all levels of the CPF vaccinated people will have greater freedoms than those who aren’t vaccinated. In many cases, this might mean people will need to provide vaccination certificates to enter businesses or attend events, or even to travel between regions. At all levels of the new framework, businesses, retail, public facilities and schools will generally be able to remain open for vaccinated people.

The CPF will allow us to open up internationally. It is the next step on the pathway to reopening our borders and reconnecting people and businesses with the world, as high vaccination levels mean we will not have to rely so much on a tight border to keep cases out. People will be able to isolate at their home or accommodation, reducing our need to rely on MIQ.

We won’t move to the CPF until it is sufficiently safe to do so, until we’re sure our vulnerable communities aren’t put at risk, and until we are ready. We will stick with the current Alert Levels until then and continue to do the preparation work necessary for this change.

Work is underway to develop detailed information about CPF. Cabinet will review vaccination progress on 29 November and further announcements will follow.

For further information please see the Covid-19 website or MBIE website.

 

 

Business Support package

The Government will boost payments to businesses affected by higher alert levels as the country transitions to the new Covid-19 Protection Framework.

Ministers have agreed to significantly boost the Resurgence Support Payment (RSP). After the next scheduled payment on 29 October, we will move to fortnightly payments at double the current rate. The enhanced support will first be paid on 12 November and fortnightly thereafter until Auckland is able to move into the new framework.

Currently the RSP is paid at a base rate of $1,500 per eligible business and $400 for each full-time employee up to a total of $21,500.

For the payments starting on 12 November this will be $3,000 per business and $800 per FTE, up to 50 FTEs. This will make the maximum fortnightly payment $43,000.

The enhanced RSP will be available until Auckland moves into the new framework. The Wage Subsidy will continue to be available on the current criteria while areas of the country are still in Alert Level 3.

Because businesses will be able to operate at all levels of the framework, the wage subsidy and the RSP will be reworked to a new targeted payment at the RED level of the new framework.

In addition, Ministers have agreed in principle that there will be a transition payment made available to support businesses when they move into the new framework. Ministers have agreed a $60 million package for business advice and mental health support will be made available to help Auckland businesses through this transition period. Businesses will be able to apply for up to $3,000 worth of advice and planning support, and then receive up to $4,000 to implement that advice through the established Regional Business Partners programme. As part of the package, $10 million is available for mental health and wellbeing support through a programme to be designed with the EMA and Auckland Business Chamber of Commerce.

Final details of the support to be provided under the new framework will be agreed in November.

 

Covid Vaccination Certificates (CVC)

Later this year everyone in New Zealand will be able to access a scannable QR code as proof of vaccination and Covid-19 test results. The use of vaccination certificates in a domestic setting provides businesses/organisations with more certainty around when they can operate at the different framework settings and whether there are capacity restrictions.

People may be required to show proof of vaccine in a range of public settings such as events, hospitality, retail, community, sport, and faith-based gatherings.  Businesses, events, organisations, community, and a range of sectors may legally implement a vaccination entry requirement for customers.

Everyone must be able to have access to essential services like supermarkets, pharmacies, health services, food banks and petrol stations without having to show proof of vaccine status. There are options in place for people who do not have a smartphone or access to a computer.

There are very few people that are unable to get a vaccine due to medical grounds. An exemption process is in place for these people to obtain certification. For children under the age of 12, there is no requirement to show proof of vaccination.

Should a business/organisation not wish to request proof of vaccine, they will have to operate with strict limits on capacity and space requirements. They may need to close in Orange and/or Red levels.

Detailed guidance is being developed for a range of sectors and we are engaging with them closely on the requirements within the framework, as well as verification of vaccines.

 

Workforce vaccination

We are actively considering how the framework will affect vaccination requirements for workers.

Generally, a worker does not need to disclose their vaccination status to a business if it isn’t directly required for their work. If work cannot be done by an unvaccinated worker, a business can ask the worker about their vaccination status. If the worker does not disclose (or provide evidence about) their vaccination status, the business may assume the worker has not been vaccinated for the purposes of managing health and safety risks. However, businesses should first inform workers of this assumption, and what will happen if the worker is not vaccinated or does not disclose their vaccination status.

Employees cannot be redeployed or disadvantaged for refusing to disclose their vaccination status.

Some workforces have mandates which mean employees must be vaccinated. The education sector, including early learning teachers and support staff at education facilities, are required to be fully vaccinated by 1 January 2022. This does not yet include the tertiary sector. It’s important for teachers and staff to be vaccinated as it provides further protection for our tamariki, particularly those that are unable to be vaccinated (under 12 years of age).

High-risk workers in the health and disability sector must be fully vaccinated by 1 December 2021 and receive their first dose by 30 October 2021.

Border workers, including maritime border and MIQ staff, are also required to be vaccinated and were the initial cohort in the vaccination rollout.

Corrections now require all prison staff, including health staff, and psychologists in prisons and in the community, to be fully vaccinated by 1 December 2021.

 

Next steps

Late-October
Further detail on implementation of COVID-19 Vaccination Certificates, including any primary legislation to enable anticipated use.

 

Mid-November
Further detail developed on progress for the transition plan for Auckland and the rest of New Zealand.

 

Throughout November
Further advice developed on new testing, tracing and isolation strategies.

Further advice developed on potential new approach to economic supports.

Further work on a revised approach to welfare and community-based supports.

 

Ongoing
Work continues in operational readiness for a switch to the new approach and its new implementation.

Please don’t hesitate to reach out to us if you have any questions or require assistance.

Stay safe and keep well.

The NZSA team.

NZSA Security update – Fraudulent use of personal/company details

We have been advised by an NZSA member that they have been the subject of fraudulent activity.

The perpetrators have used the names of both the company and company owner, along with bogus gmail email addresses designed to look like the genuine ones, in an attempt to obtain credit from several different suppliers. Information provided also included other companies as referee’s.

Police are conducting investigations but advise they are aware of other companies being similarly targeted and suspect it may be wide-spread.

We recommend additional caution around verification/validation of supplier invoices and that policy should prevent the provision of unsolicited requests for company reference checks.

Please don’t hesitate to reach out to us if you have any questions or require assistance.

Stay safe and keep well.

The NZSA team.

NZSA HR Advisory update – vaccinations & mask exemption cards

We appreciate that business owners and managers are faced with a difficult and continually evolving situation with Covid. There is often a divergence between customer expectations and the need for compliance with Health and Safety, Privacy and Employment legislation.

Success Group, providers for our HR Advisory Service, have provided guidance to some commonly asked questions below. Please note that this is general advice and should not be relied upon or taken to be legal advice for specific situations.

Vaccination Questions

1: Can I require certain roles to be carried out by vaccinated workers? POTENTIALLY – do risk assessment now
Some roles are covered by government Orders, which make it mandatory for particular roles to only be carried out by vaccinated people. New Zealand can expect more industries to be covered by mandatory Orders in the future.

For all other employers, you should undertake health and safety risk assessments of particular roles now to determine:

  • The likelihood of the employees/colleagues/members of the public being exposed to a risk, and how is the risk determined between a vaccinated worker and an unvaccinated worker while performing a role, and the potential consequences of that risk on others (e.g. community spread).

To decide that the work is high risk and therefore needs vaccination for health and safety reasons, businesses must first assess their Covid-19 exposure risk. This applies to work done by all workers, whether employees or independent contractors.

Businesses must involve workers, unions and other representatives in the risk assessment process, and when deciding how to eliminate/minimise risks. Businesses should consider whether other public health measures (eg physical distancing, PPE usage) can minimise the risk of exposure and transmission of Covid-19.

If certain work can only be done by vaccinated workers, businesses should set a reasonable timeframe for workers to decide if they will be vaccinated. If an employee cannot work during this time, special paid leave should be considered, especially in the short term while employers and employees discuss what happens next. Options that can be considered are finding alternative duties or locations for the employee.

If your health and safety risk assessment has determined that employees need to be vaccinated – employers or PCBUs are responsible for making sure your employees meet vaccination requirements, including preventing employees from carrying out certain tasks if they have not been vaccinated. Under a proposed government Order, workers may have to give their employer/PCBU certain information so that their employer/PCBU can meet its vaccination requirements.

Privacy, Human Rights and Health and Safety obligations will need to be balanced – so get legal advice first. Cases in this area are currently before the court.

How to decide what work requires a vaccinated employee – WorkSafe
Public health guidelines for businesses and services – Ministry of Health

2: Can I ask my staff if they are vaccinated?
Some businesses may be able to request staff for information on their vaccination status.

There may be religious or medical reasons why a person cannot be vaccinated. You cannot ask your worker to get vaccinated unless they need to be vaccinated to perform a specific role in your business for health and safety reasons or they are covered by a government Order.

You can ask employees if they have been vaccinated but they do not have to tell you if they have, or why they choose not to. You cannot discriminate against employees who choose not to get the vaccination.

If your employees choose to tell you about their vaccination status, you cannot share this information with anyone without their permission and you must comply with the Privacy Act principles in relation to collecting, storing and sharing this information.

A person’s vaccination status is personal information | employment.govt.nz

3: Should we introduce a Vaccination/Pandemic Policy?
Most businesses should have a Vaccination/Pandemic Policy in place which covers:

  • Health and safety obligations
  • PPE requirements
  • Mask requirements
  • Sickness expectations
  • Privacy Act compliance
  • Customer expectations / behaviour

A Vaccination/Pandemic Policy and a robust Health and Safety Policy will go a long way to ensuring the employer is properly complying with the Health and Safety at Work Act 2015 and is communicating its expectations and rules properly with its workers.

Points to consider:

  • If a high performing employee refuses to be vaccinated are you prepared to see them leave the business?
  • If a highly valued contractor or client (or just a regular supplier) doesn’t agree with your Policy are you prepared to lose that working relationship?
  • If the employer is introducing the Policy it is their responsibility to provide the information requested by the employee – not the responsibility of the employee to have to find it themselves.

4: Can I require new staff to be vaccinated?
You will need to assess whether the requirement for the role to be carried out by a fully vaccinated worker is justified, and then:

  • Update Employment Agreements; and
  • Ensure other recent changes to employment law (e.g. bereavement leave, sick leave, privacy laws) are also incorporated into the updated Employment Agreements at the same time.

You must ensure you understand your obligations around non-discrimination.

5: How can I support my employees to get vaccinated
A fully vaccinated workforce may help keep your workplace safe from Covid-19. You can help workers make an informed decision and encourage them and their whānau to get the Covid-19 vaccine by:

  • allowing them time off to get the vaccine
  • talking to them about their leave and pay entitlements if they need time off to go to their appointment or if they feel unwell after getting the vaccine
  • respecting their privacy
  • listening to their concerns.

Information from Employment.govt.nz on vaccines and the workplace

Your workers may have questions about the vaccine. You can help them find out more by:

6: Employees may pose the following situations, the Government to date have not provided an answer or guidelines for these (as at 14/1021)

  1. In circumstances where the Employee agrees to being vaccinated due to work requirements and they suffer an adverse effect, whether short, medium or long term, will this be recorded as a work-related accident and reported to WorkSafe (or other relevant authority), the Accident Compensation Corporation and/or any associated insurance policies.
  2. If the Employee requires further and necessary support to manage and cope with any adverse consequences will the Employer provide such support.
  3. If you provide support and paid time off for an Employee to get vaccinated what is their understanding if they then have an adverse effect; paid special leave, sick leave, LWOP?
  4. Which vaccine is recognised by the Company?
  5. Will a booster be required? What does support look like for each booster injection?
  6. Is the intent of a vaccine mandate to protect others who may come in contact with the worker?
  7. If someone with a medical exemption is not required to be vaccinated, yet still allowed in the workplace, why will an unvaccinated worker with similar PPE not be allowed in the same workplace?
  8. Can the demand for the vaccine be accompanied with all of the details that the employee might ask for? Efficacy, long term side effects, contents, adverse reactions, etc
  9. What if the Employee is able to provide proof that there is no evidence that the vaccine has no effect on the transmission of the virus, what are the public health measures that are to be considered?

The information contained in this newsletter is general advice and should not be relied upon or taken to be legal advice for specific situations. We strongly recommend you seek legal advice in order to understand the obligations of your business (including in relation to the roles within your business / the industry you are in / the risks your business may be facing).

We have also received questions from our members seeking clarity with regards to security staff being instructed to enforce wearing of face masks when entering premises, such as supermarkets.

Wearing Face Coverings/Exemption Cards

As well as meeting all Alert Level requirements, businesses must continue to comply with all other laws including the Health and Safety at Work Act 2015 (HSWA).

Whilst businesses are not required to ensure people wear face coverings, they may take steps to encourage it, including the use of Security Officers to screen access to their premises.

When considering these steps, businesses must think about how to keep their workers and contractors healthy and safe. This should include what to do if a person becomes angry at the worker who is encouraging people to wear a face covering.
It is also important that workers ensure that they do not discriminate against people with disabilities or health conditions that mean they are unable to wear a face covering safely or comfortably. Whilst these people can get an exemption card as evidence of their disability or health condition, government requirements state they are not required to carry the exemption card or to show it on request.

Our recommendation is that when providing Security Officers to screen access to premises, security providers should work with the customer to establish clear protocols for the Officers to follow. They should include awareness of the rights of those with disabilities or health issues, the available alternatives that can be presented to those who refuse to wear face coverings (such as click and collect or allocated shopping times) and an escalation process for Security staff to follow if customers become angry or aggressive (with a focus on ensuring safety of the officer, staff and other customers).

Please don’t hesitate to reach out to us if you have any questions or require assistance.

Stay safe and keep well.

The NZSA team.

Security industry update

NZSA – AGM – 7.30am Tuesday 2 November 2021

The AGM will be held at the New Zealand Yacht Squadron in Auckland on Tuesday 2 November. Due to the cancellation of the Facilities Integrate event we have moved venues this year. Breakfast will be provided followed by the AGM at 8.15am.

A formal notification will be sent to members on or before 8 October together with the Annual Report, Board Nomination form, Proxy form and Notice of Motion form.

Should the event be unable to proceed due to lockdown restrictions we will revert to a virtual meeting and will provide details closer to the date.

Stolen safe

We have been contacted by a local Private Investigation agency with regards to the theft of a safe from 17 Tirotai Crescent, Westmere, overnight on the 9th and 10th September. Two vehicles of interest were noted in the area around that time – a white Toyota utility with canopy (possibly 2005 or newer) and a white Subaru Legacy wagon.

The safe contained private papers and jewellery plus access codes for cryptocurrency worth in excess of NZD $4 million.

A substantial reward is being offered for information that leads to recovery of the safe and we have been asked to inform members providing locksmith services and with patrol services in the Westmere (Auckland) area.

Any information can be forwarded to Michael Campbell at [email protected] or 021 993983.

Launch of NZ Outstanding Security Performance Awards (OSPAs)

The New Zealand OSPAs have arrived! An independent global awards scheme to recognise outstanding performance in the security sector. The awards are open to everyone, and you don’t have to be a member of an association to enter.

The OSPA’s are also intended to compliment existing Award Programmes such as the recently held NZ Security Industry Awards and are held at different timing during the year.

Currently running in 15-countries the OSPAs are based on extensive research on the key factors that contribute to and characterise outstanding performance.

The award scheme is run on strict ethical principles with core values of being independent, credible, transparent and respectable. The judges are nominated by leading security associations and special interest groups to represent them – they all sign up to an ethics policy and agree to mark independently against set criteria and declare any conflict of interest on every mark sheet.

For 2022, the awards are being offered in the following categories:

  • Outstanding In-House Security Manager/Director
  • Outstanding Contract Security Manager/Director
  • Outstanding Contract Security Company (Guarding)
  • Outstanding Security Consultant
  • Outstanding Security Installer/Integrator
  • Outstanding New Security Product
  • Outstanding Security Partnership
  • Outstanding Investigator
  • Outstanding Police/Law Enforcement Initiative
  • Outstanding Security Officer
  • Outstanding Female Security Professional
  • Outstanding Young Security Professional
  • Lifetime Achievement

There is no charge to enter, and nominations must be submitted by 14 January 2022. Winners will be selected from a list of finalists and presented with their awards at a networking event to be held at the end of April in Auckland.

The inaugural awards are supported by ASIS New Zealand Chapter, New Zealand Security Association (NZSA), New Zealand Security Sector Network and the University of New Zealand.

More information about the New Zealand OSPAs can be found here.

 

Please don’t hesitate to reach out to us if you have any questions or require assistance.

Stay safe and keep well.

The NZSA team.

2021 Security Awards Update

Due to ongoing uncertainty, we recently made the tough decision to cancel our 2021 Security Awards evening and progress with Plan B.  So, what’s Plan B we hear you ask? Drum roll please….

We’re excited to announce our 2021 Security Awards Week!

Next week we’ll be announcing the winners of each award via video. Awards will be announced over 5 consecutive days beginning Monday 20th Sept. You’ll receive an email every morning at 10.30am with the awards being announced for that day and can click through from there to watch the videos announcing the winners.  We’ll also post on Facebook and LinkedIn.

On Friday you’ll receive two emails, with the prestigious Ian Dick Memorial Award for Security Professional of the Year to be announced in a second email at 3pm.

We look forward to sharing the Award winners with you!

P.S. Pass this email on to your colleagues and encourage them to sign up for our newsletter to receive the announcements!

 

SINCERE THANKS TO OUR SPONSORS

Many thanks to our main event sponsors – without your generous support, these awards would not be possible.