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POLICE NEWS
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Road Policing Group Aaron Hickey (Deputy Vice President)
Rockingham Kwinana Dayna Rigoir
Serious & Organised Crime Michael Le Poidevin
Sex Crimes Jason O’Keeffe
Southern ROG Steven Kent
State Traffic Operations Peter Birch
Traffic Enforcement Group North Lance Munckton
Traffic Enforcement Group South Contact WAPU
Upper Great Southern Brandon Mitchell (Vice President)
Water Police Craig Anderson
West Kimberley Simon Hibble
West Pilbara Ian Zuidema
Westralia Square Branch Mark Johnson
TARA DOYLE Chief Executive Officer
PETER McGEE Secretary
ANGELA NAUMOSKI Administration Officer
MATTHEW PAYNE Research Officer
JOSHUA BRINKMAN Industrial Officer
BRAD SINCLAIR Finance Officer
HILDA JANZEN Finance Manager
KEVIN McDONALD Field Officer
TARRYN SMITH Finance Officer
JASMINE LODA-BATEY Media and Communications Officer
GARY KEENAN Field Officer
PENNY BROWN Member Services Officer
MARTINA MALEY Corporate Affairs Officer
MATT HUDSON Field Officer
RENEY NAIRN Corporate Communications Manager
STEPHEN FARRELL Senior Industrial Officer
PAUL GALE President
Reflecting on 2024: Strategic Leadership, Advocacy, and Member Support in Focus
AS WE MOVE INTO THE SECOND HALF OF 2024, I’d like to take a moment to reflect on our accomplishments thus far.
NEW CEO APPOINTMENT
At the 2022 WA Police Union Annual Conference, the delegation representing members voted in favour of implementing a Chief Executive Officer (CEO) to support the Board of Directors in achieving their strategic goals.
In 2023 the Board of Directors commenced an implementation program consisting of constitutional and policy changes, and a review of the internal structure of the Union.
In April 2024, we welcomed Tara Doyle to the team as the new Chief Executive Officer. Tara not only has an intimate knowledge of policing being a former commissioned officer and nearly 22 years in the job, but has led a number of other areas in not-for-profit organisations, including St John Ambulance. We look forward to her leadership and contributions in advancing our mission and serving our members with excellence.
The addition of the CEO will ensure the Union’s service delivery and growth are at the forefront of our existence and will allow for the President and the Board to operate at the strategic level knowing the operations of the organisation are being well catered and cared for.
This appointment marks the beginning of the organisational restructure. The growth of our membership requires our Union to grow to ensure our services are maintained but are also improved and enhanced based on members’ needs. We will continue to update members on our progress.
The growth of our membership requires our Union to grow to ensure our services are maintained but are also improved and enhanced based on members’ needs.
IA STRATEGY
Our exceptionally skilled and in-demand Police Officers are exploring opportunities beyond our agency due to a lack of adequate compensation and work-life balance within the WA Police.
We all know that policing requires people that will step up for their community and endure the challenges presented to them. We also know that policing cannot provide the work-life balance that most other jobs offer and for that reason alone, Police Officers must be acknowledged and recognised for that. Considering a career in policing has become more difficult over time. Facing the rise in violent crime, the relentless DV incident attendance, the intense scrutiny from all corners, and the resourcing challenges, all contribute to the question of doing this job for a long time. And with the remuneration we receive, given the opportunities on the other side of the fence offered to our skilled people, our government need to put their hand deeper into their pockets and properly remunerate our workforce.
Earlier this year, we presented the Log of Claims for the forthcoming Police Officer Industrial Agreement 2024 to the Commissioner of Police. Among the claims, three stand out as particularly significant: salary enhancement, shift allowances, and increased staffing levels.
Our call for increased remuneration stems from years of stringent wage policies. Additionally, we advocate for a significant raise in allowances, not just to incentivise officers to work on the frontline, but to have parity with other policing jurisdictions in Australia who receive substantially more to do the same job during the same hours. By providing these incentives, it may dissuade officers from leaving, thus reducing the attrition rate, and maintaining the experience. Our community expect quality service from our officers. The State Government rely on the support of our community, so acknowledging the crucial and difficult work we undertake should be clear to them.
Leadership, Focus
IA MEDIA CAMPAIGN
You’ve seen and heard our message “How Much Will We Cop Before We Stop?” on TV, radio, billboards, and social media. We have been commended from all corners of the globe for our strong message. We know we are not alone with the challenges of policing; attrition is a worldwide concern for our industry and our employers need to turn that around. Our message is clear, policing is important to our community but what we are doing to ensure we serve the community is not sustainable.
If you live in the wilderness and have not seen it, but have access to internet, check out our campaign at wecopenough.com.au
IA EDUCATION
As a part of our IA Strategy, we have invested significant energy and resources into member education, which includes getting out to stations and branch meetings. It is important to us to be in front of members to better educate them on the inner workings of how an IA process works and answer questions face to face.
As our delivery of IA education continues, we thank the many members that have engaged in that process.
TENURE
The tenure policy has always been a contentious issue, particularly in specialised and support roles. From continuous member feedback over the past few years, we have challenged the agency to regularly conduct a proper review, considering members sentiment.
The agency finally listened and commenced that review last year. We have been actively collaborating with the agency to ensure tenure functions effectively, ensuring our Police Force delivers optimal service. This effort has been crucial, especially when comparing to jurisdictions without tenure, where highly qualified officers excel in specialised areas.
After the first phase addressed both metropolitan and regional general policing, suburban crime, and traffic, the agency went about tackling the specialist and support areas of the workforce. I was impressed to see the review of our specialised areas was evidence based, offering rationale for the decisions made, and for the most part has addressed members’ concerns related to training and ‘return of service’.
We have been told by WA Police’s top cop that tenure is here to stay. We all know that tenure will not be to everyone’s liking, but I will say on behalf of many members, the changes to the tenure policy have been comprehensively reviewed like never before, and for the most part, supports members’ issues with it.
We all know that tenure will not be to everyone’s liking, but I will say on behalf of many members, the changes to the tenure policy have been comprehensively reviewed like never before, and for the most part, supports members’ issues with it.
ADVOCACY WINS
As we reach the midpoint of the year, we’re proud to announce several significant advocacy wins for our members.
In March, the individual responsible for the 2023 ramming incident involving our members, Kaine Burgess and Paul Annand, received an eight year prison sentence, with a nonparole period of six years.
Last year, the WA Police Union advocated for a mandatory 10-year sentence for those who ram police vehicles, and we’re pleased to note that this sentencing aligns closely with that call, setting a precedent for future cases.
Additionally, Senior Constable Ray Wright, previously convicted of reckless driving, was acquitted in his retrial. This outcome brings relief not only to Ray but also to our entire Union, showcasing our solidarity and dedication to justice.
We’re committed to supporting our members through such challenges and standing by them every step of the way.
In May, I provided a snapshot of the Union’s legal expenses supporting members whilst executing their duty. Every expense by the Union is budgeted for and legal is an important component of that budget. Matters may be complex and require the best legal minds to support our members time in need.
I’ll reiterate; WAPU can provide legal support upon a member’s application. Constitutionally, to ensure member’s funds are expended responsibly, applications for legal support must be related to their duties.
In the last financial year, support has included legal representation for criminal proceedings, civil writs, disciplinary matters, FVRO variations, medical retirement issues, opinions, injunctions in the IMC, trial appeals, common law claims and LOC matters in the WAIRC.
A snapshot of recent individual matters and the expenditure incurred supporting our members includes:
• Traffic related matter (Trial/Appeal/Retrial): $108,000
• Criminal matter (Trial/Appeal): $234,000
• Common law claim: $114,000
• Criminal trial: $523,000
• WAPU paid wills (free service for members): $24,000
• WAIRC - LOC matter: $96,000
• Disciplinary matter: $24,000
• Civil writ claim: $79,000
The career of a Police Officer presents a variety of experiences and challenges attracting a continual level of scrutiny. It is crucial to have protection while performing your duties, regardless of the nature. This is one of the important benefits to being a Union member.
The career of a Police Officer presents a variety of experiences and challenges attracting a continual level of scrutiny. It is crucial to have protection while performing your duties, regardless of the nature. This is one of the important benefits to being a Union member.
UPDATES TO LIFE INSURANCE BENEFITS
In April 2024, the Union’s Group Life Insurance amount of coverage for financial members increased.
The base amount of insurance has increased to $145,000, an increase of 45 percent. Should a member seek an increase to that coverage, you are still able to apply for extra units at an additional cost. The age threshold for automatic coverage has extended to 70 years from the prior 65 years, contingent upon the member being presently covered under the insurance policy’s terms and conditions.
Importantly, there has been no uptick in WAPU’s expenses or in membership subscriptions with this coverage increase.
Announcement of Chief Executive Officer
At the 2022 WAPU Annual Conference, the delegation representing members voted in favour of implementing a Chief Executive Officer (CEO) to support the Board of Directors in achieving their strategic goals.
WAPU considered this structural transformation would allow it to meet the challenges of the future and the demand of members.
With the approval of the CEO model, WAPU sought to enhance its governance, and transition to an operating model that will embed a clearer separation of powers between the Board and management, enabling the Union to provide more responsive services to members.
The CEO will create stronger accountability and transparency of decision making, empowering the Board to better oversee, challenge and guide the organisation. This change is expected to achieve greater benefits for members as capacity constraints are relieved and Director attention is focused appropriately.
The appointment of a CEO will:
1. Clarify levels of responsibility for the Board and management.
2. Provide a refreshed set of responsibilities for key roles, including planning for recruitment as needed.
3. Enhance responsiveness to WAPU member needs.
The composition of the Board of Directors remains, with the Executive consisting of the President, Senior Vice President, Vice President, and Treasurer with 11 other
Directors. The appointment of the CEO will allow the Board to focus more on the strategic plan of the Union, implementing those strategies in collaboration with the CEO and enabling the Board to pull away from the day-to-day operations of the Union.
As previously advised, Ms Tara Doyle is WAPU’s new Chief Executive Officer.
Tara brings diversity and experience in strategic development, governance, and quality leadership. After nearly 22 years in WA Police attaining the rank of Inspector, Tara moved to St John Ambulance, leading and managing the Metropolitan Ambulance Operations. After restructuring the operations division with sustainable solutions and change, Tara shifted into the role of Chief Executive Officer of the Midland Women’s Health Care Place where she led a redesign of the business model and implemented strategies to manage change.
We welcome Tara, with her wealth of experience, knowledge and driven insight. We look forward the collaboration of the Board and the CEO with the continued development of the Union to provide enhanced support and services to its members. ■
Tara brings diversity and experience in strategic development, governance, and quality leadership.
“… Though they may be stepping away from active duty, their legacy of service will endure, serving as a beacon of inspiration for generations to come.”
WA POLICE UNION’S Annual Recognition Dinner
On Wednesday, 10 April 2024, WA Police Union (WAPU) proudly hosted the Annual Service Recognition Dinner, an event dedicated to honouring the dedication and commitment of the men and women who have recently retired or resigned from the WA Police Force after a long-devoted service.
Over time, this gathering has transformed from a simple retirement dinner to a more inclusive recognition event, now honouring not only retirees but also those who have resigned after 20 years of diligent service. Embraced by our members, this marks the fourth consecutive year of its successful run.
This year, we had the privilege of celebrating the careers of 66 police officers, whose combined years of service total more than 2600 years.
The unwavering dedication of our departing members for protecting the WA community inspires future generations of police officers to come.
President Paul Gale emphasised the significance of recognising the remarkable service of these Police Officers, who have tirelessly served the community day in and day out, often at great personal sacrifice.
“Their commitment to duty and their willingness to confront danger and adversity head-on exemplify the core values of the WA Police Force.
“We would also like to thank our sponsors for this year’s dinner, Fleet Network and Slater & Gordon Lawyers, whose support helped make this event possible.
“As we bid farewell to these distinguished individuals, we express our deepest gratitude for their years of dedicated service and wish them all the best in their future. Though they may be stepping away from active duty, their legacy of service will endure, serving as a beacon of inspiration for generations to come,” said President Gale. ■
KAINE’S LAW
Fighting crime is not for the faint heart, and every Police Officer knows the risks involved when signing up. However, often it isn’t until their first run in with danger, reality sinks in.
For a lot of officers, the dangerous situations they will frequently find themselves in will rarely result in a serious injury, but in those instances where serious injury does occur, it can change their whole life.
In the early hours of 29 January 2023, First Class Constable Kaine Burgess and his partner were an hour from finishing their shift when they were called for a welfare check on a suspect driving southbound on the highway. Securing vision on the vehicle, the officers followed the car for some time but hesitated in pulling the car over as the driver was known for having previous altercations with the Police in the past.
When the driver abruptly pulled into the emergency lane, the officer followed. Removing his seat belt, Kaine prepared to exit the car when the suspect put the car in reverse. Frantically trying to reattach his seatbelt while calling for urgent backup on the radio, Kaine and his partner reversed for a couple hundred metres ending up straddling the dotted white lines in the middle of the highway. It was at this point the suspect eased forward, swung the car around and drove at the officers head on.
Attempting to avoid a collision, the officers reversed back, managing to turn to the side before the perpetrator collided with the rear door, which flipped the perpetrator’s car throwing Kaine and his partner into the bushes.
The impact causing Kaine to hit the roof console thus splitting his head open. Not realising how badly he was injured, Kaine landed in his partner’s lap head first, telling Police News that he recalled feeling blood dripping down his face.
Experiencing strong pain in his neck, back and head, Kaine checked on his partner, who had minor injuries, then they both checked on the perpetrator, who was trapped. It took eight minutes for backup to arrive and extract the driver from his vehicle.
Paramedics arrived on the scene and checked on the officers, placing Kaine on a spinal precaution due to his neck pain and taking him to Bunbury Hospital. The hospital ran some physical tests and found no serious injuries, so they sent him home with some mild painkillers.
This is where everything went downhill for Kaine, in the days following, the pain worsened. Visiting his doctor three days after the accident he was prescribed stronger painkillers and sent home. Pain persisting, he returned to the GP a few days later who referred him for a CT scan on his neck, which he could only book in for the
following week. So now, a week and a half after the crash, Kaine’s CT scan revealed a fracture in the right side of his C6 facet in his neck. Told to immediately make his way to the hospital, Kaine was fitted with a neck collar that he was to wear for three months.
Over those three months, Kaine’s life completely changed.
“It impacted my life in every single way you can imagine. As a father of two who has always worked full-time to provide for my family, helped around the house and been very active with my children, I couldn’t do anything I would usually do.
“I couldn’t drive and dress myself without help for three months, that was hard. I was completely reliant on everyone else and had to take a step back while everyone supported me. My mum even came to live with us for two months when my then fiancée needed to return to work.”
As is imaginable, Kaine struggled to get comfortable while restricted in his movements and contacted now WA Police Union President Paul Gale. The Union was able to quickly organise a hospital bed to be delivered to his home and later a lounge chair and for their assistance Kaine is grateful.
“Paul contacted me after the accident and told me that the Union would be there to help me, and they did. I told him I was having trouble sleeping and they got me a bed. The Union has been there for me.”
Focusing on his physical state throughout this time, it was only when Kaine’s three months in the neck brace were up that he realised the psychological strain this experience had taken on him.
“I wasn’t facing issues that were starting to show while I was in the collar. My reaction was different watching certain things on TV and talking about certain topics, things were hitting me harder when I was out of the brace. Psychologically, it started impacting me in many ways, some of which I had never even imagined it would.”
“Once I was out of the brace it was hard, there was still recurring pain and discomfort. To this day it still effects me, even sitting for long periods of time, the pain persists.”
The offender who caused Kaine’s injuries was sentenced earlier this year to eight years imprisonment with a possibility of parole after six years. Kaine says he is satisfied with the verdict.
“It has been tough because WA Police haven’t had to deal with a lot of this type of injury, so no one was able to give us any sort of sentencing idea or how the trial was going to turn out. We were hoping for the best but expecting the worst.”
“It has been tough because WA Police haven’t had to deal with a lot of this type of injury, so no one was able to give us any sort of sentencing idea or how the trial was going to turn out. We were hoping for the best but expecting the worst.”
Kaine and his partner chose to attend the sentencing hearing and had their victim statements read aloud in court by their OIC, Senior Sergeant Heath Souter.
“Heath has been amazing. In the beginning he would visit me almost daily and he still rings me every week even though it’s been nearly a year and a half since the injury.”
Kaine hopes that his experience will result in a quicker response from WAPOL in the future regarding assisting officers injured on duty.
“It would be good to have a clear meeting with WAPOL where you can discuss the different branches that can help you and what is being offered by who. I was in shock and heavily medicated when I heard from different people and didn’t really know what I needed. Half the time I couldn’t remember who I was supposed to see or speak to. So, making that process easier would be incredibly helpful.
“I don’t want anyone else to experience what I did. If any of the mistakes made with me are fixed, even slightly, hopefully it can help the next person who finds themselves severely injured on the job.” ■
01 WAPU President Paul Gale during a media conference at Parliament House, sharing photos of Kaine’s injuries and accident. 02 The aftermath of the accident.
Behind the making of WAPU’s controversial media campaign advert
In April 2024, WA Police Union launched the 2024 Police Officer Industrial Agreement campaign, “We Cop Enough” aimed at advocating for improved working conditions for our Police Officers across Western Australia.
Being a Police Officer is not a regular public service job. Everyday, officers face a relentless barrage of challenges, from confronting criminals to navigating emotional strains within their own families. They endure long hours, shift work, and significant personal sacrifices to serve and protect our community.
The question we pose to the public is simple: “How much would you cop before you’ve had enough?”
It’s time to shed light on the realities of policing and demand better for those who selflessly dedicate themselves to keeping us safe. Despite serving in the world’s largest single
HOW MUCH WILL THEY COP BEFORE THEY STOP?
police jurisdiction, our officers are stretched thin, facing understaffing, poor rostering practices, inadequate pay, and housing shortages in rural areas.
The recent government review approving a mere 3 percent wage increase across the public service fails to recognise the unique demands and sacrifices inherent in police work. Policing is not just a job; it’s a calling that requires unwavering dedication and support.
Through the “We Cop Enough” campaign, KWPX&Partners aimed to educate the public about the true nature of police work and advocate for meaningful change in working conditions.
The ‘Cop Enough’ campaign is a reminder that WA Police are subject to a work-life that most of us would be horrified to experience ourselves, and that the State Government’s complacency regarding pay and conditions is a slap in the face to people who already take enough hits in the line of duty.
WA Police Officers chose their careers and accept that confronting scenarios, unconventional hours and a risk to their physical and mental health is part of the job. What they will not accept however, is the understaffing, overworking, poor conditions and stagnant pay. These additional hits on our cops add insult to injury, and if we as a state don’t fix the current situation, they’ll continue to leave the service at an alarming rate.
“… we discussed a few different ways we could execute it with VFX, but ultimately we decided the most authenticity and greatest impact would come from doing it for real.”
The film elements, directed by Matt Pitcher at Inhale Content, feature a Police Officer getting repeatedly slapped. Pitcher said: “When Bryan and Dav briefed me on the idea, we discussed a few different ways we could execute it with VFX, but ultimately we decided the most authenticity and greatest impact would come from doing it for real. The 90-second single-take film gave us the space to let the performance carry the message with no effects, which makes it incredibly compelling and confronting to watch. The boys at Cue Sound also opted for a purist approach and only really enhanced the slaps that were captured on the day. There’s some editing and make-up employed in the 30-second TVC to build the drama in a short period of time, but the slaps were very real. Our conscientious stunt coordinator, Nigel Harbach, was on hand to ensure the incredible talent made it through the day with his face intact!” ■
FOR MORE INFORMATION
Visit our new “We Cop Enough” website
The Blue Poppy Study
– PART ONE
With the changing nature of policing in Western Australia, and Australia generally, it remains incumbent on frontline service providers to monitor the wellbeing of their personnel.
Previous studies have consistently found elevated levels of anxiety, depression and Post Traumatic Stress Disorder (PTSD) in rescue workers (Kyron et al., 2022). Kyron et. al. identified a lack of large-scale studies into mental wellbeing of police and emergency service workers. This study set out to measure the true extent of PTSD in WA Police Union (the Union) members.
A 2018 report by Lawrence et. al. found higher levels of distress and reduced mental health in police and first responders than in the general population. The authors found, “Compared with the general adult population, employees in the police and emergency services sector had substantially higher rates of psychological distress, probable PTSD, anger and impulse control problems, and lower levels of positive wellbeing” (Lawrence, et al., 2018, p. 9). The research by Lawrence et al. makes a compelling argument for continued surveillance of police officer mental wellbeing.
On average police officers in the USA experience over three traumatic events for every six months of service (Patterson, 2001). Amongst other things, this research sought to establish the levels of exposure to traumatic events by police officers in the ordinary course of policing in Australia.
Aside from establishing levels of PTSD in WA, the data gathered as part of the Blue Poppy Study is intended to contribute to the knowledge base on PTSD and other mental wellbeing challenges faced by police in Australia. It is anticipated the information will assist service providers and support services to develop strategies to improve the mental wellbeing of police officers.
BY DR. DANIEL TALBOT AND PROF. CHRIS LEE
Readers are reminded the results presented here are based on the information provided by the 18.6% of Union members who completed the survey. It is not evidence of the police population as a whole, but a lens into a serious issue facing police officers in Western Australia.
In the next report we will provide further data including the frequency of various traumatic events assessed by the Police Incident Survey. We also will report on how years of service, gender and levels of support influence the risk of developing PTSD in the sample of officers completing our survey.
What is PTSD?
PTSD is a debilitating psychological injury. It occurs as the result of exposure to a traumatic event, or, in many cases, multiple events. The traumatic events can be actual or threatened serious injury, sexual violence, or death. The event does not have to be directly experienced, PTSD can be diagnosed following the witnessing of the witnessing of such an event or even learning that a close family member or close friend has suffered a traumatic event(s). Police officers experiencing extreme and/or repeated exposure to adverse traumatic events have an increased risk of such an injury.
PTSD manifests via the recurrent, involuntary, intrusive and distressing recollections of the event(s). This can be experienced as dreams or flashbacks. These reliving experiences often follow that remind the person of the traumatic event. Many people try to cope with these flashbacks by avoiding people and situations that are reminders of the traumatic event.
The injury can cause those suffering PTSD to forget important details about the traumatic events. PTSD often results in negative thoughts about yourself or the world egg self-blame, guilt, worthlessness, or that no one can be trusted. PTSD also effects mood so that the injured person losses interest in activities they used to enjoy or feels more disconnected from others.
The above is a brief illustration of PTSD. If should not be used as a means of self-diagnosis. The condition is serious and we want to ensure that we can assess its prevalence accurately. It is important to know that if you do have PTSD that it is treatable. If you think this is the case make sure you discuss treatment options with your GP or the counselling services. The reasons we are sounding this warning is because of the information we uncovered in the Blue Poppy Study.
Method
Data was collected for this study by a questionnaire hosted through Qualtrics XM (2024) and accessed by a link circulated by the Union. Participants in the Blue Poppy Study were members of the Union. At the close of the survey Union membership stood at around 6,860 members (Payne, 2024). All the survey participants provided informed consent, the details of which were at the start of the survey. The study had ethical approval from the University of Western Australia, Research, Ethics and Compliance branch.
The survey was self-selecting, voluntary and anonymous therefore demographic data was limited to age, gender, marital status, length of service and metropolitan or regional location. To gather more details than the above would risk identifying participants.
For this study, we used standardised instruments with established validity and reliability. An exception to the above was a three-question, Likert scale designed to measure support provided to participants when suffering any of the traumatic events listed in the Police Incident Survey. The following instruments were used in the survey:
Police Incident Survey: this instrument consists of 9-items that measure traumatic events police officers may be exposed to.
PCL-5: this is a 20-item screening tool that assesses the likely presence of PTSD, as well as the severity of the condition. A cut off of 33 was used to indicate PTSD symptom severity sufficient to make diagnostic criteria for PTSD
Kessler Psychological Distress Scale (K10): a 10-item questionnaire designed to measure distress.
Warwick-Edinburgh Mental Well-being Scale: a measure of mental well-being focusing entirely on positive aspects associated with mental health.
Support: the question on support asked participants to rate the levels of support received following a traumatic event listed in the PIC. The three areas included support from: colleagues: superiors: and, husband/wife/partner. Available responses ranged from: no support at all: some support: adequate support: good support: and, excellent support.
Results
Due to the limited space here, at this time, we are reporting data only on the demographic make-up of the participants, the main psychological measures and support. In the next report we will provide further data including the frequency of various traumatic events assessed by the Police Incident Survey. We also will report on how years of service, gender and levels of support influence the risk of developing PTSD in the sample of officers completing our survey. Readers are reminded the results presented here are based on the information provided by the 18.6% of Union members who completed the survey. It is not evidence of the police population as a whole, but a lens into a serious issue facing police officers in Western Australia. ▷
Demographic data
AGE
These figures indicate sample who took the survey had slightly less males (74.5%) than published data in the 2023 Report on Government Services which indicated WA Police is made up of 77.7% male officers and 22.3 female officers. Future publication of the survey results will examine the relationships between the demographic data and the various mental health and wellbeing measures employed in the research. A brief example of what can be obtained appears below in the examination around support following exposure to a traumatic event, as reported by our study participants.
Support
Figure one indicates that the highest level of support following exposure to a traumatic event tended to come from a person’s spouse. Low levels of support were more likely received form a superior, whereas support from fellow officers varied across the levels. ■
ACKNOWLEDGEMENTS
The researchers acknowledge the assistance provided to this study by:
• WA Police Union
• University of Western Australia
• Edith Cowan University
• PTSD Research Foundation of WA
• Prof David Lawrence and Dr Wavne Rikkers, Curtin University
DISCLOSURE STATEMENT
Prof Lee is a clinical psychologist who works in private practise and is a researcher at the University of Western Australia. Dr Talbot is a former 37-year veteran of WA Police and is an adjunct member of staff at Edith Cown University. Neither man is being paid or otherwise renumerated in carrying out and publishing this research.
REFERENCES
Kyron, M. J., Rikkers, W., Bartlett, J., Renehan, E., Hafekost, K., Baigent, M., Cunneen, R., & Lawrence, D. (2022). Mental health and wellbeing of australian police and emergency services employees. Archives of Environmental & Occupational Health, 77(4), 282–292. https://doi.org/10.1080/19338244.2021.1893631
Colleague(s)
Superior(s)
Husband/wife/partner
Lawrence D, Kyron M, Rikkers W, Bartlett J, Hafekost K, Goodsell B, Cunneen R (2018) Answering the call: National Survey of the Mental Health and Wellbeing of Police and Emergency Services. Detailed Report. Perth: Graduate School of Education, The University of Western Australia. Patterson, G. (2001). The relationship between demographic variables and exposure to traumatic incidents among police officers. Australian Journal of Disaster & Trauma Studies. 2001. http://www.massey.ac.nz/~trauma/issues/2001-2/patterson2.htm Payne, M. (2024) Personal communication from the WA Police Union Research Officer, 26 March, 2024.
Report on Government Services (2023) Part C, Section 6: 6 June, 2023.
FIGURE 1. Variation in levels of support reported to have been received from fellow officers, superiors and spouses.
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The Police Federation of Australia’s National Police Bravery Awards are now open.
This award has been developed for police by police and nominations are sought from officers across the country.
While police work is inherently dangerous… some actions stand out. Do you know someone who has performed an exceptional act in exceptional circumstances?
SELECTION CRITERIA
1. The nominee must be a sworn police officer from an Australian police jurisdiction.
2. Nominees must have undertaken an outstanding act of courage or bravery, by selflessly putting themselves in harms way to protect others, going well beyond the call of duty.
3. Where feasible, the incident should have occurred in the past twelve months, however exceptions could include if the matter is subjudice or if other unavoidable delays have occurred.
The online nomination form is available at policeweek.org.au/bravery-awards and close on 30 June 2024
The National Police Bravery Awards will be presented in Melbourne on 17 September 2024
SAVE THE DATE NATIONAL POLICE BRAVERY AWARDS
Exceptional acts in exceptional circumstances
Tuesday 17 September 2024 7pm until late ZINC at Fed Square Corner Princes Walk & Russell St Exit, MELBOURNE
Class 1/75
On 6 January 1975, 64 men walked through the doors of Maylands Police Academy, sworn in. Graduating on 27 March, they were then dispersed to various parts of WA and some never crossed paths again.
As January 2025 will be 50 years of the commencement of Class 1/75’s journey, Andrew O’Neill is attempting to get as many from the class to attend a Reunion Lunch in January 2025.
If you are part of Class 1/75, reach out to Andrew at andrew.oneill6@bigpond.com
DAVE FLAHERTY Senior Vice President
Time for Change
AFTER PROMOTING SELF-SERVING CLAIMS ABOUT HOW GOOD THE WA POLICE IS, including their worldleading reputation for, among other things, cultural change, it wasn’t surprising to read the Police Minister’s declaration in a published opinion piece (West Australian 26 Feb 2024) finish with; “little wonder the police are having no trouble attracting new recruits”.
If you read the article, what you wouldn’t have noticed was the Minister’s explanation as to why so many police are leaving. This would give context to the sorry state of affairs the Minister continues to preside over.
The long delays, the not knowing, the administrative restrictions and the history of punishing police officers harder than any other cohort is for most a mental punishment worse than any suitable or realistic outcome.
The reasons attributing to the now prolonged attrition that can’t be denied are varied, but what stands out is the unwarranted and oppressive methods that envelop the disciplinary/managerial process around what for the most part, are basic police centric, professional development issues. Everyday performance matters, which could be adequately dealt with through informal discussion with supervisors or OIC’s, are routinely thrust into the discipline regime and referred to as alleged unprofessional conduct, conduct unbecoming or misconduct.
What the WA Police Executive are failing to understand is that many complaints involving relatively minor breaches of policy, alleged low level excessive force, inappropriate language use, and the like, relate invariably to performance rather than any malicious or neglectful conduct. There is a significant difference, and with my extensive experience as a long-serving OIC, I am well-qualified to make this observation.
Duties such as arrests, executing search warrants, use of force etc, are daily workplace activities for Police Officers. They are unique activities that involve exercising unique authority, individual judgment, often in volatile and dynamic circumstances. Understandably, matters occasionally go awry, but all too often police management impose a process worse than any likely punishment when investigating what is best described as a blip on the radar relative to the countless interactions and police frontline conduct.
Credit where credit is due. WA Police have introduced a Rapid Resolution Team/Process involving time relevant Teams or in person meetings to expedite low level matters as previously mentioned, but in my view, this doesn’t go far enough. The police disciplinary model, juxtaposed against regulations drafted in 1979, are now antiquated and totally
out of step with industrial harmony and contemporary human resource values and duty of care. WA Police are very good at espousing and demanding values and ethics, but are they as good at following their own advice? Psychosocial harm is real and the prolonged and unnecessary processes for relatively minor matter have a huge negative psychological impact on many.
The long delays, the not knowing, the administrative restrictions and the history of punishing Police Officers harder than any other cohort is, for most, a mental punishment worse than any suitable or realistic outcome.
Modern-day candidates who join WA Police will likely encounter the disciplinary system, either directly or indirectly, at some point in their careers. The job of a Police Officer is harder than ever before, the demand, the scrutiny and oversight are like nothing ever experienced previously. We all know mistakes happen and with the hundreds of policies in need of compliance, sooner or later members will fall foul. They will then either be dragged through a system where the process in many cases is worse than the punishment, regardless of the outcome. Or, they will be a witness, ordered to report and/or likely to provide formal or informal peer support to a colleague who is being disproportionately distressed by the repeatedly slow drawn-out disciplinary system.
In WA Police, the method for speaking with a ‘subject’ officer for a disciplinary matter commences when a member is delivered a compulsive order to answer questions. This kicks off a formal interview that warns: “I intend to ask you a series of questions to assist me to fully examine your behaviour, conduct, honesty, integrity, performance and competency… to determine whether you have engaged in non-criminal, unprofessional conduct”
The comparisons with a criminal interview are inescapable. Two senior experienced Police Officers conduct the interview in a bland, small square room, with four chairs and a table.
Having served as a Police Officer for over 34 years, I couldn’t count how many criminal interviews I conducted, and the WA Police disciplinary interview is exactly that – a template from the criminal interview model. A genuine criminal interview is less oppressive for anyone in that position because they are cautioned, and have a choice about whether to participate.
The whole interview is audio recorded and through voice identification, records the names and roles of everyone in the room. The allegation(s) are described, often with the barest of detail. The subject officer is asked questions about their sobriety (drugs and alcohol), fatigue and fitness for interview. They are asked questions about their length of service, where they work and what they do. In many cases volumes of evidence sit in files next to the investigating officer; an interview plan has been compiled including pre-prepared questions. Handwritten notes are made of answers and comments by both the interviewer and corroborator. An interview friend is usually present in case the process becomes too overwhelming for the subject officer (and it often does). An interview closes with questions such as “Is everything you’ve said the truth, are you happy with the way the interview was conducted, are you happy with the way you’ve been treated, is there anything else you want to say about the matter?”
Waiver: For the most our members who conduct these interviews are doing a very good and professional job, within a difficult system imposed upon them, whether they like it or not. This article is in no way critical of them, just the system. Having served as a Police Officer for over 34 years, I couldn’t count how many criminal interviews I conducted, and the WA Police disciplinary interview is exactly that – a template from the criminal interview model. A genuine criminal interview is less oppressive for anyone in that position because they are cautioned, and have a choice about whether to participate. WA Police have extraordinary powers within the regulations compelling members to attend interviews and compelling them to answer questions.
So where does the forcibly extracted information go? Despite a Union caveat demanding permission be sought from the subject officer, they are advised that WA Police is bound by certain legislation and interview recordings can be released through FOI.
And it doesn’t end there. It could be weeks or months before the managerial investigation concludes, meanwhile the subject officer is expected to return to work and perform at their optimum while awaiting an unknown outcome and possible sanction.
A previous Industrial Agreement slogan is just as relevant today as it ever was: “It’s tough enough”. The job of policing today is already exceedingly challenging but add the intense scrutiny and it’s no wonder many are turning their backs in favour of much less stressful employment. This is the feedback we get at the Union.
A cultural change is necessary. The Rapid Resolution process is a start, but District Offices, Business Unit OICs, and supervisors need the opportunity, support, and confidence to identify minor policy breaches. Take the officers side, highlight the issue/s address them quickly and record the interaction instead of allowing members to go through months of anguish, distress, and uncertainty. So, Minister if you’re wanting to ensure WA Police has a world leading reputation for the right reasons, you might consider taking a deeper look at the workings inside some systems of WA Police and help stop the unprecedented ongoing attrition that is showing no signs of slowing down in 2024.
Take the officers side, highlight the issue/s address them quickly and record the interaction instead of allowing members to go through months of anguish, distress, and uncertainty.
Run4Blue Turns 6
This year, WAPU President Paul Gale, Corporate Communications Manager Reney and Media and Communications Officer Jasmine have laced up their running shoes to support Police Legacy in the sixth annual Run4Blue event.
Run4Blue was conceived in 2018 by Senior Constable Natalee Cunningham of the WA Police Force and Senior Constable Tammy Watson of the NT Police Force, with its inaugural run taking place the following year.
Run4Blue encourages participants to select the number of kilometres they want to run, walk, or wheel, raising funds for Police Legacy groups and the families of fallen officers. A fantastic opportunity to promote a healthier lifestyle and make a difference, the event continues to be a smashing success.
Overall, this year’s event raised $151,422, with $24,142 coming from WA, which is a fantastic result. Thank you to everyone who participated and donated, we look forward to seeing everyone again next year. ■
Re-dedication ceremony for the Pitman Walsh Memorial
On Saturday 27 April 2024 Directors Scott Sulley and Gary Lewis attended Kalgoorlie to pay their respects in the re-dedication ceremony for the Pitman Walsh Memorial.
Detective Inspector John Joseph WALSH registered number 67 and Detective Sergeant Alexander Henry PITMAN registered number 425 were murdered sometime around 28 April 1926 after riding their bicycles out from Kalgoorlie in pursuit of gold stealers.
Tragically, their bodies were discovered on 12 May 1926 down an abandoned mine shaft, resulting in a large-scale investigation for the perpetrators. The assistance of Aboriginal Trackers Cordi Sambo and Broadarrow Tommy was paramount in the search for both the murdered officers and subsequently the offenders.
At the site of the mine shaft, thanks to the tireless work of the WA Police Historical Society, a memorial for the two officers was established in 2015.
As a result of progress and the discovery of further gold tenements under the memorial site, the gold mining company Norton Goldfields, in conjunction with the WA Police Historical Society and local government, planned and commissioned a new memorial site closer to the main road as a larger and more fitting tribute to these heroes.
A direct descendant of the Trackers, Gina Sambo, gave a welcome to country at the ceremony and paid respect to the tireless assistance given by the Aboriginal Trackers in the pursuit of justice.
The event was attended to by the Governor the Police Commissioner, the WA Police Historical Society, and other invited guests, along with a sprinkling of retired senior executive and members.
The memorial service and gathering served as a poignant homage that surely filled the attending relatives from both the Walsh and Pitman families with pride.
“As we remain, we vow to always remember, may our departed friend and colleague rest in peace, as the sun sets on this day. Their memory will forever remain with us.”
This excerpt from the Police Ode encapsulates the sentiment.
If any of our members happen to be passing through or visiting Kalgoorlie, we encourage you to stop by the site, located just a few kilometres from the town centre on Great Eastern Highway, just before reaching the railway line crossing on the Perth side.
Directors Scott and Gary took the trip as an opportunity to drop into stations in Kellerberrin, Southern Cross, Kalgoorlie, and Meriden to speak to members. While there, they discussed Union goals and gathered insight into work and living conditions of our members in the sub-districts. ■
EXCLUSIVE BENEFITS
We know that our members’ love a good discount (who doesn’t) which is why the WA Police Union has worked hard to secure a range of exclusive deals for our membership. We currently have 70+ brands listed as Member Benefits in the Discounts and Offers section of our website, including everything from home improvement to health and fitness.
New additions are regularly added so keep an eye out for exclusive discounts on goods and services and if you know a business who would like to get involved, contact team WAPU.
ACCOMMODATION
& FITNESS
A well-earned retirement
In April, after nearly 26 years of service, WAPU bid farewell to Finance Manager Chris Vitler.
“I’ve watched the Union grow from strength to strength and the membership grow significantly throughout my time and I’ve truly enjoyed being a part of that.”
During her tenure with WAPU, Chris has worn numerous hats, starting initially as a Member Services Officer then transitioning into an Accounts Officer, Accountant, Secretary, and finally assuming the role of Finance Manager, which she has held for the past decade.
Police News spoke with Chris about what it was like when she first started at the Union, when they had just changed from salary deductions for Union fees to Direct Debit Authorities, everything was on paper with very few electronic records.
“When I started at WAPU there were only about nine staff our membership was much smaller than it is today. We never had a Senior Vice President working in the building and things operated a lot different to how they do now.
“I’ve put in four databases and worked with six presidents during my career. I’ve watched the Union grow from strength to strength and the membership grow significantly throughout my time and I’ve truly enjoyed being a part of that.”
Chris cites working closely with the WA Police Legacy in her earlier days, back when the organisation worked out of the Union building, as some of her fondest memories.
“For about six years, I split my time between Legacy and the Union. It was very rewarding work and I’m still very close with the organisation.”
Of why she stayed at WAPU so long, Chris credits to being ‘at the right place, at the right time’.
“I’ve been lucky in my career. I joined the Union at the right time and was able to work while obtaining my Bachelor of Business. Upon completion, WAPU’s accountant at the time was retiring and I took over her role. It was all perfect timing.”
Chris was the first non-Police Officer to be awarded a lifetime membership to the WA Police Union in 2020, which was a tremendous honour.
“Life membership isn’t usually given to staff, so it was a pretty special moment for me.”
Of her retirement plans, Chris plans to slow down and do some of the travel she’s been putting off.
“I’m planning some international travel this year and then I plan to drive across the Nullarbor early next year. Other than that, I plan to slow down and maybe finally pick up golf like I’ve been meaning to for years.”
Chris’ unwavering dedication and support has been the bedrock of our union’s operations.
On behalf of WAPU we wish Chris all the best in this new chapter of her life, knowing that her contributions have left an indelible mark on all of us. ■
Blue Knights® Australia
Law Enforcement Motorcycle Club
The Blue Knights (BK) Western Australia is a part of the Worldwide Law Enforcement Motorcycle Club (LEMC) that consists of active and retired officers from WA Police Force and Australian Federal Police. FOR MORE INFORMATION
BK Originated in 1974 in the USA. There are now currently over 20,000 members worldwide, across more than 30 countries.
BK WA has 2 Chapters (I and IV) and wants to expand their membership within Western Australia. They are seeking officers who are interested in joining the club and be part of their motorcycle riding family.
Our activities in a glance :
• We ride once a month / week (city)
• We ride in the City and in Country Roads
• Overnight riding in Regional WA (determine by distance)
• We raise donations to non-profit organisations eg. Police Legacy. When we ride, we normally make donations to the local community support group.
• We are involved in the Police Remembrance Ride annually. The club encourages family participation for all rides and family who want to become Friends of Blue Knights.
• BK WA also connects with fellow Blue Knights chapters globally when members travel.
With their membership ever growing larger, the club actively encourages women and younger riders to join its WA chapters. We advocate safe and responsible riding under the motto: “Ride with Pride”.
Everyone is welcome to join our rides.
Steve MEAKINS 0408 208 598 or Gary TIMMS 0418 949 928
639 Murray Street, West Perth WA 6005 PH: (08) 9321 2155
www.wapu.org.au admin@wapu.org.au
WAPU SCHOOL HOLIDAY BALLOT APPLICATION
APPLICATIONS WILL ONLY BE ACCEPTED ON THIS FORM.
It can be emailed or posted to the Union office.
Complete and return by Friday 19 July 2024 to:
WA Police Union
639 Murray Street, West Perth WA 6005 Email: admin@wapu.org.au
Results to be advised by Friday 26 July 2024
Name (Please Print): PD No: Address (Home):
Phone no. (Work): (Mobile):
Only mark the holiday periods and locations you are prepared to accept in numerical order of preference.
Note: Bookings are available from Saturday (2pm) to Saturday (10am) only.
ALBANY
BUSSELTON VILLA 4
BUSSELTON VILLA 11
BUSSELTON VILLA 15
BUSSELTON VILLA 23 ESPERANCE
EXMOUTH
PORT DENISON
YALLINGUP
WAPU’s website redevelopment
The WA Police Union (WAPU) is excited to announce the upcoming launch of our newly revamped website, designed to provide a more user-friendly experience for our members. Recognising the need for a modern, efficient, and accessible online platform, we embarked on this project a year ago, driven by valuable feedback from our members.
Our new website will feature a sleek, intuitive interface that simplifies navigation, making it easier for members to find the information and resources they need. Key enhancements include:
• Improved Accessibility: Enhanced design and structure ensure that all members can easily access and use the site.
• Mobile Optimisation: The new site is fully optimised for mobile devices, ensuring a seamless experience whether you’re using a smartphone, tablet, or desktop computer.
• Streamlined Content: We’ve reorganised and updated our content to ensure that important information is clear and easy to find.
• Interactive Features: New interactive elements, such as a comprehensive FAQ section, provide immediate assistance and answers to common questions.
• Member Portal: A dedicated member portal offers secure access to personalised information, exclusive resources, and online services.
We understand that adapting to new technology can sometimes be challenging. Therefore, the WAPU team is readily available to assist members with navigating and using the new website upon launch. Whether you need help logging in, finding specific information, or understanding the new features, our support team is here to help.
This revamp also includes significant updates to our mobile app, ensuring a cohesive and integrated experience across all devices.
Our commitment to improving member services drives us to continually enhance our digital platforms. We believe the new website and app will greatly benefit our members by providing a more efficient, user-friendly, and resource-rich online environment.
We appreciate the feedback that spurred this initiative and are thrilled to share the results with you. ■
30 minutes’ free legal advice & a 10% fee discount for WAPU members, their families and retired members.
Leading Australian law firm, Tindall Gask Bentley is the legal services provider for members of the WA Police Union.
CRIMINAL AND DISCIPLINARY
• The Corruption and Crime Commission
• Courts of Inquiry
• Criminal and disciplinary matters
FAMILY AND DIVORCE
Matrimonial, De Facto and Same-Sex Relationships
• Children’s issues
• Child support matters
• Property settlements
• “Pre-nuptial” style agreements
To arrange a preliminary in-person or phone appointment contact us on (08) 9211 5800
PERSONAL INJURY
• Motor accident injury compensation
• Workers compensation
• Public liability
• Superannuation claims (TPD)
WILLS AND ESTATES
• Wills and Testamentary Trusts
• Enduring Powers of Attorney
• Enduring Guardians
• Advice to executors of deceased estates
• Obtaining Grants of Probate
• Estate disputes
Luke Officer Ariane Owen Daniel Weekley
Tim White Lianna Ferraro Ben Martin
Renee Sapelli Jon Redman Vanessa Clark
Jacinda Hansen Kate Major
Kate Major
Renee Sapelli Vanessa Clark Jacinda Hansen
GREG STEWART GESB Key Account Manager for WA Police
Be a super woman and protect your future
IN AUSTRALIA, WOMEN ARE likely to retire with significantly less super than their male counterparts. This inequality in not just unfair but limits their financial independence and security in retirement.
According to ASFA SuperGuru1, up to 80% of women are likely to retire without sufficient funds to support a comfortable retirement. This is particularly concerning as women tend to live longer than men, so need more money to finance their retirement years.
WHY THE DISPARITY?
Up to 80% of women are likely to retire without sufficient funds to support a comfortable retirement.
Women are faced with unique career choices at several points in their life, such as deciding to work full time, part time, or take time off to raise a family. They are also more likely to take on carer responsibilities for sick or ageing family members. All these decisions have an impact on super savings, which is why it’s important women take action to boost their retirement income.
TAKE CHARGE OF YOUR FUTURE
There are some simple things you can do today that will help secure your financial future. Super is a long-term investment and compound interest over time can make a substantive difference to your final balance, so small changes you make now could turn into thousands of dollars over the lifetime of your super. Consider consolidating your accounts
If you have more than one super account, think about rolling your accounts into one and tracking down your lost or unclaimed super. This could save you thousands of dollars in unnecessary administration fees. Visit ato.gov.au for more information. Make extra super contributions
Salary sacrifice is one way you can do this and is a flexible and generally tax-effective way to boost your super savings.
Think about other contributions that could boost your balance
If you have a partner, discuss how they can help boost your super by making a spouse contribution to your super account, or arranging for contribution splitting from their employer. Take advantage of government co-contributions
If you earn less than $58,445 per year, the government can contribute up to $500 to your super account. Depending on your income, this co-contribution can be as much as 50 cents for every one dollar you contribute yourself from your after-tax income.
Making voluntary super contributions while you are working means you’ll have more money to enjoy when you retire.
Get to know your super better by checking your balance regularly, as well as your insurance and investment options to make sure they are the best fit for your circumstances.
Factor super into a divorce settlement Family Law legislation in Australia allows for the splitting of superannuation, so in the event of a divorce, discuss superannuation with your former spouse and your legal representative.
GESB IS HERE TO HELP
Learning more about your options is an important step towards protecting your future in retirement. GESB’s ‘Securing your future – women and super’ webinar is designed to help you understand your insurance and investment options and learn more about the different ways you can boost your super.
To find out more, scan the QR code, visit gesb.wa.gov.au/ police or call your Member Services Centre on 13 43 72 .
Sponsored by POLICE HEALTH
How to keep a hold on health insurance costs
THE NUMBERS ARE IN, AND POLICE Health’s Gold Hospital cover beats the big funds in price and value.
A comparison of like-for-like Gold Hospital premium costs following April price rises shows Police Health members won big time compared to those with cover by big-named health insurers.
The comparison data shows that Police Health’s Gold Hospital cover beats the others in price and value, plus Police Health’s cover has no Excess.
While Police Health is a restricted-access fund, members of WAPU are eligible to join, as are their extended family members – making it a great choice for those wanting health cover they can trust while cost of living pressures are tight.
See how much you’re better off with Police Health’s Gold Hospital cover*.
WHAT DOES THAT MEAN FOR WA POLICE?
If you have Gold Hospital health insurance with one of the big-name insurers instead of Police Health, you pay more in premiums for the same level of cover and likely have a $500/$750 excess on top of that.
BEING SNEAKY
This follows a report earlier this year by consumer group, Choice, that found many instances of these bigger funds closing existing policies to new members while at the same time opening new policies that offer essentially the same cover but with a slightly different name and a much higher price tag.
Over a three year period to Feb 2024, Choice found that increases from other funds averaged 31.5%, while Police Health increased by an average of only 4.16% in the same period. 2
HOW DOES POLICE HEALTH KEEP THE PRICE LOWER?
Police Health only offers top level cover because the Police community understands the importance of being covered for the unexpected.
This also allows claims to be better balanced across the membership, resulting in excellent value for money on the most comprehensive top-level cover.
In other words the cost of claims are spread more evenly across their
* Premium comparisons have been calculated based on Private Health Information Statements sourced from www.privatehealth.gov. au . Comparative monthly premiums are based on a family policy (two adults and two dependents) in WA with Base Tier Australian Government Rebate applied; no Lifetime Health Cover Loading; no aged-based or other applicable discounts. Benefits paid and out-ofpocket costs may differ by healthcare provider. Premiums quoted are current as of 1 April 2024.
2 Choice compared the prices of Gold Hospital policies ($750 Excess) available to new customers in February 2021 with those available in February 2024 in NSW. Police Health data has been added, showing the national average increase on Gold Hospital policy available in the same timeframe. https://www.choice.com.au/money/insurance/health/articles/health-insurers-hiding-increases-to-top-level-cover
3 Waiting Periods and other conditions apply. Doctors, Hospitals and Service Providers must be recognised by us.
4 Excludes ambulance services covered by a third party arrangement such as a State/Territory government ambulance scheme or ambulance subscription. Service providers must be recognised by Police Health.
membership base, ensuring generous benefits can be paid out when a member needs it, while also keeping top-level health cover affordable for Australia’s policing community.
SWITCHING IS EASY
Switching to Police Health is easy, and there are no penalties in switching. Continuity of cover is provided for new members transferring from another registered Australian health insurer, and Police Health will honour any waiting periods served for equal or greater cover with your previous insurer.
And you’ll enjoy many benefits including;
• No excess or exclusions 3
• 100% national Ambulance cover 4
To switch, go
ANGELA NEWLAND General Manager P&N Bank
Inclusive customer experiences a priority for P&N Bank
AT P&N BANK, WE’RE committed to making our branches, customer service channels and digital banking tools easy to access for all customers.
In the same way everyone deserves to feel safe and protected in our community, we believe everyone deserves to have access to banking services.
In the same way everyone deserves to feel safe and protected in our community, we believe everyone deserves to have access to banking services. At P&N Bank, we’re striving to create an inclusive banking and financial experience for everyone, no matter who you are or where you come from.
Whether through our broad range of products and services, our experienced team members, or offering accessible digital banking options, we want to provide an inclusive experience for everyone who wants to bank with us.
Highlighting the commitment of putting our customers at the forefront of everything we do, we were thrilled to be named Bank of the Year 2023 in the Roy Morgan Customer Satisfaction Awards in April, an achievement only possible thanks to feedback from our customers.
Many of our customers have developed genuine relationships with our people and a strong connection to our bank and what we stand for, and this award reflects this sentiment.
INTRODUCING OUR NEW AND INCLUSIVE KARRINYUP AND CAROUSEL BRANCHES
With inclusion front and centre, we engaged two community consultants with lived experience to advise on ways to make our new Karrinyup and Carousel branches more accessible and inclusive.
Off the back of their feedback, we have made a number of improvements to our branch design to enable an inclusive and accessible customer experience. These include:
• Sensory sensitive offices, where lights can be dimmed and music turned down to provide a quieter and less stimulating environment for neurodiverse customers.
• iPads with kids’ games to keep the little ones entertained.
• An accessible service desk.
• Wall mounted TV screens to make sure the line of site is accessible for wheelchair users.
• In-branch self-serve banking technology.
• A safe space community wall showcasing local WA artists with different backgrounds and experiences.
• Bespoke reconciliation artwork.
P&N BANK WEBSITE – MAKING YOUR BANKING EXPERIENCE FIRST-CLASS
We care about an inclusive and seamless digital banking experience. A big step towards that for our customers is the launch of the new P&N Bank website.
With a fresh new look, easy-to-use navigation and a purpose-built help and support centre, gone are the days of being stuck trying to find what you’re looking for. You’ll notice:
• An improved experience and navigation, especially on mobile.
• New site search, including ‘suggested search’ for popular topics relating to your questions.
• A new look blog – housing our helpful articles and showcasing our financial wellbeing tips, filtered by topic.
There are so many people with different needs when it comes to using websites – so we’ve prioritised making our new site an inclusive experience. We’ve made improvements to make it easier for people with visual, hearing, motor, and cognitive difficulties, including neurodiverse conditions, to use our website.
With the help of a new accessibility menu, our website visitors will now be able to increase the font size, change colours on web pages and choose to read text in 55 different languages.
These are a few of the initiatives we’re progressing to create an even more inclusive banking experience for our customers. We hope you find our new website easy to use, and we look forward to continuing to provide an exceptional service to our valued WA Police customers.
For more information on the special Banking Packages available to you, visit the P&N Bank website.
NEW OFFICERS JOIN THE FORCE
The past few months have seen the introduction of many new officers who have proudly joined the blue family.
In March, the force welcomed 51 fresh officers, comprising 21 women and 30 men, hailing from the Red and White Squads. April’s graduation ceremony marked the addition of 76 new officers to the front line, with 57 men and 19 women from the Grey, Green, and Silver Squads.
Congratulations to all the new graduates, we wish you the best as you embark on your policing journeys.
RESIGNING MEMBERS
Gayle YOUNG 15221
Michael OLIVER 15271
Christopher CHRISTIAN 15928 Christopher HITCHEN 16005
Jack FLOOD 16100 David BENEDETTO 16344
Lucy ROBERTS 16436 Charmaine MENGEL 16694 Shenille SEBREGTS 17039 Yvonne HOPPE 17054 Matthew CLEMENTS 17289
Shane ALLFORD 17317 Zoe HODGKIN 17462
Andrea CRIVELLI 18180 Karl I’ANSON 18256 Eric HOLST 18265 Matthew HASSON 18428 Adam MATTHEWS 18810 Aaron HOLMES 18832 Charlize BLATCHLEY 18839 Alexandra SMITH 18878
Daniel LESCHKE 18899
David LEVIEN 18928 Benjamin LINDLEY 18969 Oliver BAINES 19025 Merissa BYRNE 19070 Ciaran McDONNELL
