WAPU Police News December 2016

DECEMBER 2016

Karen’s case: The catalyst for change

Changes to guidelines after Karen was assaulted on duty.

WAPU 80th Annual Conference A full wrap of the 2016 Annual Conference.

NSW Senator needs to spend a shift with police Read about callous Senator David Leyonhjelm and his view on police.

THE MAGAZINE FOR THE

WA

POLICE UNION

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POLICE NEWS THE MAGAZINE FOR THE WA POLICE UNION

CONTENTS

10

Karen’s case: The catalyst for change Midland Response Officer Karen Smith was assaulted on the job and the offender got away without serving a mandatory minimum sentence.

14

WAPU launches Pre-Election Submission WAPU seeks a commitment from all politicians to implement 22 Recommendations at the next State Election.

4 POLICE NEWS DECEMBER 2016

16

Leading at the top: The art of driving change and making tough decisions In the next instalment of Director Lindsay Garratt’s Leadership series, he speaks to Deputy Commissioner Gary Dreibergs.

18

Health and Wellbeing Forum uncovers support needed for longer careers in policing Peer support, health and wellbeing events and anonymous counselling were some recommendations to better support the health of female police officers.

19

When is consultation actually consultation?

WAPU is regularly contacted to provide feedback on policies, but is WA Police actually listening? President George Tilbury explains.

21

NSW Senator needs to spend a shift with police Police Federation of Australia CEO Mark Burgess calls out callous Senator David Leyonhjelm.

22

WAPU 80th Annual Conference All the photos from Day One and Two of the 80th Annual Conference held on November 28-29.

26

WAPU 80th Annual Conference Motions on Notice Outcomes of all Motions from Annual Conference.

06 W APU DIRECTORS AND STAFF 08 P RESIDENT’S REPORT 20 DIRECTOR OPINION 52 I NDUSTRIAL REPORT 54 FIELD REPORT 57 LEGAL 58 M EMBER BENEFITS 59 HEALTH 61 MOTORING 62 ENTERTAINMENT 64 NEW MEMBERS 65 R ETIREMENTS, RESIGNATIONS AND VALE 66 F ROM THE ARCHIVES

WA

POLICE UNION

639 Murray Street West Perth WA 6005 P (08) 9321 2155 F (08) 9321 2177 E admin@wapu.org.au OFFICE HOURS Monday-Friday 7am-4pm AFTER HOURS EMERGENCY DIRECTOR 0438 080 930 www.wapu.org.au Follow us facebook.com/WAPoliceUnion Twitter @WAPoliceUnion PUBLISHED BY WA Police Union 639 Murray Street West Perth WA 6005 (08) 9321 2155 ADVERTISING WA Police Union (08) 9321 2155 DISCLAIMER WAPU (“Publisher�) advises that the contents of this publication are the sole discretion of the WA Police Union and the magazine is offered for information purposes only. The publication has been formulated in good faith and the Publisher believes its contents to be accurate, however, the contents do not amount to a recommendation (either expressly or by implication) and should not be relied upon in lieu of specific professional advice. The Publisher disclaims all responsibility for any loss or damage which may be incurred by any reader relying upon the information contained in the publication whether that loss or damage is caused by any fault or negligence on the part of the Publishers, its Directors or employees.

COPYRIGHT All materials in this publication are subject to copyright and written authorisation from WAPU is required prior to reproduction in any form.

ADVERTISING Advertisements in this journal are solicited from organisations and businesses on the understanding that no special considerations other than those normally accepted in respect of commercial dealings, will be given to the advertiser. All advertising is undertaken in good faith and WAPU takes no responsibility for information contained in advertisements.

COVER Midland Response Officer Karen Smith was assaulted on the job however, the offender got away without serving a minimum mandatory sentence.

ABOVE President George Tilbury on Day One of Annual Conference.

Photos: Jody D'Arcy.

WA

POLICE UNION

GEORGE TILBURY President 0409 105 898

BRANDON SHORTLAND Senior Vice President 0419 802 650

HARRY ARNOTT Vice President 0407 989 008

24/7 EMERGENCY DIRECTOR

MICK KELLY Treasurer & 24/7 Emergency 0438 080 930

Bunbury Australind Central Great Southern

Board of Directors

Great Southern Leeuwin Naturaliste Lower South West

Perth Police Centre Perth Watch House

WARD ADAMSON Director 0457 603 311

DAVE CURTIS Director 0400 864 591

Commissioned Officers

Eastern Goldfields

Professional Standards

North Eastern Goldfields

Prosecuting

South East Eyre

MICK GILL Director 0427 097 000

LINDSAY GARRATT Director 0407 775 050 Academy

Avon

Maylands Complex

Central Midlands

State Traffic Operations

Central West Coast Eastern Wheatbelt Gascoyne

South West Hinterland

Geraldton

Upper Great Southern

Murchison

Staff PAUL HUNT Secretary 6 POLICE NEWS DECEMBER 2016

CHRIS VITLER WENDY ROUTHAN Executive Finance Manager Personal Assistant

JESSICA PORTER Media Officer

STEVEN GLOVER Media Officer

CRAIG FORDHAM Industrial Officer

CLAIRE LLOYD Industrial Officer

BOARD OF DIRECTORS & STAFF

PETER McGEE Director 0418 938 354

MICHAEL PATERSON Director 0412 224 374

PETER POTTHOFF Director 0407 476 679

Major Crime

Air Wing

Fremantle

Serious & Organised Crime

Armadale / Gosnells

Licensing Enforcement

Intelligence Services

Bibra Lake

Water Police

MARK JOHNSON Director 0488 352 525

KEVIN McDONALD Director 0447 817 181

East Kimberley

Joondalup

Fortescue

Mirrabooka

North Pilbara

Northern ROG

MICHAEL HENDERSON Director 0448 803 155

West Kimberley West Pilbara

MATTHEW PAYNE Research Officer

Sex Crimes

DAVE LAMPARD Field Officer

Cannington

DEAN GIACOMINI Field Officer

TARRYN SMITH Finance Officer

Midland Midland Workshops

PENNY BROWN Member Services Officer

HARRY RUSSELL Director 0412 585 429 Mandurah Rockingham / Kwinana TEG South Southern ROG

CATHRYN JACKSON Administration Officer

BRANCH PRESIDENTS Academy Kym Buller Air Wing John Gobbels Armadale Gosnells Paul Burke Avon Dave Flaherty Bibra Lake Thomas Burke Bunbury Australind Gareth Reed Cannington Louise Brackstone Central Great Dave Groenenberg Southern Central Midlands Peter Toia Central West Coast Ash Netterfield Commissioned Noreen O'Rourke Officers Eastern Goldfields Jaime Forbes East Kimberley Stephanie Gannaway East Metropolitan Cliff Daurat Eastern Wheatbelt Shawn Vieceli Fremantle Julian Donohoe Fortescue Amber Collier Gascoyne Jeramy Davies Geraldton Glenn Wishart Great Southern Danny Richmond Intelligence Services Contact WAPU HQ Joondalup Scott Sulley Leeuwin Naturaliste Tim Saxon Licensing Mark Saunders Enforcement Lower South West Sasa Dzaferovic Major Crime Graeme Johnston Mandurah Harry Russell Maylands David Taylor

(Vice President) Midland Workshops Debra Hutchinson Mirrabooka Steve Meakins Murchison Matt Fogarty North Eastern Chelsea Armstrong Goldfields North Pilbara Lance Munckton Northern ROG Cris Marzo Perth Police Centre Peter Henry Perth Watch House Kylie Dyer Professional Ian Moore Standards Prosecuting Jarred Gerace Rockingham Kwinana Warren Dowbysch Serious & Peter Birch Organised Crime Sex Crimes Bill Mansas South East Eyre Jaysen Carlisle Southern ROG Stuart Ford South West Dion Jackson Hinterland State Traffic Paul Gale Operations Traffic Enforcement Paul Kay Group South Upper Great Dorry Grzinic Southern Water Police Ryan Hayter West Kimberley Neil Vanderplank West Pilbara Paul Brown

(Vice President)

7 POLICE NEWS DECEMBER 2016

GEORGE TILBURY President

Pre-Election Submission launched at Annual Conference THIS YEAR’S ANNUAL CONFERENCE came at a trying time for our Members.

Members desperately want to do better, but they don’t have the resources required to deliver the high quality service rightly expected by the community.

8

Not only are the demands on our police officers higher than ever before, they are also experiencing increasingly more complex drivers for crime; including methamphetamines, mental health call-outs and domestic violence. Not to mention that terrorism is always at the forefront of officers’ minds.

Our 2017 Pre-Election Submission, which was launched on Day One of Annual Conference, called on politicians to commit to making policing a more appealing profession, while improving safety for those on the frontline and the broader community.

As you will read, the Pre-Election Submission has 22 Recommendations, with many based around the increased demands caused by the drivers for crime.

The community is fed up with crime which was clearly evident earlier this year after crime statistics went through the roof.

Police officers who serve and protect the community rarely speak out and have always just got on with the job, but times have changed.

Every day our Members tell us that they are frustrated and embarrassed with long delays getting to jobs and sometimes no attendance at all. Members desperately want to do better, but they don’t have the resources required to deliver the high quality service rightly expected by the community.

Domestic violence, methamphetamines and mental health call outs have all contributed to more than 288,000 triple zero calls last financial year, up nearly 20 per cent on the year before.

Yet we are expected to respond to more call outs, with the same police to population ratio as we had eight years ago.

Domestic violence assault rates have gone up more than 20 per cent in the last year alone.

Yet, the thin blue line has remained the same.

POLICE NUMBERS When extensively researching police numbers, it was alarming to discover that since 2012 the police to population ratio has continued to fall.

To increase that ratio, we need an additional 1,000 officers by 2021.

The 1,000 new police should include 750 frontline officers, 50 health and welfare staff and 200 dedicated traffic police officers – funded by the Road Trauma Trust Fund, which is around $100 million and sits idle while people continue to die on our roads.

I believe the only way to tackle the State’s road toll and reduce the number of fatalities is to actively patrol our regional roads with police officers. Speed cameras are not the answer, given they can’t stop a person from continuing to speed or detect other offences.

We also call on the newly elected government to commit to recruiting 750 frontline police officers, with 100 of these to be sent immediately to each of the four metropolitan districts to serve in Response Teams.

INCREASED CALL-OUTS Response Teams are under more pressure than ever before and they’ve had enough!

There was a 40 per cent increase in amphetamine-type stimulant arrests from 2013 to 2015.

In August this year, the State Government announced results of its wastewater testing analysis project which showed 31 kilograms of meth was used every week in Perth, or 1.6 tonnes per annum.

The monthly crime statistics for the past financial year were also much higher than the corresponding months in 2014-15.

These double digit increases in crime lead to a change in the Metropolitan Operating Model and additional police officers were sent to Response Teams as well

PRESIDENT'S REPORT

as Local Policing Teams being re-tasked to respond to crime.

This increased demand has immense ramifications for the frontline. The pressure of doing more with less causes our officers to burn out, perpetuates fatigue and exposes them to a higher proportion of psychologically confronting situations.

HEALTH AND WELLBEING OF MEMBERS The health and wellbeing of Members is our absolute priority.

That is why a number of our Recommendations focus on making the job safer, helping our Members to become more resilient and looking after those who have fallen through the cracks.

We want expansion of the mandatory testing (infectious diseases) provisions to cover accidental exposure, changes to the Occupational Safety and Health Act to allow police officers to refuse dangerous work, the ability for officers to protect themselves with their full range of accoutrements at all times, a Department of Emergency Services Workers Affairs to look after, rehabilitate and counsel retired Members and last, but not least, a tailored workers’ compensation style scheme for our medically retired officers.

Stock-standard workers’ compensation is not the answer for serving police officers.

WAPU wants a compensation scheme for officers who suffer a work-related injury or illness which means they can no longer continue to be a police officer.

This scheme must include: • A lump sum separation payment to cover loss of future earnings; • A dignified departure process; and • Retraining or redeployment.

This scheme must be introduced without removing any existing entitlements and is to be applied retrospectively.

Our calls for a tailored workers’ compensation style scheme is purely for medically retired officers who can no longer work.

If an officer is deemed medically unfit, it can leave them and their family destitute. It not only affects the officer, but also has a profound impact on their immediate family.

This can mean many things: losing the family home, bankruptcy, a breakdown of family relationships, loss of self-worth, depression or worse.

For the past 35 years, we have raised this issue with successive Governments, without any meaningful progress.

After the announcement by Police Minister Liza Harvey to include police officers in the current Workers’ Compensation State scheme, WAPU has concerns about the workability and management of ‘dual schemes’.

This will cause significant confusion, put at risk existing entitlements in future negotiations and is unnecessary, given serving police officers have a very good scheme while they are employed.

Not to mention this does not address the primary objective of looking after medically retired police officers after they are injured in the course of their duty and unable to continue serving the community of Western Australia, resulting in them being removed.

We are thankful for the Minister’s commitment to the issue, but we want to ensure that we get this right. It has taken more than three decades for police officers to get the protection they deserve; so we have no issue waiting that bit longer for the best scheme for officers.

If an officer is deemed medically unfit, it can leave them and their family destitute.

It not only affects the officer, but also has a profound impact on their immediate family.

MERRY CHRISTMAS MEMBERS Finally, I would like to thank you, our Members, for your continued belief in WAPU and I would like to express my gratitude for being able to continue as President of such a strong and unified group of people.

Being a police officer is tough enough, but I know having the support of WAPU makes it that little bit easier.

Like us, most of you will be working over the busy festive season, so I hope you get to spend some time with your loved ones, have a Merry Christmas, fantastic New Year and most importantly – stay safe!

9

KAREN’S CASE: THE CATALYST FOR CHANGE

BY STEVEN GLOVER

10 POLICE NEWS DECEMBER 2016

K

aren Smith loves response policing. She has been a Response officer for the past six years and she is passionate about helping others.

While on duty in Midland, she and her partner came across a woman in obvious need of assistance. She was staggering down the middle of Morrison Road and appeared upset and intoxicated.

After the woman failed to move out of the way for the police vehicle, Karen and her partner pulled over and tried to assist the woman off the road.

“We could see something had happened, we didn’t know if she was a victim or whether she was just intoxicated, but something had happened and we needed to stop because it is a fairly busy road,” Karen said.

“From the start, we could see she was fairly aggressive. She was quite close to a bus stop and she had a cousin sitting inside the bus stop area. She didn’t get off the road so myself and my partner walked towards her and said: ‘Look, you need to get off the road, this is dangerous, just hop off,’ and she was very aggressive to us right from the start.”

With the woman being uncooperative, Karen elected to start again, all in the aim of getting the woman off the road and to safety.

“I said: ‘My name is Karen and this is Tania, you haven’t done anything wrong, we are just concerned for your safety, hop off the road. Are you waiting for a bus? Maybe we can give you a lift?’

“I just wanted to get on board with her and let her know that everything was going to be ok,” Karen said.

Even with this fresh approach, the woman was still aggressive and Karen put her hand on the woman to move her to the side of the road. And that is when the woman lashed out.

“She went absolutely mental and from that point she swang round at me and clawed me across my face,” Karen said.

“I put my hand up to my face and she spat in my face straight away and then she turned around and spat in my partner’s face as well. Then it was a massive struggle to get her down to the ground at that point in time and just restrain her. She was a massive danger to herself.”

Everything happened so quickly, Karen didn’t initially realise she was injured.

“I felt her claw my face but we were just too busy trying to get her sorted, her friend was yelling at us and at her to stop and the cars that were driving by were slowing down. While she was on the floor, she was slashing wildly and it was very hard to get her under control,” she said.

Karen’s partner called for backup while Karen restrained the top half of the woman’s body she noticed that the woman’s back was bleeding but it was from a wound on her own face bleeding onto the woman. The clawing action from the woman had opened a gash on Karen’s cheek.

“Every one of her fingernails was down my face. Sometimes we get hurt just through making the arrest, it’s just the way it is and we accept that but she clawed my face. She made contact with every fingernail, it wasn’t an unintentional thing and then to do that and straight away spit in my face, there was nothing unintentional about that,” Karen said. ▷ 11 POLICE NEWS DECEMBER 2016

“I was disappointed because her defence lawyer had alluded to the fact she had a mental health issue but it was our prosecution that put that on the table for them… ”

12 POLICE NEWS DECEMBER 2016

When back up arrived, the officers placed the woman in the van and then took her back to the police station, where the woman continued to be aggressive for another two hours.

While this was occurring, Karen was receiving treatment for the wound on her cheek and her colleagues were processing the paperwork to charge the women with Assault Public Officer (Prescribed Circumstances), a charge which triggers a mandatory six-month prison sentence if the accused is found guilty.

The process of the charge was fairly normal, nothing out of the ordinary. Karen and her colleagues strongly believed that her injuries were bodily harm and enough to satisfy the prescribed circumstances criteria.

“It certainly wouldn’t have entered my mind that it would have been anything other than that (prescribed circumstances) to be honest, it just didn’t enter my mind,” Karen said.

However, from here the story goes from bad to worse.

Not only did Karen have to head home and show her battle wound to her husband and children, down the track she also had to explain that the woman was going to avoid jail.

In the weeks and months after the incident, Karen maintained oversight of her progress through the courts.

She was always asking her sergeants to provide her with information on where she was at.

One day, Karen received an email from the accused’s lawyer. The email alluded to the fact she had behaved the way she had because of her mental health. Karen passed the email to WA Police Prosecuting Division.

Karen later received another email saying the matter was being progressed through to the START Court, and with

no other information, her supervisor spoke to Prosecuting about what it all meant.

“I didn’t think anything of it, I believed that it would go through and she would be found guilty,” Karen said.

She then received a phone call from Prosecuting to come down and discuss the matter further, which she was happy to do.

Karen was told not to worry about the matter going to the START Court as it was just a process and that because the accused’s lawyer had alluded to the fact she had a mental health issue, Prosecuting would put that on the table and it would negate it, allowing them to progress through the courts.

“I was told 99 per cent of the time that would be what would happen and it wouldn’t go through and not to worry about it,” Karen said.

Though Karen thought it was a bit odd.

“I was disappointed because her defence lawyer had alluded to the fact she had a mental health issue but it was our prosecution that put that on the table for them, they didn’t ask for it. They’d offered her that,” Karen said.

“I kind of thought we should have waited for her lawyers to ask, but we offered, so I was disappointed to hear that because I thought, make them work for it if that is what they want. Prosecution said they were doing it to help the cause as they can take that off the table because they probably won’t find a causal link.”

At this point, Karen enlisted the help of WAPU President George Tilbury after WAPU called on Members in February to advise the Union if and when any Assault Public Officer (Prescribed Circumstances) charges were downgraded.

Mr Tilbury asked Assistant Commissioner (Judicial Services) Duane Bell to review Karen’s case, amongst others.

In relation to Karen’s case he advised the matter was still progressing through the courts and she would be updated.

Karen received no further updates.

The accused faced the START Court and she was allowed to remain in that court provided she adhered to certain conditions, which have never been made known to Karen. However, subject to the START court program, she committed additional offences including criminal damage, possess article with intent to injure, stealing, disorderly conduct, possess prohibited drug and breach of bail, the latter on two occasions. Further to these offences, she committed two additional counts of assault public officer in almost identical circumstances, bringing her total to five convictions for this charge.

She was eventually sentenced to two months imprisonment for the assault on Karen and her partner after the prescribed circumstances were withdrawn as per arrangement between WA Police and defence counsel, to allow her to escape punishment under the mandatory sentencing legislation. Also of note, she received a four-month sentence for the assault against the Public Transport Authority guards, when there was no bodily injury.

“To say I was massively disappointed was an understatement, it just made no sense to me,” Karen told Police News.

“Once again, I wasn’t informed of the outcome, I had to find out everything for myself. Every time that I saw she had reoffended I just thought to myself surely she has breached the conditions of the court by now? And it wasn’t up until the day that she got her charge that I realised that I didn’t even know their intention was to finally drop the prescribed. I wasn’t told that.

“If I had been told along the way, it would have made it a little easier but just to find out that they have dropped it to an Assault PO and she has got a two-month sentence for that and a couple of other things as well, I just felt completely insignificant throughout the whole process and as though I was completely out of the equation by that time.”

It was situations like Karen’s which highlighted the apparent downgrading of prescribed circumstances charges. Over the past 12 months, WAPU has asked WA Police to review a number of matters in the hope that more charges will be allowed to proceed to the courts.

“We are strongly of the view that all prescribed circumstances charges should proceed to court and then let the magistrates decide the outcome,” Mr Tilbury said.

“The administrative downgrading is a slap in the face to our hard working Members and in our opinion, unnecessary.”

Last month, WA Police changed its guidelines for Assault Public Officer (Prescribed Circumstances) charges.

In a broadcast to all WA Police staff from Mr Bell, he said where a prima facie case exists the matter may be progressed as an Assault PO (Prescribed Circumstances) and put to the court.

“The cour t will now be clearly advised by the prosecutor that an assault on a police officer whereby the officer suffers bodily harm means that it is not an element of the offence but is a circumstance that goes to the sentence that may be imposed following conviction,” Mr Bell said.

“Therefore, if the court is not satisfied bodily harm was suffered, a conviction can still be sustained for Assault Public Officer.”

The Broadcast also stated that Prosecuting will also engage with and provide information to the respective District or Divisional Office and with any appointed District or Divisional Inspector responsible for ensuring the police officer victim is being provided appropriate welfare and support.

Mr Tilbury said he was very pleased the review has uncovered exactly what WAPU has been telling WA Police for some time.

“When a Member is assaulted and bodily harm occurs, it should be up to the courts to decide the fate of the accused, not an administrative panel,” Mr Tilbury said.

“I want to also thank Assistant Commissioner (Judicial Services) Duane Bell for listening to our concerns and implementing positive change for all Members.”

WAPU will continue to monitor the handling of assault public officer charges and we welcome your feedback as part of the evaluation process.

“The administrative downgrading is a slap in the face to our hard working Members and in our opinion, unnecessary.”

13 POLICE NEWS DECEMBER 2016

WAPU launches Pre-Election Submission The WA Police Union launched its 2017 Pre-Election Submission on the opening day of Annual Conference last month.

14 POLICE NEWS DECEMBER 2016

NUMBER OF 000 CALLS FOR WA POLICE ASSISTANCE PER YEAR 300,000 280,000 260,000 240,000 245,654

262,163

270,364

261,107

274,017

2010-11

2011-12

2012-13

2013-14

2014-15

288,092

220,000 200,000

53%

15%

Third quarter 2015

2009

2015-16

The percentage of offenders who had ‘recently used meth’ at the Perth Watch House has tripled from 15 per cent in 2009, to 53 per cent in the third quarter of 2015.

60,000

900 800 700 600 500 400 300 200 100 0

50,000 40,000 30,000 20,000 10,000 0 2008 -09

2009 -10

2010 -11

Domestic Violence Incident Reports

2011 -12

2012 -13

2013 -14

2014 -15

Domestic Assault Rate

THE FULL PRE-ELECTION SUBMISSION … can be viewed via the WAPU Website, www.wapu.org.au

2015 -16

RATE PER 100,000

TOTAL DOMESTIC VIOLENCE INCIDENT REPORTS & DOMESTIC ASSAULT RATE NUMBER OF DOMESTIC VIOLENCE INCIDENT REPORTS

Following on from the success of the 2013 submission, WAPU President George Tilbury is confident politicians of all persuasions will listen to the Union’s needs and desires.

“Policing by its very nature is difficult and dangerous. Our Members never know what is around the next corner and our role at the WA Police Union is to protect their rights and working conditions,” Mr Tilbury said.

“For the past 35 years, we have been working to right the wrongs and deliver a tailored workers’ compensation style scheme for police officers who are medically retired. It is an absolute disgrace how some of our Members have been treated following their medical retirement, having effectively been thrown on the scrap heap and left to fend for themselves.

“All sides of politics must agree to resolve this issue within months of forming government. We have waited long enough, so the scheme must be introduced with retrospectivity to give peace of mind to medically retired officers, some of whom are destitute.”

In addition to the workers’ compensation style scheme to look after medically retired officers, the Pre-Election Submission aims to make policing safer for police officers, police auxiliary officers and the community of WA. “Our Members accept there are risks when they sign up at the Academy however, there are a number of issues which can be easily rectified to better protect them and improve their working conditions,” he said.

The 2017 Pre-Election Submission is based on sound research and analyses the drivers for crime including methamphetamine use, domestic violence, mental health call-outs and the ever pending threat of terrorism.

While most of the 22 Recommendations are focused on WAPU Members, the community will benefit from 1,000 additional police officers to fight crime and reduce the State’s increasing road toll.

Mr Tilbury said only extra police officers will solve these issues.

“Now is not the time for short cuts or penny pinching. The newly elected State Government needs to invest in community safety by increasing spending on policing thus making law and order a priority,” he said.

WAPU will meet with every politician before the March 11 State Election and explain to them the importance of each and every one of the Recommendations.

BY STEVEN GLOVER

THE RECOMMENDATIONS POLICE BUDGET

LEGISLATION

COMMUNITY AND ROAD SAFETY

1. In recognition of the increased dangers in today’s policing environment, the State Government must commit to maintaining the current Police Budget. WA Police must be excluded from any efficiency dividends that impact on frontline policing.

2. The State Government commits to increasing the number of police stations and associated facilities to meet the increased demands on police.

3. Improve existing police stations/facilities to ensure they are fit for modern policing and cater for future growth. Improvements to parking at all facilities must be a priority and requires changes to the Police Building Code to ensure minimum parking levels for all police officers at each location.

4. In light of the increased terror threat to police officers and weapon related assaults, the State Government must fund personal issue stab proof ballistic vests for all frontline police officers.

8. The State Government, in consultation with WAPU, undertake a complete review of the Police Act & Regulations to modernise the legislation and to include: • Modernisation of the Bankruptcy provision • Legislation to protect police officers’ rights, that evidence coercively obtained from them in CCC examinations and/or WA Police internal interviews, and information derived from that evidence, not be used against them when on trial for a criminal offence.

• Pass legislation introducing a “special reasons test” to protect police officer’s disciplinary records from being obtained in fishing expeditions in civil and criminal legal cases.

9. The State Government closes the loophole which allows offenders to be released on parole prior to serving the mandatory minimum term of imprisonment for driving recklessly while evading police.

10. The State Government pass legislation that imposes a mandatory life sentence for offenders found guilty of murdering a police officer.

11. The State Government impose harsher penalties for offenders found guilty of assaulting a police animal.

12. The State Government amend the Road Traffic Act 1974 forcing motorists to slow down 100 metres either side of emergency service vehicles that are flashing their lights. In addition, an advertising campaign must also be funded to make the public aware of the changes and the need to also give way to emergency service vehicles driving under priority.

13. The State Government grants police officers full access to the Western Australian Industrial Relations Commission.

14. The State Government does not make any changes to the powers of the Corruption and Crime Commission (CCC) so it remains solely an investigative body in relation to criminal offences.

16. The State Government allocate additional funding so WA Police can increase the number of roadside drug tests conducted each year.

17. The State Government introduces legislative change that will permit additional methods to be utilised by police officers to end pursuits sooner, including force and roadblocks, whilst providing the necessary protection.

STRENGTH 5. The State Government commits to recruiting 1,000 additional police officers, including: • 750 frontline police officers plus appropriate resources to fully equip and support these new officers.

• That WA Police increase the number of support staff in its Health and Safety Division by 50 FTE positions to appropriately cater for the welfare needs of police officers. It is acknowledged that personnel with the requisite expertise may be required, in lieu of some police officers for these positions.

• 200 traffic police officers and additional resources to increase traffic patrols, all funded from the Road Trauma Trust Fund.

SALARIES 6. Police officers be exempted from the draconian restrictive State Wages Policy, with provision to negotiate a fair and reasonable outcome.

7. The State Government commits to increasing employer superannuation contributions.

ALLOWANCES 15. The State Government commits to fully funding the existing Regional WA Attraction and Retention Allowance.

HEALTH, SAFETY AND WELFARE 18. WAPU seeks bi-partisan support for a workers compensation style scheme for medically retired police officers in addition to existing entitlements, including: • Financial assistance to implement a program that retrains medically retired officers so they can be employed elsewhere in the public sector.

• Pass presumptive legislation for police officers with respect to a range of specific illnesses and injuries including post-traumatic stress disorder.

• The State Government establishes an ongoing compensation scheme that adequately and appropriately financially compensates medically retired police officers.

• The Former Officers’ Medical Benefits Scheme be amended to encompass officers who suffered a work-related illness or injury before 1 July 2007 and to provide for vocational rehabilitation.

• Retrospectivity to assist police officers who have already been medically retired.

19. The State Government expands the existing provisions in Mandatory Testing (Infectious Diseases) Act 2014 to allow mandatory blood testing of anyone who accidentally exposes a police officer to their blood or bodily fluids.

20. The State Government makes changes to the Occupational Safety & Health Act 1984 to allow police officers to refuse dangerous work.

21. The State Government makes provisions to allow police officers to be fully armed in all courts in Western Australia.

22. The State Government establishes a Department for Emergency Services Workers’ Affairs that remunerates eligible members with appropriate benefits; provides a range of health care and support services for eligible members; and offers specialised, free counselling.

15 POLICE NEWS DECEMBER 2016

Leading at the top: The art of driving change and making tough decisions

BY LINDSAY GARRATT Metropolitan Region Director

OVER THE YEARS, DEPUTY COMMISSIONER GARY DREIBERGS has been determined to build strong relationships with the WA Police Union. Hence, I was keen to learn a little more about his perspective on leadership, reflecting on the past, present and future.

In opening our conversation, Gar y immediately highlighted the key importance of making decisions, and making those decisions for the betterment of the area for which you are responsible and accountable for and the people you’re leading.

“While people can do a lot of thinking and planning, being decisive is important and making things come to fruition. At an executive level, it is very much about making sure you deliver what you’ve been entrusted to do,” he said.

Reflecting on his seven years as an Assistant Commissioner and more recently as Deputy for Specialist Services, Gary said: “You’ve been entrusted to make the workplace a better place for all officers. You’ve been entrusted to work with on-the-ground officers to protect the community. So, you have to deliver on that.”

However, we talked about the complexity of some of the issues. That is the ‘wicked problems’, the problems so complex they are difficult to recognise and solve due to the numerous and changing variables.

“Sometimes it’s easy to identify the problem, but it’s extremely difficult to come to a resolution to fix that problem,” he said.

Gary talked about two current issues he is passionate about: custody and domestic violence. While working on

It’s all well and good to make great statements and be good in the media, but if you don’t deliver any change on the ground which the officers feel and appreciate, then you’re not achieving anything.

16 POLICE NEWS DECEMBER 2016

them for some time, he cited the difficulties in resolving issues and making the necessary changes needed due to the complexities in working with other government agencies and the challenges to finance and resource solutions.

However, despite these challenges, the Deputy Commissioner went on to say: “The key to leadership at my level is to never stop and keep driving and progressing to ensure true change happens.

“If you’re trying to work with other agencies you can’t stand back and demand ‘everyone needs to help us and do their bit’, and expect things will just happen. You must work with them so they can see the benefits, and then they need to have the capacity to change. And their capacity to change has to be real.”

“Other agencies have significant demands on them and their challenges are equal to or greater than ours. And sometimes you find yourself negotiating three-ways and four-ways,” he said.

“Despite the complexities and the challenges, as a leader you’re duty bound to keep going and make it happen.

It’s all well and good to make great statements and be good in the media, but if you don’t deliver any change on the ground which the officers feel and appreciate, then you’re not achieving anything.”

I was interested in how Gary approaches the tough decisions affecting individual people. In his previous role as the Assistant Commissioner (Regional WA), I was confident Gary could talk about his decision-making process when dealing with issues affecting Members.

Gary pointed to the complexity in making decisions on behalf of the entire organisation, particularly when it comes to such issues as tenure and transfer.

LEADERSHIP

A lot will depend on the individual officer’s needs, but I must also consider their performance, behaviours and how that effects other officers and ultimately the community.

“I always make sure firstly that it is a fair and reasonable decision that must be made. A lot will depend on the individual officer’s needs, but I must also consider their performance, behaviours and how that effects other officers and ultimately the community. It is never simple considering the specific needs of an individual officer when at the same time you are thinking of all the other impacts that the decision may have, including opportunities for others to serve at locations,” he said.

“The biggest challenge for anyone at the executive level when making decisions is knowing how many people it affects.

“So sometimes you have to make hard decisions about individuals knowing it will impact their family. They’re not nice decisions to make but you have to make it for the betterment of the organisation and the entire workforce, not just one individual.”

This is a key point that is sometimes overlooked. The “organisation” is not a thing but rather a collection of people who need to share their life in the workplace to fulfil a set of common goals.

However, this does not prevent individuals or smaller groups pursuing their own individual interests which are divergent from the collective goals. It is how you navigate and negotiate your interests while striving to fulfil the collective goals.

Aiding him in making these tough calls, Gar y acknowledges a key strength in his decision-making process is setting standards and being consistent in the application of those standard. He said officers begin to know his expectations and standards, and that he would endeavour to be fair and most importantly consistent. He was keen to point out that people get frustrated and angry when you are not consistent and are changing the rules all the time.

“When people see a person get one opportunity and it doesn’t apply to someone else, they don’t think it’s fair. So, as long as you’re being fair and transparent and it is the same for everybody, then you can stand by that decision,” he said.

Gary also reinforced with me the need for authentic communications with officers such that they are well informed on the rationale for such tough human resource decisions.

“If you are going to make those decisions, people need to understand why. And if you don’t communicate it well, whether it be the individual directly affected or people in the broader organisation, if they don’t understand why then they’ll make up their own answers,” he said.

“And those answers are not likely to be seen with the same positive intention with which the decision was made in the first place.”

In concluding, Gary left me with something to think about a Utopia that could see me out of a job…

“If we do our work at the highest level, and achieve results at the executive level, then you shouldn’t need a union. The reality is you do need a union, but if you delivered what the officers want and need to do their job, then generally you’re delivering what the organisation needs,” he said.

“So my leadership has been about delivering change that I think the organisation calls out for and makes our business better and helps our police officers.”

17 POLICE NEWS DECEMBER 2016

Health and Wellbeing Forum uncovers support needed for longer careers in policing

Police Health’s Women in Policing report

Peer support, health and wellbeing events, anonymous counselling, fitness and weight loss support were the top recommendations to better support the health of female police officers, as heard at a Health and Wellbeing Forum held in South Australia.

The Forum, an initiative of Police Health, was held for female police officers in South Australia. It aimed to identify relevant health and wellbeing support mechanisms that will help female officers to better deal with issues and challenges they face through their role in policing, and realise their full potential.

Police Health also sought feedback from female officers on a national level through an online survey, which alongside the outcomes of the Forum, has been used to commission a discussion paper on the topic of the health and wellbeing of female officers.

Police Health Chief Executive Officer Michael Oertel said the initiative was part of the organisation’s mission to support the police culture of caring for each other by improving the health and wellness of the policing community.

“The Forum and survey have helped our organisation to better understand how the challenges of a career in policing affect women’s health, their ability to perform their job and what we can do to support them throughout their career.

“We’ve uncovered several key concerns of female officers which include: the emotional demands of the job, the effect of policing on personal relationships, fitness and weight loss.

As a result of this exercise, we hope to implement a number of supports that will enable women in the police service to feel more equipped to cope with the challenges they face,” said Mr Oertel.

Several significant issues were identified as playing a role in the health, lives and careers of female officers including bullying and discrimination, emotional wellbeing and family or personal relationships outside the workplace.

“Over 50 per cent of participants in the Forum and survey 18 POLICE NEWS DECEMBER 2016

said that bullying or discrimination had impacted career progression and motivation. Stress and anxiety were the most closely related health concerns, with the most extreme cases also experiencing nausea and vomiting as physiological symptoms of their stress,” he said.

“Overall, many respondents indicated they had faced relationship breakdown with spouses and/or close friends as a result of a career in policing which was brought about by the strain of shift-work, or out of sync lifestyles and priorities. Women cited depression, weight loss or gain and overeating as health issues resulting from broken or strained relationships.

“A key area in which the majority of female officers were interested in receiving additional support was maintaining fitness levels or assistance with weight loss.”

In addition to uncovering the challenges of policing, an important theme of the Forum was to explore the reasons women have chosen to pursue a career in policing.

The majority of survey respondents and Forum participants said they wanted to help people and make a difference in the community.

Finding solutions to minimise the effects of challenges and their associated health impacts is essential to the health and wellbeing of female police officers and was an important outcome the Forum aimed to achieve. Only approximately 17 per cent of participants agreed there is currently enough support for women’s health and wellbeing.

The majority of participants suggested a range of support mechanisms that would benefit the entire policing community (males and females) which included peer support, health and wellbeing events, counselling and psychologist contact, fitness and weight-loss support, training and practical support.

“This initiative has shown us that health and wellbeing is important to female officers. Although they do not always have the time or energy to seek solutions, if there was organisational support within the policing community and from partnering organisations, like Police Health, that are tailored to their needs and delivered in the right way, it would have a better chance at impacting their health and wellbeing in a positive way,” Mr Oertel said.

WAPU OPINION

GEORGE TILBURY WAPU President

When is consultation actually consultation?

A TERM WE OFTEN HEAR from WA Police when a new policy is launched is consultation.

It is also regularly used in this context: “We undertook consultation with the WA Police Union”. I think there is a need to point out exactly what this means.

Every week, WAPU meets with WA Police, the State Government and numerous other agencies and organisations to discuss matters, often at our insistence, sometimes at theirs.

There is a clear trend occurring that by simply holding a meeting with WAPU about a policy, WA Police believes it gives them the right to say: “The Union was consulted”.

This sometimes isn’t to the extent you would expect and definitely not what Members would perceive.

Far too often, a policy is presented to WAPU all but complete, a meeting is held, we raise our concerns, give our advice and then the policy goes out.

The published policy does not address all of our concerns, very often ignores our advice, yet tells Members we have been consulted.

Far too often, a policy is presented to WAPU all but complete, a meeting is held, we raise our concerns, give our advice and then the policy goes out. The published policy does not address all of our concerns, very often ignores our advice, yet tells Members we have been consulted.

The result? A flood of calls and emails to WAPU HQ from angry Members saying why didn’t you do more?

How much of the consultative “discussion” or “advice” ends up being utilised inside the policy is entirely up to WA Police. Unfortunately, we are constrained from challenging polic y indus tr ially and legally however, we engage with WA Police to negotiate and try to influence policy, seeking the best possible outcome.

From recent experience, “consultation” is often as little as being shown the proposal, but on some occasions we do get our message through before it’s pushed out to Members. Even better, sometimes after the policy goes out, people realise our advice and concerns were valid and changes are made further down the track. We told you so!

The WA Police hierarchy has made it part of the process for policy makers to “consult” WAPU and this is an opportunity that we are very thankful for. We use these meetings to provide honest feedback, both positive and negative, on the proposals presented.

Unfortunately, there are some areas where we don’t get much input and it is in these cases that the concerns raised by WAPU are sometimes ignored.

Since I became President, I have been committed to an open dialogue with WA Police and other key stakeholders on a range of matters. I would much rather deal with any concerns and issues with policy, including implementation of policy directly, rather than have a public

stoush. That being said, if we need to go out in the public domain I will and already have runs on the board.

I strongly believe there is an attitude amongst policy makers that our views on anything new or any change in general will be inherently negative, which is simply untrue. If a new policy improves the working conditions of Members, WAPU will support it.

We exist to represent the views of our Members and to make sure they have the best possible working conditions in a difficult and dangerous working environment. I make no apologies for standing up to WA Police when new policies negatively impact Members.

My suggestion to all policy makers is rather than making “consultation” with WAPU “a tick in the box” exercise, actively engage with us early on and listen to our advice and concerns.

More often than not, you’ll find that it will address issues and improve processes not only for WA Police but also for our Members.

Those who are politically astute engage well with us and have reaped the rewards. Others who are still wary have a lot to learn, but the door is always open and it’s never too late to master the real art of consultation.

19 POLICE NEWS DECEMBER 2016

DIRECTOR OPINION

KEVIN McDONALD

Metropolitan Region Director

Bullying and intimidation – management reserves the right RANK AND FILE POLICE officers understand as well as anyone, the community needs a disciplined police force to perform duties professionally, deliver quality services and maintain community confidence.

They are put through an experience that no other employee, from any other profession, would have to put up with.

20 POLICE NEWS DECEMBER 2016

Most police also know, that our workforce represents a reflection of the broader community and from timeto-time the Agency engages people who, to put it politely, are better suited to non-police professions. Rank and file officers accept that sometimes, some unfit people slip through the recruitment net and the Agency and the community would be better off without them in a police uniform.

Unfortunately, when incidents do occur requiring internal investigation, WA Police ap plie s ant iquate d legislation, inflexible policies and oppressive tactics across the board, to weed out the few problem children they originally engaged. Put simply, the Agency employed them, got it wrong and everyone else is made to suffer the consequences – repeatedly.

The Management Inter vention Model and Section 23 of the Police Force Regulations are the core inter vention tools used by the Agency to manage employee conduct internally and maintain discipline.

These disciplinary tools are structured around management’s authority to conduct compulsive interviews with Members. That might seem fair enough but the ongoing, unbridled abuse of this compulsive power urgently needs to be challenged – and it is being challenged.

The power to compel police is regularly invoked for the most minor alleged transgressions. Internal interviews of Members relating to simple administrative matters are conducted with the savagery and intensity more in keeping with a criminal interrogation. Because there is no trust extended by the Agency, only suspicion, inter views most frequently commence at the extreme end of the spectrum with a criminal c a u t i o n . I m m e d ia te l y p u t t i n g Members on the defensive.

The next step is to deny the Member their natural right to silence by delivering the compulsion and from there the well-planned, accusatory, adversarial interrogation unfolds.

I am often called upon to provide support to Members forced to undergo these interrogations and am astounded at how appallingly badly Members are spoken to, treated and subjected to what often turns out to be baseless accusations. I believe our job is stressful enough without having to put our Members through this kind of primitive and quite frankly disgusting treatment by an uncaring employer.

The process of internal interrogation for minor matters is systemic and originating from the interview skill set acquired through our training and experience. Police officers are hig hl y t r ain e d an d e x p e r t at preparing for and conducting criminal interviews and extracting confessions.

It just so happens that that expertise is inappropriately transposed into a disciplinary internal interview setting and senior management have for a long time, conveniently turned a blind eye to this misplacement, in their zealous pursuit of a corruption clean and disciplined agency.

Hard working, dedicated, loyal and guilty of nothing Members enter these internal interviews feeling anxious, nervous and stressed. At the end, they leave upset, confused, demoralised, demotivated and disenfranchised.

They are put through an experience that no other employee, from any other profession, would have to put up with.

A process that is nothing more and nothing less than endemic, management endorsed, institutionalised bullying.

In a parallel dimension, where senior management act professionally, fairly and without malice or prejudice, they would selectively apply their compulsive authority only in situations requiring it. And they would ask questions and seek to resolve matters in a much more convivial manner with a degree of empathy, honesty, respect and fairness. I think I’ll name this approach a code of conduct.

Continued page 53

MARK BURGESS

OPINION

Chief Executive Officer Police Federation of Australia

NSW Senator needs to spend a shift with police DISGUST. DISBELIEF. HORROR. This is the response from thousands of serving police officers and their families to comments widely reported and attributed to New South Wales Senator David Leyonhjelm.

Back in 2013 – just months after winning his senate seat – Leyonhjelm is recorded telling a rally that he would be happy to let police “…lie on the side of the road and bleed to death”. The rally was about bikie legislation in Queensland.

My daughter is a police officer. I would never say to you, your daughter should lie on the side of the road and bleed to death. You have said that to me…

This is not the first time that Leyonhjelm has made disparaging comments about the country’s police.

In November 2015 he said: “The police are not our masters. They are our servants and I think they should remember that.” Further, in a parliamentary inquiry he is quoted as saying: “All cops are bastards”.

So who are these men and women of Australia of whom he speaks so disparagingly?

There are some 60,000 police men and women across the country. They, as Senator Leyonhjelm is all too aware, uphold the laws made by legislators and in doing so are often privy to the worst aspect of human behaviours. Violence, abuse, death. Police protect, prevent and investigate crime and in doing so protect and support our community.

They are normal people with families and loved ones of their own. And yet – these are the people that Senator Leyonhjelm has degraded and abused.

One mother has written: “My daughter is a police officer. I would never say to you, your daughter should lie on the side of the road and bleed to death. You have said that to me… Police officers have mums, dads, children, wives etc. You have insulted us all.”

For the last 10 years, September 29 holds a special place in the police c alendar. The National Police Remembrance Day honours those officers who lost their lives in the line of duty. There are 764 names on Canberra’s National Wall of Remembrance and every year more names are added.

Credit: The Police Association of Victoria.

All of these officers have given their blood for their community and have done more for this country than the Senator could ever hope to achieve.

Quite honestly, how can a man who is employed by the people and paid via the public purse, be allowed to make such outlandish statements against those who work tirelessly for the good of others? And a man, who was only successful at the last federal election because of a preference deal done by the major parties.

The Liberal Democratic Par ty received $48,494.75 of electoral funding. Funding entitlements are calculated using an indexed sum per first preference vote – worth 262.784 cents in 2016. By rough calculations that means that the Liberal Democratic Party received just over 18,000 primary votes.

And that is nationally. Leyonhjelm would have received markedly less than that.

Both major parties must commit to not engaging in a preference deal with this man again – a man who obviously is out of touch with the wider community and who has no respect for the work that our law enforcement community does.

I urge the Senator to spend a shift in a police station, ride the truck on a Saturday night, attend a car crash, go to the scene of a suspicious death or inform parents that their child is never coming home. Then see how he feels.

As one police officer wrote on social media: “Well Senator you may want us to ‘lie on the road and bleed to death’ but rest assured if you need saving I'll be there for you, that's what sets us apart … .”

21 POLICE NEWS DECEMBER 2016

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ANNUAL CONFERENCE

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WAPU Annual Conference 2016

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28TH-29TH JUNE 2016 PARMELIA HILTON HOTEL, PERTH 01 Medically Retired Police Officers Association of WA President Dave Bentley speaks to the media.

02 Professor Alexander McFarlane, Director of the Centre for Traumatic Stress Studies at the University of Adelaide. 03 Directors and Delegates attending the 2016 Annual Conference.

04 Intelligence Services Branch Delegate Sharon Croft. 05 Police Federation of Australia CEO Mark Burgess. 06 Mirrabooka Branch Delegate Steve Meakins. 07 Leader of the Opposition Mark McGowan. 08 Deputy Leader of the Nationals WA Mia Davies. 09 WA Police Executive Director Anthony Kannis. 10 Delegates vote at the 80th Annual Conference. 11 WA Police Corporate Board. 12 Deputy Premier and Police Minister Liza Harvey officially opened the WAPU Annual Conference. 13 WAPU Executive. 14 President George Tilbury thanks Paralympian and guest speaker Brant Garvey. 15 Paralympian Brant Garvey shares his “noXcuses� philosophy with Delegates. 16 Brant Garvey. 17 Opening of Annual Conference. 18 President Tilbury addresses the media about the Pre-Election Submission at Annual Conference. 19 Former New Zealand police officer Lance Burdett spoke to the crowd about resilience. 20 Delegates voting.

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Conference Dinner 29TH JUNE 2016 PARMELIA HILTON HOTEL, PERTH

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01 Jarred Gerace, Chris Wilson and Julian Dohohoe. 02 Kirsten Morrow, Melissa Staples and Sarah Lowe. 03 Kevin Jolly, Meredith Hammat and Lea Anderson.

04 Dean and Janet Giacomini. 05 Wendy Routhan, Harry Arnott and Anne-Marie Bloomfield. 06 Annual Conference Dinner guests. 07 Rob Harrison, Jill Willoughby and Craig Ward. 08 Dave Bentley and Brandon Shortland. 09 Amber Collier, Jade Shepley, Alannah McTiernan and Debra Hutchinson.

10 Jeanette Maddison, Geri Porter, Cliff Daurat and Ian Leavers. 11 Brian Kyrwood, Neil Vanderplank and Stuart Ford. 12 Gary and Denise Dreibergs, Anthony Kannis and Duane Bell. 13 Mick Kelly and Paul Hunt.

14 Doni Savvides and Sophie Brandsma.

15 Caroline Patrick, Robert Hamilton, Ross McDonald and Jason Brewer. 16 Martin Aldridge and Jason Marocchi. 17 Kurt Weedon, Sasa Dzaferovic and Ash Netterfield. 18 The Corporate Imposter Homer Papantonio. 19 Guests during dinner entertainment. 20 President Tilbury, Dowd-Dempsey Award winner Steve Meakins and last year’s winner Dave Flaherty. 21 Merv Lockhart and Brandon Shortland. 22 The Corporate Imposter Homer Papantonio. 23 Life Member recipient Jon Groves and President George Tilbury. 24 Annual Conference Dinner.

25 Five-year service pin recipients. 26 Merv Lockhart presents Peter Potthoff with his 15-year service pin. 27 Merv Lockhart presents Kevin McDonald with his 15-year service pin. 28 Merv Lockhart presents Mick Gill with his 10-year service pin.

29 President George Tilbury receives his 20-year service pin from Merv Lockhart.

30 Rosanna McKee, Tim Saxon and Sharon Croft. 31 Pete Henry, Blair Moulton and Gus Forbes. 32 Peter and Karalee Katsambanis and President George Tilbury.

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ANNUAL CONFERENCE

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25 POLICE NEWS DECEMBER 2016

MOTIONS ON NOTICE 80TH ANNUAL CONFERENCE 2016 1.0 CORPORATE 1.1 EXECUTIVE

That sub-Rule 14(c) be amended to enable contemporary communication methods for distributing information to Branch Secretaries.

Explanation The current Rule stipulates that notices related to rule alterations are to be posted to Branch Secretaries. Given the vast geographical distribution of Branches across WA, and the advent of new technologies such as email, reliance on post for distribution is inefficient and outdated.

Changing ‘posted’ to ‘sent’ enables any form of communication to be applied and will facilitate a more efficient processing of the issues.

(c)

CURRENT 14 – ALTERATION OF RULES The notice to Members shall be posted to all Branch Secretaries and reasonable steps shall be taken to inform members of the content of the notice.

(c)

PROPOSED 14 – ALTERATION OF RULES The notice to Members shall be sent to all Branch Secretaries and reasonable steps shall be taken to inform members of the content of the notice.

Moved: Dave Curtis Seconded: Michael Paterson CARRIED

1.2 EXECUTIVE Conference directs that Rule 12 of the WAPU Constitution be amended to replace the current ‘preferential’ election system with a ‘first-past-the-post’ election system for all elections to the Board of Directors.

Explanation The preferential system can produce a higher level of informal votes and discourages Members from voting altogether. Members may feel they are forced to express a preference for candidates they may not wish to support and those they do support are voted out on preference.

A first-past-the-post system is a potentially fairer and more equitable process which may reduce the number of informal votes and encourage more Members to participate in the voting process. It will benefit all Members who nominate for election and allow voters to clearly express their view on who they feel should be representing them on the Board of Directors.

26 POLICE NEWS DECEMBER 2016

CURRENT 12.9 System of Voting (a) Voting by proxy shall not be permitted. (b) Voting shall be by means of a preferential ballot. When only one candidate is to be elected and there are not more than two candidates, the elector shall mark their vote on the ballot paper by placing the numeral 1 opposite the name of the candidate for whom they vote. (c) When only one candidate is to be elected and there are more than two candidates the elector shall mark their vote on the ballot paper by placing the numeral 1 opposite the name of the candidate for whom they vote as their first preference, and they shall give contingent votes for all the remaining candidates by placing the numerals 2, 3 and so on or (as the case requires) opposite their names so as to indicate by such numerical sequence the order of their preference. (d) When two or more candidates are to be elected for an office, the elector shall mark their vote on the ballot paper by placing the numeral 1 opposite the name of the candidate for whom they vote as their first preference and the numeral 2 opposite the name of the candidate for whom they vote as their second preference and they shall give contingent votes for all the remaining candidates by placing the numerals 3, 4 and so on (as the case requires) opposite their names so as to indicate by such numerical sequence the order of their preference.

PROPOSED 12.9 System of Voting (a) Voting by proxy shall not be permitted. (b) Voting shall be by means of a first-past-the-post ballot. When only one candidate is to be elected and there are two or more candidates, the elector shall mark their vote on the ballot paper by placing a cross (X) or tick opposite the name of the candidate for whom they wish to be elected but is not to mark votes for more than one candidate, and the candidate with the highest number of votes shall be elected. (c) When two or more candidates are to be elected for an office, a voter shall record his/her vote by placing a cross (X) or tick on the ballot paper in the square opposite the name of the candidate or candidates for whom they wish to be elected but is not to mark votes for more candidates than the number of offices to be filled, and the candidates with the highest number of votes shall be elected. (d) DELETED CURRENT 12.15 Duties of Returning Officer (c) The Returning Officer shall reject as informal a ballot paper that:

(1) does not bear the initials of the Returning Officer or the facsimile of those initials; or

(2) has upon it a mark or writing by which the voter can be identified; or

(3) is not marked substantially in accordance with the instructions; or (4) does not indicate the member’s vote or if, when there are more than two candidates, it is not marked to indicate the voter’s preferences as regards all candidates. (f) The method of conducting the count shall be the same as that prescribed under the Electoral Act, 1907 (WA) provided that:

(1) When two or more candidates for an office are to be elected, the count of the votes will proceed until one candidate has received an absolute majority, when that candidate shall be declared elected. The first elected candidate shall then be eliminated from the count, and to proceed with the election of the second candidate all the ballot papers shall be brought into operation and again sorted into first preference votes. The first preference votes of the eliminated successful candidate shall be distributed according to the second preference markings shown thereon, to the remainder of the candidates, and when added to their respective first preference votes, shall constitute the first count for the second candidate. The procedure from then on shall be the same as in the counting of votes for the election of one candidate.

(2) A ballot paper shall not be informal for any reason other than the reasons stated in sub rule (o) (iii) of this Schedule but shall be given effect to the voter’s intention so far as their intention is clear and, in particular, when only one candidate is to be elected and there are only two candidates a ballot paper shall not be informal by reason only for the voter having indicated their vote by a cross instead of the numeral 1.

PROPOSED 12.15 Duties of Returning Officer

(c) The Returning Officer shall reject as informal a ballot paper that:

(1) does not bear the initials of the Returning Officer or the facsimile of those initials; or

(2) has upon it a mark or writing by which the voter can be identified; or

(3) is not marked substantially in accordance with the instructions; or

(4) does not indicate the member’s vote. (f) The method of conducting the count shall be the same as that prescribed under the Electoral Act, 1907 (WA) provided that:

(1) when two or more candidates for an office are to be elected, a voter shall record his/her vote by placing a cross (X) or tick on the ballot paper in the square opposite the name of the candidate or candidates for whom they wish to be elected but is not to mark votes for more candidates than the number of offices to be filled, and the candidates with the highest number of votes shall be elected.

(2) Should the voting be equal in any election under these rules, then the matter shall be decided by drawing lots.

(3) A ballot paper shall not be informal for any reason other than the reasons stated in sub rule (c) of this Rule but shall be given effect to the voter’s intention so far as their intention is clear and, in particular, when only one candidate is to be elected and there are only two candidates a ballot paper shall not be informal by reason only for the voter having indicated their vote by a numeral 1 instead of a cross (X) or tick.

Moved: Harry Russell Seconded: Glenn Wishart CARRIED

1.3 EASTERN GOLDFIELDS BRANCH Conference directs the Board of Directors to amend the WAPU Constitution to remove preferential voting and replace with a pure primary voting system, namely first past the post.

Explanation Currently, the Board of Directors has no female representation, therefore it is not reflective of its 22 per cent female membership. Working conditions specifically relating to women may not be receiving an adequate level of consideration at board level.

Other Associations across Australia have implemented a primary voting system which has seen a marked increase in female representation on boards.

This Branch is of the opinion that this style of voting is a fairer and more equitable process and will benefit all Members who nominate for election.

WITHDRAWN

1.4 CANNINGTON BRANCH Conference directs the Board of Directors to amend the WAPU Constitution to remove preferential voting and replace with a pure primary voting system, namely first past the post.

Explanation Currently, the Board of Directors has no female representation, therefore it is not reflective of its 22 per cent female membership. Working conditions specifically relating to women may not be receiving an adequate level of consideration at board level.

Other Associations across Australia have implemented a primary voting system which has seen a marked increase in female representation on boards.

This Branch is of the opinion that this style of voting is a fairer and more equitable process and will benefit all Members who nominate for election.

WITHDRAWN

1.5 MAJOR CRIME BRANCH Conference directs the Board of Directors to amend the WAPU Constitution to remove preferential voting and replace with a pure primary voting system, namely first past the post.

Explanation One Currently the Board of Directors has no female representation, therefore it is not reflective of its 22 per cent female membership. Working conditions specifically relating to women may not be receiving an adequate level of consideration at board level. Other Associations across Australia have implemented a primary voting system which has seen a marked increase in female representation on boards.

This Branch is of the opinion that this style of voting is a fairer and more equitable process and will benefit all Members who nominate for election. ▷ 27 POLICE NEWS DECEMBER 2016

Explanation Two The Preferential system can produce a higher level of informal voting and discourages Members from voting altogether. Members feel they are forced to express a preference for candidates they may not wish to support and those they do support are voted out on preference.

First Past the Post system is a fairer and more equitable process which will reduce the number of informal votes and encourage Members to participate in the voting process. It will benefit all Members who nominate for election and allow voters to clearly express their view on who they feel should be representing them on the Board.

WITHDRAWN

1.6 SERIOUS & ORGANISD CRIME BRANCH Conference directs the Board of Directors to amend the WAPU Constitution to remove preferential voting and replace with a pure primary voting system, namely first past the post.

Explanation Currently the Board of Directors has no female representation, therefore it is not reflective of its 22 per cent female membership. Working conditions specifically relating to women may not be receiving an adequate level of consideration at board level. Other Associations across Australia have implemented a primary voting system which has seen a marked increase in female representation on boards.

This Branch is of the opinion that this style of voting is a fairer and more equitable process and will benefit all Members who nominate for election.

WITHDRAWN

1.7 BIBRA LAKE BRANCH Conference directs the Board of Directors to amend the WAPU Constitution to remove preferential voting and replace with a pure primary voting system, namely first past the post.

Explanation As per previous explanations.

WITHDRAWN

1.8 ACADEMY BRANCH Branch directs the Board of Directors to amend the WAPU Constitution to remove preferential voting and replace with a pure primary voting system, namely first past the post Explanation To increase the Board of Directors diversity and reflect its current membership.

As a result of low diversity, working conditions relating to all Members may not be receiving an adequate level of consideration at board level.

Other Associations across Australia have implemented a primary voting system which has seen a marked increase in its Boards diversity.

28 POLICE NEWS DECEMBER 2016

This Branch is of the opinion that this style of voting is a fairer and more equitable process and will benefit all Members who nominate for election.

If further research is required before this motion is presented at Annual Conference 2016, the Branch directs the Board of Directors to conduct this research and report back to branches prior to the final branch meetings before the Annual Conference.

WITHDRAWN

1.9 COMMISSIONED OFFICERS BRANCH Branch directs the Board of Directors to amend the WAPU Constitution to remove preferential voting and replace with a pure primary voting system, namely first past the post.

Explanation Currently the Board of Directors has no female representation, therefore it is not reflective of its 22% female membership. Working conditions specifically relating to women may not be receiving an adequate level of consideration at board level.

Other Associations across Australia have implemented a primary voting system which has seen a marked increase in female representation on boards.

This branch is of the opinion that this style of voting is a fairer and more equitable process and will benefit all Members who nominate for election.

If further research is required before this motion is presented at Annual Conference 2016, the Branch directs the Board of Directors to conduct this research and report back to branches prior to the final branch meetings before Annual Conference.

WITHDRAWN

1.10 INTELLIGENCE SERVICES BRANCH The branch directs the Board of Directors to amend the WAPU Constitution to remove preferential voting and replace with a pure primary vote system, namely ‘first past the post’ Explanation As per previous explanations.

WITHDRAWN

1.11 UPPER GREAT SOUTHERN BRANCH Conference directs the Board of Directors to continue to support, explore and implement strategies to increase female participation within Union branches and set a target of the appointment of a female on the Board of Directors by the next election, with further targets to increase over time.

Explanation Currently, the Board has no female directors. There is significant research of the benefits of fair gender representation on boards however, the Upper Great Southern Branch opposes the introduction of a quota.

Setting targets can provide an organisation with the necessary focus to improve the gender balance within an organisation. A target will help focus attention and demonstrate commitment to increase female participation. A target is preferable to a quota as quotas may mean that appropriate male candidates may be overlooked, which would be disadvantageous to the Members and they may possibly cause women to be viewed less favourably or as a token inclusion.

Moved: Kirsten Morrow Seconded: Noreen O’Rourke CARRIED

1.12 MIDLAND WORKSHOPS BRANCH Conference directs the Board of Directors to amend the WAPU Constitution to quarantine a minimum of two existing positions for women on the Board of Directors. The total number of positions should be calculated to be in proportion to the female membership of WAPU. The positions will be given to candidates who receive the majority of votes out of all female nominees.

Explanation There are currently no female Members on the Board of Directors which is not reflective of its 22 per cent female membership. Working conditions specifically relating to women, and men in similar situations, may not be receiving an adequate level of consideration at Board level. This motion will ensure that there is a fair representation of females on the Board who have been elected by their peers.

Moved: Debra Hutchinson Seconded: Noreen O’Rourke LOST

1.13 CANNINGTON BRANCH Conference directs the Board of Directors to amend the WAPU Constitution to quarantine a minimum of two existing positions for women on the Board of Directors. The total number of positions should be calculated to be in proportion to the female membership of WAPU. The positions will be given to candidates who receive the majority of votes out of all female nominees.

1.15 ACADEMY BRANCH Branch directs the Board of Directors to establish a non-voting female representative on the Board to act as a mentor/liaison person to reflect women’s interests and diversity in the absence of a female board member.

Explanation The participation of females in WAPU activities is low. This position would provide mentorship to female Members and act as a liaison person on the Board for all female WAPU Members.

Moved: Andrew Seery Seconded: Sharon Croft CARRIED

1.16 MIDLAND WORKSHOPS BRANCH Conference directs the Board of Directors to amend the WAPU Constitution to quarantine a minimum of one existing position for police auxiliary officers on the Board of Directors. The total number of positions should be calculated to be in proportion to the PAO membership of WAPU. The positions will be given to candidates who receive the majority of votes out of all PAO nominees.

Explanation There are currently no PAO Members on the Board of Directors. Presently there are 212 PAOs within WA Police and only 147 of those are active WAPU Members. This number can be attributed to insufficient representation in matters affecting their working conditions. Working conditions which may not be receiving an adequate level of consideration at Board level.

This motion will ensure that there is a fair representation of PAOs on the Board who have been elected by their peers and in turn increase the participation rate of PAOs within WAPU. Moved: Debra Hutchinson Seconded: Kylie Dyer LOST

1.17 COMMISSIONED OFFICERS BRANCH Branch directs the Board of Directors to establish a non-voting female representative on the Board to act as a mentor/liaison person to reflect women’s interests and diversity.

Explanation There are currently no female members on the Board of Directors which is not reflective of its 22 per cent female membership. Working conditions specifically relating to women, and men in similar situations, may not be receiving an adequate level of consideration at Board level. This motion will ensure that there is a fair representation of females on the Board who have been elected by their peers.

Explanation The participation of females in WAPU activities is low. This position would provide mentorship to female Members and act as a liaison person on the Board for all female WAPU Members.

WITHDRAWN

WITHDRAWN

1.14 ACADEMY BRANCH Branch directs the Board of Directors to amend the WAPU Constitution to quarantine a number of existing positions for women on the Board of Directors. The number of positions should be calculated so as to recognise the proportion of female membership of WAPU. Explanation There are currently no female Directors. Passing this motion will ensure women are fairly represented on the Union’s Board and are able to further the interests of the female membership of WAPU. WITHDRAWN

1.18 SERIOUS & ORGANISED CRIME BRANCH Conference directs the Board of Directors to establish a mentoring system to increase participation of all Members in Union activity.

Explanation At present many Members are unaware how to get involved in Union activity or how the Union’s decision making process works. A mentoring program would provide Members an insight into Union business.

Moved: Peter Birch Seconded: Harry Arnott CARRIED ▷

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1.19 ACADEMY BRANCH

1.23 PROSECUTING BRANCH

Branch directs the Board of Directors to establish a mentoring system to increase participation of all Members in Union activity.

Conference directs the Board of Directors at the Annual Conference to consider removing commissioned officers from WAPU.

Explanation At present many Members are unaware how to get involved in Union activity or how the Union’s decision making process works. A mentoring program would provide Members an insight into Union business

Explanation Policing circa 2016 is a long way removed from policing 1912. We have differing expectations, working conditions and practices. Just because something is so, does not mean it is right or correct.

WITHDRAWN

Commissioned officers choose whether they wish to serve in an administrative role on behalf of government. Their KPIs are different to WAPU and their responsibilities are different to WAPU. Their masters are the Government of WA. Other than proving lip service to global motherhood statements espousing their concerns for the wellbeing of their staff, on WA Police website, there is little real concern ever shown towards frontline operational staff.

Their concern is about public perception and political expediency.

1.20 COMMISSIONED OFFICERS BRANCH Branch directs the Board of Directors to establish a coaching system to increase participation of all Members in Union activity.

Explanation At present many Members are unaware how to get involved in Union activity or how the Union’s decision making process works. A mentoring program would provide Members an insight into Union business WITHDRAWN

1.21 SEX CRIMES BRANCH Conference directs the Board of Directors to consider the position of the Commissioner of Police as being untenable with the WAPU membership and amend the WAPU Constitution accordingly.

Explanation Due to the conflict of interest in that the COP is the employer of all the Members of WAPU, thereby making his membership of the WAPU untenable.

Moved: Bill Mansas Seconded: Jaime Forbes LOST

1.22 SEX CRIMES BRANCH Conference directs the Board of Directors to consider that commissioned officers be removed from WAPU and that all commissioned officers be excluded from membership.

Explanation In recent years, there appears to be a proliferation of commissioned officers using the police complaint resolution process to in bully and victimise rank and file members of WA Police.

This makes it difficult for WAPU to represent either or both of the parties, as both parties may be Members of the same union.

As the current system does not afford the right of reply and all Members must accept the findings of the inquiries. Or are encouraged just to take verbal guidance, when that may not be the correct decision at the time.

Moved: Bill Mansas Seconded: Jaime Forbes LOST

30 POLICE NEWS DECEMBER 2016

They want to achieve more with less, their primary concern is not the rank and file frontline officer. If any Member has a vested interest in coercing, encouraging or bullying WAPU Members into working outside of our Industrial Agreement, it is commissioned officers.

For example, rostering practices, meal periods, fatigue management, all commissioned officers give is lip service. Their expectation is in relation to grades of service, how we can best meet the needs of the Government.

Their mindset is incongruent to those of WAPU and they should not be Members of WAPU. Their membership should be suspended whilst they choose to take up those positions, subject to contract with the WA Government. Should they choose to return to non-commissioned officer rank, then they can re-join with no level of disadvantage.

WITHDRAWN

1.24 ARMADALE GOSNELLS BRANCH Conference directs WAPU to abolish the Commissioned Officers Branch and its involvement within the WA Police Union.

Explanation WAPU has a commitment to ensuring the best working conditions for its Members. Commissioned officers have a commitment to the agency and conditions for Members may be placed as secondary due to this commitment.

This represents what could be seen as a conflict of interest for commissioned officers who may be pushing the “company line” as opposed to what is best for the rank and file. Also the Members of the Commissioned Officers Branch may be working against the best wishes or intentions of the Union which may be against the WAPU constitution.

WITHDRAWN

1.25 MIRRABOOKA BRANCH Conference directs the Board of Directors to review the present amount of ‘Fellowship’ of $100 for a Branch meeting and $150 for the Annual General Meeting, with a view to increasing each by $50.

Explanation Mirrabooka Branch spends over $100 on every occasion (e.g. two x Subway Platters = $110). Branch meetings with 20 or more attendees $100 should be increased to $150 and Branch meetings with 30 or more attendees $100 should be increased to $200. Annual General Meeting ‘Fellowship’ should be in-line with Branch meeting ‘Fellowship’.

Moved: Steve Meakins Seconded: Mark Johnson LOST

1.30 ACADEMY BRANCH Branch directs the Board of Directors to pay reasonable out of pocket expenses for child care to allow Members to attend Branch meetings.

Explanation Child care responsibilities may prevent delegates from attending Branch meetings. Subsidising this cost may increase participation of Members at Branch meetings.

WITHDRAWN

1.26 BIBRA LAKE BRANCH Conference directs the Board of Directors to provide incentives for Members to attend Branch meetings, akin to attendance prizes e.g. a free night in the holiday homes, movie tickets, passes to zoo etc.

Explanation Self-explanatory.

Moved: Rosanna McKee Seconded: Peter McGee LOST

1.27 CANNINGTON BRANCH Conference directs the Board of Directors to provide an incentive for Members to attend Branch meetings.

Explanation This strategy has been adopted by other police jurisdictions to increase participation at Branch level. Examples would be providing access to holiday homes at a discounted rates for those Members who attend a certain number of meetings or entry into a draw to win movie tickets, tickets to the zoo etc.

WITHDRAWN

1.28 ACADEMY BRANCH Branch directs the Board of Directors to provide an incentive for Members to attend Branch meetings.

Explanation This strategy has been adopted by other Police jurisdictions to increase participation at Branch level- examples would be providing access to holiday homes at a discounted rate for those Members who attend a certain number of meetings, or entry into a draw if Members attend a certain number of meetings.

WITHDRAWN

1.29 SOUTH WEST HINTERLAND BRANCH Conference directs the Board of Directors report in writing on the progress of each motion from the previous year to keep Members informed.

1.31 COMMISSIONED OFFICERS BRANCH The Branch directs the Board of Directors to pay reasonable out of pocket expenses for child care to allow Members to attend branch meetings.

Explanation Child care responsibilities may prevent delegates from attending branch meetings. Subsidising this cost may increase participation of Members at branch meetings.

Moved: Noreen O’Rourke Seconded: Mark Johnson LOST

2.0 INDUSTRIAL 2.1 EXECUTIVE

Conference directs the Board of Directors in the next Police Industrial Agreement negotiations to lobby the Commissioner of Police to pursue access to overtime payments for OICs who work additional hours during ‘declared disasters/emergencies’ or other extraordinary circumstances.

Explanation The 2015/16 bushfires in Yarloop and Waroona were an extreme event, which consumed many WA Police resources, including extensive periods of duty for officers. Central to the deployment of police resources, co-ordination of emergency services and attendance to tasks were OICs from the affected and surrounding sub-districts. Currently, the Industrial Agreement provisions preclude OICs from being paid for additional hours on their five rostered days of duty. In situations such as these bushfires, where OICs have worked extraordinary hours, it is fair and reasonable for them to be able to claim payment for the additional hours.

Moved: Mick Kelly Seconded: Harry Russell CARRIED

2.2 EXECUTIVE Explanation Members request an update on motions passed from the previous year to be provided to Branch Officials so they can be tabled at each meeting.

Moved: Dion Jackson Seconded: David Taylor CARRIED

Conference directs the Board of Directors in the next Police Industrial Agreement negotiations to lobby the Commissioner of Police to pursue access to overtime payments for commissioned officers who work additional hours during ‘declared disasters/emergencies’ or other extraordinary circumstances. ▷

31 POLICE NEWS DECEMBER 2016

Explanation The 2015/16 bushfires in Yarloop and Waroona were an extreme event, which consumed many WA Police resources, including extensive periods of duty for officers. Central to the deployment of police resources, co-ordination and management of emergency services were commissioned officers from the affected and surrounding districts. Currently, the Industrial Agreement provisions preclude commissioned officers from being paid for additional hours. In situations such as these bushfires, where commissioned officers have worked extraordinary hours, it is fair and reasonable for them to be able to claim payment for the additional hours.

Moved: Mark Johnson Seconded: Lindsay Garratt CARRIED

2.3 MIDLAND WORKSHOPS BRANCH Conference directs the Board of Directors to oppose WA Police and/or the Government making any changes to dilute or remove the current work and non-work related medical entitlements for serving police officers and authorises the Board of Directors to take any action necessary to protect these hard-fought conditions.

Explanation The negative pressures relating to police work are extensive, both physically and mentally. The current medical entitlements assist all police officers to remain healthy and where an officer is not, it provides assistance to become so. These conditions are well deserved and are used to attract and retain good police officers. These conditions should not be traded nor eroded in order to negotiate a general pay increase or in exchange for workers compensation.

Moved: Debra Hutchinson Seconded: Lindsay Garratt CARRIED

2.4 UPPER GREAT SOUTHERN BRANCH Conference directs the Board of Directors to implement a campaign (aside for the current It’s Tough Enough campaign) directed towards the WA Government, to bring to its attention the dissatisfaction police officers have towards the current policy on wage constraints and the forthcoming industrial agreement.

Explanation Members feel that this scheme has been successful in filling vacancies throughout Regional WA. If discontinued, the vacancy rates will again rise and affect the policing services to the community.

Moved: Sasa Dzaferovic Seconded: Dave Curtis CARRIED

2.6 BIBRA LAKE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to expand flexible working arrangements to enable police officers to elect to work part-time on a more varied flexible roster.

Explanation The introduction of the Metropolitan Operating Model resulted in part time arrangements being standardised at 0.5 and many Members who had other flexible working arrangements had to change them to comply with the changes. WA Police should re-introduce more flexible arrangements so that Members can apply for part-time arrangements that meet their family commitments etc.

Moved: Rosanna McKee Seconded: Peter McGee CARRIED

2.7 COMMISSIONED OFFICERS BRANCH Branch directs the Board of Directors to lobby the Commissioner of Police to align the WAP Flexible Work Options Policy with the EBA, removing the emphasis on 0.4 and 0.5 FTE in the current policy.

Explanation Currently part-time officers are given limited options and most are directed to work 0.5FTE. This does not suit every officer that needs to be a sustained push from WAPU to increase access to part-time agreements for members.

WITHDRAWN

2.8 BIBRA LAKE BRANCH Explanation Media over the last few weeks and recent events suggest it’s obvious the Government are setting boundaries of the next wage negotiations for the IA at 1.5 per cent. This is contrary to what had previously been expressed by Directors preceding the previous IA in which it was explained that the next IA that Police would be the big winners because of the election being held in the same year.

Implementation of a campaign to target and impact monetary flow and revenue stream into government coffers should be considered.

Moved: Kirsten Morrow Seconded: Dave Flaherty CARRIED

2.5 LOWER SOUTH WEST BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police and Government to extend the Attraction and Retention Scheme for regional officers that is due to expire in November 2016.

32 POLICE NEWS DECEMBER 2016

Conference directs the Board of Directors to lobby the Commissioner of Police to extend flexible working arrangements so that any police officer can act up into HDA positions on a one shift or more basis.

Explanation At present, part time officers can’t act in a higher duties position unless they complete a full week in the position as per the current industrial entitlement.

Moved: Rosanna McKee Seconded: Julian Donohoe CARRIED

2.9 COMMISSIONED OFFICERS BRANCH Branch directs the Board of Directors to lobby the Commissioner of Police to extend flexible working arrangement so that part time officers can act up into HDA positions without having to fulfil the 40-hour requirement.

Explanation Career development opportunities for part-time officers are limited. The application of the HDA does not allow part-time officers to access these opportunities.

WITHDRAWN

A dinner in Pilbara costs a lot more than the allowance. Same goes for the meal prices for when you work greater than two hours overtime and if you purchase a meal.

0600 hrs or later but before 1100 hrs Breakfast $10.30 per meal

1100 hrs or later but before 1600 hrs Lunch $12.65 per meal

1600 hrs or later but before 2200 hrs Evening Meal $15.20 per meal

2200 hrs or later but before 0600 hrs Supper $10.30 per meal

2.10 CENTRAL GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to reinstate travel allowance for relieving officers in the Central Great Southern region.

Explanation Reinstating the travel allowance will attract more officers to consider leaving their normal place of residence and ensuring smaller stations are receiving reliefs and officer safety is not impacted.

Moved: Dave Groenenberg Seconded: Peter McGee CARRIED

2.11 EAST METROPOLITAN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to review the current meal claims entitlements.

Explanation The East Metropolitan Branch request WA Police to review the current meal claims entitlements – the maximum of five meals per fortnight be lifted; review the current rate to make it more in line with the current market prices and in line with current economic climate, the reason being that $6.00 no longer cover costs of purchasing meals (sandwiches/rolls are now between $10.00 and $15.00.)

Moved: Cliff Daurat Seconded: Dave Curtis CARRIED

2.12 ROCKINGHAM KWINANA BRANCH Conference directs the Board of Directors at the next round of EBA bargaining to push for an immediate increase in the value of a Meal Continuous Claim as per Sect 8(c) from the nominated rate of $6.35 (F15 schedule F) and to be indexed to at least 25% of one hour of base pay rate of a First Class Constable, $10.07 (currently $40.28 per hour) Explanation The $6.35 current rate is a woefully inadequate compensation for the loss of a full 50 min meal period.

Breakfast 21.20 Lunch 33.20 Dinner 52.20 Supper 35.53

WITHDRAWN

2.14 EAST METROPOLITAN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to increase penalty rates for working weekend afternoon, evening and night shifts Explanation The East Metropolitan Branch request WA Police increase penalty rates for police officers working afternoon, evening and night shifts to be increased. At this point in time, penalty rates for working afternoon and evening shifts on weekends are the same as normal week days. We would like Saturday and Sunday afternoon, evening and night rates to be increased to compensate for loss of a weekend which impacts on work/life balance.

Moved: Cliff Daurat Seconded: Brandon Shortland CARRIED

2.15 BIBRA LAKE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to implement a shift penalty of time and a half for Christmas Day only.

Explanation Members feel that having to work on Christmas Day is a major impost on Members and their families and that they should be compensated by way of overtime pay on the day.

Moved: Rosanna McKee Seconded: Brandon Shortland CARRIED

2.16 STATE TRAFFIC OPERATIONS Moved: Warren Dowbysch Seconded: Harry Russell CARRIED

Conference directs the Board of Directors to pursue through the Commissioner consideration to have a separate allowance for police officers working on a public holiday.

2.13 NORTH PILBARA BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to review the rates of meal claims currently applicable under the EBA. Explanation The current rates are way off if you need to purchase a reasonable meal.

A cooked breakfast, two course meal for lunch and a three course meal for dinner. The rates of:

Explanation Police officers work unsociable rosters and do not get adequately compensated when working public holidays. The status quo has remained for many, many years and it is time to move forward.

Moved: Brendan Maccione Seconded: Lindsay Garratt CARRIED â–ˇ

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2.17 SERIOUS & ORGANISED CRIME BRANCH Conference directs the Board of Directors to seek clarification from WA Police of overtime entitlements related to continuous duty from a previous shift into the next rostered shift. If it is the case overtime ceases at the commencement of the next shift, Serious and Organised Crime Branch requests the Board of Directors to lobby for a change to the current EBA entitlements to reflect the nature of continuous duty and apply appropriate penalty rates.

Explanation Officers attached to the Serious and Organised Crime Branch are regularly required to conduct duties for longer than a 24 hour period. Although when applying OS&H principles this would ordinarily not be desired, it is a reality and occurs regularly.

When an officer has worked through the night on continuous duty and they are still at work on the commencement of their next shift, the penalties that are received as a result of the continuous duty cease.

Explanation The current rate of $100 per week if is way off considering you are now required to use a corporate card for all meals and the inconvenience of working somewhere else, $100 does not cover it. Being away from your normal residence and sometimes family $100 is ridiculous.

Clause 17. ADDITIONAL ALLOWANCES (16) Country Deployment Allowance Employees relieving in Regional WA will be paid an allowance of $100 per week for each week spent relieving, which requires that they reside away from their usual place of residence. For periods less than one week, a pro rata payment of the allowance shall be made.

Moved: Jaime Buck Seconded: Michael Henderson CARRIED

2.21 NORTHERN ROG BRANCH E.g. Rostered shifts are Monday to Friday, 0800hrs to 1600hrs. An officer works continuous duty from 1600hrs Monday to 0800hrs Tuesday (16 hours overtime). At 0800 hrs Tuesday, if the officer is still required to continue duty, the overtime ceases and they revert to normal time rates.

Moved: Peter Birch Seconded: Lindsay Garratt CARRIED

2.18 EASTERN GOLDFIELDS BRANCH Conference directs the Board of Directors to instruct the WAPU Industrial Team to negotiate a cleaning day for all transfers (including self-moves).

Explanation The current pack and uplift day does not leave adequate time to sufficiently clean their house to specific GROH standards prior to commencing their travel days, often resulting in Members being forced to pay professional cleaners to clean their house at their own cost.

Moved: Jaime Forbes Seconded: Brandon Shortland CARRIED

2.19 NORTH PILBARA BRANCH Conference directs the Board of Directors to lobby Government to seek changes to the air-conditioning policy. To increase the first month it starts (October) to include September.

Explanation Members at this branch have noted the weather has changed and the temperature is already at an unbearable level and requires them to use their air-conditioning for a lot longer. Owing to a lot of houses having very old systems the power bill is way higher than it should be.

Moved: Jamie Buck Seconded: Mark Johnson CARRIED

2.20 NORTH PILBARA BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to increase the rate of Country Deployment Allowance.

34 POLICE NEWS DECEMBER 2016

Conference directs the Board of Directors to lobby the Commissioner of Police to have an additional financial benefit for officers on Regional WA deployments with either a deployment allowance or increased incidental allowance.

Explanation Regional Operations Group (ROG) as a unit can be deployed to Regional WA for a number of community issues including public events, civil unrest, policing shortages and natural disasters. ROG officers are often expected to be on standby (without any paid allowance) and are often deployed to RWA with less than one weeks’ notice.

This can impact the officers being deployed financially who are away from their family or home and have to cover expenses including but not limited to, child/dependent care, pet care, home maintenance etc.

With the introduction of Corporate Cards and the minimal benefit provided under the EBA with the incidental allowance there is little incentive for officers to volunteer for such deployments.

Moved: Cris Marzo Seconded: Peter McGee CARRIED

2.22 SOUTHERN ROG Conference directs the Board of Directors to lobby the Commissioner of Police to amend the country deployment allowance to not only cover relieving but to include deployments to Regional WA encompassing planned and unplanned events, whether as a relieving officer or to supply additional support numbers.

Explanation Officers from units such as ROG, Mounted and K9 Sections are regularly deployed to Regional WA as additional numbers and do not qualify for the current allowance. With agency policy dictating the use of corporate card in lieu of travelling allowance there is no financial incentive for officers to be away from their families and other commitments. The current $14.55 pro rate daily incidental allowance normally rarely meets out of pocket expenses while incurred on officers down time while away from home.

Moved: Stuart Ford Seconded: Sharon Croft CARRIED

2.23 MIDLAND WORKSHOPS BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to amend Clause 27 Travelling Allowances, to include an additional clause to compensate police officers and police auxiliary officers who are directed to travel and required to stay overnight in regional WA. Explanation Officers are regularly required to work away from home with minimal hours’ notice. There is no financial remuneration with the WA Police Travel Policy enforcing the use of corporate cards for all costs incurred. Many specialist areas in WA Police attend regional WA regularly, disrupting the family life with no financial remuneration. Some members incur additional costs in the way of child and pet care with no financial assistance.

Explanation Self-explanatory Moved: Cliff Daurat Seconded: Sharon Croft CARRIED

2.27 SOUTHERN ROG Conference directs the Board of Directors to lobby the Commissioner of Police to pursue a 38-hour week in the next enterprise negotiations.

Explanation Self-explanatory WITHDRAWN

PAOs are required to do regular property runs to regional areas which can take them away from their families for up to two weeks. They receive no financial gain and are required to take their weekly leave away from their families. The additional clause will remunerate police officers and PAOs for having to work away from home.

Moved: Debra Hutchinson Seconded: Peter McGee CARRIED

2.24 MIRRABOOKA BRANCH Conference directs the Board of Directors to lobby for an increase in the present 9.5 per cent ‘Government Superannuation’ to 15 per cent.

Explanation Policing is different and government superannuation needs to reflect this.

Police officers are adopting healthier lifestyles and seeking a better work/life balance. This may lead to longer living. Currently, GESB Gold State members have to purchase additional annuity at a cost equal to about 15 per cent of their income. A co-contribution equal to 3 per cent being 6 per cent on top of the already 9 per cent will afford Members a better Retirement Plan.

Moved: Steve Meakins Seconded: John Gobbels CARRIED

2.25 PROSECUTING BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police during the upcoming Industrial Agreement negotiations for a re-introduction of the 38-hour week to bring us into line with other policing jurisdictions within Australia, with an emphasis on no trade-offs of current working conditions or entitlements.

Explanation Self-explanatory Moved: Jarred Gerace Seconded: Lindsay Garratt CARRIED

2.26 EAST METROPOLITAN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to re-instate a 38-hour working week and re-introduce Accrued Time off (ATO).

2.28 WEST PILBARA BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to include in the forthcoming EBA negotiations a 38-hour week or the return of the 12 accrued days off.

Explanation Our Members are the only state employed workers working a 40-hour week. Policing has become more demanding and stressful with our Members require more time away from the workplace. Work place stress has been increased due to the inability of Government and WA Police to retain experienced personnel.

WITHDRAWN

2.29 MIRRABOOKA BRANCH Conference directs the Board of Directors to negotiate a ‘thirty five (35) hour week’ for all police officers.

Explanation Current industrial practice in Western Australia is a 35 hour week, but for some reason it has passed WA Police. The extra time could be taken as increased leave and/or increased recruitment within WA Police.

Moved: Steve Meakins Seconded: Brandon Shortland LOST

2.30 GREAT SOUTHERN BRANCH Conference directs the Board of Directors to pursue with the Commissioner of Police, during Industrial Agreement negotiations, to delegate the ‘on-call/close call/stand-by’ allowance approval to a District Office level, rather than the current Commander level.

Explanation There is a current scenario that exists in regional locations where by the ‘Second Officer’ at smaller stations will be given the OIC telephone. He/she is requested to monitor and provide a response should it ring whilst the OIC is away/on leave/out of the area for a short period of time (No HDA).

Allowing the District Office to approve the ‘Second Officer’ to receive an ‘on-call/close call/stand-by’ allowance will compensate him/her for the inconvenience, in lieu of an ‘OIC allowance’. ▷ 35 POLICE NEWS DECEMBER 2016

This allowance is available to units such as Gang Crime, Child Abuse and Major Crash. As it currently stands the ‘Second Officer’ takes possession of the OIC phone on his/her own good will. This is not an extra allowance being sought, but a simplified process to access an allowance already available.

Moved: Danny Richmond Seconded: Harry Arnott CARRIED

2.31 MANDURAH BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to provide all police officers with a debit card to be used for payment for all work-related injury expenses.

Explanation Currently, when officers are injured at work an OSH report is submitted however, they are required to pay for medical attention received personally, to keep the receipts and claim the costs back through Health and Safety.

This process can take some time and the costs can be stressful to Members.

The debit card would be linked to the OSH report number and can only be used for claims linked to this number to prevent misuse.

The costs of the cards are minimal and ensuring that all medical treatment received is linked to the OSH report number will provide consistency and a direct link for Health and Safety to monitor. Conference requests these cards be implemented prior to the end of 2016 to prevent officers being responsible for paying for their medical costs for injuries received at work and the additional stress this brings to an employee.

Moved: Jade Shepley Seconded: Harry Russell CARRIED

2.32 MIDLAND WORKSHOPS BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to remove from Clause 17(12) Forensic Qualifications Allowance subsection (a) (ii) prepared or delivered expert evidence used by the courts.

Explanation The allowance is a qualification allowance and not an expert allowance, therefore the subsection is not relevant. Forensic officers are still required to fulfil the other mandatory requirements to obtain the qualification allowance which encompasses four years continuous experience in the forensic field and complete a qualification at diploma level or above.

Moved: Debra Hutchinson Seconded: Noreen O’Rourke CARRIED

2.33 STATE TRAFFIC OPERATIONS Conference directs the Board of Directors to pursue through the Commissioner to change the way overtime is calculated.

Explanation The Branch suggest that all overtime should be at the rate of double time from the outset, not time and a half for the first three hours. Reason for this change is that most other agencies, both public and private, have their overtime calculated at double time from the first hour onwards.

Moved: Brendan Maccione Seconded: Garreth Reed CARRIED 36 POLICE NEWS DECEMBER 2016

2.34 SEX CRIMES BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police for the Civilian Plain Clothes Allowance to be a compulsory upfront payment on commencement of plain clothes duty.

Civilian clothes allowance An employee who is detailed to carry out duties in civilian clothes for a period of five consecutive working days or more in any one calendar year shall be paid a clothing allowance of $985 in advance of having to perform those duties.

• Initial civilian plain clothes allowance paid in a compulsory lump sum (No application required to be submitted).

• Ongoing civilian plain clothes allowance to be paid to the member, commiserate with the cost of providing a police uniform and ongoing maintenance thereof.

• Civilian plain clothes allowance for part time employees to be paid pro rata to the annual payment.

Explanation Uniform officers who are transferred to plain clothes position for the first time, have a huge impost on their financial budgets to fully equip themselves with the appropriate clothing i.e. business suits, trousers and business shirts, ties and the appropriate footwear.

Agency directive to the Crime Division that Members will not be allowed to wear blue jeans/sports shoes/sneakers and instead wear cargo pants, travel wear and no-sports shoes.

OSH - recently an officer was not compensated for the laundering of a blood stained clothing after an altercation with a suspect, believed to have blood borne diseases. This officer was reprimanded in relation to using the corporate card to have the items of clothing dry cleaned.

Moved: Bill Mansas Seconded: Peter Birch CARRIED

2.35 SEX CRIMES BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to amend the time of in lieu (TOIL) of overtime arrangements.

An employee who performs authorised overtime may elect to be paid for such overtime or alternately be allowed time off in lieu thereof.

Time off should be calculated in accordance with overtime calculations and not as ordinary hours of pay.

Explanation There have been cases where police officers have been advised that there is no overtime in the budget but that they may be given time in lieu of overtime.

The management’s decision based on budget constraints and not on operational requirements. Police have felt they obliged to work under these options.

Moved: Bill Mansas Seconded: Glenn Wishart CARRIED

2.36 PERTH POLICE CENTRE BRANCH

2.39 COMMISSIONED OFFICERS BRANCH

Conference directs the Board of Directors to lobby the Commissioner of Police to arrange parking for metropolitan officers’ private vehicles in light of property damage, suspicious activity and current officer safety threat level.

Branch directs the Board of Directors to lobby the Commissioner of Police to establish day care appropriate options for shift workers or provide a child care subsidy.

Explanation The current terrorism threat level is defined as ‘Probable’ with officers receiving consistent reminders to be aware of the risks and security issues around their roles and stations.

Explanation Many officers face the choice of either leaving WAP or having to fund expensive day care arrangements in order to return to work. The lack of flexible working arrangement coupled with the demands of shift work leave officers severely out of pocket.

However, there seems to be little to no regard for the safety of officers upon departure from their duties at the end of their shifts. Officers at Perth Police Centre received security reminders in September 2016 which included recommendations such as ‘Assess your staff parking location and conduct a risk assessment’. Officers at PPC have conducted this risk assessment and deemed staff parking arrangements, or lack thereof, to present a real and valid risk to their safety.

Upon raising the issue in the past, officers have been advised to manage the risk by finding another officer to escort them back to their vehicle at the end of shifts. Due to current operational requirements and insufficient staffing levels, this is not always a viable option.

As a result, a number of officers have had their own safety put at risk, often coming across damage to their personal vehicles, suspicious activity around said vehicles, or in one particular case, and an officer unknowingly transporting an unknown person in the back of their vehicle to their home.

Moved: Pete Henry Seconded: Brandon Shortland CARRIED

2.37 COMMISSIONED OFFICERS BRANCH Branch directs the Board of Directors to lobby the Commissioner of Police to obtain safe and secure parking options in the absence of public transport availability.

Explanation Currently Officers are forced to park in unsafe locations after hours, when public transport is not available.

Moved: Noreen O’Rourke Seconded: Harry Arnott CARRIED

2.38 BIBRA LAKE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to improve day-care appropriate options for shift workers or provide a day-care subsidy.

Explanation Working rotating shifts is difficult whilst trying to maintain child care arrangements and can often lead to increased costs for Members. WA Police needs to look at providing child care facilities for Members who work shift work or introduce a subsidy arrangement to assist.

Moved: Noreen O’Rourke Seconded: Sharon Croft CARRIED

2.40 BIBRA LAKE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to implement immediate remuneration for response officers.

Explanation Self-explanatory Moved: Rosanna McKee Seconded: Julian Donohoe LOST

2.41 SERIOUS & ORGANISED CRIME BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to revisit the implementation of paid incentives in relation to “i” levels allowances by percentage.

Explanation Historically this concept has been raised before but is yet to be successfully implemented.

Incentives to become or remain a detective are decreasing. Extra payment on a percentage scale as recognition of “i” level qualification would add an incentive to complete detective training. It should be the case that officers are paid in recognition of their “i” qualification regardless of whether or not they are currently a detective or in the uniform stream.

Moved: Peter Birch Seconded: Bill Mansas LOST

2.42 SERIOUS & ORGANISED CRIME BRANCH Conference directs the Board of Directors to address with the Commissioner of Police to seek the reinstatement of the nationally recognised qualification for “i” levels.

Explanation In the past, “i” level qualifications were recognised on a national level; for example upon the completion of the i4 program, the investigator would receive an Advanced Diploma. However now, the same level of work is required to qualify as an i5 detective within WA Police, but the investigator does not receive any national accreditation. ▷

Moved: Rosanna McKee Seconded: Sharon Croft CARRIED 37 POLICE NEWS DECEMBER 2016

This appears to be down to the cost. For example, it has been suggested to i4 investigators that should they wish to receive their Diploma, they can submit Recognition of Prior Learning themselves and pay the $5,000 fee to the national body.

It is unreasonable that WA Police does not support officers in obtaining qualifications which recognise their knowledge and experience.

further. The issues that lead to the review of the rosters are still relevant such as fatigue, staffing issues and hours of duty that are unnecessary based on WA Police’s own figures in relation to peak times/demand.

Moved: Lachlan Perhavec Seconded: Mark Johnson CARRIED

2.46 GERALDTON BRANCH Moved: Peter Birch Seconded: Gareth Reed CARRIED

2.43 GERALDTON BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to update the Industrial Agreement with respect to rostering practices.

Explanation The current IA is strongly worded to an eight (8) hour rotational roster.

This is not conducive to modern policing practices around Australia.

For the eight (8) hour rotational roster is to be approved by a Deputy Commissioner. Other areas circumvent this by implementing a combination of eight (8) and ten (10) hour rotations.

It is time that WA Police adopts a more modern approach to rostering that benefits Members and the Agency in a better work life balance work place.

Moved: Glenn Wishart Seconded: David Taylor CARRIED

2.44 GERALDTON BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to significantly engage with affected Members regarding roster changes and a vote shall be conducted amongst the affected members. A result of 80 per cent or more in favour must be reached prior to any implementation of a new roster.

Conference directs the Board of Directors to lobby the Commissioner of Police to negotiate better working conditions in the next Industrial Agreement.

Explanation The current State Wages Policy is restrictive, limiting pay increases. The WA Police Union is directed to negotiate for the inclusion of better conditions within the next Industrial Agreement including:

• Return the long service leave entitlement back to seven (7) years’ service.

• WA Police to pay for Member’s Drivers Licenses as it is a critical requirement for Members’ employment.

• Increase continuous meal claims from the current level to $20 per missed meal.

• Increase shift penalties for the current rate to:

• Afternoon shift to sixty dollars ($60);

• Evening shift to eighty dollars ($80);

• Night shift to one hundred dollars ($100); and

• Weekend day shift to forty five dollars ($45).

• Enter into better salary sacrifice programs: • Home mortgages;

• Private health insurance; and • Venue/meal cards.

Moved: Glenn Wishart Seconded: Danny Richmond CARRIED

2.47 EASTERN GOLDFIELDS BRANCH Explanation WA Police have shifted the work/life balance as seen by the recent changes across the state at all levels. Currently, there is a practice of changing rosters to only suit the needs of WA Police at the detriment of the Members’ wellbeing (work/life balance).

Conference directs the Board of Directors to lobby the Commissioner of Police to standardise the sizing of GRO housing, to ensure that residences are in a suitable location and the size of bedrooms and living areas meet the Member’s family requirements to allow for them to obtain adequate sleep on fatiguing rosters.

Little is being afforded to the Members with input and when a roster is proposed, a vote should be taken on any changes to rostering and if it is not supported by 80 per cent of the Members then no change is to be implemented.

Explanation Currently in Regional WA, specifically Kalgoorlie, GROH are not renewing leases on older larger houses in favour of newer smaller houses of the same number of bedrooms. These houses are a lot smaller in size on smaller blocks making it difficult for Members to sleep after afternoon and night shifts. This is also placing undue stress on Members’ partners who often are forced to take children out in unfavourable climate condition in-order for Members to obtain sleep.

GROH believe if there is a wardrobe in the room, then it is classified as a bedroom whether a double bed can fit in the room or not. The majority of these newer style house don’t cater for Members with teenage children or with multiple vehicles.

Moved: Glenn Wishart Seconded: Kurt Weedon CARRIED

2.45 ARMADALE GOSNELLS BRANCH Conference directs the Board of Directors to address rostering at Response Teams.

Explanation WA Police offered a totally unacceptable alternative to the current rostering arrangements at Response Teams which was rejected unanimously by Members. It appears that they are unwilling to examine rostering issues 38 POLICE NEWS DECEMBER 2016

Moved: Jaime Forbes Seconded: Dave Curtis CARRIED

2.48 GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby Government to scrap the GROH rent pricing increase and incorporate the increase into the It’s Tough Enough media campaign.

Explanation The proposed rental increases of $30 per year for the next four years is contrary to the falling prices in the rental market currently being experienced in WA. This will affect Regional WA in that police officers (and other government employees) will be unwilling to relocate their families to regional locations with higher rents, limited facilities and an unfamiliar environment away from family support, social networks and their already established homes.

This in turn will cause a shortfall in policing in regional WA, thus adversely impacting on those communities. Currently, there are district allowances (due to the higher cost of living) and attraction/retention allowances in Regional WA due to the inability to attract police officers willing to work in these areas.

The increase to the GROH rent (which often does not have regular maintenance) will only discourage police from relocating their families into Regional WA. The inability to fill vacancies also adds to stress levels of those already in the area as they have to take on the extra workload, and creates an increased risk to the safety of police officers and the community at large.

Moved: Danny Richmond Seconded: Mick Gill CARRIED

2.49 CENTRAL GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby the Government against increasing GROH rents in the Central Great Southern region.

Explanation While this is a State-wide issue, it is of particular concern within hard-tofill towns, such as Katanning, where any rent increase will further deter applicants and reduce staff retention.

WITHDRAWN

2.50 GASCOYNE BRANCH Conference directs the Board of Directors to lobby the Government to not pass on any rent increases in Regional WA to its Members.

Explanation The proposed $30 per week increase per year for the next four years will have a huge detrimental impact on attracting police officers to towns where GROH rents are paid.

Moved: Kurt Weedon Seconded: Danny Richmond CARRIED

2.51 UPPER GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby Government to vehemently oppose any increase in GROH rents throughout Regional WA.

Explanation Current market conditions in WA reflect a decrease in rental value and increasing GROH rent will be perceived by officers as a non-incentive to relocate to regional WA. With the imminent loss of the attraction/retention payments, this will only further impact on Regional WA’s ability to attract and retain officers, particularly at larger regional stations where there is limited financial incentive.

Current 1/C Constable Wage: $84,046 with a 1.5 per cent increase = $85,306. Increase of $1260 GROH rent of $200 week property per year: $10,400 with $30 week increase = $11,960. Increase of $1560.

Cost to Officer = $300/year. This effectively equates to a pay cut.

Moved: Kirsten Morrow Seconded: Peter McGee CARRIED

2.52 LOWER SOUTH WEST BRANCH Conference directs the Board of Directors to lobby the Government to vigorously and vehemently oppose any future GROH rent increases and further directs the Board to lobby Brendon Grylls to support regional communities and the worker in this matter.

Explanation Members feel any increases in GROH rents will deter police officers from transferring to towns where the rents have increased in turn affecting the policing services to the community.

Moved: Sasa Dzaferovic Seconded: Harry Arnott CARRIED

2.53 NORTH PILBARA BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to review housing at South Hedland and remedy the current situation ASAP. The disparity of housing from the best house to the worst house is ridiculous.

Explanation The current standard of housing supplied by GROH owned (not private rentals) is below standard of what is expected. This has been known for years and the Department has failed over the years to do it. Also the fact that most police houses are surrounded by undesirable tenants and the lack of GROH to take responsibility and deal with these tenants its appalling. You work long hours and then go home to a house below standard and neighbours behaving badly.

The explanation you get good money and free rent, you’ve got to expect a few problems is just not good enough.

Moved: Jaime Buck Seconded: Mark Johnson CARRIED

2.54 GREAT SOUTHERN BRANCH Conference directs the Board of Directors to pursue with the Commissioner of Police to provide free rent for all two and three-officer stations in Regional WA. ▷

39 POLICE NEWS DECEMBER 2016

Explanation Walpole and Hopetoun Police Stations are the only two officer stations in the Great Southern area that do not provide free rent to second officers.

All other two officer stations in the Great Southern provide the incentive of free rent for the second officer. It is said that Walpole and Hopetoun are “desirable locations” as both are located on the coast. A recent advertised vacancy for the second officer at Walpole went for four weeks before any applications were received and then there was only two.

How can this support being nominated as “desirable”? Walpole is isolated, given that Manjimup is 120km north and Denmark is 65km east. There is limited shopping in Walpole. There is no permanent Doctor (travels from Denmark twice per week). Schooling is only to grade six. There is very limited employment opportunities for partners/spouses.

There are no financial incentives other than an attraction allowance of $2000 for Walpole. Maximum tenure is set at four years. Hopetoun has a $4000 attraction allowance and a district allowance of $2043 with no maximum tenure. Other historically less desirable locations now have large financial remuneration packages, making these locations now “desirable”. It would appear that locations deemed desirable in years gone by are now no longer “desirable”.

Moved: Danny Richmond Seconded: Harry Arnott CARRIED

2.55 WEST PILBARA BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to request that WA Police increase district allowance that reflects the current financial demands placed on officers serving in areas where these allowances are paid.

Explanation The cost of living in areas where a District Allowance is paid has increased substantially over the years whereas the District Allowance has not kept pace. An example is where GROH rent increases have occurred in recent years. Regular costs in fuel and supermarket goods has had even more of an impact on officers in remote locations and the District Allowance should be increased substantially to cover the increase in the cost of living.

WITHDRAWN

2.56 SOUTH WEST HINTERLAND BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police and Regional WA to set a standard quality of heating and cooling in the southern regions of the State. That those standards are as a minimum: Up to date model wood heating and a minimum of two split air conditioners for each 4 x 2 house.

Explanation The current standard of heating/cooling across the south of the state is so varied from house to house that the issues become a matter of family comfort. There are “single man quarters” who have free electricity and reduced rent for the entire year, compared with “marriage quarters” who are only equipped with a single split system to battle both the elements of extreme cold and extreme heat. Members’ children are being exposed to 40 POLICE NEWS DECEMBER 2016

insufficient heating during the cold months, leading to extended periods of sickness and discomfort.

Moved: Dion Jackson Seconded: Harry Arnott CARRIED

2.57 WEST PILBARA BRANCH Conference directs the Board of Directors to lobby to have our Industrial Agreement entitlements for Carers Leave match the Minimum Standards of Employment Act. Explanation Our Industrial Agreement does not allow for circumstances such as taking Carers Leave to care for children whilst partner is in hospital (as the partner is being cared for and the children are not ‘sick’). The Minimum Standards of Employment allows for such care.

Moved: Brandon Shortland Seconded: Dave Curtis CARRIED

2.58 SERIOUS & ORGANISED CRIME BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to instigate that at conclusion of the probationary period for Probationary Constables or Probationary Detectives (i4), a set timeframe of four to six weeks be granted to the officer to apply for vacant positions rather than be issued a Management Initiated Transfer, to aid their development, increase morale, improve fatigue management, provide a fair and equitable workplace and to grant officers some opportunity for control over their work location.

Explanation Currently, officers who are: (1) coming off their initial probationary period as a Probationary Constable, or (2) coming off their probationary period as an i4 Detective and becoming an i5 Detective, are transferred into a permanent (two year minimum tenure) position without given any opportunity to apply for a position that may suit their home environment, travel time (fatigue management), work aspirations or personal development.

It is unfair and inequitable to deny junior officers the same opportunity to have control over their work location as senior officers by not allowing any chance to apply for vacant positions advertised at the time they have completed their respective probationary periods. Applying for vacant positions would not negatively impact upon organisational need as the positions advertised would need to be filled anyway.

It would be fair and equitable to allow these officers a period of time, for example, four to six weeks, to apply for positions currently advertised at the time they become eligible to apply having completed their Probationary Constable or i4 Probationary Detective period. Should the officer not apply for a position or be unsuccessful in applications during that time, they would then be subject to a Management Initiated Transfer at the conclusion of their application period.

The benefit to the Agency would be an increase in the morale of all junior officers, an increase in applications to become and retention rates of

detectives, improved fatigue management due to decreased travel times to and from an officer’s work location and an increase in career aspirations and personal development as officers would believe that they had a chance to choose their preferred work location.

Moved: Peter Birch Seconded: Peter Potthoff CARRIED

2.59 SERIOUS & ORGANISED CRIME BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police for “i” qualifications to be recognised regardless of whether or not the qualified officer holds the designation of detective.

Explanation Currently, qualified “i” level detectives lose their “i” qualification status upon return to uniform. For example, a Detective Senior Constable qualified to “i6” who is promoted to a Uniformed Sergeant position will be reclassified as qualified to “i3”.

across WA who are transferred to work for a set period in Regional WA would be severely disadvantaged to what is available at present. This motion is not to exempt police (or nurses of teachers) from any changes to investment properties rather to simply let their primary residence be classed as eligible for negative gearing. Any additional properties will be rated as per the normal population.

Discussions should be promoted before these ideas get further traction to ensure the consequences on those government workers subject to tenure and random movement by their employer is understood. In a WA perspective, this will have implications on the number of applicants willing to transfer to Regional WA. Moved: Noreen O’Rourke Seconded: Harry Arnott CARRIED

3.0 LEGAL

3.1 EXECUTIVE

This is an unacceptable waste of the knowledge, skill and experience of the officer and there seems to be no practical reason for this reclassification.

Retention of the “i” qualification which has already been accomplished means that the knowledge and experience of the officer can be used to better effect in the Agency and recognises the accomplishment and skill set of the officer.

Conference directs the Board of Directors to take whatever action is necessary to ensure Government and the Commissioner of Police make legislative and policy changes respectively, that will permit additional methods to be utilised by police officers to end pursuits sooner, including force and roadblocks, whilst providing the necessary protection.

Moved: Peter Birch Seconded: Michael Paterson CARRIED

Explanation Pursuits are inherently dangerous, even more so with most offenders under the influence of illicit drugs and driving stolen vehicles. Allowing police officers to end pursuits sooner, in certain circumstances, will significantly reduce the risk to other road users.

2.60 COMMISSIONED OFFICERS BRANCH Branch directs the Board of Directors to progress changes to the EBA to enable payment increments for all ranks of WA Police to be adjusted from two yearly to yearly, enabling progression to the top increment over a shorter time frame.

Explanation The increments for police officers are currently reached every two years in comparison to Public Sector Employees who receive their incremental pay increases yearly. This should be adjusted to bring WA Police officers in line with other WA Government employees Moved: Noreen O’Rourke Seconded: Debra Hutchinson CARRIED

2.61 COMMISSIONED OFFICERS BRANCH The Branch seek the WA Police Union to facilitate the immediate engagement of the Police Federation to actively engage Federal politicians on both sides of politics to include in the “discussions” the issue of negative gearing. These discussion should highlight the need for an exemption for those workers transferred (not permanently) to remote or regional locations away from their PRIMARY residence the ability to maintain the taxation advantages of negative gearing ON THEIR PRIMARY RESIDENCE. Explanation The Federal Labor branch is currently campaigning to remove the taxation advantages of the negative gearing benefits to only include new buildings/ construction. While they have stated they will “grandfather clause” those existing buildings, WA Police personnel (including teachers/nurses etc)

Various tactics to bring pursuits to an end have been successfully utilised by police jurisdictions around the world for many years, so it’s time for Western Australia to try a new initiative. Additional training will be required for police officers, as well as custom made vehicles that will maximise protection for police officers authorised to utilise the proactive intervention.

Moved: Brandon Shortland Seconded: Mark Johnson CARRIED

3.2 WEST PILBARA BRANCH Conference directs the Board of Directors to lobby for statutory authority to terminate pursuits by executing PIT manoeuvres.

Explanation WAPU should call for an immediate blanket ban on police pursuits until the Government takes the risk seriously and adequate controls are implemented to:

1. Apprehend the offender;

2. Reduce the time that pursuits go for;

3. Take advantage of lower risk situations and environments where terminations can be enacted with minimal risk instead of continuing pursuits until the offending vehicle or other collides with an innocent motorist; and

4. Provide an adequate level of liability protection to WA Police and its Members. ▷ 41 POLICE NEWS DECEMBER 2016

The controls and parameters that we currently operate within are archaic at best and do not represent our changing environment and urban pathology.

Only when pursuits are banned will we invoke change that is in urgent need of address.

Moved: Lou Williams Seconded: Peter McGee CARRIED

3.3 EAST METROPOLITAN BRANCH

New legislation will also remove the defence: “I didn’t see them”.

Moved: Steve Meakins Seconded: Mark Johnson CARRIED

3.6 BIBRA LAKE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to conduct research similar to that conducted in the 2015 VEOHRC Review into Sexual Discrimination and Predatory Behaviour in Victoria Police.

Conference directs the Board of Directors to lobby the Commissioner of Police to ensure necessary legislative and policy changes to ensure proper and full protection to Members involved in Urgent Duty Driving, including police pursuits.

Explanation The review in Victoria has resulted in institutional changes being made within Victoria Police which will lead to a safer work environment for all officers.

There is a need to determine whether similar problems exist in WA Police so similar strategies can be implemented to eradicate these behaviours.

Explanation Members feel there is insufficient protection.

Moved: Rosanna McKee Seconded: Lindsay Garratt CARRIED

Moved: Cliff Daurat Seconded: Dave Curtis CARRIED

3.4 STATE TRAFFIC OPERATIONS BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police and State Government to investigate an emergency services speed zone to better protect Members attending to incidents on a road.

Explanation WA Police is required to provide a safe working environment for its employees and this legislation, in force in South Australia and most states of the USA, requires drivers to reduce speed (25 km/h in SA) when they approach stationary emergency vehicles displaying emergency lights.

3.7 COMMISSIONED OFFICERS BRANCH Branch directs the Board of Directors to lobby the Commissioner of Police to conduct research similar to that conducted in the 2015 VEOHRC Review into Sexual Discrimination and Predatory Behaviour in Victoria Police.

Explanation The Review in Victoria has resulted in institutional changes being made within VICPOL which will lead to a safer work environment for all Officers.

There is a need to determine whether similar problems exist in WAPOL so similar strategies can be implemented to eradicate these behaviours.

WITHDRAWN

3.8 SOUTH WEST HINTERLAND BRANCH Most Members could provide examples of traffic stops, vehicle control points etc., where the general public continue at the posted speed limit even when the conditions don’t allow it, putting Members at risk or serious injury or death.

Conference directs the Board of Directors to take a higher profile in condemnation of the judiciary system when the need arises. Members believe that in regards to poor decisions being made by the courts, someone needs to be made accountable.

In SA, the new road rule came into effect on 1 September 2014.

Moved: Brendan Maccione Seconded: Lindsay Garratt CARRIED

3.5 MIRRABOOKA BRANCH Conference directs the Board of Directors to lobby for new legislation to protect Members carrying out traffic stops.

Explanation Currently, there are no provisions to the general public when approaching and/or passing police vehicles carrying out traffic stops. Every traffic stop on a carriageway is dangerous and puts Members at risk of injury and/or death. New legislation to the general public shall cause a private vehicle when approaching a standing Police vehicle with emergency lights activated, to slow down 20km/h below the ‘Posted Speed Zone’, or ‘Built up Area’, or ‘School Zone’ before, during and after the standing Police vehicle.

42 POLICE NEWS DECEMBER 2016

Explanation Members strongly believe that WAPU Officials should be taking a stronger approach to the condemnation of judiciary figures when the performances of court officials are less than satisfactory. As representatives of the public that WA Police protect and serve every day, Members want WAPU to be the front runners in expressing our concern on poor decisions made by the courts, bringing some accountability to the sentencing laws or the in some instances, the lack of the same.

Moved: Dion Jackson Seconded: Julian Donohoe CARRIED

3.9 PERTH POLICE CENTRE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to have internal investigations conducted by Internal Affairs, as opposed to suburban detectives and team supervisors for consistency and officer safety.

Explanation Suburban detective offices are currently called upon to investigate internal complaints of other officers in the district. Internal Affairs are deemed ‘too busy’ and as such, officers who generally need to work together within a district are often presented with a conflict of interest and an increasing divide due to undertaking these investigations. Branch suggests increasing Internal Affairs staffing levels so that Internal Affairs can handle internal complaints.

Moved: Pete Henry Seconded: Lindsay Garratt CARRIED

4.0 OPERATIONAL

4.1 GASCOYNE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to introduce suicide prevention or mental health training to all its Members.

Explanation The mental health and wellbeing of all police officers should be a major priority for the Commissioner and the Government.

Moved: Kurt Weedon Seconded: Glenn Wishart CARRIED

4.2 CENTRAL GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to commit reliefs to police stations when those stations are not at their full contingent.

Explanation In recent years, smaller outstations have often been left with one staff member within the town when other staff are on annual leave, transfer or awaiting a vacancy to be filled. This causes considerable concern in relation to officer safety and also impacts on surrounding stations who are often required to attend those locations to assist with tasking.

Moved: Dave Groenenberg Seconded: Ward Adamson CARRIED

Explanation It has become apparent that in an effort to save money, motor vehicles are being retained for too long. There has been instances where vehicles have in excess of 150,000 km before being replaced. This represents a risk to Members from these sections as the equipment is not reliable. Similarly, the lack of adequate computers, radios, printers, alcotechs are impacting not only on service delivery but potentially on the safety of Members.

Moved: Lachlan Perhavec Seconded: Harry Russell CARRIED

4.5 PERTH POLICE CENTRE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to significantly increase staff for each Response Team.

Explanation Currently, Central Metropolitan Response teams are covering very large areas, such as Mosman Park to Embleton, often with only two to three cars to service the area. Events such as sick leave, court duties, and training contribute to significant staffing issues. This poses a problem and a risk to Members when attending and dealing with jobs, especially as there are no LPTs on duty after midnight to assist with arrests, investigative actions and management of arrested persons.

As such, the Response Teams are left with little to no support and often have no vehicles available for tasking should an incident requiring several vehicles occur. Central Metropolitan Response teams are not adequately staffed to deal with their current duties.

Moved: Pete Henry Seconded: Lindsay Garratt CARRIED

4.6 ROCKINGHAM KWINANA BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to resource the South Metropolitan Response Central and South to full capacity as per the Metropolitan Operating Model, as well as South Metropolitan Response North and all other Response Teams.

Explanation Resourcing Local Policing Teams with adequate equipment, radios, Taser, torches, TADIS in vehicles during heavy periods where more than one Local Policing Team are on duty at the same time over a period of four to six hours.

Explanation Due to the South Metropolitan District’s unusual shape and large area, North Response was fully resourced as per the model, the second Response centre was split into two smaller teams, Central (Rockingham and Kwinana) and South (Mandurah and Pinjarra) comprising of six teams each (not the standard model of 12 teams each) but as these areas are very large and demand high they are unable to work together and cause the LPTs to have to task considerably more than LPTs in other District’s. This places undue pressure on staff in the South Metropolitan Central and Southern areas to try and meet adequate service delivery to the public.

Moved: Cliff Daurat Seconded: Brandon Shortland CARRIED

Moved: Warren Dowbysch Seconded: Mick Kelly CARRIED

4.3 EAST METROPOLITAN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to resource Local Policing Teams with sufficient equipment.

4.4 ARMADALE GOSNELLS BRANCH Conference direct the Board of Directors to lobby the Commissioner of Police to address equipment shortages (including vehicles) throughout the Agency.

4.7 BIBRA LAKE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to provide adequate long arm capability within each Response team unit. ▷ 43 POLICE NEWS DECEMBER 2016

Explanation As the first responders on scene, it is necessary to have the appropriate firearm capability and that it may only be a matter of time before an attack on WA Police. Recent broadcasts stating that a terrorist attack in Australia was ‘Probable’.

Moved: Rosanna McKee Seconded: Harry Arnott CARRIED

4.8 BIBRA LAKE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to provide sufficient ballistic vests for Response Team officers, specifically two vests per car in various sizes.

Explanation This is a major health and safety issue as well as officers not having access to appropriate PPE. The only size available at South Metropolitan Response North is XL which does not suit everyone.

4.10 EASTERN WHEATBELT BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to review the lack of riot equipment in smaller stations, some distance from larger regional centres, with a view to officer safety and response times.

Explanation At the present time, Kellerberrin is considered the “hotspot” in the Eastern Wheatbelt for antisocial behaviour that is likely to boil over into an out of control gathering. Apart from officers from Kellerberrin, it likely that officers from Bruce Rock, Narembeen and Wyalkatchem are likely to be called to assist. At this time, none of these stations have riot equipment on hand so if they are indeed called they are responding without any safety equipment.

Moved: Shawn Viecelli Seconded: Warren Dowbysch CARRIED

4.11 BUNBURY AUSTRALIND BRANCH Moved: Rosanna McKee Seconded: Peter Birch CARRIED

4.9 SOUTH WEST HINTERLAND BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to ensure that regional police stations are fully equipped with PPE for every officer at the station ensuring their maximum safety.

Explanation In light of the recent Kalgoorlie incidents, the media helped to highlight the serious lack of protective PPE issued to our frontline staff who were dealing with the volatile situation which erupted in Kalgoorlie.

Conference directs the Board of Directors to lobby the Commissioner of Police to request the removal of names from identification badges worn by uniform staff. Badges should show regimental numbers only.

Explanation Branch Members feel that having names displayed on their badges increases the threat to their personal safety and security, and that of their families.

Given the heightened level of security from a domestic or international terror threat, this request is not seen as without merit in the current climate.

Should any member of the public require further details regarding an officer, a request can be made using the regimental number.

WITHDRAWN

This is an issue all across the state. At most regional offices there are only two to three shields, helmets and ballistic vests for all the staff stationed there.

This is to cover minimum staffing levels however, when it erupts, maximum staff are recalled to duty and most are on the frontline ill-equipped and as a result are risking their health and safety as was highlighted with 12 officers injured to some degree.

This is not good enough. When is our health and safety going to become paramount to our employer and the State Government?

We spend extraordinary amounts of time ensuring that our station fire extinguisher is unobstructed by office furniture to the OH&S standards (and for good reason) yet are out on the streets daily dealing with incidents of all risk levels not properly equipped. We have a fortnightly fire system check at the new Waroona Police Station, to ensure they protect that investment, yet staff out dealing with these situations with little to no equipment and getting injured.

We know this was a dynamic incident that required urgent attention, but we should be looking after our own first like the bottom of my signature block, and then we can look after the “clients” so to speak.

Moved: Dion Jackson Seconded: Harry Arnott CARRIED 44 POLICE NEWS DECEMBER 2016

4.12 MANDURAH BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to provide one police auxiliary officer per LPT Team at 24-hour police stations such as Mandurah, who are a stand-alone station.

Explanation One PAO per team will ensure there is 24-hour coverage for prisoners being brought into the lock up to assist with prisoner processing. This will help to decrease Response and LPT time spent processing prisoners and ensure officers are back on the road within a timelier manner. It provides additional functionality for stations as they can assist with property processing, property collection and in office paperwork.

Conference requests this be implemented prior to the end of 2016 to reduce office time for Members and improves prisoner processing consistency. This is requested as currently PAOs cease their shifts at midnight, meaning that during the early hours of the morning there is no designated persons available to watch prisoners in cells who are awaiting their briefs to be completed. One Member from the arresting vehicle is tied up sitting with the prisoner completing custody whilst the other gathers all information required for interview and they do not have the opportunity to discuss the manner in private away from earshot of the prisoner in the lock up.

Once a prisoner is charged and placed into a cell and the brief is being completed, an LPT vehicle is required to come off the road to monitor the prisoners and conduct cell checks. This is taking LPT cars away from their scheduled investigations and patrols and is slowing down Response officers who are required for tasking but are sitting completing custody.

A PAO available at all times, especially over weekends in the early hours, will enable Response and LPT vehicles to be back on the road faster. This would be a more efficient use of resources ensuring that more tasks could be attended in an evening as there would be less time required in the station completing paperwork. Also Custody PAOs do not work weekends.

Moved: Jade Shepley Seconded: Harry Russell CARRIED

4.13 EAST METROPOLITAN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to increase the number of police auxiliary officers at 24-hour police stations in addition to existing police officers.

second guessing when the pursuit driver should be focussed on what is going on around him/her instead of the speedometer.

Moved: Brendan Maccione Seconded: John Gobbels CARRIED

4.16 STATE TRAFFIC OPERATIONS BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police that policy be changed for “urgent back up requests” so there is removal of the requirement to wait for Duty Inspector approval for suitably qualified and trained drivers to drive to their qualifications, when Members call for urgent back up. Suitably qualified and trained drivers are able to make a judgement call themselves at the time.

Explanation Members calling for urgent back up often require resources immediately where seconds could mean the difference between Members suffering serious injury or death in the absence of immediate assistance. The approval for P1 often takes significant time to obtain, especially if the Duty Inspector is elsewhere on other tasks which impact officers’ ability to assist their colleagues. P1 status can always be reviewed and downgraded as situation appraisals come to hand or if the Duty Inspector deems it unnecessary.

Explanation The East Metropolitan Branch requests WA Police increase number of PAOs at 24-hour police stations in order to have adequate number of PAOs to cover 24-hour period for custody duties, scene guards and other tasks. The current number of PAOs are not enough when a PAO is on various leave, leaving only one PAO to conduct all duties, with the latest finish is 0200 hours.

This was seen posted on the portal. The idea on the portal mentioned “all members” but it is submitted that a suitably qualified and trained driver is able to make a judgement call themselves at the time.

Moved: Cliff Daurat Seconded: Warren Dowbysch CARRIED

Moved: Brendan Maccione Seconded: Gareth Reed CARRIED

4.14 CENTRAL GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to supply auxiliary staff to assist with court and custodial duties at Regional court circuits as soon as possible.

Explanation When Magistrates Court is held at these towns, the court orderlies and custodial duties are covered by local police officers, causing a critical strain on tasking and everyday abilities. It makes sense to have extra resources sent to facilitate the court dates in line with resources available when Albany Magistrates Court is in session.

Moved: Dave Groenenberg Seconded: Kirsten Morrow CARRIED

4.17 SEX CRIMES BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to issue modern, up to date mobile phone with current GPS and useful applications to all police officers to assist policing. The policy should also be changed to reflect that police officers can use their own mobile phones for this purpose and be compensated for any damage caused to the mobile phone whilst in the execution of their duties.

Explanation As it stands at present, police officers who use their own mobile phone are breaching policy, are not compensated for their data usage, damage to their mobile phone and can be liable to disciplinary action.

The Academy encourages police recruits to download mobile phone information to assist them to deal with critical incidents.

4.15 STATE TRAFFIC OPERATIONS BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to review the Duty Inspector’s ability to impose lower and inconsistent speed cap restrictions on urgent duty driving.

The Agency requires police officers to provide mobile phone numbers on Outlook, on Cadlite and on staff details for ease of contact and are frequently contacted out of hours and whilst on duty about police matters.

Explanation For example, one of our crew was restricted to 100 km/h chasing a stolen Nissan Pulsar by the Duty Inspector. Either the pursuit is allowed to continue at a speed which the pursuit driver following the VOI deems safe up to the 140 km/h cap or the pursuit is aborted. Imposing lower caps on the pursuit driver at various stages of a pursuit leads to unnecessary confusion and

Moved: Bill Mansas Seconded: Peter Birch CARRIED

4.18 CENTRAL GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby the Government to review and upgrade security at all police stations. ▷ 45 POLICE NEWS DECEMBER 2016

Explanation In light of the long standing terrorism threat levels, station security has not been improved. Older stations in particular, are lacking in swipe card access ability, mechanised gates, external CCTV recording ability and a variety of other security concerns.

Moved: Dave Groenenberg Seconded: Harry Arnott CARRIED

4.19 ACADEMY BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to support the recommendations to enhance the security procedures and available equipment at the Joondalup Police Academy with the view to creating a safer working environment by making the complex, including its surrounds, less vulnerable to trespass, damage or violent incidents.

3. Communications: All risks should be communicated to all personnel within the academy, including contractors.

• Agency, district and local risks are often not communicated to all personnel.

Recommendations –

a) All police staff, officers and contactors be notified within a reasonable time of any risks that could affect them or their workplace. This includes incidents that have happened within the Academy grounds (e.g. trespassers, security breaches, suspicious persons), plus incidents that occur at neighbouring properties (e.g. Sexual Assaults, stealing, or damage at ECU).

Also, any intelligence from local districts and agency warnings.

b) Develop stronger communication strategies with neighbouring campuses and local districts to facilitate the sharing of intelligence within a reasonable time.

The Academy Branch of WAPU recommends the following security options:

1. Increased Security: The Academy is an open campus with limited security.

Recommendations –

a) Increase CCTV coverage with ability to store footage for a reasonable period. Most external places store footage for a minimum of 30 days.

b) Source 24/7 security staff to monitor footage and patrol campus.

Liaise with neighbouring campuses, possibly combined with Edith Cowan University.

c) Deployment of police auxiliary officer - protective services officers.

d) Swipe-card only access to the Learning Centre.

e) Restricted access or visitor monitoring in the canteen building.

f) Bollards placed to restrict vehicle access into the complex.

Restricting vehicles currently accessing the complex via the carparks, then lawn or garden areas, then onto paved walkways leading to buildings.

2. Education: Police staff and non-operational police officers currently receive inadequate training on how to deal with risks against themselves and/or Police infrastructure.

• Police staff receive no formal training on how to react when faced with a risk against themselves or the Academy.

• Non-operational police officers receive a once off, online, active shooter response guidelines training. No practical or ongoing training provided.

• Police officers received yearly CS1, 2 &3 training including active shooter training.

Recommendations –

a) To hold regular staff meetings to discuss potential risks to the Academy and its staff. This could include speakers from State Intelligence.

b) Develop training to help familiarise staff with their surroundings including the location of all duress alarms, emergency contacts etc.

46 POLICE NEWS DECEMBER 2016

4. Recording of incidents: All incidents should be recorded within police intelligence databases.

Recommendations –

a) All incidents should be recorded within Police Intelligence databases including IMS and/or IDM. This should include trespass, security breaches, suspicious persons and damage, no matter how minor. Information recorded should always include POI details if known.

b) All information received from external sources (e.g. ECU) should also be recorded.

5. Access to accoutrements: Operational police are not able to access accoutrements within a reasonable amount of time.

• Accoutrements are stored inside a secured armoury inside the secured OSTTU building.

• Access to the OSTTU building and armoury can only be obtained by an OSTTU staff member.

Recommendations –

a) Allow easy and timely access to the OSTTU armoury by Academy staff during an emergency.

b) Install an armoury safe in the Staff Administration Building to allow easy access to equipment. Also allowing timely access to firearms in an emergency without staff exposing themselves to a threat before being armed.

6. Procedures:

• The Academy have limited procedures in the event of an incident.

Recommendations –

a) Develop and broadcast clear procedures and advice for officers and staff covering a variety of incident types.

• Procedures should consider:

• Safety of staff and visitors.

• Procedures to lockdown individual buildings.

• Duress alarm locations.

• Available resources.

• Location and availability of equipment (firearms, Tasers, radios, etc.)

• Practice sessions as per fire alarms.

7. Increase relationship between the Academy and North West Metropolitan District Control Centre.

Recommendations –

a) Site visits by NWM DCC staff.

b) Supply site maps of the Academy to the NWM DCC.

c) Academy Duress Alarm should be connected directly through to NWM DCC.

8. Declare the Academy area as a Prescribed Area.

Recommendations –

a) Declare the Academy area as a Prescribed Area, giving staff increased powers to stop, search, detain and require identifying particulars.

b) Declare that any person entering the Academy grounds may be subject to an identification check and search, with refusal being an offence.

9. Increase number of armed officers on duty at the Academy.

Recommendations –

a) Allow any operational officers who wish to carry a firearm and accoutrements while on duty at the Academy to do so.

b) Make firearms and accoutrements available to any operational officer who wishes to kit up while on duty at the Academy.

c) Allow some non-operational officers to train and practice for restricted use of various force options including firearms.

d) Make firearms and accoutrements available to any suitably trained non-operational officer who wishes to kit up during times of high risk or a serious incident.

Explanation The Joondalup Police Academy is a high profile public face of WA Police.

This makes the Academy a desirable target for attack by either terrorists, disenfranchised persons, or mentally ill persons who are able to access or who may gain access to the Academy at all times of the day or night. A good example of the threat posed by a disenfranchised person is the 2008 attempt to burn down the nearby Joondalup Police Station. There have already been several recent occasions when unauthorised people have either attempted to gain access to secure Academy buildings, or loitered in the Academy carparks and grounds.

As the Academy Complex is part of the Joondalup Learning Area it is open to the public who are able to walk through the area at any time of day or night. The Learning Centre and Canteen buildings are also unsecured during business hours. During business hours unarmed attending officers and recruits are tasked to challenge any person without a valid visitor’s pass.

Large numbers of people in plain clothing visit both buildings on any given day, making it impossible for every visitor to be checked. Especially at times when classes are in session and there is no one in the access areas to challenge them.

Any undesirable person has the opportunity to walk through the complex grounds to note the layout of the complex. It is currently not an offence to walk through the Academy grounds to learn its layout.

Moved: Andrew Seery Seconded: Peter Birch CARRIED

4.20 SERIOUS & ORGANISED CRIME BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to restructure security measures at the Police Academy so that it is a closed campus.

Explanation Since the opening of the Joondalup Police Academy, the security climate of the world has changed. It may have been the case at that time that it was an acceptable risk to structure the Academy as an open campus. However, the threat level against police has increased to ‘Probable’ and following events in the Eastern States it is reasonable to conclude that there is currently a risk against WA Police.

Despite the fact that there are signs at the Academy directing that personnel wear identification, this does not prevent unidentified persons walking across the campus grounds freely without restriction, such as persons simply using the grounds as a thoroughfare, which is common practice.

It is unacceptable to “pass the buck” onto WA Police employees that officers at the Academy do not display accreditation or challenged by their colleagues and therefore are responsible for the security deficient. The fact remains that the Academy has been lauded for more than a decade as an open campus where it is acceptable for people to walk across the grounds. The first step in protecting the police officers at the Academy is to close the campus grounds by physical barrier (such as a wall or fence) and implementing a number of security check points where staff identification is checked by security officers.

The very physical structure of the Academy grounds is conducive to breeding a climate of complacency among officers who are learning their skills as police.

Another issue of major concern is that police methodology is exposed as unknown parties are able to watch and/or covertly record training. For example, active shooter scenario training is practiced in scenario training and would be easy to surveil by persons with nefarious intent.

It has been stated on the Idea Scale Forum that the Academy has armed officers on site during normal operating times to address security issues.

The Academy incorporates a large space and it is unlikely in the event of an attack that those officers would be positioned to respond in a timely fashion; further they may not be together increasing the risk of a single armed officer being forced to a deadly incident.

The Academy being classified as an open campus is an unacceptable risk to all police and needs to be urgently addressed. Should it be the case that legislative change is required to bring this about, owing to the fact that the Academy forms part of the “Learning Precinct” in Joondalup, this issue also needs to be urgently addressed by the Executive.

WITHDRAWN ▷

47 POLICE NEWS DECEMBER 2016

4.21 CENTRAL GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby the Government to commit to upgrading and/or replacing substantive police stations within the Central Great Southern region.

Explanation Kojonup Police Station has no cell facilities and no detainee toilet or shower facilities.

Explanation Members feel that the Police Force Regulations and WA Police policy regarding the wearing of beards is out of date and that it should be changed to reflect current trends amongst the male members of the community.

Moved: Sasa Dzaferovic Seconded: Warren Dowbysch CARRIED

4.25 EASTERN WHEATBELT BRANCH Katanning Police Station has only two usable cells and no shower facilities. This is an ever growing problem with an increase in crime leading to an increase in detainees. There have been some instances where detainees are held overnight at Katanning to attend the Katanning Court the following day due to the court circuit being held in that town.

Further, Members are reporting a lack of adequate computer terminals available, insufficient space to conduct interviews with members of the public and an overall lack of functionality in the design of the stations, of which some date back decades.

Moved: Dave Groenenberg Seconded: Harry Arnott CARRIED

4.22 CENTRAL GREAT SOUTHERN BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to reduce the maximum kilometres reached by fleet vehicles before they are able to be replaced, to 100,000 km.

Explanation The current replacement kilometres means the vehicles are becoming increasingly unserviceable, requiring more maintenance and increasing safety concerns and operational abilities. Reducing the kilometres of replacement would also allow the vehicles to be on sold for a greater value. Numerous examples of patrol vehicles with 140,000 to 160,000 km are common place.

Moved: Dave Groenenberg Seconded: Dave Curtis CARRIED

4.23 BIBRA LAKE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to change the uniform regulations to allow neat trimmed facial hair, specifically beards.

Explanation This change in uniform codes would bring WA Police into line with other jurisdictions that allow officers to have facial hair. Members feel it was an outdated rule and should be changed to reflect modern day.

Moved: Rosanna McKee Seconded: Mick Gill CARRIED

4.24 LOWER SOUTH WEST BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to modernise the working conditions of police officers by allowing officers to grow beards, particularly in the colder climates around the State.

48 POLICE NEWS DECEMBER 2016

Conference directs the Board of Directors to lobby the Commissioner of Police to review the security measures at smaller stations that do not have customer service officers.

Explanation With the current terrorist threat level of ‘Probable’ and the recent events involving police in South Hedland and Kalgoorlie, all police stations no matter how small should have adequate security in place. Narembeen and Bruce Rock Police Stations do not have any security measures in place at the front counter. Once inside a person with hostile intent can access the entire station as there are no locked doors or glass panels across the counter to prevent access. Additionally Bruce Rock, Narembeen and Bencubbin Police Stations have no exterior lighting for initial access to the station.

Once staff have opened gates, accessing rear yards and entered the front doors of the station, lights can be activated or turned on, but as they open up officers are a target.

Moved: Shawn Vieceli Seconded: Jaime Forbes CARRIED

4.26 EASTERN WHEATBELT BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to review the current winter jacket on issue, in particular how short it is.

Explanation One of the main OSH issues in regard to uniform is pain in the lower back due to extended periods of time wearing accoutrements. The current winter jacket is short and sits above the accoutrement belt leaving the lower back exposed. In winter in the colder regions of WA this leaves the wearer exposed to the elements which can aggravate lower back issues. Long periods exposed to cold temperatures may also begin to drop the body core temperature leading to other health issues and possibly sick leave.

Moved: Shawn Vieceli Seconded: Sharon Croft CARRIED

4.27 AVON BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police and Government to improve legislation, awareness and the procedures surrounding mental health attendance and escorts.

Explanation Mental health response and escorts are an ever increasing demand on policing resources. In many cases policing resources are used as “security”. Mental health matters drain hours of police time for what is essentially a health issue.

The current practice of the Perth Operations Centre assessing the need for police involvement is hit and miss with some simply rubber stamping police involvement with little or no thought. In times of greater demand for policing services, mental health is an area that must be addressed as a priority.

Moved: Dave Flaherty Seconded: Peter McGee CARRIED

4.28 AVON BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to provide the Northam Police Station four police auxiliary officers over and above current resources.

Explanation Northam Police Station is the major centre for the Wheatbelt Police District and is regularly used as the centralised custody suite. The policing resources at Northam are stretched to the limit and it is common practice to withdraw or reduce policing response capabilities to manage custody related issues such as admissions and escorts, roles that can and should be undertaken

by PAOs. Moved: Dave Flaherty Seconded: Mick Gill CARRIED

4.29 LEEUWIN NATURALISTE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to replace, through natural attrition, all customer service officers (CSO) in country police stations with police auxiliary officers (PAO) in the CSO role, with the ability to offer more support and assistance to police officers.

Explanation Police stations, in particular country police stations, occasionally come across situations where the police officers have to perform station or property related tasks which their CSO is unable to do.

In the current climate of terror attacks and lone wolf style incidents, having an unarmed CSO staffing the front counter of a police station when all officers are out is dangerous and presents an ‘easy target’. If the role is crewed with a PAO they at least have force options to deal with an incident in the front counter and to protect themselves.

Moved: Tim Saxon Seconded: Jaime Forbes CARRIED

4.30 LEEUWIN NATURALISTE BRANCH Conference directs the Board of Directors to lobby the Commissioner of Police to implement the wearing of accoutrements whilst conducting Electronic Records of Interview (EROI).

Explanation While conducting an EROI, police are at risk of serious injury or death, due to being in a confined area within proximity to potential dangerous offenders.

This risk is increased as it is common practice for officers to be one up with the interviewee while waiting for their partner to remove accoutrements or gather paperwork required for the interview. It is not uncommon for country stations to be manned by a single crew thus again increasing potential risks to police officers.

Current police policy requires officers to remove all visible accoutrements before conducting an EROI, to prevent the interviewee becoming intimidated or threatened by the interviewing officers.

This motion proposes that when conducting an EROI, officers unload and safely secure their firearm, but wear all other accoutrements as per standard lockup policy.

Moved: Tim Saxon Seconded: Harry Arnott CARRIED

4.31 JOONDALUP BRANCH In smaller country police stations this unfortunately prevents the police officers from being able to investigate offences as swiftly as possible, reduces the hours out on patrol and also increases the risk of officers/police staff injury due to single crewing when conducting further enquiries, or obtaining statements.

This motion proposes that a PAO who has already received standard PAO training enabling them to perform custodial duties and the transportation of drugs and or firearms is placed in the role of CSO/PAO in country stations.

By placing a PAO in this position, it allows the PAO to carry out standard CSO duties in order to continue the running of the front counter as normal. It also enables PAOs, when needed, to watch detainees whilst arresting officers continue further enquiries or additional arrests. At stations with only two to three staff or only one unit on duty, this cannot normally be done.

If property such as drugs or firearms need to be transported then the smaller stations can utilise the PAO to perform this role (in conjunction with neighbour stations PAO is required).

Conference directs the Board of Directors to lobby the Commissioner of Police to carry out an immediate review of the lock-up facilities throughout the State to provide adequate and secure interview facilities contained within lock-up area.

Explanation The current state of lock-up facilities within Western Australia is putting officer safety and information security at risk.

At Joondalup Police Station, as is the case in other stations State-wide, the interview room facilities lie outside of the secure lock-up area.

At Joondalup, you bring a detainee into the lock-up, having de-kitted firearms, and then at a point where you are ready to interview the detainee they have to be walked from the lock-up past an open kitchen with all the dangers that poses, along the back of officers working with computer screens open and a belt full of accoutrements, through the LPT office with walls littered with all the latest BOLO information, past the DCC and property office and into the interview room. ▷

49 POLICE NEWS DECEMBER 2016

The alternative is walking the detainee up and down a large flight of stairs, again outside of the lock-up.

Officer safety is the primary concern here and in light of the recent incident at Fremantle it is only a matter of time before something far more serious occurs in a station.

On a secondary note we are constantly reminded of our responsibilities on computer misuse and information security and then we walk detainees past open computers and BOLOs. The people we deal with on a daily basis are often alcohol and drug affected, having had their liberty taken it is likely they are experiencing heightened stress levels and will often act in an irrational and unpredictable manner.

Immediate action is required to protect the safety of our Members.

Moved: Scott Sulley Seconded: Peter Birch CARRIED

5.0 WELFARE

5.1 EXECUTIVE Conference directs the Board of Directors to take whatever action is necessary to secure bi-partisan support for a Workers’ Compensation style scheme for medically retired police officers in addition to existing entitlements.

Explanation WAPU wants a workers’ compensation style scheme introduced for police officers who suffer an illness, injury and impairment that is psychological and/or physical, and they are medically retired.

WAPU is wary of simply integrating police officers into the current Workers’ Compensation Act because the work (and working conditions) that police are subjected to differs vastly from that of the general public (including other emergency service employees). Any compensation that is devised for police officers must take into consideration the uniqueness of the working conditions and industrial rights of police officers.

This scheme must be similar in intent and structure to the current workers’ compensation scheme, as workers’ compensation provides for medical expenses, loss of wages, rehabilitation, injury management and compensation for an impairment.

WAPU believes that any proposal developed must maintain appropriate sick leave provisions similar to those currently in place and take into consideration that police officers and their work duties are unique in comparison to all other workers.

Moved: Lindsay Garratt Seconded: Brandon Shortland CARRIED

50 POLICE NEWS DECEMBER 2016

5.2 ARMADALE GOSNELLS BRANCH Conference directs the Board of Directors to continue to lobby WA Police and the State Government to ensure that Members are suitably protected and able to respond when attending court.

Explanation Members attending court are put in a vulnerable position by not being allowed to be armed. This increases the risk to the Members and reduces the ability to respond should an incident occur. Courthouses and surrounds are potentially areas of high risk due to the people attending court and their supporters. It is also an area where there are potentially a large amount of police officers who would be in a vulnerable position in the event of any politically based or extremist attacks.

Moved: Lachlan Perhavec Seconded: Peter McGee CARRIED

* WAPU SCHOOL HOLIDAY BALLOT APPLICATION APPLICATIONS WILL ONLY BE ACCEPTED ON THIS FORM, It can be faxed, emailed or posted to WAPU HQ. Complete and return by Friday, 20 January 2017 to: WA Police Union 639 Murray Street, West Perth WA 6005 Fax: 9321 2177 Email: admin@wapu.org.au Results to be advised by Friday, 27 January 2017

OCTOBER 2017

WEEK 1 23.09.17 – 30.09.17

WEEK 2 30.09.17 – 07.10.17

EITHER WEEK

ALBANY

Name (Please Print):

BUSSELTON VILLA 4

PD No:

BUSSELTON VILLA 11

Address (Home):

BUSSELTON VILLA 15 Post Code:

Work (Unit/Section):

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.

ESPERANCE EXMOUTH KALBARRI UNIT 27

Email (Home): Phone no. (Work): (Mobile):

KALBARRI UNIT 71 PORT DENISON YALLINGUP

51 POLICE NEWS DECEMBER 2016

CLAIRE LLOYD

Industrial Officer

Can I purchase leave?

THE INDUSTRIAL TEAM IS OFTEN ASKED FOR ADVICE regarding a Member’s entitlement under the WA Police Officers Industrial Agreement 2014 to purchased leave as per clause 39 (42/52 Leave Arrangement).

The entitlement is not definitive. Unlike most other clauses in the Industrial Agreement, the purchased leave clause provides an entitlement to request purchased leave. There is no outright entitlement that you should be approved to purchase additional leave. Also once approved, this does not automatically entitle the Member to take that leave. The process for granting the use of purchased leave is managed the same way as annual leave.

WA Police policy document HR07.20, Purchased Leave – 42/52 Leave Arrangement governs the process of requesting and taking leave once approved. This article looks at the provisions in the Agreement, the policy and relevant case law to assist you to understand what your rights are and what your employer’s obligations are.

You can purchase up to 10 weeks of leave per calendar year.

Employees can join the scheme on January 1; April 1; July 1 or October 1 each year. You should submit your request by way of an electronic application form which can be found on Outlook / All Public Folders / Fill in a Form / Human Resources / Purchased Leave Arrangement / on tool bar select “New Items” / select “Custom Forms” / “PCHLVE”.

You must have cleared or be actively clearing any accrued annual leave balance from previous years. No more than one accrued entitlement to annual leave and /or long service leave can be carried over into the following year (Ref: HR 07.20.1 WA Police Purchased Leave Policy).

There is no outright entitlement that you should be approved to purchase additional leave. Also once approved, this does not automatically entitle the Member to take that leave.

52 POLICE NEWS DECEMBER 2016

If you have a positive annual leave balance, a leave clearance plan should be developed with your manager / supervisor. An employee who has purchased nine weeks leave is required to clear one week of annual leave before they commence the period of purchased leave. Likewise, an employee who has purchased 10 weeks needs to clear two weeks annual leave. An employee can request to waive this requirement and the manager /supervisor must consider the request on its own merits.

Refusal can only be given where the employer has reasonable grounds to do so (Ref: HR 07.20.1 WA Police Purchased Leave Policy).

Your manager must assess your request and consider it against various criteria (Ref: HR07.20.03 – Guidelines – Application to participate). Some of those criteria include: • The impact upon delivery of business outcomes; • The impact on the work unit; • The employees need to balance work, family responsibility and study; • The importance of equity and diversity principles and the needs of the employee; • The employees accrued leave balances; • The degree of specialisation of the position; and • Whether or not the employees’ substantive position is to be backfilled.

They must consider the reasons you have sought to purchase leave when making their decision to grant or deny your application.

Case law goes further to speak about what other information the employer should take into consideration when making their decision about purchased leave applications.

In Vincent v Department of Finance heard in December 2015, Industrial Magistrate Cicchini stated that the employer failed to consider the employee’s reasons for making her first written request as they did not ask her to provide the details as to why she wanted the purchased leave.

As a result, her application was unsupported by the necessary evidentiary material to enable a proper assessment of her application to be undertaken, and in particular,

INDUSTRIAL REPORT

DIRECTOR OPINION

Continued from page 20

They must consider the reasons you have sought to purchase leave when making their decision to grant or deny your application.

If not for the abuse of this compulsive power and the oppressive nature of internal interviews, there would be but a murmur of objection.

But police management have blindly morphed into a merciless cannibal that happily and callously devours its own. This type of treatment of employees is a workplace relic from a bygone era and because management throw their unconscionable weight around continually like a high school bully, police unions are starting to seriously question and challenge this authority.

Legal challenges to compulsive interviews are progressing in other states, precedents are being set and in the not too distant future, its likely management will ultimately lose the ability to compel Members to answer any questions at all.

The seeds sown by management will bloom in the form of a mute, uncooperative and disconnected workforce.

Management will reap a diminished power and reduced ability to properly maintain discipline or foster a corrupt free agency.

Like the broader society from which we all come, the misplaced problem children will multiply and become a greater risk to us all. And management will have no-one but themselves to blame.

consideration of her personal circumstances. Magistrate Cicchini said: “It is obvious that in making its first decision, the respondent did not take into account matters personal to the claimant because those matters were not available for consideration. It is difficult to know how the merits of her application were otherwise assessed.”

Once a decision has been made on your application, your manager /supervisor should discuss the outcome with you.

Your employer should provide you with written confirmation / refusal on the purchased leave arrangement form. If you do not feel that your application has been assessed fairly or reasonably given all the circumstances, you should contact Employee Relations and /or WAPU for advice.

If you have further question about leave entitlements or purchasing leave, contact the Industrial Team at WAPU HQ on 9321 2155.

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53 POLICE NEWS DECEMBER 2016

DAVE LAMPARD Field Officer

Modern, efficient, secure police facilities LONG IDENTIFIED BY WAPU AS A MAJOR CHALLENGE for WA Police and the State Government is the long list of improvements, modifications, renovations and replacements that were made by the 2002-03 Tungsten Survey.

The survey was commissioned to identify the major shortfalls in occupational safety and health (OSH) in regards to police facilities throughout WA. Having fallen 19 years behind, due to no requirement to comply with the OSH legislation, remedying these shortfalls presented a massive challenge for WA Police.

It wasn’t until sometime after the survey that the design and practical functional ability of new police facilities began to be lacking, leading to premises that were unsuitable for modern policing.

Perhaps the worst example of this was the Rockingham Police Station. It was erected on an arrow-shaped block of land with the plan features resembling the front of a ship.

Members were accommodated “mid ship” and 15 years on, the failings in design with no ability to extend or add another floor have hindered WA Police’s ability to cope with the ever increasing population and policing responsibilities in that area.

Most Members would not realise that WAPU has taken a very active role in ensuring that police facility designs address previous shortfalls and include all of the modern technological advances available, to make a police officer’s job safer and more efficient.

The new Mundijong Police Station is now open and it is a perfect example of taking notice of previous shortfalls, listening to operational police officers and taking on board previously identified mistakes.

54 POLICE NEWS DECEMBER 2016

A number of years ago, WAPU identified Mundijong Police Station as a target for replacement after we condemned the facility for being unfit for modern policing.

The local press also forced politicians to address the issue and provide a new facility. We did not let up and our cause was helped when it became obvious that the sub-district was expanding at such a rate that the station was well passed its used by date.

The new Mundijong Police Station is now open and it is a perfect example of taking notice of previous shortfalls, listening to operational police officers and taking on board previously identified mistakes.

This has resulted in a well-designed, well-planned and practically constructed police station that will provide the people with a purposeful facility for many years into the future.

During a pre-occupancy evaluation tour of the facility, I was impressed with the attention to detail on the following aspects of the design and layout: • Remote opening of the public toilets in the foyer area; • De-arming room provisions in the Sally Port; • A/C control room separate from the main office and communications area; • Tidy siloing of rubbish and recycle material; • Security improvements in the property area with drop safe and restricted access to areas; • Personal equipment bag and high-vis raincoat cupboards next to the PCLs; • Unobtrusive front counter safety barriers for unsworn staff; • Functional, safe and secure armouries; • Secure perimeter fencing and automatic gates; • Secure staff parking; • Environmental planning with solar panels, recycled water, contained sewerage and grey water treatment as well as reticulation;

FIELD REPORT

The new Mundijong Police Station is now open.

• Oil and grime extraction at the car wash bay; • A bright and pleasant working environment and amenities area; • Superb gym areas; and • Functional and safe interview, charge and custodial facilities.

The rate of change and new technologies has made it almost impossible for the Police Building Code Technical Specifications to keep pace.

I must congratulate Building Management Branch project leader Paul Gayton and the design team on a job well done.

Remember there is a long list of decrepit facilities that require the same attention to detail when being earmarked for replacement.

EMERGENCY 24/7 DIRECTOR 0438 080 930

639 Murray Street, West Perth WA 6005 PH: (08) 9321 2155 F: (08) 9321 2177

Mick Kelly

EMERGENCY DIRECTOR

WAPU

wapu.org.au admin@wapu.org.au

55

POLICE NEWS DECEMBER 2016

Free legal services for WAPU Members, their families and retired Members.

To arrange a preliminary in-person or phone appointment contact WAPU HQ on (08) 9321 2155

Leading Australian law firm, Tindall Gask Bentley is the preferred legal services provider of the WA Police Union, offering 30 minutes of free initial advice and a 10% fee discount.

PERSONAL INJURY • Motor accident injury compensation

• Public liability

• Workers compensation

• Superannuation claims (TPD) Tim White

Richard Yates

Wendy Barry

Renee O’Callaghan

Rosemary Caruso

Fiona Fagan

Richard Yates

Samuel Joyce

FAMILY AND DIVORCE Matrimonial, De Facto and Same-Sex Relationships • Children’s Issues

• Property Settlements

• Child Support matters

• “Pre-nuptial” Style Agreements

WILLS AND ESTATES • Wills and Testamentary Trusts

• Advice to executors of deceased estates

• Enduring Powers of Attorney

• Obtaining Grants of Probate

• Enduring Guardians

• Estate disputes

CRIMINAL AND DISCIPLINARY • The Corruption and Crime Commission

• Criminal and Disciplinary matters

• Courts of Inquiry

Tindall Gask Bentley is a leading Australian law firm.

We’ve been helping people with injury, family and estate matters for more than 40 years.

With a culture of service and empathy, we are fiercely committed to our clients.

RICHARD YATES

LEGAL

Partner, Tindall Gask Bentley Lawyers

Disciplinary interviews – what WAPU Members must know AT THE RECENT ANNUAL meeting of the Police Federation of Australia, delegates were privileged to hear Arthur Moses SC from the New South Wales Bar. Mr Moses provided a summary of the current law regarding the use of evidence which is compelled from police members during the course of “conduct” interviews.

In all circumstances in Western Australia, and following the High Court case of Morris and other interstate decisions, it is clear that the ordinary right against self-incrimination and the right to silence has been abrogated by the Police Act and Regulations.

In other words, although Members retain the Common Law right to silence and the right against selfincr iminat ion wh e n gi ve n t h e criminal caution and can decline to be interviewed for alleged criminal offences, a Member who wishes to remain employed by WA Police must answer questions when compelled to do so in a disciplinary setting.

The current problem in Australian jurisdictions, including Western Australia, is not that there is a lack of clarity about whether a sworn officer is compelled to answer questions in a disciplinary setting (they are), but rather what use is made of that evidence.

The current problem in Australian jurisdictions, including Western Australia, is not that there is a lack of clarity about whether a sworn officer is compelled to answer questions in a disciplinary setting (they are), but rather what use is made of that evidence.

Following a decision in New South Wales called Baff, some jurisdictions introduced a provision that any evidence obtained through a compelled disciplinary interview cannot be led directly in evidence in a criminal trial.

Such a provision does not currently exist in Western Australia, although compelled evidence is not led in criminal trials and is likely to be excluded if it were to be sought to be led, given the involuntary nature of those interviews.

What is less clear however is the derivative use of such evidence.

A number of recent cases have proceeded before Courts, for example the case of A v Maughan in the Western Australian Court of Appeal, as well as cases in the High Court of Australia, as a result, Mr Moses suggests that it would be prudent for this State and others to have clear statutory p r ov isio n s r eg ar ding h ow t h e derivative use of compelled evidence should be controlled.

One example is the use of publication orders, which can result in a ban against the publication of evidence compelled during the disciplinary process, and if used contrary to the publication order in criminal proceedings, would result (as in the High Court case of Lee No. 2) in the necessary abandonment of the criminal proceedings.

In summary, it is essential that all Members seek advice from WAPU if they are to be compelled to answer questions, whether it be arising from a critical incident or in any other circumstances. Legal advice will likely be given to you if a criminal interview is invited.

In the meantime, the Police Federation of Australia and police throughout Australia are collectively turning their minds to what can be done to clarify how to control the use of derivative evidence obtained during compelled interviews, such that the “command and control” structure within WA Police can be maintained for the purpose of discipline, yet proper and complete Common Law protections be afforded to police officers who are subject of criminal investigations, in the same way that all citizens of Australia enjoy such rights.

If you have any questions relating to the content of this article or have a general enquiry, please do not hesitate to contact WAPU HQ on 9321 2155 and ask to speak to one of the team from Tindall Gask Bentley.

57 POLICE NEWS DECEMBER 2016

Do you have a business that wants to advertise in Police News?

Got an offer or discount for WAPU Members?

Police News has selected openings for businesses to advertise in our magazine.

If these spaces are not suited to your business, there is always our Member Benefits Program.

WA

POLICE UNION

If you are interested in advertising or a Member Benefit, please contact WAPU HQ on 9321 2155 and speak to our Media Team.

The WA Police Union handles all advertising and Member Benefits enquiries in house and does NOT employ external parties to act on our behalf.

MICHAEL OERTEL

HEALTH

Chief Executive Officer Police Health

Improving the health and wellbeing of police officers AT POLICE HEALTH, everything we do is about giving back to the policing community and to our members. Being run by police, as well as insurance professionals, we understand how important it is to have reliable support for health and wellbeing to be able to perform the job and cope with the daily pressures and challenges it brings.

For at least as long as we’ve been operating (over 80 years now), something that has always been prevalent in the policing community is the culture of looking out for each other. Those of you who’ve lived the policing life, or live it now, have a mutual understanding. You’ve learned how important it is to support each other.

To play our part in maintaining this supportive culture at Police Health, we focus on what we can do to improve the health and wellbeing of our community. And it’s not just about selling health insurance.

We’re interested in continuing to enhance our understanding of the barriers that reduce police officers’ ability to maintain healthy lifestyles, and develop programs and support mechanisms that help to address these.

To work in policing is to be selfless and put other peoples’ needs above your own – it’s no ordinary job. It’s not surprising that those who support our communities need help themselves to care for their own health and wellbeing.

Recently we launched an initiative to help us positively enhance the health and wellbeing of female officers, and to support them throughout their career. Through a Health and Wellbeing Forum and online survey, we identified physical, mental and wellbeing factors that can contribute to women not realising their full potential.

This research highlighted a range of factors that contribute not only to poor health and wellbeing outcomes for female police officers, but also impact on their career progression within the police force. The barriers identified were not surprising – the physical and emotional impact of the job, difficulty balancing work and family life, bullying and discrimination.

The most impor tant outcome for Police Health was the volume of feedback and suggestions of additional support that could be provided within the policing community to better support the health and wellbeing of all officers (male and female).

Participants involved in our research were keen to see more avenues for peer support, more events with health experts, external counselling services, additional education and training at academy level for mental health, and fitness and weight loss support.

This is excellent feedback for the entire policing community, and is already guiding the development of our future programs, sponsorships and events, and advice shared through our communications materials.

The health and wellbeing of officers is widely discussed within the policing community. It is accepted that police officers need to maintain their fitness, health and wellbeing to do their jobs effectively however, the work involved in policing invariably brings about physical and mental challenges, hazards to health, and in many cases danger to personal safety.

Within our Forum and sur vey, participants were asked why they chose a career in policing and almost all shared answers which follow the idea that the job is bigger than the individual – it’s about caring for communities, helping people who are vulnerable and enforcing justice.

To work in policing is to be selfless and put other peoples’ needs above your own – it’s no ordinary job. It’s not surprising that those who support our communities need help themselves to care for their own health and wellbeing.

We’re extremely passionate about this point, our reason for being is to support our members and make a difference to the health and wellbeing of police officers and their families.

We hope that the rest of the policing community will join us to collaborate and work together to develop more programs and opportunities for the health support officers are asking for.

To read more about the survery and forum outcomes, see page 18.

59 POLICE NEWS DECEMBER 2016

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FAQs on salary packaging STEVE ASHER HAS WORKED AT Fleet Network for more than 10 years and is one of our Business Development Managers. In his travels to various police stations and other government departments, Steve has been asked a number of common questions about salary packaging. Here is a selection of these frequently asked questions to help those who may be considering a novated lease in the future.

A common misconception about novated leasing is that the vehicle needs to be strictly used for business purposes only, but this is not true.

DOES IT HAVE TO BE A NEW CAR? No, but it has to be less than 12 years old at the end of the lease. Therefore if you want to lease a car that is eight years old, the maximum lease would be four years. Leasing new cars is a safer and more preferred option.

As a major part of the cost of the lease is actually the running costs, there is often very little difference in the reduction of your take home salary between new and second-hand.

Being a second-hand vehicle you could be purchasing someone else’s problems, for example, the tyres may not be in premium condition when you purchase second-hand and will almost certainly need replacing for more than the lease budget allows.

By purchasing a new vehicle you will receive a new car warranty and a national fleet discount on the purchase price which we pass onto you.

WHAT HAPPENS AT THE END OF THE LEASE? You have three options: You can rollover into a new lease on a new car, we can trade-in your old vehicle or you have the option of selling it privately; You can pay out the residual owing (sort of like paying the deposit at the end instead of the beginning), cease salary packaging and keep the vehicle; or You can refinance and re-lease the residual, providing it complies with vehicle age restrictions.

WHAT HAPPENS IF I CHANGE MY JOB OR GET MADE REDUNDANT? Your lease is fully por table, subject to the agreement of your new employer. This would require a new deed of novation between you, your new employer and the financier, but essentially things would carry on as normal. Alternatively, you can continue to make the lease repayments from your post-tax salary, or pay out the vehicle. Whatever you choose Fleet Network will guide you through the process and prepare the documentation.

WHAT HAPPENS IF I DON’T MEET MY KILOMETRES? There is no longer a requirement to travel a set amount of kilometres per year with a lease. If we budget on a set amount of kilometres and you don’t drive them, it just means you haven’t used all the petrol allocated to you and you will build up a surplus of funds in your account. This can be paid back to you anytime you like, but as it came out of your salary before tax, when it gets refunded it must go back through your salary and be taxed.

CAN I USE A SURPLUS IN MY ACCOUNT TO PAY THE RESIDUAL AT THE END? Yes, but any surplus in your account has to be paid back to you through your salar y and thus be taxed when you receive it – the car must be paid off with post-tax funds.

TO SAVE TAX, DO I NEED TO USE MY CAR FOR BUSINESS? A common misconception about novated leasing is that the vehicle needs to be strictly used for business purposes only, but this is not true.

Even though your employer is helping you to buy the car it belongs to you as a private purchase.

Speak to one of Fleet Network’s expert consultants for an obligation-free quote or to arrange a workplace visit today.

Call Fleet Network on 1300 738 601 or visit www.fleetnetwork.com.au for more information.

61 POLICE NEWS DECEMBER 2016

READ

SHOT THROUGH THE HEART

MICHAEL JOHN BARNES RRP $17.65 Fujisawa is a Japanese diplomat visiting New York city. Somebody wants him dead.

Jane, aka the alluring, emotionally damaged Trinity, has been hired to kill him.

Gabriel, struggling to come to terms with the recent death of his girlfriend, is a dedicated FBI agent in charge of protecting Fujisawa and his beautiful interpreter Mako.

After a random meeting one night, Gabriel and Jane's fragile worlds collide, leading them along a path of destruction through the dangerous backstreets of Hong Kong to the neon lights of Tokyo.

Waging war against Chinese Triads and Russian assassins is the least of Gabriel's troubles as the deadly Trinity pursues Fujisawa around the world.

WATCH

ONE BULLET AT A TIME

THE AMERICAN WEST

JACK TAYLOR SEASON 3

Trinity Blue is an assassin hunted by her own kind. She wants to live a normal life. But somebody has to die first.

Following a string of failed missions, Trinity has spent three years running from hit-men hell-bent on collecting the $10 million bounty on her head.

Forced to raid her dwindling caches of forged passports, money and weapons, hidden in cities all over the world, she turns to a former colleague and a past lover – now a mercenary – for help.

Leaving carnage in their wake, they fight drug-fuelled killers and members of Soviet-era mafia.

One Bullet at a Time is the thrilling sequel to Shot through the Heart.

The American West is a factual docudrama that recently aired on Foxtel’s History Channel, which catapults you into a violent world of cowboys, Native Americans, outlaws and gunslingers. The ground runs red with the blood of their stories, from Jesse James to Billy the Kid. These men were the first to live the American dream, and the first to die for it.

The eight episode series chronicles the personal, littleknown stories of American Western legends such as Jesse James, Billy the Kid, Wyatt Earp, Crazy Horse and Sitting Bull. Executive Producer Robert Redford’s knowledge and passion for this period is apparent in each of the eight episodes, as well as appearances from Ed Harris, James Caan, Kris Kristofferson, Mark Harmon, Tom Selleck, Burt Reynolds and Kiefer Sutherland.

Based on the bestselling crime thrillers by Ken Bruen, Jack Taylor is an Irish ex-cop, on the wrong side of 40 who has become a finder with a sharp tongue and a soft heart.

He takes on the cases The Guards won’t touch, no matter how hopeless.

Starring Iain Glen (Game of Thrones, Downton Abbey), Nora-Jane Noone (The Descent, The Magdalene Sisters), and Killian Scott (Love/Hate, Single-Handed).

Series 3 is a collection of three movie length episodes; Cross, Headstone and Purgatory.

MICHAEL JOHN BARNES RRP $17.60

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WIN

WIN

Thanks to the author, we have one copy of Shot Through the Heart and One Bullet at a Time to give away. To enter, email jessica.porter@wapu.org.au with your name, work address and title of the book. Winners will be drawn on 3 January, 2017.

Thanks to NIX Co., we have 10 copies of The American West and Jack Taylor Season 3 to give away. To enter, email jessica.porter@wapu.org.au with your name, work address and title of the movie. Winners will be drawn on 3 January, 2017.

POLICE NEWS DECEMBER 2016

SEE

LISTEN

FRIENDS FOR CHRISTMAS RED DOG: TRUE BLUE

WHY HIM

When 11-year-old Mick (Levi Miller) is shipped off to his grandfather's (Bryan Brown) cattle station in the remote Pilbara region of Western Australia, he prepares himself for a life of dull hardship, but instead finds myth, adventure, and a friendship with a scrappy, one-ofa-kind dog that will change his life forever.

Red Dog: True Blue explores the early events leading up to Red Dog's discovery on the road to Dampier, and his ultimate rise from ordinary dog to Australian legend.

Over the holidays, Ned, an overprotective but loving dad, and his family visit his daughter at Stanford, where he meets his biggest nightmare: her wellmeaning but socially awkward Silicon Valley billionaire boyfriend, Laird (James Franco).

The straight-laced Ned thinks Laird, who has absolutely no filter, is a wildly inappropriate match for his daughter.

The one-sided rivalry – and Ned's panic level – escalate when he learns that Laird is about to pop the question.

SEASON COMMENCES 26 December

SEASON COMMENCES 26 December

JOHN FARNHAM AND OLIVIA NEWTON-JOHN Out now John Farnham and Olivia NewtonJohn have collaborated for a brand new album Friends for Christmas, released through Sony Music Australia. The album embodies a traditional Christmas sound whilst showcasing their ever impressive vocals. John and Olivia’s last collaborative album Two Strong Hearts reached number one on the ARIA chart.

Fans who saw John and Olivia live on their Two Strong Hearts joint tour, or relived the joy on DVD, will be thrilled to invite them into their homes this Christmas. Two iconic, timeless voices singing 12 iconic, timeless songs.

ENTERTAIN ME

THE HEAVY ENTERTAINMENT SHOW ROBBIE WILLIAMS Out now

The incredible Robbie Williams has released his brand new studio album The Heavy Entertainment Show on Columbia Records through Sony Music Entertainment Australia.

The album follows a string of 11 UK chart-topping albums, a tally only matched by Elvis Presley. Robbie’s last solo number one album, Swings Both Ways was also the 1000th album to reach the top of the UK charts.

The album features songs co-written with Guy Chambers, John Grant, Rufus Wainwright, Brandon Flowers/The Killers, Ed Sheeran and Stuart Price – and, from above, Serge Gainsbourg and Sergei Prokofiev.

WIN

WIN

We have two passes to give away to Red Dog: True Blue and Why Him. To enter, email jessica.porter@wapu.org.au with your name, work address and title of the movie.

Winners will be drawn on 3 January, 2017.

Courtesy of Sony Music Australia, we have five copies of Friends for Christmas and The Heavy Entertainment Show to give away. To enter, email jessica.porter@wapu.org.au with your name, work address and title of the CD. Winners will be drawn on 3 January, 2017.

63 POLICE NEWS DECEMBER 2016

NEW MEMBERS

WAPU WELCOMES ITS NEWEST MEMBERS

64 POLICE NEWS DECEMBER 2016

RETIREMENTS & RESIGNATIONS

RETIRING MEMBERS 5282 David McALPINE 7313 Michael APPLEBY

RESIGNING MEMBERS 7275 Anthony GILLAM 7696 Andrea MUSULIN 10340 William BROWN 10937 Jeffrey SCANLIN 10945 Matthew KUKURA 12870 Andrew WEST 13021 Henrik WULFF 13978 Kate MANN 14100 Julie WHALE 14707 Kyle BEDFORD 14815 Simon MARSHALL 15032 Rebecca KELLY 15980 Thomas FREESTONE 16030 Callum AINSLIE 16061 Tuula (Irene) LIITIAEINEN 50085 Tommy SMITH 50097 Maciej KIELBASA 50874 Malcolm SCOTT 51154 Jacob COLLARD

VALE

RETIRED 2140 Superintendent ROBERT (BOB) GILCHRIST Aged 91

SERVING 7201 Senior Constable IAN HOLLINS Aged 49

3359 Inspector MALCOLM CAMPBELL Aged 79 3917 Inspector JERRY (LEE) TOWNSEND Aged 72 4191 Senior Sergeant JEFFERY COX Aged 77

65 POLICE NEWS DECEMBER 2016

FROM THE ARCHIVES

KIMBERLEY REPORT

DECEMBER 2000 URGENT DUTY DRIVING BAN LIFTED The Union made a number of recommendations to WA Police including a maximum Urgent Duty Driving Speed of 140 km/h following a weekend meeting in October.

The meeting also decided to lift the ban which had been in place since the matter was raised at the 2000 Annual Conference.

Directors and delegates from around the State attended a strategy meeting which considered Urgent Duty Driving Policy, driver training, WA Police vehicles and the law. A long list of recommendations covering these areas was presented to then Commissioner of Police Barry Matthews.

Henk Loohuys, the father of the late Constable Mark Loohuys, also addressed the meeting on the devastating effects on families who suffer the loss of an officer killed in a high-speed crash.

Police News visited the Kimberley and highlighted the work of Members across the district.

Members from Broome, Derby, Fitzroy Crossing, Halls Creek, Kununurra and Wyndham were profiled in the December 2000 magazine.

One issue identified was the “pounding� vehicles copped patrolling the Kimberley.

Members found that travelling on corrugated roads and desert sand tracks could virtually shake a vehicle to pieces by 40,000 kms and they would be ready for a yellow sticker by 60,000 kms.

NEW INDUSTRIAL OFFICER Former government industrial relations advocate Peter Kelly joined the Union replacing Steven Smith.

Peter came to WAPU with more than 20 years industrial experience in central government agencies and WA Police.

One of his first tasks was to tackle the 2001 industrial agreement negotiations.

Peter went on to be a long serving Senior Industrial Officer for WAPU, retiring in August last year.

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