The impossible search for answers and itʼs devastating impact on officer
Joel Barbitta.
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POLICE NEWS
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JAKE HENDRY AARON HICKEY
JASON GENTILI Treasurer PETER BIRCH RUSSEL COWIE
CINDY MORGAN
JASON OʼKEEFFE
PETER
DAVE
SCOTT
DAYNA RIGOIR
MATTHEW POW DANIEL RICHMOND
BRANCH PRESIDENTS
Academy Scott Sulley
Air Wing
Armadale
Avon
Bunbury Australind
Cannington
Central Great Southern
Julian Martin-Robins
Warren Dowbysch
Kristi McEvoy
Jason Gentili
Mark Nickolson
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
Fortescue
Fremantle
Gascoyne
Geraldton
Peter Birch
Corey Jouana
Rosie McKee
Chris Fox
Peter Gerada
Great Southern David Swain
Joondalup Contact WAPU
Leeuwin Naturaliste Contact WAPU
Licensing Enforcement Simon Susek (Vice President)
The past three months have been a period of significant development and progress since I assumed the presidency of the Western Australian Police Union (WAPU) on November 27, 2024. From day one, I have prioritised industrial negotiations, law enforcement protections, mental health advocacy, and officer wellbeing. Every decision Iʼve made has focused on improving the daily lives and long-term career sustainability of WA Police officers.
Holding Labor to Account
With the election of a Labor Government, the Union remains steadfast in its commitment to ensuring that promises are not just words but actions. The era of empty commitments must come to an end. For far too long, we have heard political rhetoric about the importance of supporting our police officers and ensuring community safety, yet time and time again, we have been let down, with critical issues being swept under the rug.
Now is the time for real action. We will challenge the new government to put the needs of our Members first. We recognise the importance of collaboration and are committed to working constructively with the state government in the first instance to foster a strong, cooperative, and effective partnership – one that delivers for our Members.
Our message is clear: we will not stand idly by while promises go unfulfilled. The wellbeing and safety of our officers must remain a top priority.
… my focus remains on three core pillars: securing fair wages and conditions, ensuring officers are protected, and improving mental health support.
PRESIDENTʼS REPORT DAVE FLAHERTY
Pre-election campaign –“Requesting Backup”
Our pre-election campaign, “Requesting Backup,” highlighted the key priorities of our Members and shone a spotlight on what was needed in policing. It aimed to strengthen public support and recognition for the essential work of our Members. To provide transparency and empower voters, the WAPU website featured a live “Police Report” – a report card tracking each party’s pledges on policing throughout the election.
The campaign gained momentum through radio ads, billboards, and a social media presence, reinforced by media releases and press conferences. I also engaged directly with both the Liberal and Labor parties, ensuring that the concerns of WA Police officers were heard at every level of government. In addition, I made several appearances on prominent radio channels to ensure our message reached the broader public, putting our best foot forward in advocating for the needs of our Members.
These combined efforts created a bold strategy to keep WA Police at the forefront of the election conversation. The result is now in place and we will continue to hold this Government accountable, challenging them
to follow through on any commitments made and to consider further improvements to our Members’ conditions.
Advocacy for Stronger Sentencing and Youth Offender Policies
A key priority of mine has been advocating for stronger sentencing for offenders who assault police officers, and tougher policies on youth crime. In November 2024, I publicly criticised WA judiciary for what I believe are lenient sentences in cases involving assaults on police officers. The current legal consequences simply do not deter violent actions against our Members, and I have called for legislative changes to enforce harsher penalties.
The issue of juvenile crime gained further attention after an incident at Optus Stadium in December 2024, where a group of teenagers attacked a police officer. In response, I urged the government to introduce stronger measures to deter youth offenders. Too many young offenders do not fear the consequences of their actions, and that must change. I have called for a comprehensive review of WA’s juvenile justice policies to ensure that repeat offenders face stricter punishments.
Focus on Mental Health and Officer Wellbeing
The notable increase of Members seeking support for mental health has been very concerning. A major milestone in this effort was the release of “My Life on the Blue Line” in February 2025 –a powerful documentary following the recovery journeys of three WA Police Union Members who have faced post-traumatic stress disorder (PTSD). This film not only sheds light on the mental health challenges within policing, but also promotes open conversations about PTSD, resilience, and the Blisserie technique as a path to support recovery.
Based on the results, WAPU fully supports the Blisserie method and remains committed to ensuring that Members have access to the resources and assistance they need should they choose to pursue this approach.
Policing is an inherently high-stress profession, dealing with trauma and tragedy all too often, but our Members should never have to face mental health struggles alone.
Looking Ahead
As WAPU continues to navigate complex industrial and legal issues, my focus remains on three core pillars: securing fair wages and conditions, ensuring officers are protected, and improving mental health support. While we have made significant progress, I know there is still much work to be done.
With increasing public scrutiny on crime rates and police policies, I am committed to ensuring that WA Police officers have protections and support they need to carry out their jobs effectively and safely.
Conclusion
Much of our work takes place behind closed doors, and we cannot celebrate every success, as we pay respect for the privacy of our Members. Whilst we understand that the acceptance of the 2024 Industrial Agreement has upset a portion of our Membership, your Board acted with the collective Membership and maximum benefit possible at the heart of every decision. We bargained a 12.75% increase over three years, along with a 42.75% increase in shift penalties over the same period, making it one of the best industrial agreements WAPU has secured in a very long time – a base pay rate above other public sectors.
As we continue to push for better conditions and protections, I remain fully committed to ensuring that every Member receives the support they need to perform their duties safely and effectively.
88th Annual Conference 2024
The WA Police Unionʼs 88th Annual Conference produced great outcomes and robust discussions for our Police Officers and Police Auxiliary Officers. This yearʼs theme, Respect + Reward = Retain, underscored the importance of retention in building a stronger WA Police Force. Retaining experienced officers is crucial to ensuring that they feel valued and supported throughout their careers. Keynote speakers and panel discussions focused on strategies for fostering respect, providing appropriate rewards, and enhancing retention to maintain a well-supported, experienced force.
The Annual Conference plays a crucial role in adopting new strategies, addressing the concerns raised by our Members. It ensures that we continue to evolve and respond effectively to the challenges our officers face.
Monday 25 November
The first day of the 88th Annual Conference began with a ceremonial ʻWelcome to Country’ presented by Sharon Wood-Kenney. This was followed by an address from the previous WAPU President, Paul Gale.
We would like to extend our gratitude to those who contributed to the conference, including Premier Roger Cook MLA, Minister for Police Paul Papalia MLA, Opposition Leader Shane Love MLA, Commissioner of Police Col Blanch APM, and Shadow Police Minister Peter Collier MLC. Their valuable insights into policing and ongoing challenges were greatly appreciated.
WA Police Force Senior Executives held a panel session, where these transparent conversations were followed by Q&A sessions, with Branch Delegates engaged in lively and insightful debates. Additionally, two motion sessions took place, with Branch Delegates and Executives presenting key issues for discussion, which were either carried or lost following thorough debate.
Towards the close of the day, Scott Williams, CEO of Police Health, delivered a sponsor address, shedding light on the benefits and perks of a Police Health membership.
Tuesday 26 November
On Tuesday, 26 November 2024, the conference kicked off with presentations from Interstate Delegates. These discussions on the challenges within their respective jurisdictions, and the commonalities we share, helped foster a greater sense of unity and collaboration among law enforcement across Australia.
Later in the day, we were joined remotely by Dr. William Lewinski from Canada via Zoom. Dr. Lewinski, an expert in behavioural science and policing, shared invaluable insights into the impact of emotional arousal during highstress situations. He compared eye scans with body cameras, highlighting how each captures different aspects of an officer’s experience.
Dr. Lewinski also explored how emotional arousal affects decision-making, performance under pressure, and memory retention. He explained how stress can both enhance and impair memory recall, influencing officers’ ability to accurately remember critical events. We are grateful to Dr. Lewinski for his expertise, which has deepened our understanding of the psychological dynamics involved in policing under high stress.
Dr. Lewinski, an expert in behavioural science and policing, shared invaluable insights into the impact of emotional arousal during high-stress situations.
Following Dr. Lewinski’s presentation, Scott Weber, CEO of the Police Federation of Australia (PFA), took the stage. He addressed national policing issues and discussed the shared challenges faced by officers across the country. We thank Scott Weber for his valuable contributions to the conference.
To wrap up the 88th Annual Conference, a formal dinner was held on Tuesday evening. The event was a great success, with a comedian serving as the MC, adding a touch of humour and entertainment to an otherwise engaging and insightful conference.
Thank You
We have achieved significant outcomes for our Members, thanks to the dedicated efforts of our new leadership team, directors, and hardworking staff. Over the past 12 months, we have focused on modernising the Union’s operations to better serve our Members. The theme for the 2024 Annual Conference, Respect + Reward = Retain, focused on the critical importance of retention strategies and the need to ensure our officers feel both valued and supported throughout their careers. The conference aimed to explore effective ways to improve retention by promoting respect, recognising dedication, and providing meaningful rewards for our Members.
We extend our sincere gratitude to our distinguished guest speakers who shared their expertise on various aspects of officer retention. A special acknowledgment goes to our corporate partners – P&N Bank, Paywise, TGB, Maxxia, Police Health, and Audika. Their support was integral to the success of this event.
Lastly, we would like to thank our Branch Delegates, interstate visitors, staff, and, most importantly, our Members. The Annual Conference remains a vital opportunity to adopt new strategies and address the concerns raised by our Members. We look forward to hosting the 2025 Annual Conference and continuing our work to retain and support our valued officers in the year ahead. ■
FROM STRENGTH TO VULNERABILITY:
Confronting PTSD in Policing
“For many, itʼs a silent battle that doesnʼt just affect the individual but ripples through their families and communities.”
Post-Traumatic Stress Disorder (PTSD) is a mental health condition that can affect individuals who have experienced or witnessed traumatic events, and it is particularly common among police officers due to the nature of their work.
“PTSD is not a sign of weakness, but a response to the unthinkable,” says Dr. Sarah Thompson, Clinical Psychologist specialising in trauma.
“For many, itʼs a silent battle that doesnʼt just affect the individual but ripples through their families and communities. Seeking help isnʼt an admission of failure, but a courageous step toward healing and recovery.”
Police officers are regularly exposed to traumatic incidents such as violent crimes, accidents, natural disasters, and critical incidents that can be physically and emotionally disturbing. As a result, they are at an increased risk for developing PTSD. This is a personal story about retired WA Police Officer Jared Pereira.
Jared was aware of many colleagues and friends who showed symptoms similar to those he had once experienced. PTSD wasn’t something you could simply push through— he knew this all too well, having tried it himself. For a long time, Jared thought he was indestructible. He rarely had emotional reactions to the jobs they attended. Afterward, the team would share a camaraderie drink to shake off the stress and then move on. He was proud that the most chaotic and gruelling jobs seemed to have no effect on him. It made him feel invincible— highly professional and capable of handling anything. He felt untouchable… until he wasn’t. PTSD comes with many triggers and symptoms and for Jared, he felt most, if not all of them. He became triggered by overstimulation, driving, and confrontation—“even minor ones, like disagreements with my kids” he said. He struggled to be around people, developed agoraphobia, and experienced frequent flashbacks. Loud or overlapping noises, along with tinnitus, easily set him off.
Symptoms and effects of PTSD may include:
• Anger and rage
• Nightmares and night terrors
• Disassociation
• Panic Attacks
• Overstimulation and Adrenaline Shakes
• Sleep Deprivation
• Hallucinations
• Depression
• Apathy
• Guilt
• Suicidal Ideation
• Self harm
For Jared, these symptoms, and effects of PTSD to his family carried a burden. Like most people with PTSD, he battled self-guilt and shame. Neither were rational, but they were relentless. He punished himself for the pain and suffering he had caused his family and for the isolation he had created. This self-imposed isolation, coupled with the withdrawal from friends, only worsened the guilt and shame.
He hated that his children missed out on their childhood because he couldn’t take them to their friends’ birthday parties or that they couldn’t enrol in sports because he couldn’t handle the crowds. The guilt ate away at him, knowing they missed out on these milestones because of him.
All of these behaviours were contrary to who he was—who he believed himself to be. He considered them shameful, and to some degree, he still does. “What kind of person feels nothing toward their children? What kind of person experiences rage toward their spouse or puts their loved ones through the pain of witnessing self-harm? How could I be unable to tell a six, eight, and ten-year-old to settle down and sleep when they’re running around their room, simply out of fear that they might argue back?” he said.
The turning point for him came when he realised that these behaviours and experiences didn’t define him—they didn’t represent who he truly was. Accepting that truth was a game-changer. It didn’t fix everything, but it reopened the possibility for him to start down the path of rebuilding his life and his relationships piece by piece.
Jared now enters retirement and on behalf of the WA Police Union, we thank him for his service and wish him the best in his recovery. We also understand that such a candid article takes courage and empathy for others.
Like most people with PTSD, he battled self-guilt and shame. Neither were rational, but they were relentless. He punished himself for the pain and suffering he had caused his family and for the isolation he had created.
What makes someone strong, he believed, is the ability to recognise when they need support and the courage to ask for it.
Final Thoughts
To his colleagues, friends, and anyone who has taken the time to read his story, Jared hopes that sharing his experiences has shed light on the realities of PTSD and the challenges that come with it. “I didn’t write this for sympathy or pity. I wrote it to break down the stigma that surrounds mental health in policing and to encourage others to seek help before it’s too late,” he said.
Jared knew firsthand that the policing profession reveres strength, and vulnerability often feels like a weakness. But the truth, he realised, is that admitting the need for help and taking action is one of the strongest things anyone can do—for themselves, their families, and their “blue family.” “PTSD isn’t a sign of failure; it’s a natural response to unnatural situations,” he emphasised.
He also recognises that no one is invincible— and that’s okay. What makes someone strong, he believed, is the ability to recognise when they need support and the courage to ask for it.
“If my story resonates with other police officers or if they see parts of themselves in it, I urge them not to wait,” Jared shared. “Reach out to a trusted psychologist, your GP, or someone from the WAPOL Health and Welfare team. Taking that first step is critical because the earlier help is sought, the better the chances of recovery.”
Finally, he reminded police officers that they are not alone. “There are others who understand, and there is always a path forward—even when it feels impossible to see. My life, while far from perfect, has been improving each day since I chose to take that step. I’m still here, still fighting, and so can you.”
Jared emphasised that a career is only part of one’s story and urged police officers not to let it be the chapter that ends it. “Seek help, support each other, and work together to rewrite the narrative around mental health in policing—for yourselves and for the next generation of officers.”
He ended with a heartfelt reminder: “Stay safe and look out for one another.” ■
SHANEʼS MARCH OUT
After 30 years of service, beginning in 1994, Shane Crook made the decision to retire from the WA Police Force at the start of this year. “I loved being a police officer—serving the community and working alongside my colleagues in blue—but the job has undeniably taken its toll,” he shared. Having turned 55 in September 2024, he knew he couldnʼt continue much longer. “For the past two years, I had been counting down the days—not wanting to resign, but pushing myself to leave as a retiree,” he admitted. “Let me tell you, this was not easy.”
On Thursday, 14 November 2024, he wore his uniform for the last time during the March Out ceremony, following the graduation of three recruit schools. “Holding on for these last few years just to be a part of that moment was worth it,” he reflected.
When asked why he put himself through the emotional process of retiring in such a formal
“I loved being a police officer—serving the community and working alongside my colleagues in blue—but the job has undeniably taken its toll.”
“The very next day, I felt as though a great weight had been lifted from my shoulders. That one final act released the anxiety and pressure that had been building up inside me.”
manner, he explained, “First, I felt I deserved to be sent off in style—and so did the three colleagues who marched out with me. Every officer, whether retiring due to age or medical reasons, deserves recognition for their service.” He believed the ceremony was an important acknowledgment of the risks officers put on the line, underscoring that service matters, regardless of the circumstances.
He also shared his personal philosophy on endings, saying, “I’ve always believed in having a clear beginning and end. My graduation in 1994 marked the start of my career, and the March Out was my full stop—closing the book, so to speak.” The ceremony, he said, provided him with the closure he needed—“a final chapter to my journey.”
What many didn’t know was that he had been struggling with work-related mental health
issues for several years. “For the most part, I managed to cope, but this year it all came to a head,” he revealed. He was diagnosed with PTSD, Major Depressive Disorder (MDD), and chronic insomnia. “I know I’m not alone in facing mental health challenges in this line of work,” he said, acknowledging the widespread nature of such issues among police officers.
However, the March Out ceremony brought an unexpected form of healing. “What I wasn’t prepared for was the cathartic effect of the ceremony and recognition service,” Shane confessed. “The very next day, I felt as though a great weight had been lifted from my shoulders. That one final act released the anxiety and pressure that had been building up inside me.” His wife noticed the change immediately, telling him he looked much better, and several days later, others also remarked on his improved demeanour. “I saw my psychiatrist yesterday, and he even commented that I appeared lighter since our previous appointment,” he said with a smile. “No, he wasn’t referring to my waistline.”
Looking back on his retirement, he expressed a deep sense of peace. “Retirement has brought me a sense of peace that I didn’t expect, and for that, I’m deeply grateful.”
Shane will now spend some time on family and friends’ farms, whilst continuing his studies in chaplaincy. With the intention of deepening his ability to serve the community, he continues to dedicate himself to a path of compassion and support. The WA Police Union would like to express their heartfelt gratitude to Shane, acknowledging his courage and genuine care for his fellow officers. His unwavering empathy for his mates in blue was evident, especially in his brave decision to share his personal story, offering strength and encouragement to others who might be facing similar struggles. ■
THE CHANGING FACE OF POLICING
INTERVIEWED BY DAVID MCCALLUM
Background and Personal History
1. When and why did David Munro decide to join the police force back in 1956?
David Munro was born in England in 1930. During the Second World War in 1944, at the age of 14, he signed up for the Merchant Navy. He wasn’t allowed to go to sea in wartime due to his age, however he became part of a team that visited his company’s ships when they arrived in the UK. He worked for this company until he was old enough to join the Royal Navy in his home port of Portsmouth, he did his sea time on three major warships as well as several shore bases. When he was discharged from active service, he continued serving in the Royal Navy Special Reserve, He later joined the Bedfordshire Police where he stayed until he left to prepare to come to Australia. Whilst in the Navy he met his first wife, Shirley. Shirley’s father worked for the British Government in India, and when Britain handed over independence to India in 1947, the family planned to move to New Zealand. David made the necessary arrangements to relocate with them. However, at the last moment, Shirley’s parents changed their destination to Australia.
A conversation with David Munro
David arrived in Western Australia with Shirley and their two sons, but the change in plans delayed his application to join the WA Police Force. It took over 12 months for his application to progress due to the reliance on surface mail for correspondence about his references and prior police service. During this waiting period, Munro worked at a furniture factory in Welshpool and later as a farmhand in Beverley, Brookton, and Dumbleyung.
In February 1956, Munro received a letter instructing him to report to the Police Headquarters, which at that time was located on James Street.
2. What inspired David Munro to dedicate 30 years of his life to law enforcement?
Having previously worked with the Bedfordshire Police, David found law enforcement to be a natural career choice. He began his service on the beat in Perth, where his duties included directing traffic at Barrack Street. At that time, there was only one set of traffic lights in Perth city, located on William Street. Night shifts were very quiet, with a single patrol van covering the entire metropolitan area. Often, due to the lack of activity, David and his team would travel to the extremities of the Metro area and surrounding towns to pass the time.
Later, he was transferred to Broome. After separating from Shirley, his transfer to Broome was seen as a form of unofficial punishment for the separation. However, David thrived in Broome, embracing the role of a police officer and solidifying his commitment to the career. It was during his time there that he realised that policing was the profession he wanted to dedicate his life to.
Night shifts were very quiet, with a single patrol van covering the entire metropolitan area. Often, due to the lack of activity, David and his team would travel to the extremities of the Metro area … to pass the time.
… life in isolated towns required him to take on multiple roles. In addition to being the law, Munro often served as the town psychologist and even an ad-hoc surgeon.
POLICING
3. Can you tell us about David Munroʼs early years in the police force and the kinds of roles he held? How did his work and responsibilities change over the three decades he served?
David Munro returned from Broome in 1959 and was assigned to Fremantle. During his time there, he frequently relieved officers at outlying stations, including Mandurah, which operated as a one-person station at the time. He also relieved in Dwellingup after the devastating fires of January 1961, caused by multiple lightning strikes. The fires destroyed much of the town, including the police station. While stationed in Dwellingup, Munro used his Ford Zephyr station wagon as transport and a wooden hut on the mill site as his office and living quarters, his vehicle parked alongside was longer than the hut. After some time in relieving roles, Munro returned to Fremantle. The police station, located next to the courthouse, resembled a converted house. At Fremantle, David handled numerous sudden death cases, including several suicides by various means, a death on the operating table at Fremantle Hospital, and the death of an American passenger on a cruise ship in Fremantle. He also managed a case involving a premature explosion on a barge that killed a worker, and a particularly grisly incident where a person was run over by a cattle train on the way to Robbs Jetty Abattoirs. In each case, he managed the entire process, from the initial response to gathering statements and medical
reports. If the case required submission to the coroner, Munro prepared detailed reports for inspector review. His superiors recognised his skill in this role, consistently assigning him such cases. Munro later transferred to Nullagine, which at the time was a one-person station. He brought his wife, Rita, along, and after adjusting to life in the remote town, he grew to enjoy the community. In addition to his policing duties, Munro also served as the town’s undertaker, a role for which his experience in Fremantle proved valuable. The police station in Nullagine had two cells – one for operational use and the other for storing coffins.
In 1972, the police rank system underwent changes to align more closely with modern structures. Previously, ranks were limited to Constables, Sergeants, and Commisioned Officers. With the new system in place, Munro decided to sit for his Sergeant ’s exams. These exams, conducted by post, required him to request specific papers, complete them, and send them back for evaluation. At the time, the postal service in Nullagine operated only twice a week, making the process lengthy, but Munro persevered and successfully passed.
After five years in Nullagine, Munro transferred back to Fremantle as a Third-Class Sergeant. In 1974, having been promoted from Constable to Sergeant, he moved to Rockingham as a Second-Class Sergeant, where he served until 1980. He was then transferred to Palmyra and was promoted to Senior Sergeant in 1981. During this period, he spent some time at Police Headquarters, marking his first return to Perth since his early days of patrolling the city and performing night shifts.
Munro’s career later took him to Collie for 18 months, after which he received a commission to return to Perth. He worked at Police Headquarters, now located on Adelaide Terrace. In early 1986, he was again promoted to the rank of Chief Inspector, but by July 1986, after 30 years of service and as policing began to shift towards greater autonomy, David decided it was time to retire.
4. What were some of the most memorable moments or investigations/cases during David Munroʼs time in the force?
David Munro’s time in the police force was filled with varied and unique experiences, particularly during his service in remote Western Australia. While he was not directly involved in major investigations, life in isolated towns required him to take on multiple roles. In addition to being the law, Munro often served as the town psychologist and even an ad-hoc surgeon.
One particularly vivid memory he has was treating injuries caused by spear attacks. With no medical assistance available in these remote areas, and with advice and approval from a Doctor in Port Hedland, by radio, Munro had to sew up the wounds himself, improving his stitching skills with each case. If however, any serious injuries were presented, the person was transferred to Port Hedland hospital by the Royal Flying Doctor.
On occasion, his duties often took him beyond this boundary expanding his coverage area to a staggering 23,000Km².
On another occasion, he received a call from a remote station where one of his stockmen had discovered a large amount of ammunition while mustering. Munro drove out to the station, a day’s journey away, staying overnight before setting off with the stockman early the next morning. By early afternoon, he arrived at the area, having driven most of the way without roads. There, he found a trail of automatic weapon ammunition belts stretching for over half a kilometre. At one end of the trail, several parachutes were scattered—some open, others still packed. Upon examining the bullets, he noted that they were badly weathered but safe to move. They were carefully loaded into the back of the Land Rover, filling the entire tray. Location and direction of the trail were taken and it appeared that it was in line with a direct route from Darwin or the Kimberly region to Perth. A air force person later confirmed that the ammunition would have been jettisoned from a war time bomber, that was probably having problems.
READ ON…
Please scan the QR code to read David Munro’s full interview.
Absenteeism –It’s
a management responsibility
Addressing sick leave determinants is a key aspect of corporate responsibility. Research highlights the need to identify these factors to develop prevention policies that improve employee wellbeing and reduce employer costs.
Unaddressed sick leave issues lead to rising absenteeism, causing operational disruptions, reduced productivity, and financial strain for employers, while employees face declining health and wellbeing.
Proactive measures targeting workplace stress, inadequate health resources, and poor work-life balance can mitigate these challenges. By fostering a supportive environment, organisations enhance employee wellbeing, fulfill corporate responsibility, and build a more engaged workforce.
WA Police Union Members frequently express frustration over how their occupational health and welfare are handled by their employer. Feedback often points to issues with unclear medical reimbursement processes, challenges with sick leave arrangements, and inconsistent injury management practices. The criteria and administration for medical reimbursement lack clarity and efficiency, while pressure related to rosters and returning to work after injury is often relentless.
Every year, hundreds of police officers are assaulted on duty, sustaining physical and/or psychological injuries and they become eligible for criminal injuries compensation. Compiling an application for criminal injuries compensation can at times be a complex, arduous, and stressful task. We all know and understand that policing is a dangerous job, including the employer, so why is it that when an officer is injured in these circumstances, the only help they can rely upon is not from their employer, but from their Union?
Fatigue management is another critical area where the employer frequently shifts its occupational health and safety responsibilities onto the Union or individual Members.
So, we are led to believe sick leave data was now excluded from annual reports for reasons of space. Really?
This seems at best, a cavalier approach when one considers monitoring sick leave facilitates the optimisation of workforce planning, reduces associated costs, and helps ensure the wellbeing of employees.
It was left to members of Parliament to dig into the reasons why WA Police stopped publishing the data, and they were told sick leave was excluded to reduce the size of the Annual Report. So, we are led to believe sick leave data was now excluded from annual reports for reasons of space. Really?
Fatigue management is another critical area where the employer frequently shifts its occupational health and safety responsibilities onto the Union or individual Members. Personal leave, encompassing sick leave, is taken for various reasons, including workplace injuries, personal illness, caring for family members, and mental or physical exhaustion.
A combination of factors are driving persistent physical and psychological fatigue among frontline staff. These include soaring attrition rates, long-term vacancies, demanding rostering practices, shift work, sleep deprivation, stress, missed meal breaks leading to poor nutrition, increased workloads, recalls to duty, and geographically impractical staff placements.
For more than two decades, WA Police annual reports consistently documented a steady yearly rise in employee sick leave. This practice continued until 2021, when WA Police suddenly ceased publishing the data. Repeated requests from the WA Police Union for access to sick leave information have since been arbitrarily denied.
This seems at best, a cavalier approach when one considers monitoring sick leave facilitates the optimisation of workforce planning, reduces associated costs, and helps ensure the wellbeing of employees.
Removing excess information from an annual report does not justify the continued denial of access to this data for the Union. What are the WA Police Executives attempting to conceal?
In an era of unprecedented attrition, it is baffling that WA Police would sacrifice transparency on such a critical issue. Is the fear of embarrassment and acknowledgment of failure outweighing their duty to manage absenteeism effectively and prioritise employees wellbeing?
WA Police Executives seems to overlook that, like attrition, absenteeism is a critical aspect of corporate responsibility. A better understanding of this issue could lead to greater transparency, enabling meaningful contributions toward improving the occupational health and wellbeing of police officers—strengthening the organisation they serve. ■
LABOR RE-ELECTED
What does this mean for WA Police and community safety?
With the 2025 Western Australian state election now decided, the WA Police Union (WAPU) remains focused on ensuring that the Cook Labor Government delivers real, tangible outcomes for police officers and the safety of the community. Recognising the challenges law enforcement faces is one thing, but meaningful legislative action, improved working conditions, and genuine support for officers on the ground are what truly matter.
For too long, we have heard promises of increased police resources, stronger laws, and improved community safety. Yet, WA Police officers continue to work under immense pressure, with growing demands and increasing risks. WAPU will not allow these commitments to become empty words –we will hold the government accountable for delivering real improvements that support our Members and the public they serve.
Police Numbers –Addressing the Attrition Crisis
The Cook Government has highlighted that WA now has more police officers than ever before, following significant recruitment efforts in recent years. However, while recruitment numbers may have risen, the high attrition rate continues to be a serious concern. The total number of sworn officers relative to WA’s growing population remains inadequate, placing extreme pressure on our already stretched workforce.
WAPU continues to push for solutions to reduce officer burnout, retain experienced personnel, and ensure that recruitment efforts do more than just replace those leaving the force. The government must commit to long-term workforce sustainability by addressing officer welfare, workloads, and working conditions – not just headline recruitment figures.
Increased Police Auxiliary Officers (PAOs)
WAPU has long advocated for the expansion of Police Auxiliary Officers (PAOs) to handle administrative and custodial duties, freeing up sworn officers for frontline operations. While the Labor Government has acknowledged this need, it has yet to provide concrete details on its commitment to PAO expansion. We will continue to press for an increase in PAOs to ensure officers can focus on critical policing duties without being burdened by excessive administrative tasks.
The government must deliver real action, real reforms, and real investment in policing and community safety.
Stronger Laws –But Are They Enough?
Labor has introduced some of the strictest firearm and knife control measures in the country, aimed at reducing violent crime and ensuring community safety. WAPU supports stronger penalties for offenders carrying illegal weapons, but laws alone will not solve the problem. The government must ensure that police have the necessary resources, staffing, and legislative backing to enforce these laws effectively.
Additionally, while Labor has pledged to introduce Retail Barring Laws to protect businesses and workers from repeat offenders, WAPU insists that frontline officers must be given clear guidelines and sufficient authority to enforce these measures effectively. Any new laws must not add unnecessary complexity or administrative burdens to policing operations.
Community Safety –The Need for More Than Just Promises
The government’s commitment to expanding CCTV networks is a positive step in deterring crime and assisting police investigations. However, technology alone cannot replace proactive policing. Increased police presence on the streets remains the most effective way to prevent crime and keep the community safe.
Labor has also pledged a crackdown on hooning, a persistent problem in many WA communities. WAPU will continue to push for the enforcement of harsher penalties and the provision of necessary tools and authority for officers to address this reckless and dangerous behaviour effectively.
WAPUʼs Key Priorities –Holding Labor to Account
WAPU presented several key priorities ahead of the election, and we expect the government to act on them:
• Freezing Government Regional Officer Housing (GROH) rents to ensure that police officers stationed in regional WA can afford to live where they work.
• Mandatory life sentences for those convicted of murdering police officers, recognising the sacrifices made by those who serve and protect our communities.
• Expansion of PAOs to alleviate administrative burdens on sworn officers and allow them to focus on policing.
While Labor has made broad commitments to law enforcement, its level of commitment to these specific issues remains unclear. WAPU will continue to apply pressure to ensure these priorities are not ignored.
The Fight for a Fair and Equitable Playing Field
Labor has positioned itself as the party capable of balancing law enforcement empowerment with community-focused crime prevention. However, as the Union representing WA Police officers, WAPU knows that words are not enough. The government must deliver real action, real reforms, and real investment in policing and community safety.
We remain committed to advocating for a fair, safe, and well-resourced policing environment . The people of WA deserve genuine community safety, and our officers deserve the support and recognition they need to do their jobs effectively.
As always, we will not back down in our fight for fairness, respect, and the necessary changes that will ensure a brighter and safer future for WA Police officers and the communities they serve.
Breaking New Ground
“My Life on the Blue Line” chronicles the journey of recovery of three officers battling PTSD.
In the heart of Perth, Australia, a quiet revolution in mental health care is taking place. Blissiree, a sanctuary for those struggling with emotional trauma, has been transforming lives in ways traditional therapy often cannot. Among those who have sought solace within its walls are Stephanie, Chad, and Anthony— three WA Police Union Members, whose journey of bravery, recovery, and peace is at the centre of the deeply moving documentary, “My Life on the Blue Line”.
On Friday, February 7, representatives from the Union, along with a diverse group of industry professionals, gathered for an exclusive screening of the documentary. The event was an emotional experience for all in attendance, featuring personal accounts from the participants and an insightful interview with Terri Bowman, founder of Blissiree—the innovative program that has been instrumental in their healing.
WA Police Union President Dave Flaherty first learned about Blissiree, a program utilising positive auditory stimuli to significantly improve self-esteem, anxiety, depression, and PTSD via a fellow Union Member. Recognising its potential, he invited three Union Members to take part in a Union-funded trial. The objective? To document and measure the program’s effectiveness, with hope of securing government or agency financial support to extend its benefits to countless other officers battling mental health challenges as a result of their service.
Scepticism was the initial reaction from all three participants. Years of medication, psychiatry, and traditional therapy had failed to bring lasting relief. Blissiree felt like a last resort—one final attempt to reclaim a sense of normalcy. What they discovered was nothing short of transformative. While they acknowledge the program is not a singular solution, when combined with traditional approaches, it has propelled their recovery to levels they never imagined possible.
The documentary follows their raw and unfiltered journey, as they navigate the debilitating effects of PTSD. Burdened by trauma, anxiety, and emotional exhaustion, they each found themselves on the edge, struggling to regain control of their lives. Like so many others in their profession, they waged silent battles—ones that often go unseen by the world around them. With every passing day, the weight of their experiences grew heavier, making even the simplest aspects of life a challenge. Through deeply personal storytelling, “My Life on the Blue Line” peels back the layers of their struggles, exposing the harsh realities of mental illness and the toll policing can take on those who serve. Their journey leads them to the Blissiree, a place that offers a holistic approach to recovery. Unlike conventional therapy, the spa specialises in subconscious reprogramming, using alternative techniques designed to break the cycle of negative thought patterns and rewire the mind for healing.
Under the guidance of Terri Bowman, they each began to experience a shift. With every session, the burden they carried lightened. A sense of inspiration and hope emerged, allowing them to envision a future filled with happiness and contentment—something they had long believed was out of reach. Slowly, the shadows of their past traumas faded, replaced by renewed purpose and optimism.
More than just a documentary, “My Life on the Blue Line” is a testament to the power of seeking help and breaking the stigma surrounding mental health. It highlights the effectiveness of non-traditional healing methods when paired with compassion, connection, and understanding.
As their stories unfold, viewers witness the remarkable progress these officers have made. No longer defined by their darkest moments, they emerge stronger, filled with a new sense of energy and hope. “My Life on the Blue Line” serves as a beacon of light for anyone struggling in silence, proving that recovery is possible and that no one must fight their battles alone.
In a world where mental health struggles are often shrouded in silence, this documentary amplifies the voices of those who have found the courage to speak out—showing that healing is within reach, and a brighter future is possible for those willing to embark on the journey. ■
SEEK HELP
If you or anyone you know is struggling with mental health issues, please reach out to your IOC, friends, family or call Beyond Blue 1300 22 4636.
Since 1997, the WA Police Union School Scholarship Program has supported the educational journeys of countless children within our Union family. Established to help ease the rising costs of education, these scholarships provide students with the opportunity to pursue academic achievements that may not have otherwise been possible.
WAPU awarded six scholarships—three for Lower Secondary School students (Years 8 to 10) and three for Upper Secondary School students (Years 11 to 12). The 2025 recipients were Rebecca Vos, Samuel McCullum, Harry Brockelsby, Charli Hawks, Sophie Loverock and Ethan Nicholls and the Union is proud to celebrate their achievements and aspirations for the future.
Each student was asked to submit some information on themselves and what vacation interests them in the future. Here are a few quotes from two of the winners.
“I am to obtain a degree in Pharmacy at Curtin University, as science and in particular chemistry interests me. With the skills and knowledge from this degree, I believe I could help the community by assisting with people’s health and improving access to vital medications or even developing new medications for the future”.
“I aspire to follow in my brother’s footsteps in tertiary education pathways, but I hope to attend university, where I plan to study health science or a related field. I am particularly interested in exploring opportunities that will allow me to contribute to community health and wellbeing”.
To celebrate their achievements, the scholarship winners were honored at a morning tea at WAPU HQ in February, where Union President Dave Flaherty along with the Board personally congratulated the students.
In these challenging times of rising living costs, we are grateful to offer support to families in any way we can. The Union looks forward to keenly watching the progress of this great young group and know they will excel at whatever they chose to do. ■
2025 SCHOOL SCHOLARSHIPS
Empowering Frontline Workers
NEW EV LOAN INITIATIVE FOR WA POLICE OFFICERS
The Federal Government has announced an exciting new initiative aimed at making electric vehicles (EVs) more accessible for frontline workers, including WA Police officers. This program provides low-interest loans of up to $55,000 to help eligible individuals transition to cleaner, more cost-effective transport options.
Key Details:
• Loan Amount: Up to $55,000
• Interest Rate: 5.4% (low-interest)
• Eligibility: Essential frontline workers, including police officers, regardless of income. This initiative recognises the unique challenges faced by essential workers, including shift work and long commutes, which make private vehicle ownership vital. By making EVs more affordable, this program supports our Members in accessing modern and environmentally friendly transport solutions.
Additional Benefits:
• Save on Interest: The Commonwealth Bank estimates savings of more than $8,000 in interest over seven years on a $40,000 loan.
• Eligible Costs: Loans can be used for purchasing EVs and installing home charging in-frastructure. This initiative comes at a time when EV options are expanding, with many models now priced under $55,000. The Clean Energy Finance Corporation (CEFC) and the Commonwealth Bank have partnered to reduce the financial barriers for frontline workers, ensuring WA Police officers can enjoy the benefits of low-emission vehicles.
How to Apply:
Applications are open through the Commonwealth Bank’s EV Access Program. Members can explore special offers via the CommBank app or consult the CEFC website for additional details.
We encourage all Members to take advantage of this initiative, which aligns with the broader push for sustainability while providing significant cost savings. ■
HAVE QUESTIONS OR NEED FURTHER ASSISTANCE?
Contact WAPU (9321 2155 or admin@wapu.org.au) or visit the CEFC website
WAPU HOLIDAY HOMES SCHOOL HOLIDAY BALLOT APPLICATION
APPLICATIONS WILL ONLY BE ACCEPTED ON THIS FORM.
It can be emailed or posted to the Union office.
Complete and return by Thursday 24 April 2025 to: WA Police Union
639 Murray Street, West Perth WA 6005 Email: admin@wapu.org.au
Results to be advised by Monday 5 May 2025
Name (Please Print):
VIEW HOLIDAY HOMES ONLINE
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.
DECEMBER 2025/ JANUARY 2026
BUSSELTON VILLA 4
BUSSELTON VILLA 11
BUSSELTON VILLA 15
BUSSELTON VILLA 23 ESPERANCE
EXMOUTH
YALLINGUP
ALBANY
PORT DENISON
YALLINGUP
BUSSELTON x4
A Tragic Loss for the Policing Community
The tragic death of Senior Sergeant Lyn Fleming on New Yearʼs Day has deeply shaken the policing community across Australia and New Zealand. As Members of the WA Police Union, we stand in solidarity with our New Zealand colleagues, mourning the loss of a dedicated officer who made the ultimate sacrifice in the line of duty. WAPU President Dave Flaherty travelled to New Zealand for the funeral to pay his respects to Lynʼs family and colleagues.
Senior Sergeant Fleming, a 62-year-old veteran with 38 years of frontline service, became the 34th police officer in New Zealand’s history to be killed while serving. She is the first female officer to lose her life in the line of duty in New Zealand and the first in the Nelson region. Her name will now be engraved on the Memorial Wall at the Police College, a permanent reminder of her dedication and sacrifice.
This devastating incident, in which a vehicle was deliberately driven at speed into a group of officers on foot patrol in central Nelson, also left Senior Sergeant Adam Ramsay critically injured and another officer concussed. The WA Police Union echoes the sentiments of New Zealand Police Commissioner Richard Chambers, who described the attack as “tragic, senseless, and unprovoked.”
A Harsh Reality of Policing
Police officers around the world accept the risks that come with protecting their communities, but no amount of training can fully prepare one for such an intentional act of violence. This event is a sobering reminder of the dangers officers face daily.
Tasman District Commander Superintendent Tracey Thompson articulated the fears of every police leader: “The thing that worries leaders the most is their staff not going home after their shift.” Unfortunately, that fear became reality for Lyn’s colleagues and loved ones on January 1.
We also acknowledge the professionalism of the officers on scene who responded swiftly and courageously, ensuring that no further lives were lost. The perpetrator, who was tasered and arrested, now faces multiple serious charges, including murder and attempted murder.
The Ripple Effect on Policing Families
The loss of an officer affects more than just their colleagues—it reverberates through the entire policing family. WA Police Union previous President Paul Gale stated, “Every police officer feels it when one of our own is taken from us. The loss of Senior Sergeant Fleming is a painful reminder of the sacrifices our officers make to protect the public.”
Officers, like the rest of the community, have families who worry every time they put on the uniform. The psychological toll on police families can be immense, particularly when the loss is so sudden and violent. Providing ongoing welfare support is crucial, and we commend the efforts of New Zealand Police in ensuring that Lyn’s colleagues receive the necessary resources to process this tragedy.
Honouring a Lifetime of Service
Senior Sergeant Fleming dedicated her career to serving her community. She was a highly respected officer, known for her integrity, mentorship, and unwavering commitment to policing. Her leadership in Nelson, spanning more than three decades, earned her the admiration of colleagues and the community alike.
Her contributions extended beyond policing; she was deeply involved in coaching netball, impacting the lives of young athletes. The thousands who attended vigils and her funeral demonstrated the profound respect and love the community held for her.
The psychological toll on police families can be immense, particularly when the loss is so sudden and violent.
Lessons for the Future
While we mourn Lyn’s loss, we must also look forward and ensure lessons are learned. Reviews into the incident will determine whether changes are needed to enhance officer safety. The WA Police Union will closely follow these findings, advocating for any necessary measures to better protect officers on duty.
The reality is that policing will never be without risk. We owe it to Lyn and all fallen officers to continually strive for improvements in officer safety, resourcing, and support.
Standing in Solidarity
The WA Police Union extends our deepest condolences to the family, friends, and colleagues of Senior Sergeant Lyn Fleming. We stand with New Zealand Police during this incredibly difficult time and reaffirm our unwavering support for all officers who continue to serve despite the dangers they face.
Lyn’s sacrifice will never be forgotten. Her name will be etched in history, not only as a fallen officer but as a symbol of the dedication and courage that defines policing. As we reflect on this loss, we honour her legacy and recommit to supporting those who wear the uniform and uphold the values she so fiercely protected. ■
MEDICAL RETIREMENT A Health Issue!
Issues with the Medical Retirement Process for WA Police Officers
The WA Police Union has launched an independent review of the medical retirement process for WA Police, recognising the urgent need for reform. For too long, this complex and bureaucratic system has inflicted mental anguish, financial hardship, strained relationships, and, in some cases, even led to homelessness among our dedicated officers. The notion of a “blue family” rings hollow if we fail to support our own in their time of greatest need. WAPU is committed to driving systemic change, ensuring that retiring officers are treated with dignity, respect, and the care they deserve.
The medical retirement process for Western Australia (WA) Police officers has been a topic of ongoing concern among officers, advocacy groups, and policymakers. While designed to provide an exit pathway for officers suffering from physical or psychological injuries sustained in the line of duty, the current system has faced criticism for being slow, bureaucratic, and, at times, unfair. Below are some of the key issues impacting officers undergoing medical retirement.
1. LENGTHY AND BUREAUCRATIC PROCESS
One of the primary concerns is the extended time it takes for medical retirement applications to be processed. Officers who are no longer fit for duty due to injuries often experience significant delays before their cases are finalised. These delays can lead to financial instability, increased mental health struggles, and a sense of abandonment by the system they served.
2. INCONSISTENT ASSESSMENTS AND DECISIONS
There have been reports of inconsistent medical assessments, where officers with similar injuries receive different outcomes. The process for determining whether an officer is permanently incapacitated can vary, leading to concerns about transparency and fairness. Some officers have also reported being forced to undergo repeated medical evaluations, which can be stressful and redundant.
3. LACK OF ADEQUATE FINANCIAL SUPPORT
WA Police officers who are medically retired often face financial hardships, as the compensation and pension schemes may not fully cover their loss of income, especially for those with long careers ahead of them. Unlike military veterans, who have access to comprehensive support systems, retired police officers may struggle to secure proper financial assistance and ongoing medical care.
4. INSUFFICIENT MENTAL HEALTH SUPPORT
Many WA Police officers retire due to psychological injuries, including PTSD, depression, and anxiety, often caused by exposure to traumatic incidents. However, the mental health support available during and after the medical retirement process is often inadequate. Many officers feel abandoned by the force and struggle to transition to civilian life without sufficient psychological or vocational support.
The notion of a “blue family” rings hollow if we fail to support our own in their time of greatest need.
5. DIFFICULTIES IN TRANSITIONING TO CIVILIAN EMPLOYMENT
For officers forced into medical retirement at a relatively young age, transitioning to a new career can be challenging. Many lack the necessary training or qualifications for civilian jobs, and there are limited government programs to assist them in reskilling. The stigma of medical retirement can also make it harder for officers to secure employment in other fields.
6. LACK OF ADVOCACY AND REPRESENTATION
Officers undergoing medical retirement often feel they have little representation or advocacy within the system. The process can feel adversarial rather than supportive, with officers left to navigate complex bureaucratic procedures on their own. Unlike other jurisdictions where independent bodies assist law enforcement personnel, WA Police officers often rely on WAPU or personal legal representation to challenge unfair decisions.
While medical retirement is a necessary process to ensure that unfit officers do not remain on active duty, the current system in Western Australia has significant flaws that need to be addressed. Streamlining the process, improving financial support, ensuring fair and consistent medical assessments, and enhancing mental health and vocational support services would go a long way in addressing these issues. WA Police officers dedicate their lives to public service, and they deserve a retirement process that reflects the sacrifices they have made. ■
A personal story
After dedicating over a decade to serving in the Western Australia Police Force, I never imagined that my career would end due to medical retirement. The process was not only emotionally challenging but also filled with uncertainty, bureaucracy, and frustration.
During a routine call-out, I sustained a serious back injury that left me in chronic pain. Despite numerous treatments and rehabilitation efforts, my ability to perform my duties was severely impacted. Psychological stress soon followed, exacerbated by the fear of losing my identity as a police officer. What followed was a long and frustrating journey through the medical retirement system. Multiple medical assessments, each with differing opinions, prolonged the process. The uncertainty of my future, coupled with financial instability, added to my distress. I was left waiting months for a final decision, feeling isolated and unsupported.
The uncertainty of my future, coupled with financial instability, added to my distress. I was left waiting months for a final decision, feeling isolated and unsupported.
The transition to civilian life was not easy. The lack of structured mental health support made the process even harder. I struggled with feelings of abandonment and a loss of purpose. Many of my colleagues who had gone through similar experiences echoed the same sentiment.
Finding new employment was another challenge. Many civilian employers did not understand the skills that police officers bring to the workforce. Reskilling became a necessity, but navigating that path without formal guidance was difficult.
The medical retirement system for WA Police needs urgent improvement. The process should be more transparent, timely, and supportive. Officers should not feel discarded after years of dedicated service. Adequate financial, psychological, and vocational support should be readily available to assist in the transition.
The transition to civilian life was not easy. The lack of structured mental health support made the process even harder.
Medical retirement was not just the end of my policing career but the start of an uncertain new chapter. While I have found my way forward, I strongly believe that future officers should not have to endure the same struggles. The system must change to better support those who have risked their lives for the community.
(NAME WITHHELD)
Jessica
0428 800 661 jessica.nguyen@pnbank.com.au Alison
0482 180 471 davies.alison@pnbank.com.au
Budget buckets are having (another) moment
Whether youʼre saving for a long weekend away, a house deposit, or just wanting to understand where your money goes, setting a budget and developing good savings habits can be a helpful place to start.
Like many old trends, budget bucketing is having another moment.
It’s the old-fashioned money management strategy of using different jars with labels on them, but with a digital upgrade.
Whatever you use to manage your finances – online buckets, jars or envelopes – this kind of money management is a transparent and realistic approach to saving money. It’s a simple strategy which means it’s more likely to stick for the long term, providing real financial benefits.
Online and mobile banking, as well as apps like P&N Bank’s mymo (our financial empowerment tool), has made it easier than ever to set savings goals and gain a clear view of your money situation.
By using transaction accounts or high-interest savings accounts as your different buckets, you can get one step closer to achieving your savings dreams.
The benefits of using bucket budgeting are clear:
• Motivation – watching your savings grow can be a great motivator to help you avoid overspending in the short term and keep you on track.
• Visibility – understanding how much you’re spending in different areas can be helpful to make changes, such as cutting back on eating out or streaming subscriptions.
• Security – ensuring there is always enough money set aside for essentials.
GETTING STARTED WITH BUDGET BUCKETING IS EASY
1. Categorise your spending
Make a list of your expenses and allocate categories to them. These will become the buckets. It will also help you understand where your money goes.
2. Setup your buckets
You may need to talk to your bank to setup your new accounts or ʻbuckets’. You should consider:
• the interest paid on savings accounts and how often you might withdraw from them (this will impact things like bonus interest)
• how many different accounts you need
• how easily you can move funds around.
You can name the accounts to help you remember why you’re putting that money away. Some simple categories could be Bills, Everyday spending, Savings, and Emergencies.
3. Fill those buckets
Calculating how much you need to deposit into each when your pay comes in will help you reach your savings goals, increase security, and reduce bill stress. You can even setup automatic transfers which do the hard work for you.
If you’re unsure how much you spend in each category, put a set amount in. Some of our customers find it useful to follow the 30:30:20:20 rule where 30% of your total income goes towards rent or mortgage repayments; 30% to bills and groceries; 20% for splurging; and 20% into savings.
Whatever your goals, and whatever you call your accounts, the most important thing is getting started and sticking to it. Then you’ll be one step closer to that new car or setting sail on that catamaran!
Healthy eating tips for police
Police officers face unique challenges when it comes to maintaining a healthy diet. Irregular shift patterns, and the unpredictability of their duties make nutritious eating hard.
Often, meals are on the go or at odd hours. The stress of the job can lead to eating sugary snacks or having caffeine-laden drinks.
Yet, eating well is essential for being ready to respond in high-pressure situations.
With the right strategies, police can fuel their bodies and minds to perform at their best.
SO WHAT CAN YOU DO?
Here’s our top 3 tips that are small and manageable changes that make an excellent foundation for achieving your health and wellness goals.
If you know what you will be eating, and when, you will be less likely to reach for a quick energy fix or chocolate bar.
1. Plan out your week
Sit down and plan out what you’re going to eat for the next few days, what you need to buy from the grocery store and what you need to prep. Plan when you will eat your meals and what time you will have your snacks so that you feel in control of each day. If you know what you will be eating, and when, you will be less likely to reach for a quick energy fix or chocolate bar.
2. Use a tracker
According to data from the CSIRO Total Wellbeing Diet +, members who consistently used a Food and Exercise Tracker reported greater adherence to their meal plans and an increased sense of control over their eating habits.
Whether it ’s through a mobile app, a printed log, or even quick notes in a diary, keeping track of what you eat and drink can make a significant difference in building long-term healthy habits.
3. Make recipes in bulk
When you have time, or time off, try making some meals in bulk portions and freezing them in portions. When you finish a shift, you’ll have a defrosted serving ready to eat. This saves you time and money.
TOTAL WELLBEING
And if you’re a Police Health member who meets the eligibility criteria, you have another ace up your sleeve – the CSIRO Total Wellbeing Diet Program.
Expected to launch in March 2025, it’s a bespoke program for shift workers needing support to establish and maintain healthy habits*.
Registrations of interest are now open - Google “total wellbeing diet police health” or use the QR code below to find out more.
For more information, about the CSIRO Total Wellbeing Diet Program
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.
CRIMINAL & DISCIPLINARY
• The Corruption and Crime Commission
• Courts of Inquiry
• Criminal and disciplinary matters
FAMILY & DIVORCE
• Children’s issues
• Child support matters
• Property settlements
• “Pre-nuptial” style agreements
To arrange a preliminary in-person or phone appointment contact us on (08) 9211 5800
PERSONAL INJURY
• Road accident compensation
• Medical retirement
• Negligence and breach of duty of care claims
• Criminal Injuries Compensation
WILLS & ESTATES
• Wills and Testamentary Trusts
• Enduring Powers of Attorney
• Enduring Guardians
• Advice to executors of deceased estates
• Obtaining Grants of Probate
• Estate disputes
• Death Benefit claims
Luke Officer Daniel Weekley Hanna Rogers
Tim White Lianna Ferraro Denise Abfalter
Jon Redman Vanessa Clark Jacinda Hansen
Renee Sapelli Vanessa Clark Nour Harb
Workplace Discrimination: know your rights and legal options
Bias. Prejudice. Unfairness. Discrimination.
These words are frequently heard in public life – whether in criminal, political, cultural or sporting contexts – in response to all manner of circumstances. Sometimes, such complaints may seem little more than a convenient explanation for an adverse outcome, while in other cases, they are well-founded.
But when does seemingly discriminatory behaviour cross the line and become unlawful? And, more specifically, what legal frameworks make it unlawful to discriminate within the workplace?
Both Commonwealth and State legislation prohibits discrimination, harassment and bullying in the workplace while also establishing procedures to resolve complaints and compensate affected individuals. Key legislation includes the Equal Opportunity Act 1984 (WA), the Industrial Relations Act 1979 (WA), the Sex Discrimination Act 1984 (Cth) and the Australian Human Rights Commission Act 1986 (Cth).
Additionally, employers have a nondelegable common law duty of care to provide a safe working environment – one that is free from bullying, harassment or humiliation.
Given the unique status of police officers, it is essential that those who believe they have experienced workplace discrimination fully understand their options to ensure any claim is properly lodged.
POLICE OFFICERS AND EMPLOYMENT LAW
The rights of police officers in an employment context can be complex. Common law precedent has established that police officers are not employed under a contract with the Commissioner of Police but are instead independent office-holders serving the Crown. This distinction means that police officers may not be able to rely on common law employer obligations for a safe workplace and system of work.
WHAT CAN CONSTITUTE WORKPLACE DISCRIMINATION?
Behaviours in the workplace that may give rise to a discrimination complaint include less favourable treatment based on:
1. Sex, marital status, pregnancy or breast feeding.
2. Family responsibility or family status.
3. Sexual orientation.
4. Race.
5. Age.
6. Religious or political conviction.
7. An impairment.
Importantly for operational police officers, who frequently operate in violent, high-risk situations, the Equal Opportunity Act 1984 (WA) defines “impairment” broadly to include defects, disturbances, illnesses or conditions which impact a person’s body or brain, whether present from birth or acquired later in life, and whether permanent or temporary.
In general, an aggrieved employee may have a discrimination claim if they have been treated less favourably in their employment terms or conditions; been denied or given limited access to opportunities for promotion, transfers, training or other benefits associated with employment, or been dismissed by their employer on one or more of the above grounds.
LIABILITY FOR DISCRIMINATION
Typically, the person who engages in the unlawful discrimination is primarily liable. However, anyone who causes, instructs, induces, aids or permits unlawful discrimination may also be held liable. Likewise, employers can be vicariously liable unless they have taken reasonable steps to prevent a breach.
TIME LIMITS FOR COMPLAINTS
Timing is crucial. For example, under the Equal Opportunity Act 1984 (WA) a complaint must typically be filed within 12 months of the alleged conduct, whereas claims related to sex discrimination made to the Australian Human Rights Commission must be lodged within 24 months.
LEGAL SUPPORT FOR POLICE OFFICERS
Given the unique status of police officers, it is essential that those who believe they have experienced workplace discrimination fully understand their options to ensure any claim is properly lodged. TGB Lawyers can provide clarity on your situation and guide you through the claims process.
Paywise: Leading the Way in Salary Packaging and Novated Leasing
Paywise is a trusted Australian provider of salary packaging and novated leasing solutions, with over 35 years of experience helping employees maximise their hard-earned money. Paywise can leverage the dealer connections weʼve made over many years as Fleet Network to get a great deal for you on a new or used electric or fuel powered vehicle. Our Novated Leases bundle vehicle finance along with essential running costs such as charging, insurance, servicing, and registration into one easy-to-manage regular payment, making it easier to drive your dream car while saving thousands on tax.
Known for our exceptional customer service and four-hour response time guarantee, Paywise simplifies the novated leasing process, guiding members every step of the way. With offices across Australia, we are proud to help Australians embrace the EV transition and get behind the wheel of their dream electric vehicle for less.
Paywise is a leader in salary packaging solutions for both public and private entities across Australia, catering to all Fringe Benefit Tax (FBT) organisation types, including private enterprises, not-for-profit employers, charities, and the health sector. They help employees access more of their salary by paying less tax.
Their diverse client base includes small, medium, and large employers across various industries such as government, education, mining, financial services, legal, accounting, and human resources. Paywise delivers remarkable customer service and simple salary packaging and employee benefits, always aiming to
satisfy the needs of their clients and their members.
By understanding the specific requirements of different industries and organisation types, Paywise ensures that their salary packaging solutions are both effective and efficient. This personalised service has earned them a reputation of trust and excellence.
In addition to their core services, Paywise offers a range of additional benefits to their clients and members. These include access to exclusive deals on a variety of products and services, financial education resources, and ongoing support to help employees make the most of their salary packaging arrangements. This holistic approach not only enhances the overall employee experience but also contributes to higher levels of employee satisfaction and retention.
As the demand for electric vehicles continues to grow, Paywise is at the forefront of helping Australians make the transition to more sustainable
transportation options. Their expertise in novated leasing and strong relationships with vehicle dealers enable them to offer competitive pricing and comprehensive support throughout the entire leasing process. This ensures that clients can enjoy the benefits of driving an electric vehicle without the hassle and complexity often associated with purchasing and maintaining one.
Paywise’s dedication to providing exceptional salary packaging and novated leasing solutions has made them a trusted partner for organisations and employees across Australia. Their commitment to customer service, personalised approach, and focus on sustainability set them apart in the industry. Whether you’re looking to maximise your salary, drive your dream car, or embrace the future of transportation, Paywise is here to help you every step of the way.
Headquartered in Perth with offices in major cities across Australia, Paywise is part of COG Financial Services Ltd.
RETIRING MEMBERS
RESIGNING MEMBERS
Shaun MAHAGAN 14746 Brent WYNDHAM 15288 David NGARI 15355 Mark RATCLIFFE 15431 Calvin DODSON 15478
Hollee WORRELL 15510
Katherine OLIVER 15577
Neal AITKEN 15672 Layla KNIGHT 15697
Matthew TOBIAS 15893
Christopher HICKEY 15918
Westley BUNN 16383
Lucas PORCARO 16510
Martin BUTTERLY 16580
Jacob COLLARD 17214 Antaya ADEBAHR-STRAHAN 17240
Chiew CHIENG 17342
William ARMSTRONG 17403
17676
Jack PANGBOURN 17830
Brenden MORRIS 18091
Ava MUIR 18307
Jack WEBSTER 18337
William MOORCROFT 18433
Demitri MICHAEL 18497
Sofie MARQUARDT 18504
Wayne DENNETT 18753
David ADAM 18906
Georgia PAYNE 18911
Chloe CHAU 19117
Gemma BIRCH 19141
Tamas HERTELI 19143
Amy GELDARD 19193
Harrison PINYON 19210
Conrad PIENAAR 19306
Portia ANDREWS 19310
Paul HOBSON 19317
Mark MAGINTY 19351
Brock COOPER 19356
Engene KANG 19383
Joseph CLOUGH 19421
Caitlyn POPELIER 19423
Chloe GEORGE 19424
Harry HIGGINS 19438 Sadafsadat MAHDAVI 19482
Julie BROWN 19486
Stephen HEATON 19494
Stuart GRACE 19499
Jennifer HANKS 19511
Kirsty McNULTY 19562 Louis DU BUISSON PERRINE 19567 Grace WILLIAMS 19586
Christina MILLER 19588
Torin WOOD 19589
Dylan GIANATTI 19594
Tome KOVACESKI 19609
Ibrahim MEHIRI 19615
Elinor JONES 19659
Darragh WALSH 19663
Keely KING 6072
Laila KRADA
Mohammad TARIN 17622
Daniel JACKSON 19693
The Police Federation of Australia’s National Police Bravery Awards are now open.
This award has been developed for police by police and nominations are sought from officers across the country.
While police work is inherently dangerous… some actions stand out.
Do you know someone who has performed an exceptional act in exceptional circumstances?
SELECTION CRITERIA
1. The nominee must be a sworn police officer from an Australian police jurisdiction.
2. Nominees must have undertaken an outstanding act of courage or bravery, by selflessly putting themselves in harms way to protect others, going well beyond the call of duty.
3. Where feasible, the incident should have occurred in the past twelve months, however exceptions could include if the matter is subjudice or if other unavoidable delays have occurred.
The online nomination form is available at policeweek.org.au/bravery-awards and close on 30 June 2025.
The National Police Bravery Awards will be presented in Canberra on Wednesday 3 September 2025
