Alberta Police Beat
Alberta Police Beat
ALBERTA FEDERATION OF POLICE ASSOCIATIONS 2024 BOARD OF DIRECTORS
CORY KERR
President of AFPA
Vice President of Edmonton Police Association
GRAHAM ERNST
Vice President of AFPA
Director of Calgary Police Association
JASON RICHMOND
Secretary/Treasurer of AFPA
Treasurer of Lethbridge Police Association
MARK FLYNN
Director/Editor of AFPA
Vice President of Medicine Hat Police Association
ALEX SHAW
Director of AFPA
Director of Edmonton Police Association
BRENT HUTT
Director of AFPA
Director of Calgary Police Association
NICOLE MARTIN
Director of AFPA
Vice President of Lacombe Police Association
HOWARD BURNS
Executive Director
The opinions and comments expressed in Police Beat are those of the writers and are made without prejudice. They are not necessarily the position of the AFPA or its Executive. The inclusion of third party advertisements does not constitute an endorsement, or recommendation by the AFPA board or its membership. Reproduction of articles and artwork is strictly prohibited without the prior written consent of the AFPA. Publication Agreement #42846013 Police
FROM THE PRESIDENT
Cory Kerr
FROM THE VICE PRESIDENT
Graham Ernst
FROM THE SECRETARY/TREASURER
Jason Richmond
FROM THE DIRECTOR/EDITOR
Mark Flynn
FROM THE DIRECTOR
Alex Shaw
FROM THE DIRECTOR
Nicole Martin
FROM THE DIRECTOR
Brent Hutt
Another successful AFPA Annual General Meeting was held at the River Cree Resort and Casino at the end of May, with numerous individuals representing Associations from Edmonton, Calgary, Camrose, Lacombe, Blood Trible, Taber, Lethbridge, and Medicine hat in attendance. We spent our days brushing up on valuable insights given to us during presentations from Pat Nugent (nugentlawoffice. ca), Dan Scott (sevenyscott.ca), representatives from Special Forces Pension Plan, Carmen Leibel (projectfive.ca) and Reverdi Darda (cenalife.ca). In the evenings we enjoyed networking in our hospitality room and spent one evening enjoying the amazing food at Barbacoa in Spruce Grove (barbacoa.ca). We also welcomed Lakeshore Regional Police Association into AFPA as an honorary member while they continue to build their Association. AFPA will be there along the way to continue to offer guidance and support.
The presentation received from Cena Life showed our delegates what can be offered to members everywhere when it comes to addressing the rising mental health concerns we are all seeing in our agencies. While our memberships everywhere continue to deal with unique, difficult, and sometimes traumatizing events on a day-to-day basis, we as Associations need to be better prepared to assist our members with making programs such as those offered though Cena Life available to them. Ideally this is done in conjunction with the employer, but as issues with Human Resources departments in every Police Service perpetuate, the Associations are sometimes left to pick up the pieces and ensure resiliency in our membership to get through the difficulties they face.
The AFPA board also made the decision to start providing
more access to conferences to the smaller agencies among us, as we are sending members from Camrose and Lacombe to two conferences this year and Blood Tribe and Taber to conferences next year. This exposure will allow them to be better informed and in a better position to assist their membership and prepare for the all-important Collective Bargaining sessions we are faced with every time we have expired contracts. Support of our smaller agencies is paramount, as success for one is success for all.
One other thing that became apparent during the AFPA AGM was the shift that is coming in the future. AFPA is currently comprised of eight partner agencies in the province, and with Lakeshore Regional coming on as an honorary member until they get established, we are up to nine, and potentially soon to be ten once Grande Prairie forms and comes into the fold. With the previous announcement of an ‘independent police force’ by the province (which will likely be what the Sheriffs morph into), there could be another large agency joining us in the future as well. As we saw in July with the launch of the Sheriff Branch Officers Association (SBOA), they are looking to potentially break away from AUPE and keep their representation in house. Should they join AFPA, this would be another large agency brought into the fold that will alter the makeup of our board, and potentially see the creation of either full time AFPA employees, or a full time President. Either way, the future of AFPA involves change.
If there is one constant in life, it is change. Fortunately for AFPA, the changes coming in the future look positive, and will be a great benefit to all Police Officers in the province. I look forward to it.
Greetings, AFPA members. I hope this edition finds you well-rested and eager to return to work. However, if you’re like me, you might find that even after your holidays are over, you don’t feel much more rested than before you left. There could be a lot of different reasons for that. Some could include not shutting off your work phone or email while you’re away. Spending all your time meeting distant family obligations instead of connecting with your spouse and kids. It could also mean you spent all your annual leave time working at the Stampede, raking in the dough with as many pay duties as possible.
If you are returning from your break and are still tired, it should highlight the importance of taking your annual leave and genuinely resting and relaxing. Being intentional with your time off is crucial for maintaining a healthy balance of your mental and physical well-being.
The first and most apparent reason to ensure you take adequate annual leave is to avoid burnout. No matter the area of the service you work in, whether you are sworn or civilian, there is considerable pressure to perform. Adding this to the regular life pressure we all have at home can be overwhelming. Taking time to get away from the grind and recharge is necessary so that you can eventually get back to work with renewed focus and energy. The last thing anyone needs is a prolonged sense of burnout that kills your efficiency and steals your joy when off work.
At certain times during my annual leave, I left my phone on, my email connected, and my chat groups firing away. I suspect many of you have been guilty of this as well. We are fortunate to have a career we are proud of and people who depend on us to help them. That can lead to a powerful sense of obligation or even a desire to work a little harder, push a little more and show everyone just what a good cop you are by never switching off. We all know those folks; if you don’t, you probably are one of them. People in crisis can’t always empathize with others, so you must do this for yourself and your family. If you don’t, the asks will just keep coming. So here is a Public Safety
Announcement that should be obvious to you. Turn off your phones when on holiday!
What can happen if you don’t? Well, never shutting off your brain can lead to several unwanted side effects. They include anxiety, depression, weight gain, stomach problems, sleep issues and a host of others. These symptoms are just a few of the countless costs of failing to recognize the importance of getting away and allowing your brain to unwind. Instead, spending time with loved ones, catching up with old friends and getting out into nature can improve or even eliminate many of these unwanted side effects. This seems like a no-brainer. So why are so many of us failing to use our allotment of annual leave each year?
One of the items that we are currently negotiating for in Calgary is the reduction of the number of years required for the bump in annual leave hours. Rather than an increase at years 7, 16, and 23, we want to see those increases at years 5, 10 and 15. We see this as a relatively soft cost to the City and would allow members to take more time to enjoy all the benefits I have mentioned above. However, one of the hurdles we face comes from our own members. Too many of our members don’t take the annual leave they currently have and carry it over year after year. The CPA’s arguments about the importance of and need for more annual leave have historically fallen on deaf ears because the City says, “If you need it so bad, why don’t you use the hours you already have?” While I am confident that most members would benefit from the changes we propose, I can see their point. I would counter that an organization like the City of Calgary and the CPS would want to stress the importance of a work-life balance. It would help with job satisfaction, reduce turnover and attract more people who prioritize a healthy work environment. So, if you need another reason to take your annual leave, add helping your fellow members achieve this change as another.
The crazy thing about taking a break is that taking time off and resting can boost your effectiveness and productivity when you get back to work. Police officers who are well-rested and mentally fresh are more focused, have more patience and are more likely
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to find better solutions to problems. Annual leave helps to break up the monotony of work and gives you a rest from the day-today frustrations that we all feel when we get worn out or tired. In today’s environment, being caught having a bad day can result in severe consequences. Being calm and clear-minded is more important than ever in policing. Studies have shown that employees who take regular breaks tend to be more engaged and productive than those who do not.
My family may be disappointed to hear this, but I do not always initially look forward to returning to BC each summer. It’s nothing personal! But in the run-up to leaving, with all the stress of work built up, all I can think about are the negatives. I think about the road conditions, fuel costs, and wear and tear on my vehicle. I obsess about what to pack and where we will stay and constantly worry about the weather, which I have no control over. However, on the way home all we can talk about is how great it was to see everyone, how much we miss the mountains and lakes and how long it will be until we can get back. This change in perspective may be the best indicator of how much I needed a break. When stress and exhaustion almost prevented me from going home to see the people I love, it reminded me why annual leave was so necessary.
Who are we kidding? This job, any job, and its pressures can take a toll on our personal lives. Let’s put aside our early years
of service, where paranoia and hypervigilance can cause us to isolate from family and friends. A year’s worth of work stress can cause additional damage to our relationships. We dump so much time and energy into our jobs that our spouses, kids and those closest to us often are just left with worn-out leftovers. Annual leave should be used to reestablish those bonds and have long personal conversations with loved ones. This one-on-one time is one of the most essential factors in maintaining and improving happiness. We need those parents, brothers and sisters and old friends from high school to remind us of who we are outside of policing and give us a new perspective on the world around us. If I had to bet, each of us was told early on to make sure we maintained our existing friendships outside of policing. How many of you can say you took that advice and applied it %100? What better time than annual leave to build up or reestablish those connections? More accurately, what other time is there?
The upside of taking your annual leave is enormous, and the downsides are few. I think everyone understands the financial pressure we all are under, but the costs of working when you can be taking a meaningful rest can be even more extreme. I’ve said it before, and I’ll say it again. Take some time to spend with family and friends. Get outside and hit a golf ball or swim in a lake. Take a trip and show your spouse and kids a hidden gem. You won’t be disappointed, and you may even learn a thing or two. Play safe.
From the Secretary / Treasurer
Hello all! With summer ending I am sure we are all reflecting on how quickly it went by, and we are (when writing this) trying to squeeze out every ounce of family or relaxing time that we have left in the summer months.
This is my first time being in the Alberta Police Beat Magazine as I’m one of the newer members of AFPA. I’ve been a Police Officer with the Lethbridge Police since 2011 and joined the Lethbridge Police Association as a Director in 2023. During my time with the Lethbridge Police, I have been able to work for the Alberta Law Enforcement Teams ICE Unit and am currently in the Lethbridge Police Training Unit as a Use of Force Instructor.
I grew up in Manitoba and moved to Vulcan for my grade 12 year. I then went on to Lethbridge College to take Criminal Justice. It took me 5 years to earn that 2-year diploma as I was not the best student and had to hold down a couple jobs to get me through. After getting hired, I proposed to my wife at our cadet graduation (which I never get bugged about…) and have had 3 amazing children with her since then. We enjoy camping and spending a lot of time exploring outside the city when we can.
I am currently the Treasurer/Secretary for AFPA and have taken over for former Treasurer Marc Gaumont (who I feel is still the Treasurer as he continually answers all my questions about the job) and am very excited to be with the AFPA group.
To be honest, throughout much of my career, I was not aware of what AFPA was. I’m sure that we can all remember seeing the Alberta Police Beat Magazine sitting in the bathroom stall at the station and leafing through it (maybe reading some of the articles like this one). And then, while leafing through it, seeing the “AFPA” logo from time to time and kind of knowing what AFPA was but not really looking into it. The majority of the senior Officers at my service would often mention “Alberta Fed” but I wouldn’t really know what it was, and being new, nor would I ask.
Once I started with the Lethbridge Police Association, I began to really learn what AFPA does. A lot of members may look at a
specific role and not realize the amount of work it encompasses until they are in that position working diligently to measure up to the massive amount of work the preceding member did. Then I began tagging along with Marc Gaumont to the AFPA meetings and quickly began to realize that this is an incredibly hard-working group of people.
Since then, I have been bringing up AFPA to numerous officers and talking about the work that is being done “behind the scenes”. Also, I have read more Alberta Police Beat Magazines than I ever did since getting hired. It has really exposed me to all the different positions people have that we don’t hear about or even know within the Police Services in Alberta.
Regardless of the size of the service we are working in, I have realized, there are so many people in the organizations doing amazing work that never get the amount of recognition they deserve. Most of those people don’t want their efforts getting noticed because they aren’t doing it for the purpose of getting attention. There are a lot of unsung heroes within our organizations that will end up retiring, moving onto other things, and not everyone will be aware of the changes they made. Especially in the time when everyone in the province is short staffed and members seem to be doing five different jobs off the “side of their desk”, we need to make sure we are showing them the gratitude they deserve. Also having those positive conversations with others about the valuable work that is being done by our coworkers. Our service has gone through times where those conversations happened a lot less and the negative ones happened a lot more and the only way to balance it out is by promoting positivity in your “nest”.
I am very excited to be a part of the AFPA Organization and to be able to write to you all.
I hope everyone has a great fall leading into the busy holiday season and gets to spend as much quality time with family and friends as possible.
Stay Safe.
What Do The Amendments To The Police Act Mean For Us?
Hello Everyone, and welcome to the fall edition of the Police Beat magazine. I hope all of you enjoyed your summer and despite what appears to be a provincial shortage of police officers, were able to book some time off and spend some time with family and friends away from the uniform.
The amendment to the Police Act in 2022, is a significant milestone in the evolution of policing in Alberta. It represents the first major overhaul of the Police Act in 34 years. This legislative reform seeks to modernize policing, improve accountability, and enhance public confidence by aligning the role of the police more closely with the communities they serve. One of the biggest changes we will see is at the core of the Act, the establishment of the Police Review Commission. The Police Review Commission will be an independent agency designed to manage complaints against police and conduct disciplinary hearings. This change addresses the public concerns about “police investigating police.” Previously there have been complaints and accusations of bias where police are protecting their own. By placing the handling of police complaints under an independent body, the Act aims to provide more transparency and faster resolutions. This is a winwin for the public, and the police.
In addition to strengthening oversight, the Police Act amendment mandates the creation of civilian governing bodies in jurisdictions policed by the RCMP, granting these communities a more significant role in setting policing priorities and performance goals. This change was brought on by these communities to have a stronger voice in how they are policed. Additionally, the Act expands the mandate of the Alberta Serious Incident Response Team (ASIRT) to include investigations involving all peace officers, which will now include Sheriffs and Community Peace Officers (CPO). This amendment will now ensure that all cases of serious injury or death are handled consistently.
In recent developments, the Alberta government has introduced additional legislation, Bill 11 — the Public Safety
Statutes Amendment Act, 2024, which lays the groundwork for the creation of a new police agency in Alberta. This initiative has added fuel to ongoing debates about the future of the RCMP in Alberta. The province appears to be continuing to explore options surrounding a provincial police service. While the government still maintains that no final decision has been made, the establishment of a new agency and the increasing role of Alberta Sheriffs in policing suggest a shift in the province’s approach to law enforcement and even hints at the possibility of tiered policing. The new agency, designed to take on some roles traditionally managed by the Sheriffs, would be governed by a civilian oversight board, enhancing transparency and accountability.
The growing responsibilities of Alberta Sheriffs, that we have seen in urban centers like Edmonton and Calgary, have raised questions about the future structure of policing in the province. With new funding allocated to hire additional Sheriffs and expand their duties, including specialized units focused on issues like fentanyl trafficking, the province appears to be moving toward a more diversified policing model. This shift, coupled with the ongoing discussions about the RCMP’s role in Alberta, underscores the changing landscape of public safety in the province. As part of these changes, the province is anticipating the launch of provincial professional standards in late 2025, which will further standardize and elevate the expectations and accountability for law enforcement agencies across Alberta.
WHAT THIS MEANS FOR US:
The changes brought about by the Police Amendment Act, 2022, and other recent legislative reforms will have several important implications. The establishment of the Police Review Commission means that complaints against officers will now be handled by an independent body, providing a clearer, more transparent process. Additionally, the new requirement for police services to develop community safety and inclusion plans will encourage officers to work more closely with diverse groups, ensuring that policing priorities are better aligned with the needs of each community.
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The expanded role of Alberta Sheriffs and potential development of a new provincial police agency may also create new opportunities and challenges for municipal officers. As the responsibilities of the Sheriffs increase and specialized units are formed, municipal police may see a shift in their own duties, with more collaboration between different policing bodies. This could result in more support in certain areas, like tackling
complex crimes, while ensuring that officers continue to serve their communities with enhanced accountability and oversight. These changes aim to promote a more integrated and responsive police force across the province, ultimately benefiting both the public and the police.
Stay safe, and take care of eachother.
Recruiting and Retention – Psssttt… Looking for a job???
Hi Everyone, I hope you’ve been able to take some time off this summer and enjoy the nice weather as no doubt it’s been a busy summer from a policing perspective, as there is never really a down time in the world of policing. However, hopefully you’ve been able to spend some time with your family and friends as support networks are very important keys to our members’ health and wellbeing.
In this article, I wanted to provide some insight into how your organization may be able to get you some more time off, whether that be for vacation, or to take some of those courses that could increase your policing toolbox. Two things need to happen, 1) Your agency has to offer the course in the first place, and perhaps more importantly, 2) Having sufficient staffing resources available to allow members time off and / or allow them to take much needed courses.
With regards to the question of having sufficient staffing resources, let’s have a look to see if any Alberta municipal agencies are presently hiring… and quickly I found… EPS is hiring, CPS is hiring, Med Hat is hiring, Lethbridge is hiring, Camrose is hiring, Taber is hiring, and the newest municipal police service in Alberta - Grande Prairie, is also hiring! Folks, this is what is deemed to be a ‘Buyers’ market, where applicants have a varied choice of where they choose to apply, and in many cases, applicants apply to multiple police agencies and hedge their professional bets. This, from an applicant’s perspective, are glory days. To be open and honest, in my day job, I work within EPS’ Recruit and Selection Section, and I have some insight on how this process works and how it affects both the new hires and the membership.
Recruiting has always been a lightning rod for a variety of reasons, whether it’s about the application process being too easy or too hard, or how was a selection made or not made, or the selection standards have dropped, or if they’re too stringent. However, lately the bigger question is – can we hire enough members to increase our staffing resources and provide some flexibility for our patrol members.
Let’s get right into it… Over the past 12 – 18 months, both EPS and CPS have increased the number of new hires in their recruit classes, and if you have a quick check of the various municipal police agency websites, yes, virtually all agencies are accepting applications and applicant numbers have increased two-fold since coming out of Covid. The increase in applicant numbers and the number of new hires since coming out of COVID is no small task. As many of you no doubt remember, that over the past few years there may have been the odd major news story about policing that had shown the policing profession in what some may call, not in the best light.
During those years, a huge wrench was thrown into the world of police recruiting and how recruiting was conducted. Information sessions and various programs were scaled back, possibly cut and / or held virtually. However, as we all know in our policing roles, face-to-face conversations have a much greater impact, especially with a potential applicant than through a computer or an online meeting. Being able to get out and conduct some recruiting trips around the major centers and speaking with individuals in some of the smaller communities, along with some out of province travel, we have been able to promote each of our police agencies and highlight the benefits of living and working in Alberta. That impact of being able to get out there and speak with potential applicants is a direct result of the subsequent increase in applicant numbers and new hires.
I truly believe the public sentiment towards police and the policing profession is improving, however there is no doubt that policing today is daunting. Working under current political and social pressure, and the instant judgement culture, along with the constant 24 news cycle, it has taken its toll on all our memberships and our recruiting efforts. Even trying to obtain a ‘Balance’ viewpoint, many times it can only be seen with a microscope. We all understand the scrutiny and having to answer the tough questions, however as a member in our varied organizations, we really want to be valued and supported, and of course be compensated fairly.
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Although recruiting efforts have been quite successful over the past year or so, yes, there are a couple of challenges. One of those challenges is as mentioned previously is this is a buyers’ market and with applicants applying to multiple police agencies, sometimes it becomes of a tug of war as we are all looking for similar competitive candidates. This also comes into play with Experienced Canadian Police Officers as many members are leaving one service and joining another.
Another major challenge in our services is retention. Yes, each municipal association has its own Collective Bargaining Agreement with their specific city, however, as a result, each CBA has (or doesn’t have) a retention component in their respective CBA.
So, the major question is… Why are members leaving? Well, the answer in one word is… Complicated.
As I mentioned earlier, not only are there local individuals applying to each service in the province, but Alberta attracts many individuals from outside the province and the lure to go back to family and friends is a huge draw and consideration.
Coupled with that, virtually all Canadian police agencies are accepting Experienced Canadian Police Officers (EOP’s) applications. If you are a member with over two years’ service, it’s quite easy to apply and transfer across to another police agency in the country. With CBA contracts and wages quite competitive across the policing spectrum, the opportunities seem endless.
One of the ways we can truly understand why members leave is through ‘Exit Interviews’. Exit Interviews are a great tool to understand why a member decides to leave, and if we can have open and honest feedback, that will go a long way to understand the trends and allow for proper retention strategies to be developed.
Thanks again for your time, and I just want to leave this with you. As one of my former Sergeant’s used to say… “If we take care of each other, everything else will take care of itself”.
Please reach out if you have any questions, concerns or ideas, I’d appreciate the feedback.
Thanks for your time.
From the Director
Hello Everyone! As a newly elected member of the AFPA board I am grateful for the opportunity to introduce myself. I am Nicole Martin from Lacombe Police Service. My involvement in the association world is fairly new; I started out having the opportunity to sit in on a couple contract negotiation processes and then moved into a newly created director’s position. While briefly in that position our Vice President moved on opening up that door, so I thought I’d give it a shot. As I venture into my twentieth year of policing; the last 15 years with Lacombe Police Service and my first five years with New Glasgow Police Service in Nova Scotia I feel like it’s a perfect opportunity to take on a new role becoming more active in the association. So far, my experience has been humbling and appreciative thanks to AFPA and all the surrounding associations. They generously open their doors to smaller agencies like ours, providing invaluable opportunities to learn and grow together. I want to express my sincere gratitude for this support.
Over the past decade of my career, I’ve witnessed the necessity for significant shifts in leadership styles and what is considered acceptable. The era of leadership characterized by just do it because I said so has passed. We are now in a generation that asks why, not as a challenge, but as a means to fully comprehend actions and achieve desired outcomes. As a leader in the everchanging world of law enforcement, your style of leadership plays a pivotal role in shaping the next generation of police officers. As society evolves, so too must the methods and philosophies guiding those who uphold justice and maintain order.
Leadership in policing goes beyond hierarchy; it embodies a commitment to integrity, empathy and adaptability. Demonstrating empathy and compassion is now necessary to allow an effective leader to inspire trust and respect, not only within their teams but also among the communities they serve. They set the standard for ethical conduct, foster an environment
that values diversity and inclusion and foster a culture of collaboration and mutual respect.
Our Leadership must leave behind outdated practices and embrace adaptation to guide the next generation of police officers through the complex challenges they will face. Clear communication across generations is now paramount. Today’s generation values transparency, clear expectations, regular feedback, and a balance between positive reinforcement and constructive criticism.
We have entered into a generation where police officers are at home with the technological advancements. Policing leaders must embrace this digital fluency by integrating advanced technological tools into law enforcement practices. From predictive analytics for crime prevention to virtual reality for training, leveraging technology can enhance both operational efficiency and community engagement.
More focus needs to be placed on promoting work life balance and supporting work life balance initiatives; prioritizing mental health and well-being. Being genuine, transparent and approachable in your leadership style – all the traits that may have previously been viewed as a weakness; show your ability to communicate openly and honestly, this generation values authenticity and the willingness to share insights into the decision making processes and seek their input.
The most effective leadership style for today’s police officers combines transformational leadership qualities with adaptability, ethical integrity, supportive communication, strategic vision, resilience, continuous learning, community engagement and technological adaptability. Leaders who embody these characteristics can inspire and empower their teams to achieve excellence in serving and protecting their communities.
Thank you and I am excited for the next couple years!
Hello everyone! As I am sure it has been said many times, it is hard to believe another summer has come and gone. I hope each of you were able to get some time away from work to relax and spend time with family.
I was in our association bar enjoying a nice cold beer not long ago when a newer member approached me and asked, “can you explain what ‘cone tag’ is?” I smiled, then thought to myself “how freaking old am I now?” I am sure there are many members reading this that are now thinking the same thing. For those who are unaware, ‘cone tag’ was a long-standing patrol tradition which would start with a car crew removing a traffic cone from the trunk. A crew would be “it” when the cone was either placed on your car, which you would discover coming out from a call, or by having it strike your car as you were driving or sitting a light. I remember the first night on patrol I was introduced to this tradition as I was sitting passenger side travelling down Macleod Trail when a blue and white passed us and that loud ‘thud’ almost made me soil myself as the cone encountered our vehicle. My coach calmly stopped in the middle of the road, hit the lights, backed up and said, “go get it, we are it.” I truly did not understand what was happening as I threw the cone in the back of the van. My coach then spent a few minutes explaining the game and that we did not want to end the night in possession of the cone. That was in the pre-cell camera era, and I can only imagine the uproar that would occur if that were caught on camera in today’s day.
Sharing that story with others did get me thinking of how things have changed over my 24-year career and yet many have stayed the same. When I started and would be asked my regimental, the response from most was “3481!!, damn that’s high!!” This was usually said by a member who proudly professed themselves as a ‘BC cop’ (before charter) and would almost always be followed by “good luck young fella, I wouldn’t want to join the job at this time!” I am certain there are many reading this who will not only remember being told that but thinking or saying it someone within the last week. I remember those same
members commenting on the amount of “crap” we had to carry on our duty belts then as well. I look now at the addition of Tasers, body worn cameras, C8 mags, and POCMAN kits and as like many members, my hearing has been damaged and I now suffer from chronic back pain. I strongly encourage everyone to document and get regular check ups and to keep a record of the damage that will most certainly be done to your body by simply doing your job.
I also recall being told how before I joined, a police officers word on the stand had great weight, and now if it wasn’t in your notes it did not happen. Recently, I testified for an entire day on a two-year-old impaired case where I was interrogated not just on my notes, and my memory, but also my BWC video. I was as skeptical as many when BWC’s rolled out, but now am a strong proponent. I recently left patrol and had to return mine but covered a couple shifts on my old team so I had to “borrow” one because from what I have learned, I will not go out without one. As a Sergeant, and a Director, I will preach forever to make sure it is turned on when you are dealing with someone. I can confidently say you will stand a far greater chance of it confirming your version of events both in court and internally.
I remember when there was one computer in the report room and release documents needed to be typed. When Hawc presentations would always include “don’t ask us if we can read a plate that’s not possible,” and now they are reading them from one thousand feet away. I also remember when you could load your patrol vehicle in one trip, tickets were handwritten and an impaired took hours to complete. I can only imagine what you members joining now will experience as time passes throughout your career.
It is not lost on me, and it makes me smile that I am writing an article as one of the “old guys” who is happy I am not starting my policing career now!
Stay safe.
Alberta
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August 18th-20th, 2025 Springs Golf Course
Radium Hot Springs, BC
Work#:
Police Service: Years of Service: Status: Serving: Retired: Other:
Usual 18-hole Score: of Handicap:
Number of Years you have attended the APGA:
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The tournament entry fee is $450 and must be received with the completed entry application. Cheques should be made out to the APGA 2025 and can be post dated to June 20th, 2025.
E-Transfers to: apga.etransfer@gmail.com
APGA 2025 14420 – 112th Avenue, 2nd Floor
Edmonton, AB T5M 2T8
