SEPTEMBER 2023
30-year Legacy
Honouring a fallen officer on the 30th anniversary of his death.
Police Assault Hit a High New reports prove that assaults against Police continue to rise.
Freezin’ for a Reason
This years LETR Polar Plunge was a smashing success.
MAGAZINE
Knight’s Legacy – 30th Anniversary
Detective First Class Constable Thomas Knight continues his father’s legacy.
16
WAPU Warriors get Freezin’ for a Reason
New faces at WAPU participated in the 2023 LETR Polar Plunge.
18
PAO Ryan Scott discusses getting involved in WAPU and being a part of negotiations for the first time.
A glimpse into the exclusive discounts available to our members.
WAPU Field Officer Kevin McDonald questions the value of 1,000 recruits in a time of great resignations.
WAPOL’s offence statistics for 2022-23 confirm that assaults against police are at a high. 26
MFPF
Sergeant Michael Sedgman tells of his experience stationed at an MFPF in WA's largest remote Aboriginal Community.
WAPU launched a new partnership with RWWA to provide priority Greyhound adoption for our members.
WAPU Welcomes New Staff
An introduction to the five new WAPU staff.
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DISCLAIMER WAPU (“Publisher”) advises that the contents of this publication are the sole discretion of the WA Police Union and the magazine is offered for information purposes only. The publication has been formulated in good faith and the Publisher believes its contents to be accurate, however, the contents do not amount to a recommendation (either expressly or by implication) and should not be relied upon in lieu of specific professional advice. The Publisher disclaims all responsibility for any loss or damage which may be incurred by any reader relying upon the information contained in the publication whether that loss or damage is caused by any fault or negligence on the part of the Publishers, its Directors or employees.
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COVER Detective First Class Constable Thomas Knight. Photo: Jody D'Arcy.
Academy Kirsten Morrow
Air Wing John Gobbels
Armadale Warren Dowbysch
Avon Russel Evans (SR Vice President)
Bunbury Australind Gareth Reed
Cannington Frank Anderson
Central Great Luke Chantler
Southern
Central Midlands Michael Paterson
Central West Coast Michael Gill
Commissioned Martin Voyez
Officers
Crime Support Contact WAPU & Services
East Kimberley Robert Jonas-Green
Eastern Goldfields Fergus MacKinnon
Eastern Wheatbelt Adam Simmons
Financial Crimes Natasha Lee
Fortescue Emily Gilbert
Fremantle Kylie Fleming
Gascoyne Christopher Fox
Geraldton Peter Gerada
Great Southern Daniel Richmond
Intelligence Contact WAPU
Operations
Joondalup Jon Bailey
Leeuwin Naturaliste Lloyd Donohoe
Licensing David Taylor
Enforcement
Major Crime Gregor Hart
Mandurah Harry Russell
Maylands Complex Kenneth Smith (Vice President)
Midland Michael Pearce
Midland Workshops Jeanette Maddison
Mirrabooka Adam Van Lierop
Multi Functional Michael Sedgman
Police Facility MFPF
Murchison Mark Hocking
North Eastern Contact WAPU Goldfields
North Pilbara Contact WAPU
Northern ROG Andrew Reid (Vice President)
PAO Property Jacob Doygun (Vice President)
Perth Rebecca Luetke-Brinkhaus
Perth Watch House Ryan Scott
Professional Stephen Perejmibida
Standards (Vice President)
Prosecuting Sharon Cumbers
Rockingham Kwinana Dayna Rigoir
Serious & Michael Le Poidevin
Organised Crime
Sex Crimes Paul Smith
Southern ROG Steven Kent
State Traffic Peter Birch
Operations
Traffic Enforcement Lance Munckton
Group North
Traffic Enforcement Glen Dinsdale
Group South
Upper Great Brandon Mitchell
Southern (Vice President)
Water Police Craig Anderson
West Kimberley Cameron Outred
West Pilbara Dejan Pavlovic 7
I AM PRIVILEGED TO SERVE AS PRESIDENT FOR THE WA POLICE UNION having been appointed unopposed in May 2023. Being a member of WAPU since joining the job in 1988, my connection with the union strengthened upon becoming a branch President in 2012. I was successful in being elected to the Board in 2018 as a Director and Vice President before returning in 2021 as Senior Vice President.
With the help of your elected Board of Directors, I would like to encompass professionalising and future proofing the union along with securing greater governmental recognition for policing and ensuring optimal services for all members.
I am committed to the cause of our Members and WA Police Union and will continue to advocate on behalf of our members at all appropriate levels of government and the WA Police Force Executive, to ensure the Union offers the best industrial, legal and welfare matters possible to you as members.
In my endeavours to improve WAPU, we have increased our capacity in member support in employing an additional Field/Work Health and Safety Officer, Matt Hudson, introduced the roles of Corporate Affairs Officer, Martina Maley and onboarded a Corporate Communications Manager, Reney Omar.
These new appointments will ensure WA Police Union operate in an effective and efficient manner, communicating with our members on all developments.
The result did not reach the constitutionally mandated 65% for either a Yes or No vote, and as such the vote had lapsed. We did not receive a clear mandate from our members to go to arbitration. Participation rate of our members was 51.8%, and of those, 57% voted ‘YES’ and 43% voted ‘NO’.
WA Police Union received a third and final pay offer from the Commissioner of Police this year. We would like to highlight; our Industrial Team endeavoured to obtain the best possible outcome through the negotiation process. The Board of Directors balloted the members. The final day of voting on this offer ended Tuesday 11 July.
The Board of Directors met and discussed the outcome of the ballot. The result did not reach the constitutionally mandated 65% for either a Yes or No vote, and as such the vote had lapsed. We did not receive a clear mandate from our members to go to arbitration. Participation rate of our members was 51.8%, and of those, 57% voted ‘YES’ and 43% voted ‘NO’.
Based on the vote count, the result and the Board’s strategic intent, the Board passed a motion to accept the offer. The Agreement clauses will be finalised in consultation with WA Police and then finalised in the WA Industrial Relations Commission. Again, we would like to thank members who took the opportunity to vote.
We are in the process of commencing our industrial process for the 2024 Agreement. We will be seeking members input into both the claim and the industrial strategy itself. We continue to work alongside UnionsWA and the Public Sector Alliance to drive change to the antiquated state wages policy.
In February 2023, our member, Senior Constable Ray Wright was convicted in the Magistrates Court for the offence of reckless driving, resulting from his involvement in an ‘evade’ incident in 2020. The magistrate concluded that he did not drive substantially within the WA Police’s ‘Emergency Driving’ policy.
Seeking expert legal advice, WAPU appealed the conviction to the Supreme Court. The appeal decision was handed
down recently. The Judge concluded that there had been a substantial miscarriage of justice in the initial trial. Considering the newly uncovered information and the Judge's ruling, the conviction was subsequently set aside. As a result, the matter will return to the Magistrates Court to be tried again, providing an opportunity for a fair and unbiased reassessment of the case.
WA Police Union will continue to support our members in any way possible when it comes to appeals.
On Thursday 6 July 2023, those in uniform and around the country farewelled our fallen Blue Family member. Thousands gathered at Perth Stadium and online to pay their respects to our brave colleague.
Anthony’s service was acknowledged by colleagues from around Australia and New Zealand in attending and paying their respects. Anthony will never be forgotten. Thank you for your service, Anthony. Your duty is now done.
As you are aware, Director vacancies on the Board have recently consisted for the Northern, Eastern and Metropolitan Regions. Nominations closed recently and I am pleased to announce the Board appointed the following members to the Board as Directors in their respective regions.
• Metropolitan Region – Aaron HICKEY
• Metropolitan Region – Dayna RIGOIR
• Eastern Region – Russell COWIE
The Board thanks those members who have sought to support the Board and members at this level. The Northern Region Director’s position remains vacant, and we will endeavour to fill this to ensure our members in the Pilbara and Kimberley are fairly represented.
As endorsed by the Annual Conference in 2022, the CEO model is progressing well. WAPU have engaged an independent project and development group. Progress of the model which will include a restructure of the organisation is well underway and the Board are being briefed at every stage. Upon conclusion of the project, the Board having decided the intended outcomes, will provide members with an overview of the proposed changes. Changes that are being considered are based on information we have sourced across the country and the feedback we have received from members, so our business and member services are improved as expected by you.
In a lifetime, you will experience many different days.
Some of these days will fade into obscurity as the years pass, while others can be recalled with complete clarity, even thirty years later.
1 June 1993 is a day that many officers within the WA Police Force still remember clearly. More specifically, many officers will still recall where they were when they heard the devastating news.
It was on this day, Constable Stephen Knight 8416, who was performing traffic duties in Kalamunda, was run down, and killed while conducting a vehicle stop. Stephen was only 31 years old and left behind wife Maree and five children, Matthew, Joshua, Cassandra, Thomas, and Caleb.
It was a death that shocked the state and irrevocably altered the Blue Family.
This year, a special memorial service was held at Stirk Park in Kalamunda to mark the 30th anniversary of Constable Knight’s death.
Of Stephen’s five children, one decided to follow in his father’s footsteps and pursue a life of Policing. Detective First Class Constable Thomas Knight, only four years old when his father died, continues his fathers legacy within the WA Police.
Why he decided to join the force, Thomas told Police News it was to feel connected to his dad.
“I didn’t really know that much about my dad and wanted to feel a bit closer to him, to do what he did. I always wanted to be a traffic cop like him when I was little. It was something I always thought about, but once I graduated, I decided against it,” Thomas said.
Now Detective, Thomas has served nine years with the WA Police, a longer service than his father, which he admits is something that feels bizarre. Thomas, now 34 years old, finds himself often contemplative when he remembers that he has surpassed the age at which his father passed away. This thought frequently makes him pause and reflect.
As the years go by, Thomas has found policing helps him connect with his father, thus following in his father’s unfinished journey.
“My dad was passionate about being a Police Officer and I always wanted to become one too, even though it’s dangerous. I thought, if he was willing to do it and put himself out there, then so am I.”
“We have these photos of my dad doing things for Constable Care and whenever I saw a Police Officer doing that, I thought about him. I wanted to emulate that sort of behavior and follow in his footsteps.” ▷
“My dad was passionate about being a Police Officer and I always wanted to become one too, even though it’s dangerous. I thought, if he was willing to do it and put himself out there, then so am I.”
Being so young when his father died, Thomas admits to not having many memories of him, something that was difficult to accept growing up.
“I have maybe one or two memories of him that are my own. Being so young and having so many older brothers and sisters who would tell stories about my dad growing up made it hard for me to decipher which ones were my memories and which were their stories.”
“The clearest memories I have of my dad are just being around and walking around the park on his shoulders. My mum is a nurse, and one night I remember, my dad had to take care of us, and he really loved spicy food so he made this incredibly hot spaghetti and none of us kids could eat it.”
Thomas’ mother, a grieving widow left with five young children to support, was forced to take on the role of both parents, but she had some help.
“My granddad retired pretty much immediately after my dad died and helped look after us. He kind of became my dad.”
“He took us to all the school activities and helped my mum a lot, he really stepped into the fatherly role. He came to every single Remembrance Day, up until he passed away himself. There is a photo of us at his last Remembrance Day with me in my police uniform.”
Always learning new things about his dad from his colleagues, it is common Thomas will come across officers in his career who knew his father and are happy to share their memories with him, helping him piece together bit by bit the man he was.
“He loved his wife, his kids, and his job. You know he really wanted to be a cop because he tried to get into the Academy and failed three or four times and was really worried about passing.”
“He was proud of his motorcycle. He would polish and wash it and was so fastidious about it, just like his uniform. My mum said he would always press his uniform, constantly going over it with the iron to make it perfect. So, when I joined the academy I did the same thing, making sure I was well presented like he was.”
This year, Thomas’ whole family was able to come together, which between busy lives and careers is difficult, to honour Stephen’s life. To mark this monumental occasion, the Knight family decided to go back through a box of Stephen’s old keepsakes and reminisce on his short, but full life. Thomas describes digging through his father’s belongings and learning new information about his father thirty years later as feeling “strange”.
“I’ve got his notebooks from when he was in the Academy and as I’m reading through it and thinking, geez, he’s scoring high 90s and still stressing out. I’m not sure we could have been friends in real life.”
“He had heaps of pistol club badges, and I never knew that about him, that he was into shooting and things like that. So, looking through his stuff again brought everything back up.”
“He was proud of his motorcycle. He would polish and wash it and was so fastidious about it, just like his uniform.”
Thomas has two daughters, Rosie (3) and Lily (7) and says if there’s one lesson he’s learnt from his father’s death, it’s that it’s important to cherish every minute with your family.
“It’s taught me to really consider the time that we have here with our kids. That’s something I always try to remember, whenever I leave the house to make sure I say bye to my kids and my wife and just always stay in contact.”
Everyone ‘s heard the jokes about traffic cops, jesting they hand out tickets all day and have an easy job, but that couldn’t be farther from the truth. Traffic officers experience dangerous situations every day on WA roads and Thomas wants more people to acknowledge the hazards of the job.
“Traffic policing is probably one of the most dangerous jobs in WAPOL because more officers have been killed in that role than any other.”
“You never know who you are going to stop or what you are going to get. You don’t know who is in that car and what they’re willing to do to get away. I always tell people, traffic is dangerous.”
“My dad makes me remember that we can always do better.
It makes me remember that there are people losing their lives on the job and to never take life for granted. When something like this happens, people mourn for a little while and then go back to business, taking the same risks and not considering their safety. I think my dad is a good reminder to everyone, even thirty years on, that the job we do as police is dangerous and to stay vigilant.”
Now, thirty years since Stephen’s passing, his family hopes that by keeping his memory alive, it is a reminder to everyone to cherish each memory and live life to the full extent because you never know what is around the corner.
Constable Stephen Knight was a husband, a father, a son, and an officer whose loss is still felt.
We will remember. ■
“My dad makes me remember that we can always do better. It makes me remember that there are people losing their lives on the job and to never take life for granted.”
APPLICATIONS WILL ONLY BE ACCEPTED ON THIS FORM. It can be emailed or posted to the Union office.
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The WA Police Union would like to offer our West Perth office function space to our members for their private gatherings and events.
WAPU host several events throughout the year utilising the space for various occasions, from recruit graduation functions to memorial and commemorative events such as the evening we hosted to commemorate 20 years since the passing of Detective Senior Constable Michael Jenkins 8696. This function space is also utilised during our Annual Conference in November and by other organisations including the WA Police Social Club.
WAPU would like to offer the use of this space to our members for any social gatherings, events, or squad reunions, free of charge except a cleaning cost.
The space includes a fully equipped kitchen with two ovens, bathrooms, a bar station and fridge, parking at the rear of the building and is wheelchair accessible.
Seating provided is dining tables and chairs as well as bar stool settings. If interested, please contact admin@wapu.org.au for more information.
This year, the WAPU Warriors took on the 2023 Polar Plunge and got freezin' for a reason on Saturday 5 August.
The Law Enforcement Torch Run is a global movement involving more than 100,000 officers who raise awareness and funds for people with intellectual disabilities so they can participate in sporting programs that the Special Olympics delivers.
This year, team WAPU consisted of President Paul Gale, Corporate Communications Manager Reney Omar, Media Officer Jasmine Loda-Batey, and Senior Industrial Officer Stephen Farrell.
Through generous donations, WAPU was able to raise $2,275, smashing our original goal of $1,000 for this great event. The day overall raised $45,852, which is an
incredible achievement and will most definitely change the lives of WA athletes.
The funds raised from the Polar Plunge will greatly benefit people with intellectual disabilities and Special Olympic athletes in WA by providing equipment, sporting programs, events, medals and more. There are many ways to get involved in this great cause and the WA Police Union is proud to have been involved in this event for our third consecutive year.
The water may have been cold, but we persevered, finding inspiration from the Special Olympics Athletes Oath, “Let me win. But if I cannot win, let me be brave in the attempt.” ■
… the WA Police Union is proud to have been involved in this event for our third consecutive year.
Police Auxiliary Officers put their mental and physical health on the line day in and day out, despite most people not acknowledging them.
The role, designed to help support Police Officers by offering safe administration, custody support and releasing of detainees, is often pushed aside and rarely acknowledged by the Agency, which has been evident in the ongoing fight for a pay increase.
Police Auxiliary Officer Ryan Scott spoke to Police News about his experience during the last three years of his career.
“I think, like the majority of people, I became a PAO after I failed the application to be a Police Officer and they offered me the job.”
“I thought it would be a good opportunity to develop skills and get my foot in the door of WAPOL”, Ryan said.
Like any job, good comes with the bad, and Ryan spoke about his experiences with both.
“The absolute best part has been the people that I have worked with. They are probably some of the best people I’ve ever met.”
“I have developed the communication and skills that can only be taught when working with aggressive people constantly, and I know this experience will help me wherever I go in life. But obviously the work environment is not great and there are a lot of negatives.”
Working in an emotionally and physically strenuous environment while dealing with violent offenders means that the life of a PAO can be quite taxing on officers.
“All cops have their war stories about the worst person they had this month, but we get everyone’s war story through the door every day. Last New Years Eve there were more than a hundred people coming through the Watch House and I was sitting at a computer, unable to hear my own thoughts.”
“My lowest point was probably when I had surgery after I was kicked and dislocated my shoulder. Generally, we feel underappreciated. If PAO’s did not come to work one day, everything would crumble, yet we are put at the bottom of the food chain.”
Police Auxiliary Officers had their rosters changed from 10–12-hour shifts during the COVID outbreak, yet they are the only ones left within WA Police that have not received their cost-of-living payment.
Deciding he wanted to lend a hand in progressing discussions and get involved with the Union, Ryan decided to become a Branch Official.
“Everyone kept telling me to do it since I was always the one sending angry emails and asking questions, so I did. I had already read a lot of the legislation, so it wasn’t a hard transition.”
“I wanted to make a difference. People were telling me that there is no point, and I would not achieve anything, which I disagreed with. My skills have improved, I have become more professional and am now capable of holding discussions.”
This year has been the first time that PAOs have been a part of the pay negotiation process, which has been a great way to get more officers involved in the hopes of having a louder voice and a larger impact.
“I think it has been worth it. I take notes at meetings and have conversations with my colleagues. It has been meaningful to have those real-life stories to share instead of just tales. However, when the first offer came along, it outlined how underappreciated we are.”
“We get less than cops despite doing 12-hour shifts and dealing with the same people, which proves that the Agency believes we are worth less. Some Police Officers even come in not knowing what we are and if they don’t understand what we do, how is someone higher up on the chain of command going to know?”
Ryan admits PAOs are frustrated as they fight for better pay to reflect the hard work they do in protecting the community. He cites becoming a Branch Official as something that has deepened his understanding and respect for the Union’s work.
“There is a lot going on and a lot that happens behind the scenes. People always say the Union isn’t doing enough but what they do not realise is how hard and long it takes. We are at the mercy of them as much as they are at the mercy of us.”
“It has been good to see behind the scenes and really understand what the Union Officials do. I wish more people would get involved and see the process for themselves.”
Ryan, having reached the end of his time as a PAO, will soon be relocating to Canberra to pursue a different career path. He hopes he has made an impact for others in the role during his time as a Branch Official.
“My colleagues and friends will hopefully get something good out of the negotiations. We will probably get less than we deserve, but it is a start.”
“I think if people are interested, they should step up and become a Branch Official. It’s a lot of work but overall, if you want to make a difference, it is worth it.”
Unfortunately, PAOs do not have many options to advance in their role as the highest position is a Band 3, a role which rarely becomes available. Poor career progression, on top of the pay disputes, are seeing a lot of officers like Ryan pivot in their career paths.
“Once you hit the ceiling there are no more opportunities other than to become a recruit or join other agencies, but you would be starting completely from scratch. Most people use being a PAO as a steppingstone for other roles, and don’t see longevity from it.”
It is not only the issues of violences that are causing a mass exodus, but also the high cases of burn out.
“For those of us working in Custody, it is a lot more draining than a lot of people are willing to admit and working in the Watch House is also a lot more draining that the Agency will admit.”
Regarding the outcome of the pay negotiations, which Ryan will not be in Perth to see finalised, he hopes the Agency can start to recognise and appreciate PAOs hard work.
“PAOs are the smallest group and would be the easiest to please if they just paid us our worth. The Agency acknowledging we exist and releasing our cost-of-living payment would be a start.”
Ryan may be leaving the life of a PAO behind, but still encourages people take up the role.
“Being a PAO is great if you are looking for stability, I know a lot of people who joined for that sole reason. However, my advice to people looking to sign up is you need to do it for the right reasons, not just something to do until you can apply again as a recruit. Take the opportunity to learn from it, develop skills and see where the experience can lead you in the future.”
Ryan’s life may be moving away from the role of Police Auxiliary Officer, but he has made a difference for those who remain in the job, and hopefully with his encouragement, more people will raise their hand and get involved. ■
“PAOs are the smallest group and would be the easiest to please if they just paid us our worth. The
acknowledging we exist and releasing our cost-of-living payment would be a start.”
The WA Police Union has worked hard to securearangeofbenefitsforourmembers,andwe currentlyhaveover80brandslistedinMemberBenefitssection ofourwebsite,includingeverythingfromretailtohomeimprovement.
Newadditionsareaddedregularlysokeepaneyeoutforexclusive discountsongoodsandservicesandifyouknowabusiness whowouldliketogetinvolved,contactteamWAPU.
IN
the line’, Police Commissioner Col Blanch discussed the 1,000 Plan which entailed recruiting and training 1,000 new officers by June 2024.
What wasn’t mentioned is the frequent and simultaneous exodus of experienced police officers from the agency. The whole reason 1,000 new police are desperately needed is because an attrition problem has continued to fester and cause a host of problems. While the value of quality police training can’t be understated, every copper knows that the real learning occurs after graduation.
The total number of sworn police (excluding PAO’s) in March 2022 was 7,115, by March 2023, this number had dropped to 6,821. In net terms there were 294 less sworn police at the end of those 12 months. When ratified, those numbers reveal that 692 sworn officers separated from WA Police for that 12-month period, while 439 were recruited, resulting in a net loss of 253 sworn police officers.
Without blaming junior officers who can’t be expected to know any better, experienced police become frustrated and disillusioned over reduced service delivery, poor prosecution briefs, mistakes, and general lowering of standards.
With the current circumstances of soaring attrition of mostly experienced officers, graduating recruits are being thrown into the deep end and unknown waters.
Most operational competencies will be learned and developed after exposure and experience to the frontline demands of operational policing. It takes years on the frontline to build the foundations and develop the skills, knowledge, and experience to acquire the competencies of a police professional. And like quality police training, the value of frontline policing experience cannot be understated. With the current circumstances of soaring attrition of mostly experienced officers, graduating recruits are being thrown into the deep end and unknown waters.
In the two-year period between March 2021 and March 2023, 859 experienced police left the job. In terms of raw police numbers, as of March 2022, there were 7,464 combined sworn police and auxiliary officers but by March 2023, that number had dropped to 7,195, a net reduction of 269. This reduction in numbers was largely represented by sworn police officers, with PAO’s making up a small fraction of this number.
Throughout this period, the government and the employer were in attrition denial. They remained recalcitrant and unsupportive of the very reasonable claims for improved wages, conditions, and a right to disconnect made by you the members, which would have highly likely stemmed the flow of separations.
One of the multitude of reasons behind increased attrition is attrition itself. Attrition resulting in high vacancy rates at work locations causes rostering complications, and the pressure on junior officers exacerbates to the point where they too become part of attrition. The added pressure caused by frontline resignations leaves inexperienced officers without adequate experienced officers to call upon for guidance and support. The problem becomes a circular one. A third-year constable recently told me that ten of his academy’s thirty recruits had already resigned due to these pressures and others.
Attrition and inexperience also adversely impacts experienced officers who, as their own numbers diminish, are similarly denied the opportunity of working with someone with experience equal to or greater than their own.
According to the math, the attrition rate for 2022/2023 would need to drop by at least one third in order just to break even, this is if the previous recruitment rate is maintained. If attrition rates were to remain static, by more than doubling the rate of recruitment as announced by the Commissioner’s 1,000 plan, the 1,000 recruits will realise a net increase of approximately 300. In other words, by June 2024 WA Police will have recruited 1,000 police officers to achieve a total number of sworn officers, equal to the same number of officers there were in March 2022. Additionally, the police workforce will then comprise 40 per cent of serving police who will have equal to, or less than three years’ policing experience.
Albeit late, it seems the police executive has now come to the realisation that attrition is a problem, even if the government has not. Increased recruitment is a positive step however, graduating recruits cannot be expected to serve as an immediate like-for-like substitute for experienced police who resign and even with the 1,000 Plan, total sworn FTE numbers have flatlined.
This is a constant question we get asked in our role as Field Officers.
It is no different to the first member query I had posed to me by a union member on my first day as a branch delegate at another union, in another country and in another century (yes, that makes me feel very old!).
Just ask us.
If something is troubling you or you feel a policy or procedure could be better, just ask. Speak to your local Branch Officer or a Board Member. Their details are easy to find by email or call and chat to us at WAPU HQ.
As a union staffer, we look to resolve issues with minimum fuss, trying to offer various solutions and pathways which the member is happy to work with us on. We offer professional advice and support. The choice of action or inaction is for our members to determine what will and won’t work for them in their situation.
Often, we find that what impacts an individual member, it impacts numerous members, and they are suffering in silence.
A union is not made up of single members waiting to be picked off. We are a collective who can use our strength as a mechanism for change in the workplace and the agency.
Organising our membership is based upon working with groups of members, whether it be in areas like Canine, the Academy or Police Auxiliary Officers after an issue has been identified that impacts multiple members. We work with our Branch Officials and impacted members to assess the issues and determine tactics and activities to make decision makers aware of the positive changes needed to make things better for our members.
We do not control the decision makers but without our pressuring them using our industrial, political or community levers of influence then nothing will change. The most frustrating part of unionism is often change is gradual, despite us wanting it to be immediate.
There are several ways you can get on board to help; the key is to be active and engaged:
• Attend your union branch meetings.
• Think about getting your branch to support a motion on a topic or issue to be sent to our Board of Directors. They will raise your issue directly with the appropriate people.
• Become a Branch Official. You can help members with issues and work with the union to make things better. I became a Union Delegate as a teenager in Scotland, and it was one of the best decisions I ever made. Just ask, we can talk about the role and how we can support you.
We are a union, an extremely proud union, with an amazing history, supporting members who in their day-to-day jobs in various roles face danger to keep Western Australia safe.
Together as members, Branch Officials, Board of Directors and staff, we shall continue to work together and provide the information and protection needed for you to do this role.
A union is not made up of single members waiting to be picked off. We are a collective who can use our strength as a mechanism for change in the workplace and the agency.
The WA Police Force recently released its recorded offence statistics for 2022-23. After reviewing the data, WAPU’s Research Officer has highlighted the most important takeaways.
INCREASED BY
WA’s overall offence rate 11.1% in 2022-23. This is the highest increase since 2015-16.
WA recorded its highest-ever rate of violent crime in 2022-23.
The rate of violent crime HAS INCREASED 51% since 2007-08.
By contrast, the rate of sworn officers HAS DECLINED 6.4 %
• Property crime and drug offence rates also continue to rebound from historic lows recorded during the COVID-19 pandemic.
• Just over 1-in-20 crimes in 2007-08 was FDV-related. In 2022-23 it was 1-in-6 crimes.
• The 2022-23 rate of Assault Police Officer (APO) offences was the highest since 2008-09.
• Regression analysis confirms the increasing APO offence rate is very strongly related to the rising level of violent crime.
SERGEANT MICHAEL SEDGMAN is currently stationed at a Multi-Function Police Facility (MFPF) in Bidyadanga, the largest remote Aboriginal Community in Western Australia, and spoke to Police News about his experience there so far.
WHY DID YOU TRANSFER TO AN MFPF STATION?
I transferred to Bidyadanga in August 2022, I have been here 12 months now. I made the decision to come to an MFPF because it was an opportunity to do something different and get the experience of working in a remote community.
HOW IS THE ROLE SO FAR?
It has been interesting so far and like any community, it has ups and downs. In this role it is important to immerse yourself in the community. You need to go around, meet people, and get involved in events so you can build a relationship with community members. If you are able to develop relationships with people, then you can develop good communication with them, and they will let you in on what is happening.
WHAT KIND OF MEMORABLE EXPERIENCES HAVE YOU HAD?
The biggest adjustment is that you are working 24/7 from the time you arrive until the time you leave. People in the community want to talk to you no matter what time of the day or night it is, even if it is just to ask questions like “when is my driver’s license due for renewal” or “when does my car registration run out”. Sometimes I get calls at 3am, or I am woken up in the middle of the night because someone has gone fishing, bogged themselves and they need our help. You really must be prepared for anything, at any time.
HAVE YOU FOUND THIS ROLE AT AN MPFP TO BE MORE DEMANDING THAN AT A METRO STATION?
Not more demanding, different. Working in Metro you do 8-10 hour shifts and go home, but here there are only two of us so if something happens you need to be ready to get up and go. The people in the community look to you as a person they can call at any time of the day or night, so you need to be prepared to take on that role. Bidyadanga is a really great community of people who generally look after themselves.
WHAT ARE SOME POSITIVES TO WORKING IN AN MFPF?
The positives, from a policing perspective, are the relationships you build with community members and Elders. There are genuine people I have met in the last year, people who want to get on with their lives and enjoy their culture. For them to be comfortable in talking to us as Police, it is a huge achievement which allows us to retain positive and productive engagement which has made my role easier.
WHAT ARE THE NEGATIVES OF WORKING IN AN MFPF?
The only real negative I have experienced, and I am not even sure I would call it a negative, but it is the requirement to be available 24/7. You need to be aware your phone can ring any time, day, or night, and you will need to get out of bed or put down the meal you were eating and go. But that is part of the role you volunteer to take on. It is your choice, and no one is forcing you to go, so you take it with a grain of salt.
The biggest lesson I have learnt is no matter where you go as a Police Officer, even in a remote community people still need your help, and I think the people here are very grateful for a Police presence to help them with issues that crop up. I have had the opportunity to build relationships with the community Elders and get involved in the lives of young people. We run Blue Light events on a regular basis, and there are sporting events we get involved in like football and basketball, which really help us connect with the whole community, but especially the kids.
IT IS A COMMON ASSUMPTION OFFICERS STATIONED AT MFPF’S EXPERIENCE A HIGHER LEVEL OF VIOLENCE AND ASSAULT, HAS THIS BEEN THE CASE IN YOUR EXPERIENCE?
This has been far from my experience, but I know there have been cases of this occurring at other MFPF’s. There have been one or two situations in the community where people have gotten a bit rough, and as a Police Officer it is our job to put ourselves out there and try to alleviate the situation. We have a local law tree here in our community that a lot of things are sorted under. People bring their families there to resolve issues and a line drawn in the sand. I am certainly aware circumstances could change, but that has not been my experience thus far.
WHY WOULD YOU ENCOURAGE OTHERS TO WORK AT AN MFPF?
I think it is certainly not for everyone, but if you are an officer looking for a new challenge and want to go remote, it’s a great experience.
If you do move to an MFPF you need to be mindful of the actions you take and how you deal with situations because officer safety is paramount in these areas. You need to go in with an open mind and show respect for the people and place because it is a privilege to be allowed to work in these remote communities. I have found it to be a great place to work and it has been rewarding because the work we do here can really make a difference to people’s lives. It is humbling to be welcomed into a community and treated like a local, but it is especially great to see mutual respect between police and community. I would recommend it. ■
In June, the WA Police Union proudly launched a new partnership with Racing and Wagering Western Australia to provide priority Greyhound adoption to the Unions 7,000 serving and 1,300 retired members.
WAPU President Paul Gale said the RWWA’s Greyhounds as Pets program, which selectively matches retired racing dogs with suitable adoption, will hopefully have a positive impact on the lives of WA officers.
“The demanding nature of policing as frontline responders to critical incidents takes a toll on the physical wellbeing and emotional health of our members,” Paul said.
“Policing is crucial to the WA community, however, to provide the best and safest duty, our members must be allowed to switch off after completing their shift so they can be ready to do it again the next day.”
“The loyalty and companionship of a dog promotes comfort and helps alleviate stress, which is important to our members due to the strenuous nature of their role.
“The union is proud to support the re-homing of racing greyhounds through this adoption program and promote better lives for our members.”
The launch, held at Belmont Police Station, was a barking success as the officers, public and staff enjoyed meeting and doting on the friendly greyhounds in attendance.
RWWA Chief Executive Officer Ian Edwards said the partnership gives police union members priority matching with greyhound companions to maintain wellness and work-life balance.
“Greyhounds are gentle and affectionate dogs who are adaptable, easy to live with and great listeners at the end of a tough day at work,” Ian said.
“We are proud to support the people who carry the responsibility of supporting and protecting the West Australian community every day.”
The program include:
• Priority for current and retired WAPU members to be matched with suitable GAP greyhounds.
• Individualised post-adoption support to provide ongoing advice and ensure the dogs settle well into new homes and families.
• All greyhounds adopted from GAP are vet-checked, vaccinated, microchipped, sterilised, dewormed and have up to date dental care.
• Six months free food and vet insurance.
Find out more greyhoundsaspets.com.au/adoptions/ wa-police-union-adoption-portal
THE INDUSTRIAL AGREEMENT
2021 introduces a significant and positive change in the form of a Career Break. This provision offers officers the opportunity to take a break from their current policing duties and have the right to return as a police officer after the break. This is advantageous for several reasons.
The Career Break offers employees flexibility and personal development, allowing officers to take time off from their regular duties to pursue personal interests, further education, or explore other career opportunities. It recognizes that employees may have various life aspirations beyond their current profession and encourages them to explore these without having to leave their job.
Reduced administrative burden. In the past, the WA Police Union might have had to negotiate and advocate for the introduction of a Career Break policy. However, with this latest Industrial Agreement, the provision has already been established, saving both the union and the police department time and effort in the negotiation process.
The implementation of a Career Break will hopefully lead to increased employee retention and satisfaction. It acknowledges the need for police officers to have good work-life balance and personal growth. Employees who feel supported in their career development are more likely to remain loyal to the organisation.
By allowing officers to explore other careers or engage in additional education during their Career Break, officers may acquire new skills and knowledge. When they return to their policing duties, these acquired skills can be beneficial to their career, leading to an overall improvement in the force's capabilities.
The provision of a Career Break recognises that work-related stress and burnout can impact an officer's mental health. By having the option to take time off, officers can focus on their wellbeing, recharge, and return to work with renewed energy and motivation thus leading in improved Job performance.
One of the outcomes in the recent negotiations was a significant improvement to “Introduction of Change” clause within the Agreement. The enhanced provisions aim to ensure that police officers' voices are heard, and their input is considered before implementing any significant changes within the organisation.
The Introduction of Change mandates WA Police to notify your Union and the affected employees and engage in a consultation process before implementing any changes. Whilst the clause does not require agreement to the proposed change, the clause emphasises the timely exchange of information between the agency and officers. The objective is to create an open platform for discussions, allowing officers to express their views, concerns, and ideas, even though their agreement might not be a prerequisite for moving forward.
Under this new clause, WA Police is obliged to inform and consult with its officers regarding most, if not all, changes it intends to implement. This obligation sets clear guidelines for the agency on the consultation process, ensuring that it is thorough and inclusive. Officers are given the opportunity to be informed about the proposed changes and actively participate in discussions that directly impact their roles and responsibilities.
Crucially, the Introduction of Change clause also establishes a specific timeframe for the consultation process. The agency is required to notify officers once they have decided to implement a change and provide a notice period of 14 days. This timeframe ensures that officers have sufficient time to consider the proposed changes, contribute their insights, and influence the decisions made by WA Police.
By allowing officers to have a say and influence decisions that affect them, this new measure strengthens the sense of ownership, collaboration, and trust within the organisation. Officers' firsthand knowledge of the operational challenges and potential implications of changes makes their input invaluable to crafting effective and well-rounded policies.
The new Introduction of Change heralds a new era of transparency and cooperation within the WA Police. By prioritising consultation and open dialogue, this measure enables officers to actively engage in shaping the future of their organisation.
It acknowledges the need for police officers to have good work-life balance and personal growth. Employees who feel supported in their career development are more likely to remain loyal to the organisation.
Firstly, let's meet Matt Hudson , our esteemed Field Officer. With an impressive background of 27 years in law enforcement, both in Perth and abroad, Matt's journey includes six years as a Sergeant stationed at various critical locations, including South-East Metro, North-West Metro, Mirrabooka, and State Traffic. Having previously served as the Branch President of State Traffic, Matt possesses a comprehensive understanding of the challenges faced by our police force.
Throughout his diverse career, Matt has acquired extensive expertise in general duties, training, and specialist roles, making him a valued asset to our team at WA Police Union. Presently, he specialises in promoting work health and safety initiatives, and since joining the union in 2006, he has been unwavering in his commitment to improving the health and wellbeing of our fellow members, particularly focusing on mental health.
Embracing the new opportunity at WAPU, Matt looks forward to addressing all the challenges that come his way, relentlessly striving to enhance working conditions for the betterment of our valued members.
Reney Omar, who assumes the role of Corporate Communications Manager. Reney’s background is in media, communications, policy and research. Having held prominent positions alongside Federal and State Members of Parliament, as well as within the Department of Premier and Cabinet. Most recently, Reney made valuable contributions to the Master Builders Association of Western Australia, working diligently to advocate for improved working conditions within the building and construction industry.
Reney's experience in policy and research, coupled with a history of advocating on behalf of constituencies, both in Shadow Government and as part of a lobbyist organisation, has instilled in her a deep sense of responsibility to communicate effectively with WAPU members. Reney is dedicated to keeping all our valued members informed on the union's ongoing advocacy efforts.
we proudly welcome five exceptional individuals who bring with them a wealth of experience and dedication to their respective roles.
Another addition to the communication and media team is Jasmine Loda-Batey. Jasmine has a passion for creating captivating content and engaging with audiences and the members of WAPU. With a diverse background in film production, media, and digital marketing, Jasmine has carved a niche for herself as a production coordinator and production assistant, notably contributing to the success of the acclaimed SBS/NITV series, "Our Law S2."
Jasmine also freelances for Perth is Ok and Seven West Media. Jasmine continues to leave her mark on the industry, always striving to deliver content that captivates and connects with the audience on a profound level.
Our new Industrial Officer Joshua Brinkman is an accomplished individual with a diverse educational and professional background. He earned his Bachelor of Commerce, specialising in Human Resource Management and Industrial Relations, from Curtin University. Currently, he is pursuing a Bachelor of Laws at Edith Cowan University.
Joshua has previously held positions at the Australian Building and Construction Commission, where he gained valuable experience in construction and engineering while working with Laing O’Rourke Construction and Aerison. Additionally, he served in a justice capacity at Acacia Prison for Serco, focusing on Human Resources, Employee Relations, and Industrial Relations. Joshua's unwavering dedication to advocacy and employment law drives him forward, and he is eager to utilise his knowledge and passion to create a positive impact for the WAPU and its members. His extensive background and commitment to his field make him a promising force in the legal and human resources landscape.
Lastly, we would like to welcome Ange Naumoski , an addition to our reception team. On the weekend, Ange volunteers at St Vincent De Paul, Emergency Relief Centre, supporting the homeless community, families and individuals that are struggling. Ange has also starred in Channel 9’s “The Hundred with Andy Lee, which is currently in the third season of filming. Ange studied law and gained experience in the legal field working at law firms, she is always up for a challenge and new adventure to delve into. Ange is excited to be at WAPU and looks forward to working with our members.
With a team comprised of individuals who are passionate about serving our members, we are confident in our collective ability to navigate challenges and uphold the values that define the WA Police Union. Together, we are determined to foster a supportive and empowering environment that prioritises the wellbeing and rights of all WAPU members. ■
With a team comprised of individuals who are passionate about serving our members, we are confident in our collective ability to navigate challenges and uphold the values that define the WA Police Union.
Police Care Australia is a joint initiative of the National Police Memorial (NPM) and the Police Federation of Australia (PFA) to provide a health and well-being hub of culturally sensitive and appropriate information for former and serving police force members, their families, and friends.
As a national initiative we strive to support and assist our police across the nation with a one stop repository of mental health resources, comprehensive service directory along with a confidential and independent online counselling service.
Counselling bookings can be made via the website therefore serving and former police are offered a unique service specially designed for first responders.
Police Care Australia understands the unique threats and pressures that cops face every day and the potentially dangerous toll it takes on their lives.
We strive to support and empower every cop to secure and protect their true happiness because we know a healthy and happy cop makes the world a safe place.
www.policecareaustralia.org.au
Leading Australian law firm, Tindall Gask Bentley is the preferred legal services provider of the WA Police Union, offering 30 minutes of free initial advice and a 10% fee discount.
CRIMINAL AND DISCIPLINARY
• The Corruption and Crime Commission
FAMILY AND DIVORCE
• Courts of Inquiry
• Criminal and Disciplinary matters
Matrimonial, De Facto and Same-Sex Relationships
• Children’s issues
• Child Support matters
PERSONAL INJURY
• Motor accident injury compensation
• Workers compensation
• Wills and Testamentary Trusts
• Enduring Powers of Attorney
• Enduring Guardians
• Property settlements
• “Pre-nuptial” style agreements
To arrange a preliminary in-person or phone appointment contact WAPU HQ on (08) 9321 2155
• Public liability
• Superannuation claims (TPD)
• Advice to executors of deceased estates
• Obtaining Grants of Probate
• Estate disputes
Tindall Gask Bentley is a leading Australian law firm.
We’ve been helping people with injury, family and estate matters for more than 50 years. With a culture of service and empathy, we are fiercely committed to our clients.
Renee Sapelli
Ariane Owen
Kate Major
Renee Sapelli Kate Major
Tim White
Joanne Graham Luke Officer
JON REDMOND, VANESSA CLARK & JACINDA HANSEN Senior Lawyer, Senior Associate & Senior Associate Tindall Gask Bentley
We get it. Truly we do. If you must engage a lawyer, the last thing you want is a surprise when it comes to the fees.
Our Western Australian Fixed Fee family law team, pictured above, has 70+ years’ combined legal experience. In that time, we’ve talked about fees a lot!
Here are three things we regularly hear and how Fixed Fee billing can help you stay in control of your legal fees.
1. 'THE LAWYER TOLD ME IT WOULD COST $8,000, BUT IT WAS TWICE THAT! I WOULDN’T HAVE PROCEEDED IF I KNEW IT WOULD COST THAT MUCH.'
Lawyers have a duty to provide clients with an estimate of costs and a clear basis on how costs will be charged.
Your fees shouldn’t be significantly higher than you were reasonably expecting. However, litigation is by its nature an unpredictable process, and as a result fixed fee billing provides a great deal more certainty in what you’ll pay throughout the process.
Fixed Fee agreements provide you with a quote for each individual stage of your matter, so you can make an informed decision to proceed (or not). If you proceed, you will be charged the amount quoted at each individual stage.
2. ‘MY LAWYER DID UNNECESSARY WORK SO THEY COULD CHARGE ME MORE.’
To be satisfied that your fees are a fair and accurate representation of the work required to progress your matter,
you need to understand what tasks your lawyer is performing and how they contribute to the overall resolution of your matter.
There will be costs, and you will have to pay them. But understanding each cost and how it benefits your matter in advance, makes it easier to digest. Engaging our team on a fixed fee agreement will give you cost certainty and clarity of the work included in each stage.
3. ‘I GOT CHARGED A FULL UNIT FOR EVERY TINY THING MY LAWYER DID, EVEN READING A TWO-LINE EMAIL!’
Some people prefer fixed fee staged billing to being charged in 6-minute units.
All lawyers, whatever the billing method, must only charge what is fair and reasonable. But fixed fee billing can introduce an element of certainty.
Fixed fee billing means you will know your legal costs from the outset, allowing you to plan for them, and be in control.
Our Western Australian Fixed Fee family law team understands the process and what can occur during each stage inside and out. We break each stage down and quote exactly what you will need – no more, no less.
At our first meeting, we will provide an initial understanding of the costs for your matter, broken down into stages, and will give you a quote, called a ‘Fixed Fee Agreement’ for the first stage. As the scope of work at each stage ends, we will contact you to discuss a quote for the next stage, giving you fee certainty, step by step, throughout your matter.
Are there any extra costs?
Some third party costs, known as disbursements, are incurred during most family law matters – including court filing and process server fees, valuation reports, etc. We can’t control these costs but will provide a best estimate of these in our quote so you can plan for them.
Could my costs change?
If the scope of work or your legal needs change dramatically during a stage, we will advise you immediately and seek your instructions. No extra costs can be added without discussion and agreement with you.
Why should I choose fixed fees?
If you need legal advice and want cost certainty, Fixed Fee Agreements are for you.
As a Union member, you are entitled to a free initial meeting with any member of our Fixed Fee family law team.
MOST PEOPLE DON’T ENJOY seeing a lawyer. Rarer still, is someone who likes paying one.
There will be costs, and you will have to pay them. But understanding each cost and how it benefits your matter in advance, makes it easier to digest. Engaging our team on a fixed fee agreement will give you cost certainty and clarity of the work included in each stage.
June saw the addition of 53 new police officers join the frontline. Graduating on June 29 from Grey Squad 12/2022 and Green Squad 13/2022 was 38 men and 15 women who will now be joining the Blue Family on the frontline.
The graduation also included the march off for Assistant Commissioner Craig Donaldson APM and Sergeant Bob Bateman, who have served a combined total of 72 years.
Congratulations to the new graduates. We wish you the very best on your journey.
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