WAPU Police News February 2018

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Farewell First Class Constable Den Green

WAPU says goodbye to police officer killed on duty




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Members reluctantly accept improved offer Members voted to accept the Government’s final offer of $1,000 per year, but hear what you had to say about it.


Integrity and trust as core leadership values: fundamental for a positive workplace culture Metropolitan Director Lindsay Garratt continues his leadership series with Commissioner Chris Dawson.


Members value Non Work Related Medical Entitlements Three Members tell their stories about claiming this important entitlement. 4 POLICE NEWS FEBRUARY 2018



Guide to claiming Non Work Related Medical and Pharmaceutical Expenses Special lift-out feature.



Police get ‘Equipt’ with a new app Members now have a new tool to manage mental and physical wellbeing.




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COVER Police officers paying their respects to First Class Constable Den Green. ABOVE Den Green’s funeral precession entering the WA Police Force Academy. Pictures: Jody D'Arcy.



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Death of First Class Constable Den Green 14410 TRAGICALLY, FOR THE FIRST TIME SINCE 2007, we lost one of our brothers in blue. First Class Constable Den Green was killed in the line of duty during a training exercise in West Toodyay on December 7, 2017. Along with WAPU Directors, Staff and representatives from other Australian police unions, I had the chance to pay my respects to Den at his funeral, which was held at the WA Police Academy Chapel on December 20, 2017. Since his death, WAPU has been working with the WA Police Force to ensure that Den’s wife, Michelle and their two sons are cared for. We will continue to look after Den’s family and endeavour to help them through this extremely traumatic period. We will remember.

ANNUAL LEAVE TRAVEL CONCESSION TO REMAIN THE SAME After immediate WAPU intervention, the WA Police Force’s attempt to change the Annual Leave Travel Concession (ALTC) for those in the Pilbara and Kimberley has been stopped, with the ALTC now to remain the same for this financial year. Members in the northern region were rightly infuriated when a directive was sent out, without our knowledge, to inform you that the Force intended to drastically cut the ALTC rates, effective immediately. In some areas such as Broome and Port Hedland, the Force wanted to slash the payments by more than 50 per cent which could have meant a family of four potentially facing an extra $4,000 in airfares when compared to the previous 12 months.

The safety of Members is of paramount importance so we will continue to monitor responses and we strongly encourage all Members to advise WAPU HQ if they experience any difficulties.


WAPU sent urgent correspondence to the Commissioner, requesting that he revoke this directive and to provide evidence of the reasoning behind such a drastic change. We particularly sought a response as to why the directive was issued in December rather than July 1, which is in accord with the agreed position. The WA Police Force confirmed that all ALTC rates for the 2017-18 financial year will be paid at the current 2016-17 rates. We were also advised that any future changes would not occur until July 1, 2018, after an appropriate review is conducted. This is a good win for WAPU and if left unchallenged, would have resulted in an even greater impost on our regional Members who have already been short-changed with increased GROH rents.

VKI NOT ISSUING PRIORITY ONE STATUS WAPU has been contacted by a number of Members who have expressed serious concern with VKI’s recent handling of incidents where urgent backup has been requested from Members on the frontline and in their view, the response has been totally inadequate. Extracts of Members’ feedback was provided to Acting Deputy Commissioner (Operations) Murray Smalpage for immediate follow up. WAPU sought intervention by Mr Smalpage as this is the first time this type of adverse feedback has been received by WAPU since the matter was previously addressed through a policy amendment by WA Police in June 2017. WA Police acknowledged in its response that an error was made in relation to one incident where a Priority 1 could have been issued to a backup vehicle. The safety of Members is of paramount importance so we will continue to monitor responses and we strongly encourage all Members to advise WAPU HQ if they experience any difficulties.


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In accordance with the Police Federation of Australia – Western Australia Police Branch Rule 52AB, the WAPU Board has appointed a new Director to fill the vacancy created by a transfer. Sergeant Anntoinette Cashmore (South East Metro Response – South) will replace Sergeant Michael Paterson as Metropolitan Region Director. Director Cashmore has been an active WAPU Member and is currently the President of the Armadale-Gosnells Branch. Her life and frontline experience as a Response Team officer will be invaluable and she is the first female Director on the Board in four years. Director Cashmore will serve on the Board until the expiry of the current term in November. I would like to commend Director Paterson for his hard work, dedication and service to our Membership and wish him well with his country service.

WAPU HQ has a new look to it following some staff changes and the employment of an additional field officer. Former WA police officer Carl Grossetti joins the team as our third field officer. We have seen a massive increase in the number of Members needing assistance with legal and welfare matters so the Board believes the employment of the additional field officer will allow us to better service the needs of our Members. We have again lost Andrea Wyllie, who has re-located to the Northern Territory, so Katrina Mason joins us as an Industrial Officer. Finally, our temporary Finance Officer Kelly Lowe has accepted a permanent role which means that Jan Herbert has joined us in that role, covering for Tarryn Smith while she is on parental leave.

01 Pallbearers carry Den to the Chapel. 02 Hundreds of Den’s colleagues, friends and family attended the service.


Members reluctantly accept improved offer



The industrial battle between the McGowan Labor Government and police officers is finally over.

01 Officers stand with placards before Premier Mark McGowan at the 2017 WAPU rally.


Eighty six per cent of Members, who voted, accepted the Government’s final offer which included a pay rise of $1,000 per annum, backdated to July 1, 2017, and a range of police-specific entitlements. President George Tilbury said Members had reluctantly accepted the offer, but most were not happy with the final outcome. “Members endorsed our campaign and we have hundreds of responses from them saying that they had no choice but to vote yes to protect their hard fought conditions,” Mr Tilbury said. “They have made it clear they will do what they need to do to make sure they get a fair offer from this Government next time around and that their unique working conditions, as police officers, are respected.” Mr Tilbury said arbitration was a very difficult process and Members were not prepared to roll the dice due to the current fiscal climate. “They weren’t prepared to put at risk the hard fought conditions that we have won over a number of years,” he said. “All they are asking for now is for this Government to treat them fairly in the future because they are effectively taking a pay cut, particularly Members in regional WA when

you take into account what has happened with their increased GROH rents. They are out of pocket more than $500.” Mr Tilbury said the fight would continue and WAPU would target a 38-hour working week in the next round of negotiations. “One thing is clear, our Members are not happy. They do prefer a 38-hour week and they would take that instead of the money. They have said that throughout the campaign and that remains the case to this day. “The message to the Government is clear, the fight does go on, our Members are not happy and they need to do what they have to do to make sure they deliver more time off for police officers, similar to their counterparts around Australia.” Following the rejection of the first two offers, WAPU held high levels talks with the Government, including Premier Mark McGowan, which resulted in the third and final offer. Mr Tilbury said WAPU had secured more out of the Government than any other public sector union. “We got some police-specific incentives out of the Government. They originally offered a flat $1,000 offer and we actually got more out of them that will benefit our Members. These are things that we have been trying to achieve for a number of years.

“Our Members have made it very clear with some of the feedback they have given us, including long time Labor voters, that they are now disillusioned with this Government.”

WHAT’S IN THE NEW INDUSTRIAL AGREEMENT? At time of going to print, the WAPU Industrial Team was still finalising the new Industrial Agreement.

“You’ve got things like time off in lieu which will now be paid at overtime rates, the OIC’s allowance which is going to be extended and higher duties allowance that will now be applicable per shift, which is similar to nurses. “One of the conditions we pushed for, and the Government actually gave us, was that police officers are going to be back paid to July 1, which was not on the table. “We’ve won more concessions out of this Government than any other public sector union so we have done our job, we’ve got more out of them but what we are saying is they need to look at the environment that police officers are currently working in. They want a 38-hour week like other public sector workers, they deserve it and the Government should deliver it. Once the agreement is registered, it will expire on June 30, 2019 which means WAPU will again be at the negotiating table later this year. The next round of negotiations will occur following a review of the State industrial relations system and a McGowan Government midway through its first term. Mr Tilbury said WAPU had made a submission to the review and made a number of recommendations. “We expect all parties to negotiate in good faith and that has not occurred in relation to the Government. We’ve said there should be penalties for parties that aren’t willing to negotiate in good faith and that should include the Government.” He also said the feedback from Members received during the ballot process suggested police officers were frustrated with the Government. “Our Members have made it very clear with some of the feedback they have given us, including long time Labor voters, that they are now disillusioned with this Government,” he said. “They are going to take them on and they don’t believe that they deserve to be in power so I honestly believe we will see a correction at the next election and Labor will lose some seats. They need to do something in relation to policing. They need to put law and order first and they need to deliver. That includes a compensation system for medically retired officers and redress, which is long overdue.” ▷

The following items will be included in the new agreement and will be in force following registration in the WA Industrial Relations Commission: • The new Industrial Agreement will be in force for two years, expiring on June 30, 2019; • A salary increase of $1,000, including Shift Penalty adjustments, will be backdated to July 1, 2017; • A further salary increase of $1,000 will apply from July 1, 2018; • OIC Allowance will be expanded to more areas; • Extends the Country Deployment Allowance for officers deployed operationally from the metropolitan area to regional WA; • TOIL will be calculated at overtime rates; • Higher Duties Allowance will be claimable per shift, for specified positions; • A Joint Consultative Committee will be established; • Extended Settlement Period Rosters will be posted two weeks in advance; • Employees can initiate a cash out of annual leave (subject to employer approval); • Grandparents who are the primary care giver of grandchildren can take up to 52 weeks’ unpaid leave; • Annual leave can be accessed for periods of less than one day; • Officers who need to travel interstate or overseas for bereavement purposes will be able to access accrued leave for additional travel; • Access to family and domestic violence leave, which is now a public sector standard; • Clarification of Parental and Carer’s Leave entitlements and ensures they are consistent with relevant legislation; and • Provides further protections for Union representatives from being threatened as a result of their role.


WHAT MEMBERS SAID ABOUT THE INDUSTRIAL AGREEMENT OUTCOME For the first time, WAPU gave Members the opportunity to provide a comment about any aspect of the Industrial Agreement process. Here is a sample of the comments received.

“It is disappointing and does not reflect the hard work we carry out, we clearly are not valued by the State Government.”

“I am voting for the offer purely to get it over and done with so the union can reset and start the fight for the next EBA.”

“Feel like we have been boxed into a corner with very few options. So much for the Government caring about police officers and regional communities. Good luck at the next election.”

“Given that the current Government failed to come through on the promised pay increase of 1.5 per cent I would advocate that we as a group do not support the ALP at the next election as they have failed to show any support or thought for our officers.” “I feel betrayed by the current Government, I find their blatant disregard for all that we do offensive. I will not be voting for Mark McGowan at the next election!” “Disappointed with Government breaking election promise of 1.5 per cent. Voting yes just to get this saga over and done with. Not happy with current Government and their approach to this. They have shown their lack of integrity and support for the work police officers undertake. There was plenty of other concessions they could have made within their election promises without reneging on the 1.5 per cent, look at the fire fighters and how they were supported and got the promised amount, yet we were not. Reduce Metronet costs would have been another.” “I don’t agree that the offer is reasonable in any way and feel like I have no other choice but to accept the offer as this will guarantee our beneficial conditions stay, it feels like we are being threatened and bullied into making this decision by the Government. I am aware that the State’s financial situation has changed significantly since that last agreement and that is the reason for the pathetic pay offer however it is still disappointing all the same.” “I am voting yes purely due to uncertainty regarding an arbitration process. No matter the spin, there is nothing offered in this agreement that is of benefit to my particular circumstance. In fact, being a regional officer subject to recent GROH rent increases I am angered by the current Government’s ignorance, stubbornness and lack of empathy and I feel bullied into agreeing to this offer.” “Labor will never get my vote again.”


“If we are being offered same pay rise and conditions as the rest of the public service we should be on a 38-hour week the same as them.”

“… it feels like we are being threatened and bullied into making this decision by the Government.”

“There was plenty of other concessions they could have made within their election promises without reneging on the 1.5 per cent, look at the fire fighters and how they were supported and got the promised amount, yet we were not.”

“This is the worst offer I have seen in over 20 years of policing. The Government has treated police officers and their families with the utmost contempt… Police officers do a unique job for the communities of WA and it is about time the Government realises the worth of their police. I feel there is no choice but to accept this weak and insulting offer… As an OIC, there will be no more doing anything for love, nor will my staff be expected to sacrifice their time without being paid for every minute of every day they are at work.”

“It just shows how the politicians value us. This offer is degrading and absolute rubbish.”

“The offer is a slap in the face and I feel as though I have been bullied into voting for it.” “Give me the 38-hour week. I value time off more than money.” “I would accept the offer if it included a 38-hour week.” “I am voting for the offer purely to get it over and done with so the union can reset and start the fight for the next EBA. I am disappointed in the union that there are no conditions or benefits in this EBA to frontline officers. The offer will only benefit sergeants, senior sergeants and above who make the most noise and have the most political say.” “This is a very poor offer, considering the fire fighters union was able to negotiate a better deal. The Government has reneged on an election promise and I believe this is a slight to the WA Police Force (we are not like ordinary public sector employees, if they feel they are, they are welcome to come out and get abused and assaulted). The only reason I am accepting this offer is I do not believe the union is prepared to push for more entitlements and we would risk losing current conditions at arbitration.”

“Lobbying by political parties and their blatant lies have been exposed again, why are police the only ones held to account for their actions? Police will be forced to accept substandard conditions again.”

“Disappointment with the Union maintaining a neutral position and not actively leading members.” “The WA Police Union have worked tirelessly to secure a slightly better deal for all its Members. It goes without saying that this is probably the best possible deal in the current climate and with the Labor Government having taken control. I can say like many others that it is extremely disappointing however to be promised one thing and then for it to be retracted almost immediately after coming into power is just astounding. The Government have let themselves down and any (was limited anyway) respect I had for them has been eroded completely. Household bills have certainly risen way above the last CPI quarterly increase of 0.6 per cent and 1.8 – 1.9 per cent in the last year, therefore a 1.5 per cent increase would have come close to being fair. I hope that by voting yes this poor wage increase will be factored in during the next negotiations where the increase will be considerably above CPI.” “Thank you to the Police Union for all of its efforts. My opinion of the Government will be reflected in the next election.”

“Police have long memories and we will not forget the Government's betrayal and broken election promise with regard to the offer. Thanks to WAPU for their efforts.”

02 The large crowd waiting for the start of the rally in 2017 at Parliament House.




Metropolitan Director


Integrity and trust as core leadership values: fundamental for a positive workplace culture WITH COMMISSIONER CHRIS DAWSON APPROACHING SIX MONTHS IN OFFICE, I had the privileged opportunity to gain his insight into leadership and what is important to him during his term. Not unexpectedly, I quickly learnt that valuing people was very prevalent in his thoughts on leadership. It was clear the Commissioner takes a value-centred approach to his leadership and in his advice to any up-andcoming leader. For him, leadership starts and finishes with the values of integrity and trust, which he describes as the two most important, even critical, elements of leadership. While similar, he clarified the distinction. He explained that a person can be the best in their profession or be a very articulate leader such as Adolf Hitler in mobilising resources or even a social movement, but clearly devoid of integrity in the sense of behaving in accordance with sound morals, ethics and values. Trust, on the other hand, for the Commissioner is necessary for good productive relationships with people, particularly for example in times of change. He explained that while you can have integrity – that is doing things honestly and for the right reason – trust links to your leadership style in how you go about it and ensuring people come with you.

We’ve all worked for people who you may respect the rank but at times the respect for the individual has not always been there. But leadership is not about rank in a command perspective, … [it’s about] influencing people to come with you as oppose to directing with authority.


For the Commissioner, trust is important for not only the internal group but also the government and the community. So, we pondered for a while about the notion of trust as a critical element of leadership. He used the sporting analogy of playing in a footy team to demonstrate the flow-on benefits. “You may not have the most skilled players but if you’ve got the right team spirit and the trust in each other, you can beat any side,” he said. “If we are all committed to the same reason and purpose, and we believe in what we’re doing, it galvanises the individual skills, attributes and strengths to overcome any weaknesses the team may have.” The Commissioner revealed to me that the overt wearing of the uniform and symbols of office, unlike other CEOs who must rest solely on their leadership credentials, could be an opportunity for some to build their leadership on rank alone. “We’ve all worked for people who you may respect the rank but at times the respect for the individual has not always been there,” he said. “But leadership is not about rank in a command perspective,” he explained, it’s about “…influencing people to come with you as oppose to directing with authority”. “In the sworn policing role, having visible rank, comes with it an absolute requirement that you accept your rank and your office as one of leadership in which you can greatly influence for the good all those people around you, and the work that you do, and don’t rely then on the title of your office to bring leadership to bear,” he said. We talked about how one builds trust. The Commissioner commenced with “setting the tone at the top”. That is, leading by example. Clearly, in suggesting he should not ask others to do something that he would not


Commissioner Chris Dawson. Image: WA Police Corporate Communications Branch

You have to treat everyone with respect and don’t let the job role or title dominate the way you should react. I shouldn’t change my leadership style and the way in which my values are integral in my interaction with others.

do himself, he was not referring to individual capabilities, recognising that as Commissioner he may need to ask others to do something which they are technically skilled and trained to do but he is not. “However, what I’m talking about is having the character and the true elements of leadership in which you should not be asking people and should not be behaving in a way in which the erosion of trust or values gets in the way of doing business. What you say and what you do should not be two separate things,” he said. Respect was high on his agenda in building trust. “It’s vitally important that you don’t lead from a command, rank, seniority-based approach in the first iteration. Because, if you don’t give respect to others, they won’t give respect to you – you’ve got to give respect to get respect,” Commissioner Dawson said. I took a moment to reflect on my previous observations about the Commissioner. I recall one New Year’s Eve working the Cottesloe foreshore, my team had just finished arresting a male in a back alley – rolling around on the ground, skin off elbows and dishevelled – and there was the Deputy Commissioner at the time, with a friendly smile and shaking the hands of the troops on the ground. I observed he willingly talks to everyone whether it be the Minister or the constable on the street. The Commissioner says he has never forgotten being in the van as a junior officer and saying, ‘Why don’t they fix this problem’. So, for him, “remembering where you have been and where you have come from is really important”.

“It doesn’t matter what role each of us do in the organisation, if we treat people properly and with respect, you can actually learn a lot from others.” “I can apply that as Commissioner, and say to myself ‘Don’t for a moment forget that you were a constable once’. And I often remind myself that our junior officers have ideas and initiative and the capacity to take this agency in other places I haven’t thought of. That’s being open and willing to listen to others,” he said. “You have to treat everyone with respect and don’t let the job role or title dominate the way you should react. I shouldn’t change my leadership style and the way in which my values are integral in my interaction with others.” “A constable may have the same view as a Deputy Commissioner – they just have distinct roles to do.” Our discussions progressed on some other important aspects to the Commissioner’s thoughts on leadership. But too much for this single article. So, we’ll return in the next edition to share part two of the interview with Commissioner Chris Dawson on leadership. For now, I’ve learnt that having integrity and building trust are unquestionably important to the Commissioner but also are fundamental for creating a positive workplace culture. However, such a culture requires us all, not just the Commissioner, to live by this mantra.




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Metropolitan Director

Transfer system promotes favouritism THE OXFORD DICTIONARY describes favouritism as “the practice of giving unfair preferential treatment to one person or group at the expense of another” and cronyism as “the appointment of friends and associates to positions of authority, without proper regard to their qualifications”.

The Force has a Code of Conduct that all police officers are required to comply with and there are policies relating to all transfers, promotions and tenure that I am certain are written with the intention that they are complied with. Regardless of the various policies, b e s t pr ac tice s t ate me nt s and procedures, the Force still allows transfers, promotions and tenure extensions to occur that simply don’t display fairness nor comply with their own policies. With that being the case, why are decisions made that don’t comply with policy, seen as favourable to select persons or would never pass the ‘Pub Test’? While some in senior management argue that discretion is available and the Commissioner certainly may exercise management prerogative in all matters pertaining to the deployment of police officers, surely procedural fairness to all police officers must be applied?

The selections that cause most angst among Members are those where the position isn’t advertised. Instead the position is filled when someone in authority just picks the person they want for the job. That is by the very meaning of the word, favouritism!

The selections that cause most angst among Members are those where the position isn’t advertised. Instead the position is filled when someone in authority just picks the person they want for the job. That is by the very meaning of the word, favouritism! While district s/por tfolios are allowed to move people around within their own areas, it’s certainly not fair to those outside those districts/ portfolios as they don’t get a look in for any vacant positions. Various positions at trac t differing financial benefits. Some positions offer regular overtime, acting or travel opportunities and various positions pay salary loading between 10 and 55 per cent. There are other position specific ‘extras’ in various areas which include but are not limited to extra leave, free utilities, private use of a fully maintained vehicle, free rent and a brevet promotion. The salary difference can be between $10,000 and $85,000 per annum. So along with other benefits, some positions can attract more than $100,000 in addition to the normal salary each year. These are all good reasons for an absolute transparent process in regard to transfer, promotion and tenure extensions. In response to WAPU questioning WA Police on numerous decisions in recent years, some of the explanations, when provided, were proof that the only rule is; there are no rules.

Firstly, in regard to transfers and tenure, I need to highlight Members have differing opinions in regard to tenure and whether it should or shouldn’t exist. One thing we all agree on is that everyone should be on a level playing field and have the same opportunities. The following are some examples of where things are not equal for all: • Districts/portfolios move people around within their own area and don’t advertise the vacancies; • A person is simply tapped on the shoulder for a position; and • Tenure is extended over what policy lists as the maximum. In regard to promotions, WAPU has been offered the following reasons for promotional selections where the Force didn’t display fairness or follow policies; • We made a mistake; • We needed the position filled quickly; and • The Assistant Commissioner signed off on selecting that person from the pool. In recent years, some sergeant and senior sergeant vacancies have gone straight to the promotional pool and were not advertised as vacancies as per policies. Advertising the vacancies would create movement at rank, but when someone makes an appointment straight from the promotional pool, there is no movement and things remain gridlocked. Continued on page 26



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The Non Work Related Medical Entitlements (NWRME) clause in the WA Police Officer Industrial Agreement is a long-standing benefit. According to WAPU experts, this entitlement reflects the need for officers who have been injured outside of work to have immediate access to healthcare in order to get back to work as fast as possible. WAPU Secretary Paul Hunt said this entitlement also ensures financial constraints are not a factor in seeking the best possible care. “NWRME helps Members obtain the best and most timely treatment for personal illness and injury,” Mr Hunt said. “Without this vital entitlement, Members may well be forced to rely on an already beleaguered public health system. Burdening the public health system does not help the wider community who may be in need of medical services, nor is it conducive to getting our Members back to work to support their colleagues on the frontline as soon as possible.” This entitlement also assists with the inherent need for our Members to be physically and mentally fit for the frontline. “Members will be aware of recent close scrutiny of non work related sick leave usage by WA Police, and the growing imperative of deployment readiness and operational capacity,” he said. 18 POLICE NEWS FEBRUARY 2018

“Getting Members fit, recovered and ready to go back to work without undue delay should be the focus, not shifting the cost to them and singling them out when it is taking longer to recover than WA Police would prefer.” During negotiations for the last Industrial Agreement, there was a risk that NWRME would be targeted by Government, should the matter go to arbitration. If Government was to take this entitlement away from police, it would have been devastating for a huge number of Members who access this benefit every year. Mr Hunt said WAPU has always maintained that NWRME would be protected at all costs. “Governments of either persuasion always have had their sights set on removing this important entitlement during negotiations. I have no doubt whatsoever that had we entered arbitration for the 2017 Agreement, the first item on their offensive agenda would have been NWRME.” Mr Hunt said the benefits of NWRME on Member health and wellbeing shouldn’t be underestimated. “Access to affordable regular health checks, immunisations and prescribed medications contribute to a fit and healthy police force, both inside and outside of work,” Mr Hunt said. Members who access NWRME would have been thousands of dollars out of pocket if this entitlement did not exist. One Member even went on to say he would have had to quit policing all together if this safety net was not there. WAPU Members have spoken to Police News about the importance of NWRME and how accessing this benefit has helped them through some tough times.

01 Kirsten Morrow tore ligaments and tendons in her ankle. 02 Andrew Cuthel needed a hip replacement.

Andrew Cuthel

Kirsten Morrow Kirsten Morrow tore ligaments and tendons in her ankle on June 14, 2012 during a game of netball. NWRME covered the costs of an ultrasound, medication, doctor’s appointments and physiotherapy. Ms Morrow said the NWRME claims process was easy. “The form is easy to use and just requires the receipts of all the medical appointments attended,” she told Police News. Ms Morrow said she returned to work on light duties soon after the incident, but was on crutches for several months. She continues to play netball but ensures her ankle is braced. “Now during netball games my ankle is usually strapped or supported and if I feel any soreness in the same ankle, regardless of how minor, I re-attend physiotherapy to assist with strengthening. “NWRME is important because it provides significant financial support so you don’t have to worry about money when an unexpected injury or illness occurs,” she said.

About four years ago, Andrew Cuthel suffered leg pain which prompted him to visit his local physiotherapist. Soon after, a diagnosis of arthritis in his left hip shocked the then 31-year-old. “They told me pretty much straight away that I had arthritis in my hip,” he said. “The doctor told me I was the second youngest person he had ever seen with it.” Mr Cuthel was told that he would need a hip replacement, but to wait as long as he could before undergoing the surgery. “I managed until June 2017 when I went in for a full hip replacement,” he said. Mr Cuthel spent five nights in hospital and returned to work on light duties six weeks later. He returned to full frontline duties after a further six weeks. NWRME saved Mr Cuthel approximately $1,000 in out-of-pocket expenses. “Once I had all my receipts together and Medicare had paid their portion, the WA Police side of it was quite easy. My reimbursements came into my pay shortly after,” he said. “Helen at Health and Safety was a big help assisting me along the way.” Mr Cuthel hopes his right hip holds out for a few more years, but said it would be more than likely that he will need a replacement in a few years. Luckily, NWRME will cover that too. “It was great to get back every penny I could because I missed out on shift penalties and overtime for three months and obviously still had my mortgage and bills to take care of,” he said. “Knowing I would get that extra money back made me a lot more relaxed about the situation.”



03 Angela Gale, supported by husband Paul, underwent surgery and chemotherapy following her breast cancer diagnosis. 04 Before chemo with Paul. 05 After second chemo. 06 Chemo 13 of 16.

05 06

Angela Gale A breast cancer diagnosis in March last year shocked Angela Gale, however NWRME ensured her treatment would be covered. Mrs Gale’s medical interventions started immediately following the diagnosis with numerous tests and scans. One month after the diagnosis, Mrs Gale had surgery. This was followed by six and half week’s recovery, including regular medical appointments. “Chemotherapy commenced in May and concluded in November. The first four treatments were every three weeks then once a week for 12 weeks,” she said. “Radiation treatment commenced in December and finished in January 2018. Treatment was every business day for 30 treatments,” she said. “There were numerous medical appointments during this time as well as physiotherapy.” Mrs Gale said it was extremely comforting to solely focus on her recovery.

“It allows you to put your health first without the stress of the financial burden, particularly if the illness ends up being a long-term issue.”

“(Having NWRME) allowed immediate treatment with my own choice of specialists using private health, knowing that WA Police were covering out of pocket expenses,” she said. “It allows you to put your health first without the stress of the financial burden, particularly if the illness ends up being a long-term issue. “A lot of medical issues associated with police officers are not immediately identified as a work-related matter but become so further down the track. The stress of the job both physically and mentally is sometimes an unknown quantity.” Mrs Gale added that NWRME has covered other surgeries she had to undergo. “At the time of these injuries, it has been difficult to consider that the problems emanated from my work role and if it was only workers’ compensation available, I may not have had the medical treatment and financial comfort to get me through those periods,” she said. “I have generally maintained a level of fitness to carry out my role as a police officer. Unfortunately, a bi-product of that is occasional injuries which need to be treated to maintain my work requirements.” All going well, Mrs Gale will return to work in April. ▷ 19 POLICE NEWS FEBRUARY 2018



Non Work Related Medical and Pharmaceutical Expenses Have you claimed Medicare and your private health insurer?


The minimum claim amount is $200, how much are you claiming?

More than $200

There is a limitation period of 24 months from the date of treatment, how old is your invoice?

Less than 24 Months old

Were you referred for treatment and/or received a prescription from a doctor?


For further information contact the WAPU Industrial Team on 9321 2155.

You can lodge a claim.

No You need to claim all available refunds from Medicare or your Private Health Insurer before lodging your claim.

You can lodge a claim.

Less than $200 You cannot lodge a claim at this time. You can lodge a claim once you have accumulated more costs.

You can lodge a claim.

More than Seek advice from WAPU before 24 Months old lodging your claim.

You can lodge a claim.

No Seek advice from WAPU before lodging your claim.




The following are examples of expenses claimable under Clause 36 of the Industrial Agreement. Visiting your GP for check-ups, immunisations and referrals. Physiotherapy treatments (on referral from your GP).

WHAT CAN’T I CLAIM? The following items are not claimable under Clause 36 of the Agreement. Dental (unless surgery was the direct cause or result of an illness or disease of the mouth). Elective surgery or procedures for cosmetic and contraception (some exclusions apply).

Antibiotics (as prescribed by your GP).

Illness or injury caused by employee fault or misconduct.

X-ray and imagery provided under a referral by a medical practitioner.

Obstetrician costs exceeding $2,000 per financial year.

Treatment for cancer and other illnesses.

Illness or injury caused by secondary employment.

Treatment for injuries.

Illess or injury due to participation in selected sporting activities (guide only so check with WAPU before claiming): ■ Racing other than on foot;

HOW DO I MAKE A CLAIM? Step 1: Fill out a Form 10 WA Police – Employee Work/Non Work Related Medical Claim Form. Step 2: Attach a copy of invoices, accounts and relevant referral letters. Step 3: Send to the Manager of Health and Safety.

■ Diving with an artificial breathing device (unless you have an open water diving certificate or are being directly supervised by a qualified diving instructor); ■ Hang-gliding, skydiving or activities involving a parachute; ■ Mountaineering or rock climbing; ■ Hunting; ■ Yachting in international waters; or ■ Any sporting activity played in a professional capacity for which the employee receives a financial reward. Experimental surgery. Medical and pharmaceutical expenses incurred outside of Western Australia. Pharmaceuticals not listed on the Pharmaceutical Benefits Schedule (PBS). If you wish to make a claim for these items seek advice from WAPU before lodging a claim.

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Police get ‘Equipt’ with a new app BY JESSICA PORTER

WA police officers, PAOs, employees and their families now have another tool in their belt to keep mentally healthy with the release of a new app, supported by WAPU and the WA Police Force. Development on the WA version started last year and the current version is the culmination of months of consultation between WAPU and the Force. The idea was borne out of a partnership between The Police Association Victoria (TPAV) and Victoria Police, who wanted to provide an online response to managing mental health and physical wellbeing. The result was a comprehensive mobile app which gives users access to information, tools and resources to manage the rigours of policing or loving a police member. 24 POLICE NEWS FEBRUARY 2018

The app starts out with a Wellbeing Check to determine the user’s resilience in a number of key areas such as sleep, mood, physical wellbeing and social connections. The answers then inform the app to provide a number of recommended tools to address areas of improvement. Equipt also provides immediate access to a range of contacts through the ‘Call Backup’ function. There you will find WA Police Force and WAPU services as well as a range of community support services. While the app links to external services, the app itself is standalone and not linked to the WA Police Force or WAPU systems. It is password protected so all of your data remains confidential. Equipt extends the principles taught by Dr Kevin Gilmartin in his book ‘Emotional Survival for Law Enforcement’. According to Dr Gilmartin many police officers have difficulty with their day-to-day lives, outside of work. “They go to work, they work really hard at work and then they come home in this exhausted state and they lose control of their life,” he said.

“And what Equipt does is give them objective measurements to take responsibility for that part of their life. “It’s a tool. It’s like a Fitbit or any other tool or piece of exercise equipment. The officer has to begin utilising it and developing the skills behind that. “When the officer starts doing that they start to take responsibility for their life, one day at a time and when they do that, using this app, over a continued period of time it can introduce some pretty significant changes in their life.” WAPU Senior Vice President Brandon Shortland, who coordinates WAPU’s welfare services, said the app has now been rolled out nationwide and across New Zealand. “Equipt provides helpful information and practical strategies based on advice from experts to improve wellbeing for police officers and those in the police family. It recognises that police officers have unique challenges to their wellbeing such as hypervigilance, balancing work mode and off-duty mode, exposure to trauma and shift work,” he said. “It was created in conjunction with experts in the field; Phoenix Australia Centre for Posttraumatic Mental Health and Utility Creative. Equipt is an app that specifically knows the challenges of policing, that supports an officer’s

life, not just the job, is absolutely confidential and charts your progress.” To date, approximately one in six police officers across all policing jurisdictions have downloaded Equipt to their smart phones but WAPU believes this will increase as awareness of the new app in WA spreads. “We are encouraging all Members and their families to download Equipt to self-manage mental and physical wellbeing,” Mr Shortland said. “It has been extremely popular in Victoria, and I have no doubt that it will prove to be very beneficial to our troops here.” TPAV Secretary Wayne Gatt said Equipt has been incredibly valuable to officers in his state, with the app team taking out the Victoria Police Safety Innovation Award. “It’s so important that police are provided with tools and support to help them become survivors of what can be a long and challenging career,” Mr Gatt said. “It’s been rewarding for both organisations to work so closely on a project that has made a difference to many of our members and their families.”

“It’s so important that police are provided with tools and support to help them become survivors of what can be a long and challenging career.”



Continued from page 17

WAPU has spoken to many senior managers in attempt to have a process of fairness followed at all times, but unfortunately when someone wants a particular person for a position, they simply make a ‘Captain’s Call’. There is absolutely no doubt amongst Members that the promotional system and surrounding policies need changes. At our 2017 Annual Conference, the delegates passed motions requesting a review of the promotional system. Personally,

I like some aspects of the field promotion system, as you are judged on what you actually do, not on what you say you can do or say you have done. While it is disappointing that decisions are made that continue to cause angst for our Members, WAPU will continue to ask questions and take whatever action we can, as there is no place in 2018 for any form of discrimination or favouritism. Very rarely is an official complaint or grievance lodged as Members don’t want

to jeopardise their perceived chances of a future transfer or promotion. However, if we are going to fix the system, we need Members to contact WAPU and advise us of the situation and if relevant, consider lodging a grievance. In 2017, four senior Queensland p o l i ce o f f i ce r s f a ce d v a r i o u s allegations of favouritism or nepotism. In September, a Superintendent was charged with three counts of perjury and one count of misconduct in public office in regard to one CCC investigation.

The matter is currently before the courts but there is plenty of online reading, just google: “Nepotism Queensland Police”.

PLEASE NOTE: WAPU does not question the integrity of the recipients of any transfer or promotion, just the integrity of the process when its own policies are not followed.


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Field Officer

WAPU welcomes new Field Officer FOR THOSE THAT DON’T KNOW me, my name is Carl Stewart and I was appointed as a Field Officer in November 2017 to replace Dave Lampard. Dave will be retiring in March after many years of dedicated service to WAPU and our membership, and as I’m sure everyone will agree, I have some big shoes to fill.

If you haven’t had the misfortune of working with me at some point over the years I’ll fill you in with a bit of back story. I am a dedicated born and raised South East Metro bogan, and proud of it. I grew up in Kewdale, Karawara and Bentley and have lived in the district for most of my life. In 1990, I decided it would be a good idea to “join the job”, and truth be told it was something I wanted to do for as far back as I can remember. In 1991, I was lucky enough to be one of the chosen few, and began my policing journey as a recruit at the Maylands Police Academy. During my time with WA Police, I was a dedicated GDs copper, and worked at lots of different places over the years. I initially got interested in WAPU whilst working at VKI in the late ‘90s but didn’t take an active role. Later in my career, I transferred to Rail Unit where I became actively involved in the Union. Whilst there, I was nominated and took on the role of Branch President, which I enjoyed immensely. My journey with WA Police ended in 2012 when I pulled the pin and moved to Sydney with my family.

It feels like I’ve come home, and I don’t mind saying I feel lucky to be back with my blue family. I will work hard to be the best possible Field Officer that I can be and provide you all with the service that you deserve.

I loved living in Sydney; it’s a fantastic place. The people were really friendly and I made some great friends, but they have no idea what constitutes a good beach and it rains A LOT. We made the decision to move back home after a couple of years for family reasons and I worked in the private sector and undertook some study. I never realised how much I missed the job until I got back to Perth. Every time I saw a copper I nearly broke my neck trying to see who they were in case I knew them, but I knew in my heart that part of my life was over. Last year, I saw an advert on Facebook for a Field Officer job with a major union, and it was like I was hit with a lightning bolt. I knew straight away what the job was and where, and after a brief discussion with my wife I submitted an application, and well, here I am. It feels like I’ve come home, and I don’t mind saying I feel lucky to be back with my blue family. I will work hard to be the best possible Field Officer that I can be and provide you all with the service that you deserve. I have been out and met a few new faces already, but not nearly enough. At the moment, I’m responsible for South Metro, South East Metro, and the South West of the State. If you have any issues that I can help with, or just want a chat, please give me call. If I don’t know the answer to your questions, I will find out. Take care everyone, and I look forward to getting out on the track and meeting as many of you as I can.


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The importance of having a Will NEARLY HALF OF ALL West Australians over the age of 40 don’t have a Will, according to the Public Trustee.

If you don’t make a Will, your estate will be distributed in a particular matter according to the laws of the State and this may not be how you necessarily want your estate to be distributed.

Why is this a problem? Not having a Will creates a number of issues, both stressful and expensive, for your loved ones to deal with when you are gone, compounding their grief and potentially causing rifts in the family. For WAPU Members, the need to have a Will is even more important. Many Members spend their working lives on the frontline, their jobs defined by risk and the potential for injury and unexpected death. So, even though confronting your mortality and planning for the future can be difficult, making a Will is also one of the kindest, most considerate things you can do for your loved ones. Here are Tindall Gask Bentley Lawyers’ top five reasons you need to make your Will.

1. SIMPLICITY By making your Will, it enables your family to deal with your affairs more efficiently and cost effectively. It makes it easier for those you leave behind to deal with finalising your estate whilst dealing with this traumatic time.

2. YOUR WISH IS MY COMMAND Making your Will ensures that your final wishes are fulfilled. If you don’t make a Will, your estate will be distributed in a particular matter according to the laws of the State and this may not be how you necessarily want your estate to be distributed.

3. YOUR CHILDREN AND SPOUSE WILL BE FINANCIALLY LOOKED AFTER If you are the breadwinner for the family, by making your Will you can ensure that your spouse and children are adequately provided for after your passing. This can be a very stressful time for people who leave behind young families and when there are still a number of debts that need to be serviced.

4. AVOID PROTRACTED PROBATE PROCESS If your estate affairs are adequately in order, this will avoid any unnecessary and protracted application processes that are required for a grant of probate. This can hold up the process of winding up your estate, which in turn can have a financially adverse effect on your family.

5. CONTROL AS TO WHO WILL LOOK AFTER YOUR INFANT CHILDREN You have control as to who you want to appoint to look after any infant children you may leave behind. Making your Will, may minimise any unnecessary future legal disputes resulting after your passing.

WHAT SHOULD I INCLUDE IN MY WILL? People include all sorts of things in their Will. As a starting point you should think about including the following before you meet your lawyer: • Name your executor. An executor is the person who, when you die, locates your Will and contacts the beneficiaries and any relevant business associates. They will look after and administer your estate and tie up all your financial affairs; • Details of your assets and bank accounts; • How do you want your assets to be distributed amongst your beneficiaries. Leave very clear instructions; • Full names and contact details of all beneficiaries; • Your preferred funeral arrangements; and • A guardian to care for your children. You may decide to appoint more than one. This may seem like a lot to consider, but taking the first positive step and having your affairs in order will ease the burden on loved ones and be a weight off your mind. Once you’ve taken these preliminary steps your lawyer will be able to do the rest!

Members receive a free simple Will kit as part of their membership. Contact WAPU HQ on 9321 2155 for more details. 29 POLICE NEWS FEBRUARY 2018

SAVE with WAPU Member benefits ADVENTURE CLUB DELIVERS BENEFITS FOR ALL MEMBERS WAPU’s new Adventure Club is in full swing. The Club has held a number of meetings and events with more to come over the next few months. The Adventure Club Committee has also been hard at work securing sponsors for the Club. The first two sponsors to join are ARB and Total 4x4. ARB WAPU MEMBER DISCOUNTS ARB are offering all WAPU Members 10 per cent off when they present their WAPU Membership Card at any one of their 24 WA locations.

TOTAL 4X4 WAPU MEMBER DISCOUNTS Total 4x4 have provided specific discounts on a range of items for all WAPU Members. If an item is not on the list, please contact Total 4x4. Rhino Racks RRP less 15 per cent across the entire range

Sean and Jess from ARB Wangara

East Coast Bull Bars RRP less 10 per cent across the entire range TJM RRP less 10 per cent across the entire range Smartbar RRP less 10 per cent across the entire range RidePro Suspension RRP less 25 per cent across the entire range Raptor LED Lighting RRP less 15 per cent across the entire range XROX Bars RRP less 10 per cent Outback Steel Long Range Tanks RRP less 10 per cent Outback Wheel Carriers RRP less 10 per cent

Membership of the Adventure Club is growing, if you would like to join, please contact Field Officer Dean Giacomini at WAPU HQ for more information. WAPU Members who join the Adventure Club before June 30, 2018 will only have to pay 50 per cent of the annual membership fee for the remainder of this financial year, which will be $37.50. They will also go in a draw for an ARB-sponsored 4WD pack (pictured right) which includes an ARB Air Compressor, Recovery Kit, Tyre Deflator and a Tyre Repair Kit.

www.wapu.org.au POLICE NEWS FEBRUARY 2018

Check out more Member benefits online at the WAPU website

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New to the policing family: Partner tips POLICING IS UNIQUE IN THE way it shapes the individuals who do the job; from safety to friendships to hypervigilance.

Taking a proactive approach to these challenges is a vital part of staying mentally well on the frontline. People who are attracted to policing as a career are generally communityminded, action-oriented and love the challenge that comes with the unpredictability of each day. Over the course of their careers, police members form strong bonds of friendship, solidarity and trust leading to a sense of belonging to a ‘police family’, particularly in regards to protecting each other and staying safe on the beat. Partners feel this too, reporting that when they are with a police member, they not only join both the member’s family, but the extended family of the police department also, which can be a protective factor during times of stress or crisis.

It is essential police members find ways to balance these work and home modes to ensure effective communication and support in their relationships. The challenge is shifting the mindset from one to the other at the end of a shift.

The job of a police officer exposes them to a different view of the world, which can lead to members becoming cynical and somewhat hardened. To be a good police officer, members are taught to remain in control of their emotions always and this can potentially be interpreted as a lack of empathy within relationships. These are personality traits that are often referred to as ‘work mode’, and the research indicates members often have trouble switching between their work and home modes after a shift. Ultimately, personal relationships of any dynamic require communication and cooperation to function effectively. It is essential police members find ways to balance these work and home modes to ensure effective communication and support in their relationships. The challenge is shifting the mindset from one to the other at the end of a shift. There are several key coping skills that can assist members and their families in achieving a work life balance, from physical exercise through to social and practical support, particularly with friends and family outside the police and focusing on the positive aspects of the job such as work camaraderie and pride.

Graduating from the police academy is the culmination of months of hard work, training and fitness and getting out on the streets for the first time as a police officer is powerful, exciting and above all, real. Whilst those first days on the beat may be exciting for the members, it can be quite daunting. For some, this may be the first exposure to shift work and overtime while simultaneously having to adjust and settle into a new location. Members and their families report this time can be a baptism by fire, full of changes and new experiences that can happen in a frontline relationship. Police Health proudly sponsor Alongside, with a shared interest in supporting the health and wellbeing of the policing community. “Because every person protecting Australia deserves a family, their health and their life.”

Alongside for partners and families of Defence and Emergency Services. Article supplied by Alongside, there for policing families.


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SUVs and utes are the top sellers for 2017 THANKS TO INTENSE competition, 2017 was a bumper year for vehicle sales. Surpassing 2016’s record by 0.9 per cent, 2017 saw a staggering 1,189,116 new cars, SUVs and commercial vehicles registered across our great wide land. Here’s a quick review of the motoring year that was.

THE YEAR OF THE SUV With a 39.2 per cent market share, SUVs remain top of the pops for Australian drivers. Outselling all other passenger vehicles combined for the first time in a calendar year, 2017’s sales figures are proof our love affair with big cars shows no signs of waning. Kudos go to the Mazda CX-5 and Hyundai Tucson in particular, with sales growth of 5.2 per cent and 18.4 per cent respectively.

LIGHT COMMERCIAL VEHICLES IN THE SPOTLIGHT With a 19.9 per cent piece of the market (or one in five vehicles sold), 2017 saw ute sales soar into double digits. The Toyota HiLux took out the spot for top selling vehicle for the second year in a row with 10.5 per cent growth,

while the Ford Ranger revved up by 13.7 per cent to win second place. Also making the top ten was the Mitsubishi Triton, with 23,605 vehicles sold.

TOP BRANDS OF 2017 With an 18.2 per cent market share, Toyota was by far and away the shining star of 2017. Smashing Mazda, Hyundai, Holden and Mitsubishi, Ford, Volkswagen, Nissan, Kia and Subaru (phew!). Its sales figures have the rare distinction of growing faster than the market average. Honourable mentions go to Mitsubishi, Kia, Subaru, Honda and Isuzu Ute up 10, 28, 12, 15 and 10 per cent respectively.

UNDERPERFORMERS Thanks to ageing product, lacklustre marketing and reputation issues, Nissan, BMW and Audi didn’t have the greatest year. Hyundai, Holden and Ford were also down with sales dropping by around four per cent, while Fiat, Jaguar and Volvo Car are also glad to call 2017 the year that was with sales reduced by 17, 17.5 and 20 per cent.

THE NITTY GRITTY Want a serious breakdown? Find the 2018 sales figures you need to know below. TOP 10 BRANDS Toyota 216,566 Mazda 116,349 Hyundai 97,013 Holden 90,306 Mitsubishi 80,654 Ford 78,161 Volkswagen 58,004 Nissan 56,594 Kia 54,737 Subaru 52,511 TOP 10 MODELS 2017 Toyota Hi-Lux 47,093 Ford Ranger 42,728 Toyota Corolla, 37,353 Mazda3 32,690 Hyundai i30 28,780 Mazda CX-5 25,831 Hyundai Tucson 23,828 Holden Commodore 23,676 Toyota Camry 23,620 Mitsubishi Triton 23,604

TIME FOR A NEW SET OF WHEELS? If you are interested in buying a new car via a novated lease, the team at Fleet Network have extensive experience in negotiating, procuring and salary packaging vehicles across Australia. Speak to one of Fleet Network’s expert Consultants for an obligation-free quote on a novated lease today. Let us show you how to best use your pre-tax salary and save thousands on your next new car. It’s one of the benefits of being a police officer. Call Fleet Network on 1300 738 601 or visit www.fleetnetwork.com.au/wapu 33 POLICE NEWS FEBRUARY 2018



When former police detective Ted Conkaffey was wrongly accused of abducting 13-yearold Claire Bingley, he hoped the Queensland rainforest town of Crimson Lake would be a good place to disappear. But nowhere is safe from Claire’s devastated father. Dale Bingley has a brutal revenge plan all worked out – and if Ted doesn’t help find the real abductor, he’ll be its first casualty. Meanwhile, in a dark roadside hovel called the Barking Frog Inn, the bodies of two young bartenders lie on the beer-sodden floor. It’s Detective Inspector Pip Sweeney’s first homicide investigation – complicated by the arrival of private detective Amanda Pharrell to ‘assist’ on the case. Amanda’s conviction for murder a decade ago has left her with some odd behavioural traits, top-to-toe tatts – and a keen eye for killers. For Ted and Amanda, the hunt for the truth will draw them into a violent dance with evil. Redemption is certainly on the cards – but it may well cost them their lives…




In the early hours of February 19, 1980, Bon Scott, lead singer of the rock band AC/DC, left The Music Machine in Camden, London, with a man called Alistair Kinnear, whereupon he lost consciousness and was left to sleep in Alistair’s Renault 5, parked outside Alistair’s East Dulwich apartment. That evening, Bon’s lifeless body was found, still in the car. He was pronounced dead on arrival at King’s College Hospital. The legend of the man known around the world simply as ‘Bon’ only grows with each passing year – in death the AC/DC icon has become a god to millions of people – but how much of his story is myth or pure fabrication and how much of the real man do we know? There have been books that claim to tell his story. They haven’t even come close. Bon: The Last Highway is the original, forensic, unflinching and masterful biography Bon Scott has so richly deserved and music fans around the world have been waiting for.

From the pen of BAFTA award-winning writer Kay Mellor (Band of Gold, Fat Friends, The Syndicate, In the Club), Love, Lies & Records follows Registrar Kate Dickenson as she tries to juggle her personal life with the daily dramas of births, marriages and deaths and the impact they have on her. After a dream promotion to the top job of Superintendent, Kate finds herself increasingly torn by the endless responsibilities of being a modern working mother. Her daughter’s hiding suspicious messages on her mobile, her son hates her because she’s bought him the wrong trainers and now her stepsons turned up unannounced to stay. As Kate tries to hold her work, life and relationship together, things go from complicated to impossible when a disgruntled colleague threatens to expose a secret from her past. This series explores how women in particular have to juggle their lives. Kate has reached the top of her profession but with everything she’s worked for in jeopardy, can she sustain herself when it’s not just her job that’s on the line?

WIN Thanks to Penguin Books we have one copy of Redemption Point and Bon: The Last Highway to give away. To enter, email jessica.porter@wapu.org.au with your name, work address and title of the book. Winners will be drawn on March 5, 2018. POLICE NEWS FEBRUARY 2018

RRP: $34.95






Rellik is a crime thriller with an inbuilt structural conceit that turns the serial killer story on its head. Starting at the end, with a prime suspect caught, the series moves backwards in time through the string of gruesome murders, gradually unraveling the truth. Enigmatic, unrelenting and charismatic, we follow DCI Gabriel Markham as he is propelled in an obsessive hunt for a serial killer who left a mark on him both physically and mentally. As the clock ticks back, and Gabriel’s personal and professional lives unfurl, we explore the painful psychology of a man disfigured, while the shockwaves from the crime ripple out in reverse. From the makers behind the hugely popular series The Missing and starring Richard Dormer (Game of Thrones) and Jodi Balfour (The Crown). This gritty British crime drama takes on a different format, being told completely backwards.

Dominika Egorova is many things. A devoted daughter determined to protect her mother at all costs. A prima ballerina whose ferocity has pushed her body and mind to the absolute limit. A master of seductive and manipulative combat. When she suffers a career-ending injury, Dominika and her mother are facing a bleak and uncertain future. That is why she finds herself manipulated into becoming the newest recruit for Sparrow School, a secret intelligence service that trains exceptional young people like her to use their bodies and minds as weapons. After enduring the perverse and sadistic training process, she emerges as the most dangerous Sparrow the program has ever produced. Dominika must now reconcile the person she was with the power she now commands, with her own life and everyone she cares about at risk, including an American CIA agent who tries to convince her he is the only person she can trust.

Lara Croft is the fiercely independent daughter of an eccentric adventurer who vanished when she was scarcely a teen. Now a young woman of 21, Lara is determined to forge her own path and refuses to take the reins of her father’s global empire just as staunchly as she rejects the idea that he’s truly gone. Advised to face the facts and move on, even Lara can't understand what drives her to finally solve the puzzle of his mysterious death. Going explicitly against his final wishes, she goes in search of her dad's last-known destination: a fabled tomb on a mythical island. But her mission will not be an easy one; just reaching the island will be extremely treacherous. Suddenly, the stakes couldn't be higher for Lara, who-against the odds and armed with only her sharp mind, blind faith and inherently stubborn spirit-must learn to push herself beyond her limits as she journeys into the unknown. If she survives this perilous adventure, it could be the making of her, earning her the name tomb raider.

RRP: $34.95

WIN Thanks to NIX CO entertainment, we have five copies of Love, Lies & Records and Rellik to give away. To enter, email jessica.porter@wapu.org.au with your name, work address and title of the movie. Winners will be drawn on March 5, 2018.



WIN We have two double passes to give away to Red Sparrow and Tomb Raider. To enter, email jessica.porter@wapu.org.au with your name, work address and title of the movie. Winners will be drawn on March 5 2018. 35 POLICE NEWS FEBRUARY 2018


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NEW MEMBERS JOIN THE RANKS WAPU welcomed 40 new Members to the ranks when Grey and Green Squads graduated under lights at the WA Police Force Academy on Thursday January 4, 2018. Constables Caitlin Hodges (Grey) and Hermine Zielinski (Green) were awarded the Dux Award. While Constable Hodges was also awarded the WAPU-sponsored Parade Sergeant’s Award for Grey Squad with Constable Peita Campbell winning the award for Green Squad. Prior to the graduation, both squads attended WAPU HQ for an official welcome event, sponsored by Maxxia, which allowed WAPU Directors and Staff to explain the benefits of being a Member, plus the services WAPU provides.


01 GREY 03/2017

02 GREEN 04/2017

Courtney BALL








Tori-Jade DAVIS

Charlotte COULTATE









Kyle HEY


Caitlin HODGES

Christopher FLORENCE


Trenton LYONS

Krystal LLOYD




Michael MONGOO


Christine MUIR







RETIRING MEMBERS 5646 Pamela BAYLEY 6115 George ADAM 7415 Derrick BRIGGS

RESIGNING MEMBERS 8283 Steven STANDISH 8893 Clive ROBERTS 11402 Richard LIENERT 11491 Alicia GOLIK 11606 Brenda'Lee BLAIR 11724 Matthew MOALA 12760 Matthew McCOY 14710 Mathew LUNNY 15276 Michael DRAPER 15335 Andrew ROWLAND 15457 Narelle REICHELT 15862 Bronwyn LEUNIG 16432 Adam LEVAK 50396 Anthony BROWN 51452 Jessica MAJSTER 99792 Miles HOLLOWAY 99972 Theresa BENSON



SERVING 13652 1/C Constable DAVID JOHN EGAN Aged 53

On Thursday December 7, 2017 First Class Constable Dennis (Den) Green 14410 was tragically killed on duty, as a result of a motorcycle crash. The married father of two was working at Traffic Enforcement Group and served with the WA Police Force for six years. He was completing a training exercise in West Toodyay when his life was cut short. All WAPU Members, along with their friends and families, have been deeply saddened by this tragic accident. Our hearts go out to Den’s wife Michelle and their two sons, James and Ryan, who will have our support, along with that of the Police Family. Den’s funeral was held at the WA Police Force Academy on Wednesday December 20, 2017 with hundreds attending to pay their respects including representatives from police forces and unions around the country. Rest in peace Den.

11082 Senior Constable IAN ANDERSON Aged 55 14410 1/C Constable DENNIS (DEN) MICHAEL GREEN Aged 51 RETIRED 5171 Inspector TREVOR NEWTON PORTER Aged 70 3119 Senior Sergeant RIGO ALBERT (REG) GIMM Aged 81 2785 Inspector KEVIN RICHARD TAYLOR Aged 92 4192 Senior Sergeant ROBERT MAXWELL (MAX) RANKIN Aged 77 4337 Det. Senior Sergeant DAVID LAWRENCE STONE Aged 70 2478 Third Class Sergeant JOHN HILL (JACK) WADEISHA Aged 97 37 POLICE NEWS FEBRUARY 2018

Network of Women, Not only Women! Get involved WAPU NOW aims to promote female participation and increase diversity within WAPU to better represent and support the WA Policing community.

Jazz Lawford Vice Chair


• Go to www.yammer.com • Sign up with work email • Join police.wa.gov.au network • Request to join the WAPU NOW group • Get the Yammer App on your phone for ease of use and updates!

Amity Hudson Chair

* WAPU SCHOOL HOLIDAY BALLOT APPLICATION APPLICATIONS WILL ONLY BE ACCEPTED ON THIS FORM, It can be faxed, emailed or posted to WAPU HQ. Complete and return by Friday, 23 March 2018 to: WA Police Union 639 Murray Street, West Perth WA 6005 Fax: 9321 2177 Email: admin@wapu.org.au Results to be advised by Friday, 30 March 2018


PD No:


Address (Home):


Email (Home): Phone no. (Work): (Mobile): POLICE NEWS FEBRUARY 2018

WEEK 1 WEEK 2 15.12.18 22.12.18 – – 22.12.18 29.12.18


Name (Please Print):

Work (Unit/Section):

Only mark the holiday periods and locations you are prepared to accept in numerical order of preference. Note: Bookings are available from Saturday (2pm) to Saturday (10am) only.


DECEMBER 2018/JANUARY 2019 WEEK 3 29.12.18 – 05.01.19

WEEK 4 05.01.19 – 12.01.19

WEEK 5 12.01.19 – 19.01.19

WEEK 6 19.01.19 – 26.01.19

WEEK 7 26.01.19 – 02.01.19




In 2004, WAPU supplied Members working at New Year’s Eve hotspots such as Perth, Fremantle, the beaches and Joondalup with water. The 1,200 personal issue bottles were arranged by the Union and donated by the Water Corporation. WAPU also arranged for 700 water bottles to be supplied to troops working at the Swan River foreshore on Australia Day. The water was secured at cost from Berri.

GET AWAY FROM IT ALL AT YALLINGUP The Union announced its latest holiday home acquisition, the Yallingup property. Given its popularity among both WA residents and tourists, accommodation – particularly in peak times like school holidays – can often be difficult to arrange. However, the purchase of the Union holiday home in Yallingup allayed those troubles. The property is still in use today and is one of the more popular holiday homes amongst Members.

POLICE HISTORY ON DISPLAY IN NEW MUSEUM WA Police officially handed over the then oldest surviving police station north of the river, when the WA Police Historical Society got the keys to the 105-year-old Highgate Police Station. The station first opened in 1897, closed in 1940 and then became the police wireless centre until 1975. The old station was converted into a police museum, containing old uniforms, artefacts and various models of transport used in policing including pushbikes, motorcycles and cars.


LIFE AS A POLICE OFFICER IS ANYTHING BUT ORDINARY. WE UNDERSTAND THAT AND WE’RE HERE TO SUPPORT YOUR HEALTH AND WELLBEING! The Police Health KITBAG has everything you need to navigate the physical and mental pressures of policing. Improve and maintain your health and relationships with resources developed and collated exclusively for modern police. Register now to gain exclusive access to information about: Mental Health Physical Health Financial Health Relationship/Family Health Career Health Once you register you’ll also be automatically entered into a draw to win a monthly prize! P OL I CE H E ALT H L I MI T ED. ABN 86 135 221 519. A RE GIS T ERED, N OT-F O R-PR O F I T, RE S T R I C T ED A C CE S S PRI VAT E H E ALT H INSURER . VISI T P OL I CEHE ALT HK IT B A G .C O M. AU F O R T ERMS & C O NDIT ION S . 1 6 /0 1 /1 8