Cleared Court Case
Highlighting a story of perseverance and triumph
WAPU Research Report
Recognising the serious and broad implications of the issues our police force face
Light it up Blue
Our sixth year of commemorating fallen officers nationwide
THE MAGAZINE FOR THE
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Academy Scott Sulley
Air Wing Julian Martin-Robins
Armadale Warren Dowbysch
Avon
Kristi McEvoy
Bunbury Australind Jason Gentili
Cannington
Frank Anderson
Central Great Southern Michael Beck
Central Midlands Michael Paterson
Commissioned Officers Martin Voyez
Crime Support & Services Contact WAPU
East Kimberley Lindsay Garratt
Eastern Goldfields Luke Mayhew
Eastern Wheatbelt Contact WAPU
Financial Crimes Tash Lee
Fortescue Corey Jouana
Fremantle Rosie McKee
Gascoyne Contact WAPU
Geraldton Peter Gerada
Great Southern David Swain
Joondalup Jon Bailey
Leeuwin Naturaliste Brad Walder
Licensing Enforcement Simon Sustek (Vice President)
Major Crime Sharon Croft
Mandurah Kurt Weedon (Vice President)
Maylands Complex Djordje Kandic (Deputy Vice Pres)
Midland Mike Ruffell
Midland Workshops Jeanette Maddison
Mirrabooka Tom Mirco
Multi Functional Police Facility Michael Sedgman
MFPF
Murchison Adrian McKeown
North Eastern Goldfields Contact WAPU
North Pilbara Contact WAPU
Northern ROG Andy Abel (Secretary)
PAO Property Jake Doygun
Perth Gavin Beadle (Vice President)
Perth Watch House Gemma Todd
Professional Standards Contact WAPU
Prosecuting
Sharon Cumbers
Road Policing Group South Aaron Hickey
Rockingham Kwinana Dayna Rigoir
Serious & Organised Crime Contact WAPU
Sex Crimes Jason O’Keeffe
Southern ROG Steve Kent
State Operations Command Craig Anderson
State Traffic Operations Peter Birch
Traffic Enforcement Group North Rachael Bushby (Secretary)
Upper Great Southern Neil Bohnen
Water Police Steven Bradley
West Kimberley Simon Hibble
West Pilbara Ian Zuidema
Westralia Square Glen Dinsdale
PAUL GALE President
WELL INTO MY 37TH YEAR OF POLICING, for much of my early career, I saw the union as a safety net, insurance policy if you like, if I ever needed them. As my career progressed, and as a supervisor, I felt the desire to do more to support my work colleagues, rather than just being a work mate or a line manager.
Joining the WA Police Union became a meaningful step toward offering that support. 11 years ago, I was nominated and elected the branch President of the State Traffic Operations Branch. Holding that position for eight years, I ensured the voices of my colleagues were heard at the Union’s Board table and each Annual Conference.
In 2018, wanting to step up further, I was successfully elected to the Board of Directors for a three-year term. During that term, the Board endorsed my nomination as Vice President, also fulfilling the role of the Holiday Homes Committee chair.
Bringing the agency to the ‘On-Call Allowance’ conversation was a major feat. This entitlement has been within our Industrial Agreement for many years, but no one at approval rank was prepared to buck the trend and pay our Members, instead relying on their enormous goodwill.
Although some of our challenges result in two steps forward, one step back, I am proud to have had influence on Members’ work and personal lives.
Apart from learning, developing, and increasing my motivation to provide even more for our Members, as chair of the Holiday Homes Committee, we purchased a fourth villa in Busselton, upgrading and renovating it to the standard of our other three villas in the complex. We also updated and renovating both the Union’s Esperance and Exmouth homes to a similar modern standard.
The Union’s homes across the state are well-occupied. With continual upgrades, increased upkeep, and modernisation, we can ensure continued access and enjoyment for our Members. Personally, they are a hidden treasure that Members will no doubt use more once they truly compare the cost of holidaying, using the Union’s superior accommodation.
The desire to do more, culminated in my successful election to the role of Senior Vice President, consequently working full-time in the office of WAPU from November 2021. In this role, amongst extensive Member engagement, I oversaw Member’s legal and financial applications, and lead the Field and Industrial Officer teams.
In December 2022, I acted as President for six months before being endorsed as the substantive President by the Board of Directors.
Although some of our challenges result in two steps forward, one step back, I am proud to have had influence on Members’ work and personal lives. As with any improvement to wages or conditions, they do not always satisfy everyone, but I will say;
Its implementation hasn’t been without challenges, and not everyone is getting rewarded for their goodwill. However, we are on the right path to ensuring that your off-duty time is respected – and when it is not, you are appropriately compensated. There is always room for improvement, and I can assure you that we will continue to argue for fairer recognition of the efforts put in by those after-hours you commit to.
The tenure policy has been a challenging issue throughout my career. The agency has tinkered with it along the way, but it never considered a ‘Greenfields’ approach to reviewing it. With a relentless push by the Union, the review has finally taken place.
Once again, it has not provided every Member an uplift, it’s provided more certainty for most, and also, properly addressing a ‘return on investment’ for our specialised roles.
Ideally, we would all like the word ‘tenure’ to be removed from everyone’s vernacular. However, as long as tenure remains, I hope: Members appreciate the work done by the Union to get it where it is today.
For too long, we have seen our Members end up on the wrong side of the law or policy for simply doing their job; catching crooks and ensuring the safety of our law-abiding members of society.
The ‘Kwinana 26’ case was my personal ‘We Cop Enough’ moment. Following that incident, the Union began a relentless challenge to the agency to protect our Members
better, allowing them to do their job without the threat of legal repercussions, especially when engaged in emergency driving situations.
Successfully appealing our friend Ray Wright’s conviction of Reckless Driving whilst simply doing his job was a prime example of why. This victory strengthened our resolve and reminded the agency to take a proper look at the policy with an aim to support our Members to do their job, not restrict it.
The latest policy changes are imminent, and I am confident that our Members will be better supported and protected when doing their best to shut down the high harm offending of law breakers of our community.
Since the introduction of the Police Specific Compensation legislation in early 2022, it has not been without its challenges for the Union. Medical retirement is a daunting prospect and not the way any officer wants to finish their career. Unfortunately, archaic policy and process employed by the agency have left Members in ‘no man’s land’, often stranded between being medically retired and receiving compensation for work-related injuries.
Do not get me wrong, it is a far cry from Members being Sectioned 8 from the agency without a word of thanks let alone a compensable offering for their on-the-job injury, but it is not perfect and requires more work by both the WA Police Force and the State Government.
The latest development through our negotiation with WA Police has provided a change to timelines associated with each independent process, now providing for both processes to run concurrently (provided the Member is being medically retired due to a work-related injury) so the gap between cessation with the agency and receiving a compensable payment is reduced.
For some time, our first responder colleagues in fire and health have benefitted from the legislation that shifts the burden of proof from the employee to the employer relative to Post Traumatic Stress Disorder and Injury.
Once again, after continued conversation with the Police Minister and government, at our last year’s annual conference, Premier Cook announced that legislation would be introduced to include police officers. Although not legislated to date, the Union will hold the Premier accountable for his promised commitment to ensure our Members are recognised and respected for the trauma that comes with the territory.
Retention is not slowing down, it is a country wide issue, however other states are addressing it with proper financial incentives to keep police and employ new ones. The Western Australia government should look to the east to understand how important their police force is.
This year, we revamped our website to provide a cleaner, more modern user-friendly platform. The new site is designed for information to be more accessible, timelier notifications and eventually interactivity with Members. We have listened to Member feedback, and I am sure you will agree that our communications through newsletters, Member alerts, and social media platforms is vastly improved with more information and timelier advice.
There is much more to do for your new Board, with improvements to the Police Act being sought particular to a Member’s rights, when subjected to the agency’s integrity framework. Good faith legislation will continue to be fought for, and as always, better conditions and remunerated reward will be at the forefront of the Unions constant drive to improve the lives of our Members.
By the time this is being read, I would hope the agency and government have provided an offer that truly recognises and acknowledges our Police and Police Auxiliary Officers for their worth. Negotiating a decent pay offer has been difficult with a majority government that is not accountable to any other.
What has been frustrating is the so-called capped bucket of public sector spending, given the strong financial position of Western Australia compared to the rest of the country. Retention is not slowing down, it is a country wide issue, however other states are addressing it with proper financial incentives to keep police and employ new ones. The Western Australia government should look to the east to understand how important their police force is.
It has been an honour to serve as President.
In October 2020, Ray was involved in a pursuit of a stolen vehicle, a task he had performed many times throughout his career. During the pursuit, the assailant was observed veering onto the wrong side of the road. Ray and his partner conducted a risk assessment and determined that the driver demonstrated overall good control of the vehicle and was not posing an unacceptable danger to the public, so they chose to continue following him.
Eventually, a tow truck intervened and attempted to block the driver, but the driver swerved around it and collided with another car. The suspect was apprehended and arrested, with the collision causing no injuries to either party and minimal damage to both cars.
Believing that this issue was resolved, Ray told Police News he was shocked to be approached at the scene by an acting Traffic Sergeant, who attempted to use his Body Worn Camera to conduct a field interview without demand nor formal caution.
Senior Constable Ray Wright joined the WA Police Force in 2003 after a 19 year career in banking and finance. Now 58, Ray has spent most of his time on frontline general duties with WAPOL.
“He referred to the incident as a ‘serious crash’, which it wasn’t because nobody was injured. He also called it a police crash, but we didn’t crash into anyone,” Ray told Police News
“As soon as we got back to the station carpark the acting OIC marched over to our vehicle and demanded my dashcam. Because police cars don’t usually have a dash cam, I had put one in at the start of the shift, which he demanded and seized without giving me a receipt.”
A short time after the incident, Ray started hearing rumours that the pursuit was being investigated. Frustrated and confused at the lack of communication, he contacted Professional Standards who confirmed to him that there was in fact an investigation being conducted.
“In February of 2021 I tore my shoulder while arresting an offender which resulted in surgery. While recovering, my body had an adverse reaction to a COVID-19 booster shot and I developed autoimmune hepatitis,” he said.
“After spending a considerable amount of time in and out of hospital, I finally began a gradual return to work. However, on one of my first days back and nearly a year after the incident, I received a text from the OIC instructing me to report to internals upon my arrival.”
Concerned, Ray’s first action was to call the WA Police Union where he spoke to Filed Officer Gary Keenan, who made some calls and advised Ray that Internals had decided to charge him with reckless driving.
Believing he was going to get a summons; Ray followed his orders and upon arrival was brought to an interview room where he was immediately told he was under arrest on suspicion of reckless driving. Taken to be fingerprinted and photographed, Ray told Police News he felt deprived of his liberty.
“I wasn’t afforded my rights to contact a lawyer. When I was leaving, I asked for my summons, of which they hadn’t yet compiled. I then asked for it to be sent to my home address, which they rejected and eventually hand served it to me personally at the Morley Police Station on a Thursday,” said Ray.
“The court appearance was listed for the following Wednesday, so I had just four days to prepare legal representation. I contacted the Union asking for help and they were quick to respond, lining up a lawyer with short notice.”
This was the start of a long legal process that involved days of court appearances and eventually resulted Ray Wright being convicted of reckless driving in March of 2022, which included a six-month driving suspension, $2,500 in fines and over $11,000 in legal fees.
“During the court process, the magistrate and state solicitor accepted the evidence of a so-called Police expert despite our objections and in conflict with a Supreme Court ruling, which had a large impact on the proceedings,” said Ray.
“During this time, I underwent four shoulder surgeries and surgery on my hand, so it was difficult. My wife and I started looking into the trial and what went wrong for us, especially regarding the expert witness. Eventually, with the support of the WA Police Union, we decided to lodge an appeal with the supreme court.”
The Supreme Court Justice determined that the Magistrates Court’s decision resulted in a miscarriage of justice. She concluded that there was insufficient evidence for a conviction and remitted the case back to the Magistrates Court. Following a lengthy process to confirm a trial date, Ray Wright was acquitted of his reckless driving charge in March of this year.
“After nearly four years of court proceedings and thousands of dollars in legal fees, I was acquitted. At this time, I had already served five out of the six months for my off-road suspension and paid over a thousand’s dollars of my fine, which I’ll get back. What I will never get back is that time off the road, nor the time wasted worrying,” Ray said.
“After nearly four years of court proceedings and thousands of dollars in legal fees, I was acquitted. At this time, I had already served five out of the six months for my off-road suspension and paid over a thousand’s dollars of my fine, which I’ll get back. What I will never get back is that time off the road, nor the time wasted worrying.”
Admitting he was often frustrated about the multiple court appearances and the toll it took on him, Ray cites the support from his family, good friends in WAPOL and the Union on getting him through this ordeal.
“I always tell everyone that if they have an issue, to immediately go to the Union because situations can turn serious when you don’t expect it. WAPU was with me every step of the way, supporting me through the initial conviction and my appeal,” said Ray.
Now, due to his shoulder injury, Ray is nonoperational and won’t ever perform a car pursuit again. Hopeful his experience can have an impact in ensuring a similar experience doesn’t happen to another officer, he urges people to reconsider putting themselves in dangerous situations.
“You are putting yourself at risk when you perform car pursuits and the policy around it is very grey. I’d really like to see the policy written in black and white so it’s not as open to interpretation as it currently is and combined with legislation giving full protection to Police. That would be very helpful to people who find themselves in the position I did,” he said.
“Other specialist areas receive compensation for the additional risk, knowledge and stress caused by that work. But pursuing vehicles, one of the most dangerous activities this line of work throws at you, brings no compensation at all. Should something untoward happen and the WAIC fails to cover you with third party insurance, you could find yourself civilly liable and lose your home.”
We are pleased to share a significant update regarding Senior Constable Ray Wright. Ray was convicted last year for reckless driving for an on duty incident. Supported by WAPU, Ray’s conviction was successfully appealed and a retrial was ordered by the Supreme Court. The retrial resulted in a finding of ‘not guilty’.
We are thrilled with this result and for Ray, who has endured significant stress and anxiety during this challenging time. While his exoneration is a relief for him, it also symbolises a win for all Union Members, showcasing our unwavering unity and determination to uphold what is just.
The WAPU team and our legal partners remain committed to standing by our Members where and when we can ensuring the rights of our Members are upheld. ■
Every year WAPU collects offence, population, and workforce data for all nine Police Federation of Australia (PFA) jurisdictions. WAPU then uses this data to analyse the level of assault police offences for each jurisdiction in two ways:
• OFFENCE RATE – The number of assault police offences per 100,000 population
• OFFICER RATE – The number of assault police offences per 100 sworn police officers
Rates for 2023-24 reveal that the level of assault police offences increased in several PFA jurisdictions.
OFFENCE RATES ATTEMPT TO MEASURE WHICH JURISDICTION’S POPULATION IS MOST PRONE TO ASSAULTING POLICE OFFICERS.
The Northern Territory stood out in 202324 with a staggering 60.4% increase in its offence rate, recording a rate almost three times higher than any other jurisdiction. Rates also notably climbed in SA with a 20.6% increase and Tasmania with 20.1% increase.
Despite offences remaining relatively stable, WA still recorded the second-highest rate of all jurisdictions .
OFFICER RATES ATTEMPT TO GAUGE WHICH JURISDICTION’S OFFICERS ARE MOST AT RISK OF BEING ASSAULTED.
The Northern Territory’s officer rate increased 61.1%, with the equivalent of 2-in-7 sworn officers assaulted in 2023-24. Further, the equivalent of more than 1-in-5 officers were assaulted in Queensland, New Zealand, WA, and Tasmania.
This is the first time that a majority of PFA jurisdictions recorded rates equal to 20% of their sworn officers being assaulted.
WA officers are among the worst assaulted nationwide, its offence rate having over the last decade. by almost 60% increased
Tasers have been made general issue equipment for sworn officers in every PFA jurisdiction except Tasmania. WAPU has found that offence and officer rates in 2023-24 are now lower than when tasers were first rolled out in most jurisdictions except the Northern Territory.
WA’s offence and officer rates in 2023-24 were comparable to when tasers were first introduced almost 16 years ago.
Body-worn cameras (BWCs) are utilised by police officers in every Australian state. Offence rates have increased in every jurisdiction since BWCs were rolled out with the exceptions of Victoria and South Australia.
WA’s offence and officer rates have increased by more than 35 per cent in this regard.
WAPU’s report underscores the ongoing level of violence against police officers across Australia.
WA officers are among the worst assaulted nationwide, its offence rate having increased by almost 60% over the last decade.
WAPU has constantly spoken out against the rising tide of violence against our Members. Our report confirms that our Members deserve much better pay and conditions than is currently the case. It is something that we shall be relentlessly highlighting to voters in the lead up to next year’s State Election. ■
This year marks the 23rd anniversary of the tragic events in Newman on Australia Day 2001 which resulted in the loss of four WA Police Force officers.
On behalf of WA Police Union, on 25 October, Senior Vice President Dave Flaherty attended the memorial site.
Senior Constables Donald Everett and Phillip Ruland, First Class Constable David Dewar and Constable Gavin Capes were on a return flight to Newman after attending an incident at Kiwirrkurra (a small community approximately 130 kilometres from the Northern Territory border) when their flight – Polair 64, crashed 2.6 kilometres south-east of Newman Airport.
The impact on family, friends, colleagues and the town was, and continues to be, profound.
The officers are honoured every year for their service and sacrifice.
We will remember. ■
At the Police Federation of Australia (PFA) National Police Bravery Awards, we recognised two of our interstate colleagues for their courage.
Inspector Amy Scott of NSW Police who shot and killed the knife wielding murderer at Bondi Westfield Shopping Centre and Sergeant Michael Hutchinson of SA Police who responded to a call with his partner Sergeant Jason Doig, resulting in Sergeant Doig being murdered.
Michael also suffered gunshot wounds before arresting the gun wielding offender. As Amy articulated, “We are just ordinary people who at times do extraordinary things.” ■
More details of the awards along with past recipents can be found on the Police Week website policeweek.pfa.org.au/events/ national-police-bravery-awards
Over the past year, the WA Police Union has achieved significant media impact, advocating relentlessly on behalf of Members, generating public support for essential reforms. With a clear focus on amplifying the voices of our Members and holding decision-makers accountable, the Union has launched groundbreaking initiatives, award-winning campaigns, and increased transparency and accessibility. These efforts have bolstered our media presence and underscored the critical issues facing our police force.
One of our primary goals has been to highlight the urgent need for fair compensation for police officers who risk their lives daily. Through strategic opinion pieces, we’ve emphasised the physical and emotional toll that this vital role takes on officers. These opinion pieces, published across leading media platforms, have increased public awareness, and placed significant pressure on the government to address wage disparities and recognise the true value of police work. Our assertive stance and targeted media efforts have kept this issue in the public eye, drawing support from various community groups and stakeholders who recognise the need for a fairer pay deal.
An industry recognised approach of the past year is our award-winning industrial campaign advert, “How Much Will We Cop Before We Stop.” This powerful campaign, resonated nationally, receiving acclaim for its compelling message and striking visuals that highlighted the unsustainable pressures facing our officers. The campaign not only captured attention in Western Australia but also sparked conversations nationwide about the working conditions of police officers, making it a model for advocacy across unions. This campaign has set a new standard for impactful union-led initiatives and continues to serve as a beacon of solidarity and resilience.
The Union has prioritised transparent, real-time communication with our Members, ensuring they are informed and empowered. In an age where timely information is crucial, we have streamlined our communication channels to deliver instant updates on key issues, industrial actions, and Union initiatives. By improving the clarity and accessibility of our communications, we are building stronger connections with our Members. This emphasis on transparency has also extended to our engagements with media outlets, allowing for clear and consistent messaging that builds trust with the public and policymakers alike.
Our new website has been instrumental in enhancing the Member experience and increasing accessibility. Designed with user-friendliness in mind, the upgraded platform provides easy access to essential resources, updates, and tools that allow Members to engage more effectively with the Union. Members can now quickly find information about industrial campaigns, read the latest news, and stay informed about upcoming events. This digital transformation marks a significant milestone in our commitment to service excellence and accessibility, reinforcing our dedication to meeting the needs of our Members in a rapidly changing digital landscape. More to come.
In the past year, WAPU has embraced social media as a powerful tool to strengthen our connection with Members and the community, increase transparency, and enhance our advocacy efforts. Recognising the potential of social platforms to amplify our message and foster real-time dialogue, we have significantly expanded our presence across key social media channels, allowing us to communicate directly and effectively on the issues that matter most to our Members and the public.
Transparency is at the heart of our social media strategy. By sharing timely updates on negotiations, decisions, and Union activities, we are keeping our Members and supporters fully informed of the Union’s actions and advocacy efforts. This transparency helps build trust and ensures that Members and the public understand the reasoning behind the Union’s decisions and strategies.
Social media has transformed how we interact with our Members, providing a two-way communication channel that invites dialogue, shares updates, and highlights the Union’s ongoing work. Through regular posts, live updates, and interactive content, we are able to engage with our Members in real time, ensuring they remain informed on the latest developments in our industrial campaigns, upcoming events, and critical news impacting their work. This increased engagement has not only improved awareness amongst Members but also opened the door to valuable feedback, allowing us to respond more promptly to concerns and refine our approach based on direct input from the field.
Through compelling stories, impactful graphics, and well-crafted messages, we have highlighted the need for fair pay, improved working conditions, and mental health support for our Members. By sharing these messages widely, we’ve reached new audiences and garnered public support for our campaign.
Additionally, social media has provided Members with instant access to important information and resources, including campaign updates, event announcements, and advocacy milestones. With just a few clicks, Members can stay informed and feel more connected to the Union’s efforts, regardless of where they are.
Over the last year, our social media strategy has created a stronger sense of community and solidarity among Members. By fostering conversations, sharing Member stories, and celebrating achievements, we are building a supportive and engaged online community. This sense of unity extends beyond our Members to supporters and the public, who join us in advocating for the well-being and recognition of police officers in Western Australia.
We are committed to keeping Members informed and engaged through consistent and timely updates. Fortnightly newsletters provide comprehensive updates on key developments, while Member Alerts are sent out at least once a month or more frequently when needed to deliver urgent and essential information. Additionally, with an average of one post per week on our social media channels, we ensure Members remain connected and up-todate with the latest news, events, and advocacy efforts. ■
National Police Remembrance Day is a time for reflection and recognition, as we pay tribute to those officers who have given their lives to protect ours. It is a day that unites us in a shared commitment to supporting and standing by the law enforcement professionals who safeguard our neighbourhood’s day and night.
In a world where safety and security are paramount, our police officers are the frontline defenders of justice and order. They face the risks and challenges of their duty with courage and dedication, often putting themselves in harm's way to protect us. This day reminds us that behind the badge and uniform are individuals who selflessly serve their communities, their friends, and their families.
On Sunday 29 September 2024, officers from around the nation came together to remember and honour those who have made the ultimate sacrifice, appreciations were expressed for the men and women who continue to serve and protect our communities. Their commitment to upholding the law, preserving peace, and fostering trust within our society is invaluable.
Many of Perth’s top landmarks lit up blue, to honour those fallen officers who lost their lives in the line of duty. These buildings included Optus Stadium, Matagarup Bridge, Northbridge Tunnel, The Bell Tower, and Perth Convention Centre.
Now in its sixth year, Light it up Blue is our annual commemoration of brave police officers who have not survived their shift across Australia. ■
LEECA SMITH Operations Manager
ON 26 AUGUST 2024, I commenced as Operations Manager at WAPU after leaving a 36-year career in WA Police Force (WAPF).
Working at WAPU has been a significant learning curve about the services WAPU can provide to our Members. As police officers, many of us have been Union Members in the event we may need legal support and protection one day as a result of our service to the community of Western Australia. Personally, I have never had to access any support from the Union, so I found myself asking, What does this actually mean?
When determining the application for financial and legal assistance, the Board of Directors (BoD) considers the application within the parameters of 11.6(a) Western Australian Police Union of Workers Constitution, Rules, and By-Laws. The BoD may grant financial and/or legal assistance to any Member who suffers financial hardship or requires legal assistance as a consequence of an action or event brought about by the Member performing their duties in the course of their work.
The various parameters that need to be met as well as terms and conditions for the BoD to take into consideration, are outlined in the ‘Request for Legal and Financial Assistance’ document.
All Members are entitled to a free half-hour consultation with TGB Lawyers to obtain preliminary legal advice. The most common inquiries and requests received by the WAPU are as follows:
When determining the application for financial and legal assistance, the Board of Directors (BoD) considers the application within the parameters of 11.6(a) Western Australian Police Union of Workers Constitution, Rules, and By-Laws.
• Officers who are charged criminally for an alleged incident whilst on duty can make an application to WAPU for legal and financial assistance.
• Every application will be considered by the BoD on an individual merit basis.
• Members shall not have a right to be granted financial and/or legal assistance and the granting of assistance in accordance with Rule 11.6(a) shall be at the sole discretion of the Board.
• Under Legislative Council guidelines, the State Solicitor’s Office (SSO) will represent WAPF in Coronial Inquests. An emerging trend is where the SSO advise members they represent WAPF, not the Member individually. This has caused much angst for many Members who feel they are not being supported by their employer through the coronial inquest process. It is important that officers do not ‘panic’ when they receive these comments or advice from SSO.
• If a conflict of interest is identified by the SSO, they will inform the officer accordingly and advise they need to seek their own individual legal representation.
• In these instances, officers can seek legal funding from WAPF via Legal Services, Coronial Inquest Division can assist with advice and assistance in this process. Most applications are approved by the Commissioner of Police (CoP) under the 2022 Addendum to the Guidelines and Guidelines Relevant to Ministers and Officers involved in Legal Proceedings.
• Where the officer does not accept the IAU or Managerial Investigation outcomes related to the incident surrounding the death, the CoP has declined applications. The view is formed in consideration as to whether the officer’s conduct was in good faith and
When Members are declined legal representation from WAPOL, they can still make application to WAPU for financial and legal assistance for representation in the coronial inquest, which will be considered by the BoD on a case-bycase basis.
It is therefore important that Members considering making a CIC utilise the half-hour complimentary legal consultation prior to making a submission or requesting legal and financial assistance from WAPU.
reasonable, and in the discharge of official duties.
• When Members are declined legal representation from WAPOL, they can still make application to WAPU for financial and legal assistance for representation in the coronial inquest, which will be considered by the BoD on a case-by-case basis.
The Criminal Injuries Compensation Act 2003 (the Act) provides for victims of crime to be compensated for injuries and some associated losses. You’re eligible if you are a victim of an offence and are injured and/or experience financial loss as a result of the injury. The maximum payment that can be awarded to a victim of crime is $75,000 per offence.
A claim must be lodged before the three-year anniversary date of the offence committed against the victim.
If you suffered any the following, you may be eligible for CIC:
• physical injury;
• psychological harm (called mental and nervous shock);
• pregnancy;
• pain, suffering and loss of enjoyment of life;
• loss of earnings or the capacity to earn an income because of your injuries;
• medical expenses you have incurred or will incur in the future;
• travel expenses incurred attending for medical treatment;
• damage to some personal items; or
• funeral expenses for the deceased, or loss of financial support to close relatives
• by the deceased, where a person died as a result of the offence;
• as a consequence of an offence you are eligible to apply for compensation under the Act.
• Compensation can include the cost of reports from doctors, psychologists and counsellors to support your claim. Claims are determined by Criminal Injuries Compensation Assessors.
Members need to be mindful of the amount paid to date and in the future of medical bills, combined with wages for sick leave by WAPF for physical or mental injury, as it may be close to or exceed the maximum amount. Members are often capable of completing and lodging their own claim and do not require a lawyer. However, in the event the injury and/or circumstances surrounding the recovery are more complex, Members can make an application for legal and financial assistance to have their claim reviewed by a lawyer of the WAPU’s choosing.
It is therefore important that Members considering making a CIC utilise the half-hour complimentary legal consultation prior to making a submission or requesting legal and financial assistance from WAPU.
The Office of Criminal Injuries Compensation provides comprehensive information about the application process and lodging an application, which can be found on the Criminal Injuries Compensation webpage at:
• cict.justice.wa.gov.au
• Application process: cict.justice.wa.gov.au/A/application_process. aspx
• Lodging an application: cict.justice.wa.gov.au/L/lodging_an_ application.aspx
• Compensation information: cict.justice.wa.gov.au/C/compensation.aspx
26TH NOVEMBER 2024
PARMELIA HILTON HOTEL, PERTH
The Retired Police Officers Association (RPOA) exists to retain and encourage retired police officers to maintain and foster relationships with like-minded officers after their careers in the force.
Many of these friendships have been built over years of service, but often, due to the location or other commitments, people lose touch. RPOA events, such as lunches, coffee mornings, and the occasional day trips, provides members with opportunities to reconnect with old comrades and re-establish bonds. Sometimes, it’s important to pause from our busy lives to come together and remember where we came from.
For this reason, we updated our Constitution to allow former police officers who resigned to pursue other careers to apply for Membership. A few non-restrictive criteria are in place to ensure suitability. Applications are available by contacting our secretary at secretary@retiredpolicewa.org.au
We also introduced an Associate Membership category for police widows, enabling them to stay connected to the broader retired police family. This opportunity is in addition to the wonderful activities provided by the WA Police Widows Guild. Police widows are included in all our activities while retaining their own identity, which is important to many.
Our members, especially police widows, are among the strongest advocates for joining the association. They share openly about supporting their spouses through challenging postings in both city and remote locations and take pride in recounting the highs and lows of service. They often served as the backbone of police stations, especially in remote locations, and we aim to ensure they receive the recognition they may not have received in those earlier years.
In early October 2024, WA Police Union President Paul Gale published an article in The West Australian titled “Who will protect our Police Officers?” This article highlighted the issues with the current welfare provisions for active officers. The levels of sick leave and attrition are alarming, leading to numerous vacancies and added stress for those still serving. While the RPOA’s capacity to influence activeduty welfare is limited, we are committed to supporting retired officers by providing social and welfare services in partnership with WAPU, helping make the transition to retirement smoother and more fulfilling.
Our social events are open to any RPOA member, their partners, and potential members. We observe regular groups forming within our events, who then go on to meet socially on their own, continuing friendships that have spanned over decades.
The RPOA Management Committee includes a dedicated Welfare Committee, featuring a retired Chaplain, whose
sole purpose is to support any former officer in need. All our members are Peer Support trained, and whilst most contacts are in the metropolitan area we have sub-branches in the Mid-West Gascoyne, Peel, and South-West regions, along with members in larger country towns from Albany through to Broome.
The Welfare Committee’s role is often to listen and offer support, providing regular check-ins and encouragement. Advice is given without expectation, and members are welcome to seek assistance as they need. Once you are a member of the “Blue Family” you remain so forever. What we do through our Welfare Group, is nothing more than what we did when we were serving officers, only now we deal with our own people for their benefit. Our welfare services are bult on confidentiality, and we only share details with permission.
We also provide ongoing support to members facing long-term illnesses or hospitalisation, and, importantly, we support their families. Often a simple conversation can change a life or give hope and encouragement to carry on. A visit or a phone call can revitalise a member who is in poor health, reminding them that somebody cares, it is really that simple.
Not everyone wants to have us around at these times and we respect that, however, we find that most will appreciate our support. No one has found the secret of eternal life, when it comes time for you to take your final rest, we are there to support your family. Ideally, arrangements have been made in advance; we can assist with this planning. An “Assistance for Families” booklet, available through Police Health and Safety or on our website, provides valuable information on resources and contacts. The Police Chaplains also play a significant role, and WAPU will provide financial assistance for funeral costs. Ensure your beneficiary information is up to date, and if you haven’t yet, make a Will. Again, the Union can help you with that.
If you wish for a police funeral, you may designate someone to read the Police Ode, or a representative from the RPOA will be honoured to, a framed copy is also presented to your family. This recognition of service and good standing with your community is important to your loved ones, as they navigate their loss.
Transitioning to retirement can be challenging, involving financial arrangements with Centrelink, health care, and seniors’ discounts are just some of the matters you will have to deal with to live in the outside world. To ease this process, we have created the “Retirement Reality” booklet, sponsored by the Union, as a helpful guide.
To receive the booklet, contact WA Health and Safety, or request an online version from our secretary at secretary@ retiredpolicewa.org.au.
Finally, we encourage you to sign up to the RPOAWA, Membership is $20 per year, and staying in touch with old mates can prevent isolation, so don’t become a hermit. As we said before, once you are a member of the “Blue Family” you are a member forever.
The RPOAWA Management & Welfare Committees November 2024 ■
We wish all serving officers, their families, and the supporters of WAPU a very Merry Christmas and a Happy New Year.
… we are committed to supporting retired officers by providing social and welfare services in partnership with WAPU, helping make the transition to retirement smoother and more fulfilling.
GOfficers like Gemma frequently deal with detainees who are violent, mentally unstable, or unwilling to comply, …
emma Todd, a dedicated Police Auxiliary Officer (PAO) at the Perth Watch House, regularly faces volatile detainees, unpredictable behaviour, and physically demanding situations. Over her career, she has sustained serval injuries, including one particularly severe incident that left a lasting impact on her both professionally and personally.
One of the most distressing incidents Gemma endured occurred while moving an aggressive detainee into a cell. The detainee, who was combative and making threats, turned on officers and began spitting on them. As Gemma and her colleagues attempted to safely restrain the detainee, she recoiled her leg and kicked Gemma twice – first in the shin, causing immediate swelling and bruising, and then with full force to the face.
The detainee’s heel stuck Gemma’s eye socket, leaving her disoriented and in significant pain. Despite her injury, Gemma continued to hold the detainee’s leg, ensuring the safety of her colleagues. The following morning, Gemma woke up with a black eye, neck pain, and persistent dizziness. She was taken to Joondalup Emergency Medical Ward, where she was placed on spinal precautions for several hours due to concerns over neck injuries. Eventually, she was diagnosed with a concussion and whiplash.
The recovery process was gruelling. Although Gemma took a week and a half off work, she returned sooner rather than she should have, still experiencing headaches, neck pain, and light sensitivity. Even daily activities, such as walking her dog or attending basketball games, became difficult. At work, she wore a baseball cap to shield her eyes from bright lights. The emotional toll was compounded by frustration of the legal outcome – despite assaulting five officers that night, the detainee negotiated a plea deal, and the charges related to Gemma’s assault were dropped.
During a struggle, a detainee pushed back, crushing Gemma’s arm against a doorway, causing significant damage.
While restraining a detainee during a strip search, the detainee dug her nails into Gemma’s arm, breaking the skin and drawing blood. On another occasion, Gemma received scratches during altercations with a flailing detainee.
During a cell transfer, a detainee spat on Gemma’s vest, shirt, and arms, adding to the indignities PAOs endure.
Bruised Knee and Hand
While restraining a detainee who appeared to be a state of psychosis, Gemma fell on her knee, causing swelling and bruising. The detainee also injured her hand, by landing heavily on it, leaving her with a large bruise by the following morning.
Gemma’s experiences are a stark reminder of the dangers and challenges faced by PAOs in environments like the Perth Watch House. Officers like Gemma frequently deal with detainees who are violent, mentally unstable, or unwilling to comply, often putting themselves in harm’s way to maintain order and ensure the safety of others.
Despite the physical pain and emotional strain, Gemma continues to perform her duties with unwavering dedication. Her resilience exemplifies the commitment of Police Auxiliary Officers, whose work often gets unrecognised but remains an essential cornerstone to the safety and security of the WA community.
1.1
Conference directs the Board of Directors to immediately extend the WA Police Union’s free simple will service to Members (including both Police Officers and Police Auxiliary Officers) to also include a free Enduring Power of Attorney and a free Enduring Power of Guardianship.
EXPLANATION:
WAPU currently provide a simple will service free to its Members.
WAPU currently additionally provides EPA and EPG services to its Members at a cost of $88.00 for each document (for a total of $176.00).
An Enduring Power of Attorney (EPA) is a legal document a person makes that appoints a nominated person or persons to have legal authority to manage their property and financial affairs in the event of incapacity.
An Enduring Power of Guardianship (EPG) is a legal document a person makes that appoints a nominated person or persons to have legal authority to manage their medical and lifestyle affairs in the event of incapacity.
$176.00 is a significant cost of living impost on a Member to provide themselves with sensible legal coverage in the event of incapacity.
An EPA and EPG ensures a Member’s financial, medical and personal matters can be managed during a medically incapacitating event, thereby providing a continuity of legal care for the Member and the Member’s family.
WAPU currently encourages all Members to obtain a free simple will as a minimum standard. Given the nature of Policing, the Major Crime Branch considers the minimum standard should be extended to make available free EPA and EPG to all Members.
Major Crime Branch highlight that this service would only apply to WAPU Members, NOT their partners or spouses (unless their partner or spouse is a WAPU Member).
Police Officers and Police Auxiliary Officers are lawfully required to respond and react to unpredictable, dangerous and life-threatening situations daily. The very nature of policing increases the likelihood of incapacitation for Police Officers and Police Auxiliary Officers compared to the general population.
Therefore, the WA Police Force has a moral responsibility to fund or provide EPA’s and EPG’s to all its Members as part of their employment.
The Major Crime Branch strongly encourages the 2024 WAPU Annual Conference to carry this motion to immediately implement it for the benefit
and protection WAPU Members and to uphold the Union’s mandate to protect the interests of its Members.
Moved: Danny Richmond Seconded: Alex Wright
CARRIED
Conference directs the Board of Directors to lobby the Commissioner of Police to either:
1) reimburse the WA Police Union to provide a free Enduring Power of Attorney and a free Enduring Power of Guardianship service for its Members (including both Police Officers and Police Auxiliary Officers); or
2) for the WA Police Force itself to provide the above service to its members (including both Police Officers and Police Auxiliary Officers) as an optional benefit of condition of employment.
EXPLANATION:
See Explanation for Motion 1.1.
Moved: Tash Lee Seconded: Jason Gentili CARRIED
2.0 INDUSTRIAL
2.1 EASTERN GOLDFIELDS BRANCH
Conference directs the Board of Directors to lobby the Commissioner of Police include in the Industrial Agreement to cover officers injured in the line of duty, the benefit of being paid all missed shift penalties during the time period of recuperation and/or light duties.
EXPLANATION:
Many officers rely on shift penalties to get by financially and go to specific positions that enable them to earn them. When they are injured in the course of their duties and they are not eligible for criminal compensation, these officers undergo not only the stress of recovering from the injury but the financial stress and burden of dropping back to their base wage through no fault of their own.
Moved: Glen Dinsdale Seconded: Matthew Pow CARRIED
2.2 GREAT SOUTHERN BRANCH
Conference directs the Board of Directors to lobby the Government to increase meal allowances in line with the ATO reasonable travel and overtime meal allowance amounts and include provision for those allowances to index each year, as per ATO rates.
EXPLANATION:
The current allowances set down in the Industrial Agreement have not increased since 2010. As a result, they are outdated and insufficient to cover the current cost of a reasonable meal. The RBA puts the ‘basket of goods’ inflation over the same period at about 40%. Inflation is likely to be significantly above this number in many Western Australia localities.
The inadequacy of the current rates has forced a status quo whereby Members are routinely unable to source a meal within the allowances and are subsequently at the mercy of negotiation with their individual OIC as to whether the expenditure was reasonable. Begging for a meal they are entitled to, at the same time receiving no compensation for time away from their families, places unnecessary and undue stress on our many Members who are required to travel as a function of their role.
For reference, the current ATO rates for domestic travel are:
(a) Breakfast – $32.10
(b) Lunch – $36.10
(c) Dinner – $61.50
WAPF rates South of 26 are:
(a) Breakfast – $16.30
(b) Lunch – $16.30
(c) Dinner – $46.50
Given it is now difficult to purchase a low quality, unhealthy meal from any of the major fast food chains in WA without exceeding our lunch allowance, these amounts are patently inadequate to cater for a healthy and productive workforce. Overtime and missed meal rates are similarly antiquated.
Moved: Tash Lee Seconded: Juan Escobar CARRIED
GOLDFIELDS BRANCH
Eastern Goldfields Branch through Conference directs the President to lobby the state government to make changes to the legislation regarding mandatory testing of suspected transferors in effort to change the wording of “may” use force and involved medical staff “may” use force to obtain a sample. This wording should be changed to “must, if required”.
EXPLANATION:
If a suspected transferor refuses to allow mandatory testing, they are advised that they will receive a summons to appear at court for the offence of Failing to Comply with the requirement to submit to the taking of a sample (sec 13 MITD) and then release the suspect transferor immediately.
This is not acceptable. Although this piece of legislation was a big win for WAPU and the general Membership, we are finding that there is a lack of desire from medical staff to use force and suspects are inclined to refuse a sample as the punishment is not immediate and the prospect of another fine is no deterrent.
Relevant section.
9.4 Under ‘Part 4 – General’ of the Act, the taking of a blood sample under a disease test authorisation:
(a) states that ‘the doctor, nurse or qualified person may take a blood sample from the suspected transferor in accordance with the disease test authorisation. If help is needed for taking a blood sample, the doctor nurse or qualified person may ask another person to give any reasonably necessary help. The doctor, nurse or qualified person, and a person helping the doctor, nurse or qualified person may use any reasonably necessary force for taking the blood sample’.
(b) the Act does not specifically state that a doctor, nurse, or qualified person ‘must use necessary force’ for taking a blood sample
(c) In the case where a doctor, nurse or qualified person is uncertain about the ‘use of necessary force,’ or does not feel capable to apply ‘necessary force,’ they may seek advice from a senior staff Member
(d) the Act authorises penalties for non-compliance by the suspected transferor
(e) in the case the suspected transferor fails to comply, they may be charged with failure to comply if they do not provide a reasonable excuse, and he/she will be issued with a summons to appear in court.
Moved: Chad Butler-Henderson Seconded: Matthew Pow LOST
4.0 OPERATIONAL 4.1 EASTERN GOLDFIELDS BRANCH
No Maximum Tenure in Regional Hubs:
Conference directs the board of Directors to lobby the Commissioner of Police for the re-establishment of no maximum tenure in the following stations:
(a) Kalgoorlie Police Station
(b) Geraldton Police Station
(c) Albany Police Station
(d) Bunbury Police Station
EXPLANATION:
At present Kalgoorlie Police Station has an estimated 15 vacancies which are yet to be filled.
With the new tenure policy introduced this year any new officers who move to one of the stations listed above will now have a maximum tenure of 6 years if being in the role of Primary First Responders or a maximum of 4 years if being either an OIC of a station or detectives office or any other category that falls short of being a Primary first responder.
Officers do however under the new tenure policy have the option of being able to reapply for the position that they currently occupy, however the spot cannot be guaranteed.
With the new tenure policy for officers who have families and wish to set up a life in regional Western Australia at one of the above stations they now face the possibility of not being able to stay past their maximum tenure.
4.2
The agency at present are being criticised for the shortfall in retention to recruiting officers and with the above new tenure policy has only had a further impact on officers deciding whether to go country or stay metro.
If we were to remove the current maximum tenure conditions, it may entice people with families to transfer to not only Kalgoorlie but other main regional towns in WA and fill the vacancies that are unfortunately growing in number.
Furthermore, with children and schooling, people with children that are nearing to high school age would look to preferably stay in Metro as they do not want to later move their children out of school and disturb their education.
An example of this would be a family with multiple children i.e. three children and the age range is two – three years years between each child. When it comes to the four – six year year tenure at least one of the children will possibly move during the high school years where NAPLAN and other relevant factors are in play. This could have a negative effect not only on the child’s education but social wellbeing as well.
Moved: Bryn Papalia
Seconded: Russell Cowie CARRIED
Conference directs the Board of Directors to instruct the Commissioner to offer fully funded scholarships to interested Police Auxiliary Officers (Property) to attain Certificate Ill in Supply Chain Operations (Warehousing Operations), and interested Police Auxiliary Officers (Custody) to attain Certificate Ill in Correctional Practice, on the proviso that they remain employed with Western Australia Police as a Police Auxiliary Officer for five years after completion of the qualification. If the person departs or ceases employment with WA Police Force before five years the cost of the scholarship is to be paid back on a pro rata basis.
EXPLANATION:
Custodial Officers across Western Australia are commonly accredited with the Certificate Ill in Custodial Practice. The Western Australia government currently offer the certification to Youth Custodial Officers and Prison Officers, private agencies Serco and Ventia both officer the certification as part of their training. Police Auxiliary Officers (Custody) appear to be the only employees in a comparable role in Western Australia not receiving this accreditation.
Formal training for Property Auxiliary (Property) is currently lacking. By providing industry standard training for those working at the warehouse there will be improved efficiency, safety and enhance the capabilities and performance of how WA Police manages exhibits.
Retention of the Police Auxiliary Officers is beneficial for the agency. Less turnover reduces costs associated with hiring and training new officers. Currently there is little incentive for Auxiliary Officers to stay with the agency. Providing a scholarship and qualification will help to retain people in their roles. Experienced officers make better officers. Retaining officers by offering a recognised qualification will keep and build upon the knowledge base in the agency. Knowledgeable and experienced officers who are certified ensures they are better prepared to deliver high quality service to WA Police and our community.
While Custody Officers currently receive training at the Academy no certificate of this training is issued at completion. A Property Officer does not attend the Academy and receives on-the-job training from co-workers. Certification in Australia wide recognised industry practices promotes a higher standard of professionalism and accountability. Officers are better prepared to handle their responsibilities ethically and competently.
Moved: Seconded: WITHDRAWN
(a) Conference Directs the Board of Directors to lobby the Commissioner of Police to recognise Driver Training Instructors as specialist trainers within WAPOL.
(b) Upon receipt of the recognition of Driver Training Instructors as specialist trainers within WAPOL, Conference Directs the Board of Directors to lobby the Commissioner of Police to award a specialist allowance equivalent to 3% of the base salary rate of the Employee’s substantive rank.
Police Driver Training Instructors play a pivotal role in ensuring the safety and effectiveness of our officers on the road. The process of becoming a qualified Driving Instructor is rigorous, taking approximately four – six months of intensive theoretical and practical driver training. This training involves a significant amount of on-road instruction under the mentorship of experienced instructors.
With the significant on road training time and presence also comes the responsibility for responding to priority calls. All officers are operationally ready, fully kitted up and available, where required to respond. This places additional pressure on the trainer to supervise, mentor and be responsible for the safety of multiple recruits in live real time operational policing situations.
Officers from the Driver Training Unit were among the first to be involved in a live Stationary Vehicle Containment (SVC).
Justification:
Extensive Training: The training for instructors is not only lengthy but also demands a high level of skill and attention, combining theoretical knowledge with practical, real-world application in the form of on road training.
Stress and Responsibility: Instructors are under constant mental stress, needing to identify and mitigate threats while training recruits in response driving. Daily exposure to high-risk situations requiring critical and decisive decision making to ensure safety. They are ultimately responsible for the safety of themselves, recruits and the wider public during response driving training sessions.
Physical and Mental Toll: The mental and physical demands of this role are substantial, with instructors undergoing up to three hours of on-road training per day during the two-week course, leading to considerable fatigue.
Specialised Skillset: The unique skills and responsibilities of Driver Training Instructors go beyond the standard policing duties, warranting recognition as a specialised role.
Proposal:
That Police Driver Training Instructors be officially recognised as specialists within our agency. This recognition should be accompanied by a specialist allowance, acknowledging the additional skills, risks, and responsibilities inherent in their role.
Conclusion:
Recognising and compensating our Driver Training Instructors appropriately will not only boost morale in this otherwise stressful environment but also encourage more officers to pursue this challenging and crucial specialisation.
A base rate Senior Constable would receive an allowance of $3064.26 per annum based on 3 per cent. The allowance would only be paid to those trainers once all relevant agreed qualifications and standards were achieved.
Moved: Scott Sulley Seconded: Danny Richmond LOST
5.0 WELFARE
5.1 EASTERN GOLDFIELDS BRANCH
Conference directs the Board of Directors to lobby the Commissioner of Police seek a Heating and Cooling Allowance, similar to the electricity subsidy given to staff above the 26th parallel, for Members in the Goldfields Region. This motion can be adapted to include Great Southern, Wheatbelt and South West districts.
EXPLANATION:
Officers in the Goldfields-Esperance are spending an ever increasing amount on heating and cooling their homes. The increase in electricity and gas costs have resulted in regional WA officers spending inordinate amounts of money either cooling or heating their homes.
With electricity prices increasing by another seven per cent, officers with reverse cycle air conditioning are paying upwards of $500 every eight weeks. The more common Evaporative Air-conditioning is even more expensive. Gas bottle prices cost on average $140 per bottle and wood prices are $650 per 7m x 5m trailer.
This is significant cost for regional WA Members to bare when coupled with increasing rents, fuel and commodity prices. Regional WA Members in the north of State have enjoyed subsided energy bills for a long time and it is time Members who are required to not only spend significant money cooling their homes in the summer months, but have to spend significant amounts in the winter months heating their homes, are compensated with an allowance.
Moved: Neil Bohnen Seconded: Stuart Rogers CARRIED
Conference directs the Board of Directors to liaise with Government Regional Officer Housing (GROH) to establish what rights a tenant has, in respect to maintenance timetables not being kept, to have emergency or urgent repairs carried out and reimbursed, and to discuss compensation if these maintenance timetables are not kept.
A normal public tenant has the rights under Section 43 of the Residential Tenancies Act to arrange repairs in the event they cannot contact the lessor, or repairs are not conducted in a timely fashion. Quite often in remote areas, it is not for urgent repairs to wait several days, if not weeks. This also occurs in major regional areas, despite the various trades being ‘on tap’.
Section 43 in part provides a definition as: urgent repairs, in relation to residential premises, means repairs to the premises that are necessary –
(a) for the supply or restoration of a service prescribed in the regulations as an essential service; or
(b) to avoid –
(i) exposing a person to the risk of injury; or
(ii) exposing property to damage; or
(iii) causing the tenant undue hardship or inconvenience
The Department of Commerce website, when talking about rights of a tenant, mentions that a temporary rent reduction may be a means of compensating a tenant for undue delay in effecting repairs, and this should also be available to GROH tenants. If the government’s aim is for GROH tenants to pay market/ near market rents, then we should be getting the same benefits as private tenants can have.
Moved: Peter McGee Seconded: Matthew Pow CARRIED
That Conference directs the Board of Directors to urgently lobby the Commissioner of Police to immediately:
1. Install CCTV cameras at the residential premises of all Members serving in Regional WA.
2. Install secure firearm/accoutrement cabinets within Member residential properties, on application by Members serving in Regional WA.
3. Amend policy to enable all officers from Regional WA. to deploy direct to tasking from their home address.
Throughout the last four years within the Great Southern Policing District, three Officers-in-Charge have had Members of the public attend their private residences with the intention of committing a serious offence.
Other security incidents have and continue to occur at York, Beverly, Gnowangerup, Nannup and Katanning. Many officers within Regional WA have also had similar instances that have gone either unreported or nil incidents have occurred during their interactions.
Currently the only security arrangements approved by GROH are security screens and lighting around the exterior of the property. These security arrangements only provide a barrier and do not help to identify nor record incidents as they occur.
There is an urgent need for Members, particularly those stationed at two/ three officer stations, to have the ability to safely store accoutrements and
to deploy directly from home to incidents, including responding to security incidents at their home addresses and Police Station alarms outside of usual hours.
Moved: Tash Lee Seconded: Matthew Pow
LOST
That Conference requests the Board of Directors to call for the immediate removal of the current tenure policy affecting Members of the West Australian Police Service.
EXPLANATION:
The tenure policy must be reviewed and removed to promote a healthier work environment, improve officer retention, and enhance overall effectiveness in serving the community. We urge the union to advocate for this change in discussions with relevant stakeholders.
1. Impact on Morale: The existing tenure policy has been shown to negatively affect the morale of officers, creating a sense of insecurity and dissatisfaction within the ranks.
2. Retention Issues: The policy has contributed to increased turnover rates, as officers seek positions in other jurisdictions or sectors where job security is prioritised.
3. Operational Effectiveness: A rigid tenure policy undermines the ability of the police force to retain experienced personnel in critical roles, thereby impacting operational effectiveness and community safety.
4. Equity and Fairness: The current policy disproportionately affects certain demographics within the workforce, leading to concerns about fairness and equity in career progression.
5. Best Practices: Many successful police services have adopted more flexible tenure arrangements that promote stability and job satisfaction among their officers.
Moved: Steven Maybury Seconded: Alex Wright LOST
APPLICATIONS WILL ONLY BE ACCEPTED ON THIS FORM.
It can be emailed or posted to the Union office.
Complete and return by Friday 10 January 2025 to: WA Police Union
639 Murray Street, West Perth WA 6005
Email: admin@wapu.org.au
Results to be advised by Friday 17 January 2025
Name (Please Print):
PD No:
Address (Home): Post Code:
Work (Unit/Section):
Email (Home):
Phone no. (Work):
(Mobile):
Only mark the holiday periods and locations you are prepared to accept in numerical order of preference.
Note: Bookings are available from Saturday (2pm) to Saturday (10am) only.
BUSSELTON VILLA 4
BUSSELTON VILLA 11
BUSSELTON VILLA 15
BUSSELTON VILLA 23
30 minutes’ free legal advice & a 10% fee discount for WAPU members, their families and retired members.
Leading Australian law firm, Tindall Gask Bentley is the legal services provider for members of the WA Police Union.
• The Corruption and Crime Commission
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To arrange a preliminary in-person or phone appointment contact us on (08) 9211 5800
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DANIEL WEEKLEY Senior Associate TGB Lawyers
THE RIGHT TO SILENCE IS one of our most fundamental rights. For police officers, after a lifetime of conducting investigations and exploring every line of inquiry, it doesn’t feel natural to refuse to offer an explanation for unexplained conduct.
Moreover, many police struggle to accept they are under investigation, and point to good reputation and service record as reasons why the investigation is a misunderstanding; something that will just go away. Many think an insightful explanation will be the silver bullet. It rarely is. As police, you have the same right as anyone to remain silent and to know the case against you before deciding whether to speak.
A decision of an interstate criminal court affirmed the importance of exercising the right to silence –especially for police. This decision relates to an SA police officer, but is equally relevant to WA police. In deciding whether to permanently stay a criminal allegation against an SA police officer, an ACT judicial officer had to balance the fundamental right to silence in criminal cases with the compulsory interview powers for police misconduct under the SA Police Complaints and Discipline Act 2016.
It is important, when the time comes to answer the allegations, that a defendant knows the full case against them and can meet it without having already locked in a version of events.
In the event of serious misconduct allegations in WA, a police officer can be compelled under the WA Corruption, Crime and Misconduct Act 2003 to attend before the Commission to give evidence, should they be summonsed to do so.
The nature of police work creates a fine line between acceptable conduct, misconduct, and conduct that can be a criminal offence, often resulting in concurrent investigations where one type can lead to the other.
Thus it is crucially important that police officers exercise their right to silence, and only waive that right if compelled to do so under a valid statutory authority. If a police officer has been compelled to participate in a misconduct process, they should seek legal advice in advance to understand all their rights.
In the recent ACT case, the police officer exercised their right to silence, even though a cogent explanation for the conduct was available. At that stage, it wasn’t clear whether a criminal investigation or a police misconduct investigation would proceed. A version of events was compelled from them as part of a misconduct investigation. It was only after compelled versions had been obtained from the police officer and several witnesses that the misconduct investigation was stopped, and a criminal investigation commenced.
The compelled version from the police officer did not make up part of the criminal file and the prosecutors weren’t aware of it. Despite that, the judicial officer made an order permanently staying the criminal prosecution, making it crystal clear that the right to silence is not only about the version of events that is given, but also about the way in which a person accused of a criminal offence can conduct their defence. They should have a clean slate available to them and their defence shouldn’t be limited in any way by knowledge that other people might have gained from their compelled version, even if that compelled version is kept under lock and key.
That clean slate is important because a prosecution case can change. Witnesses can change their versions. Complainants can add details or vary the allegations. It is important, when the time comes to answer the allegations, that a defendant knows the full case against them and can meet it without having already locked in a version of events.
The ACT decision reiterates how critical the right to silence is for police. No one in WA is subjected to compelled questioning as frequently as police. It is especially important for police to exercise their right to silence, obtain advice, and only answer questions if compelled, and even then, only when they are sure of the lawful basis upon which they are compelled.
ANGELA NEWLAND Executive General Manager P&N Bank
AS WA’S LARGEST LOCALLY based customer-owned bank, we’re focused on community and how we can play a part in positive change. 2024 has been a tough year for many Western Australians, and in my role at P&N Bank, I have seen firsthand how increased inflation and cost-of-living has taken a toll within our community.
Despite this, when I look back at the last 12 months, I’m incredibly proud of the work P&N Bank has done to support people and truly make a difference. Through our sponsorships, partnerships and community-focused endeavours, we’ve been able to provide benefits to countless West Aussies, and we look forward to doing the same in 2025.
At the beginning of the year, we announced a new partnership with Vinnies WA. Our support allows Vinnies to assist even more people in financial crisis through their Financial Counselling Service, and our partnership gives P&N customers the opportunity to access a free and confidential financial coaching service. As a result, we’ve already seen more than 100 people benefit from sessions with a trained expert.
Through our sponsorships, partnerships and community-focused endeavours, we’ve been able to provide benefits to countless West Aussies, and we look forward to doing the same in 2025.
Back in June, I attended the WA Police Force Recognition of Excellence Awards and was once again incredibly impressed by the tireless dedication you all show to the people of WA. I was also fortunate to take part in the Vinnies CEO Sleepout which raises funds to provide counselling, education, health and employment services to those experiencing homelessness. Homelessness is an ever-increasing issue that I know the police force is very familiar with, and my chilly night ‘sleeping rough’ was an eye-opening one.
In 2024 we introduced P&N Bank Empowerment Grants, two programs developed to assist individuals in financial crisis and not-for-profits working in; disability and accessibility; mental health; poverty and homelessness; and domestic violence. This year, we’ve provided grants to six fantastic organisations – On My Feet Perth, Luma Women’s Health, the Institute of Indigenous Wellbeing and Sport, Mosaic Community Care, Homelessness We Care Perth and the Aboriginal Family Legal Services –along with more than 90 individuals and families doing it tough. These people were all nominated by P&N Bank customers, and it shows me time again how much kindness there is within the WA community.
Another partnership that I am incredibly proud of is our sponsorship of the Perth Wildcats (now in its thirteenth season). Through this partnership we’ve been able to run basketball kid clinics and gift game tickets to youth organisations. In fact, we again donated 100 tickets for the recent NBL Indigenous Round home game to two fantastic organisations empowering Aboriginal and at-risk youth through sport – Binar Futures and the Stephen Michael Foundation. So, as another year draws to a close, we here at P&N Bank turn our attentions to 2025 and how we can continue to make a meaningful difference in our local communities. On behalf of P&N Bank, thank you all for the work you have done within the WA community this year. I wish you all a safe and happy festive season and a prosperous new year.
Sponsored
by POLICE HEALTH
DENTAL CONDITIONS WERE A leading cause of potentially preventable hospital admissions from 2020-2022, according to a new report by the Australian Institute of Health and Welfare.
It found that out of every 100,000 people, 323 were admitted to hospital for preventable dental conditions in 2020–21, and 306 in 2021–22 – the highest rate among all clinical categories.
These dental conditions include periodontal diseases, gingivitis and a range of other mouth related diseases.
The Australian Dental Association’s (ADA) 2024 Australia’s Adult Oral Health Tracker also found that;
• 32% of adults have untreated tooth decay, well above their 20% target
• 29% of adults have periodontal pockets larger than 4mm, almost double the ADA’s target of 17%
It found that out of every 100,000 people, 323 were admitted to hospital for preventable dental conditions in 2020–21, and 306 in 2021–22 – the highest rate among all clinical categories.
The ADA report also found that almost 11 in every 1,000 children aged 5-9 were admitted to Australian hospitals for preventable dental conditions in 2021-2022, compared to 9.5 per 1,000 in 2018.
The Australian Dental Foundation and Healthdirect highlight the many benefits of regular dentist visits, including;
• Identifying early signs of dental issues such as cavities, gum disease, oral cancer, and teeth misalignment
• Treatments are not only simpler but less expensive than emergency procedures (which often require hospitalisation)
Regular visits can also help identify risks so that preventive strategies can be put in place.
Most dentists recommend a routine dental check-up every 6 to 12 months.
The Australian Dental Association says regular routine check-ups are important – not just for the teeth but also the gums and the mouth as a whole.
Extras cover usually includes benefits for both General Dental and Major Dental.
Police Health’s Rolling Extras Cover creates greater value for members by covering more services under General Dental, which has no annual limit^. This means Major Dental benefits are not exhausted by routine services and will be available if you need more complex dental services.
Unlike most health funds, Police Health’s General Dental includes root canal, simple and surgical extractions, and periodontic treatment.
Police Health also provides a unique Rollover Benefit, and for Major Dental the $1,500 Annual Maximum rolls over to $3,000 after two years of membership. Members then have more benefits for crowns, dentures, inlays and implants.
To enjoy great dental cover with Police Health, call 1800 603 603.
*Waiting periods do not apply to benefits for treatments in relation to accidents.
1 Rollover Maximum available after 12 months membership with extras cover, except major dental which requires 2 years of membership.
2 Some service limits apply.
*All benefits may be subject to Waiting Periods, Limits and other conditions.
^Some service limits apply.
Sponsored by PAYWISE
THIS OCTOBER, PAYWISE was honoured to stand with members of the Western Australian Police as a major sponsor of their AFL teams, showing support at two recent events: the National Police Football Championship in Brisbane and the Con Regan Memorial Football Games in Perth.
These tournaments celebrate not only the immense football talent within our Police Force but also the camaraderie, remembrance and resilience that define the Police community across Australia.
The National Police Football Championship brought together officers and support staff from across the country for week of competition and commemoration. Held annually, this event is more than just a tournament; it’s a chance for the police force to unite in the spirit of friendly competition.
The WA Quokkas AFLW team (proudly sponsored by Paywise) delivered an impressive performance at three challenging games, clinching victories against both South Australia and New South Wales, with a single loss to Tasmania.
These tournaments celebrate not only the immense football talent within our Police Force but also the camaraderie, remembrance and resilience that define the Police community across Australia.
This success was matched by outstanding individual achievements, including Quokka’s team member Bree Hyde being named the equal best player of the tournament and joining teammates Trisha Stjepic, Dakota Hallam and Tori Cananzi on the All Australian Team.
Midfielder Tori Cananzi, earned additional honours as the Quokkas’ player of the tournament, a recognition of her skill and determination on the field.
The leadership team at Paywise take on an active role in the WA Quokkas team, with CEO Frank, COO Steve, Director of Sales Garrick, General Sales Manager Adam, and Business Development Manager Zane all playing pivotal roles within the coaching staff, underscoring a shared commitment to the team’s success.
Paywise was proud to have been a major sponsor of the 2024 Con Regan Memorial Football Games, which raises funds for WA Police Legacy.
The games honour the late Con Regan, a beloved figure known for his contributions to football and WA Police. Teams included current and former police officers and games saw North of the River (coached by Paywise’s Adam) and South of the River (coached by Paywise’s Garrick) compete in a tight contest that ended with the South team taking ultimate bragging rights.
This year’s best-on-ground player was Kelsey Timms, whose performance exemplified the dedication celebrated by the games.
Through raffles, donations, a silent auction and a live auction, the event raised around $34,000 – a record for the annual games!
Paywise also contributed prizes that included box seats to a Wildcats game and Bankwest medallion seats for a 2025 AFL match.
A love for footy is evident throughout Paywise, matched by their commitment to showing appreciation for police officers. Paywise acknowledges the dedication and selflessness of officers and is committed to supporting the initiatives that matter most to them.
Paywise looks forward to deepening its involvement with WA Police, WA Police Legacy and the broader policing community, and they want to extend their congratulations on the impressive performances showcased by teams at recent tournaments.
Joanne
CASSANDRA CHAPMAN 1/C Constable Aged 43 DOD 5/11/24
WILLIAM Mc ADOO Detective Senior Constable Aged 44 DOD 8/9/2024
MICHAEL O’MALLEY Sergeant Aged 62
DOD 24/10/2024
2720
ROBERT WARNER Superintendent Aged 91
DOD 23/10/2024
4556
DOUGLAS LAPHAM Sergeant Aged 79
DOD 12/10/2024
3875
PETER MORTON Senior Sergeant Aged 82
DOD 1/10/2024
4981
EDWARD FLAHERTY Sergeant Aged 75
DOD 30/9/2024
RETIRED cont.
5053
DANIEL HILLMAN
Sergeant Aged 78
DOD 29/9/2024
4323
JOHN ALDWORTH Detective Senior Sergeant Aged 79
DOD 28/8/2024
4410
CHRISTOPHER MABBOTT Inspector Aged 74
DOD 27/8/2024
2614
RONALD SPARKS Chief Superintendent Aged 91
DOD 19/8/2024
5874
DAVID ROPER Senior Constable Aged 75
DOD 19/8/2024
8784
DAVID ROBSON Detective Sergeant Aged 69
DOD 16/8/2024
3254
KENNETH SHORT Not Available Aged 90
DOD 24/6/2024
