Issuu

POLICE NEWS THE MAGAZINE FOR THE WA POLICE UNION

DEC 2025

CMYK

WHEN THE UNIFORM BECOMES THE TARGET

CONTENTS 04

Board of Directors

Presidentʼs Report

Banking

Finance

12 Lost Time, Lost Truth 14 WAPU Unveils a Modern, Forward-Thinking Brand 16

Your New CRM System Takes Shape

hen the Uniform Becomes W a Target

Historic Win!

22 26

22 When Consequences Don't Count 23

Remembering Kim Youle Sadlier

Major Win for First Responder A Wellbeing

National Police Remembrance Day

Finding Balance

89th Annual Conference

89th Annual Conference Dinner

oliday Homes Ballot & H Motion Outcomes

Packaging

Legal

Health

Retirements, Resignations & Vale

CMYK

BOARD OF DIRECTORS 639 Murray Street, West Perth WA 6005 P (08) 9321 2155 E admin@wapu.org.au www.wapu.org.au

BRANCH PRESIDENTS

STAFF

DAVE FLAHERTY

PETER MCGEE

SCOTT SULLEY

SARAH MORRIS

Chief Executive Officer

Finance Manager

JASON GENTILI

PETER BIRCH

RUSSEL COWIE

MATTHEW PAYNE

Research Officer

ANTAYA ADEBAHR-STRAHAN

President Senior Vice President Emergency Director Emergency Director

Vice President

HILDA JANZEN

ASHER BLOOM

Communications Officer

OFFICE HOURS Monday-Friday 8am-4pm AFTER HOURS EMERGENCY DIRECTOR 0438 080 930

Treasurer

Industrial Officer

MATT GREN

JAKE HENDRY

AARON HICKEY

MATT HUDSON

KEVIN MCDONALD

CINDY MORGAN

JASON O’KEEFFE

MATTHEW POW

GARY KEENAN

STEPHEN FARRELL

DANIEL RICHMOND

DAYNA RIGOIR

MIKE RUFFELL

Field Officer

SEAN LEVY

Industrial Officer

KYLIE DAY

Field Officer

POLICE NEWS PUBLISHED BY WA Police Union 639 Murray Street, West Perth WA 6005 (08) 9321 2155

ADVERTISING WA Police Union (08) 9321 2155

DISCLAIMER WAPU (“Publisher”) advises that the contents of this publication are the sole discretion of the WA Police Union and the magazine is offered for information purposes only. The publication has been formulated in good faith and the Publisher believes its contents to be accurate, however, the contents do not amount to a recommendation (either expressly or by implication) and should not be relied upon in lieu of specific professional advice. The Publisher disclaims all responsibility for any loss or damage which may be incurred by any reader relying upon the information contained in the publication whether that loss or damage is caused by any fault or negligence on the part of the Publishers, its Directors or employees. COPYRIGHT All materials in this publication are subject to copyright and written authorisation from WAPU is required prior to reproduction in any form. ADVERTISING Advertisements in this journal are solicited from organisations and businesses on the understanding that no special considerations other than those normally accepted in respect of commercial dealings, will be given to the advertiser. All advertising is undertaken in good faith and WAPU takes no responsibility for information contained in advertisements.

POLICE NEWS DECEMBER 2025

EMERGENCY 24/7 DIRECTOR 0438 080 930

Field Officer

PHIL JACK

MARTINA MALEY

Secretary

Corporate Affairs Officer

Finance Lead

Finance Officer

TARRYN SMITH

BRAD SINCLAIR

PENNY BROWN

ANGE NAUMOSKI

LEESA CAVANAGH

Member Services Officer

Finance Officer

Member Services Officer

Academy Air Wing Armadale Avon Bunbury Australind Cannington Causeway Central Great Southern Central Midlands Central West Coast Commissioned Officers Crime Support & Services East Kimberley Eastern Goldfields Eastern Wheatbelt Financial Crimes Fortescue Fremantle Gascoyne Geraldton Great Sothern Joondalup Leeuwin Naturaliste Licencing Enforcement Lower South West Major Crime Mandurah Maylands Complex Midland Midland Workshops Mirrabooka Multi Functional Police Facility Murchison North Eastern Goldfields North Pilbara Northern ROG Offender Enforcement Branch PAO Property Perth Perth Watch House Professional Standards Prosecuting Protective Services Officers Road Policing Group Road Policing Group South Rockingham Kwinana Serious & Organised Crime Sex Crimes South East Eyre South West Hinterland Southern ROG State Operations Command Traffic Enforcement Group North Upper Great Southern Water Police West Kimberley West Pilbara Westralia Square

Anthony Pymm Julian Martin-Robins Warren Dowbysch Kristi McEvoy Jason Gentili Kate Valentine Contact WAPU Antony Caracatsanis Michael Paterson Contact WAPU Martin Voyez Contact WAPU Lindsay Garratt Luke Mayhew Contact WAPU Peter Birch Corey Jouana Paul McKee Renno Hardy Cavalcante Castro Chad Butler-Henderson Stu Rogers Brad Marron (Secretary) Contact WAPU Contact WAPU Contact WAPU Todd Robinson Kurt Weedon (Vice President) Djordje Kandic Mike Ruffell Jeanette Maddison Tom Mirco Michael Sedgman Adrian McKeown Contact WAPU Adam Simmons David Mills Victoria Southam Jake Doygun Alex Wright Dylan Armstrong Simone Taplin Robert Malcolm Contact WAPU Matt Gren Steve Smith (Vice President) Dayna Rigoir Michael Le Poidevin Bec Robinson Owen Redgrave Contact WAPU Steve Kent Craig Anderson Contact WAPU Neil Bohnen Steve Bradley Simon Hibble Ian Zuidema Glen Dinsdale POLICE NEWS DECEMBER 2025

President's Report

DAVE FLAHERTY Getting real money into Member pockets sooner. That is progress, and it reflects a growing level of respect between WAPU, WA Police, and Government.

‘STANDING TOGETHER’ A Year of Strength, Progress and Hard Truths As we close out another year and reflect on the challenges, triumphs, and turning points that have shaped policing across Western Australia, one thing is unmistakably clear. WAPU is stronger, more united, and more determined than ever. This was on full display at our 89th Annual Conference, held on 24 and 25 November under the banner Standing Together – a conference marked by honest conversation, overdue recognition, and an unwavering commitment to our Members.

A Conference that Delivered Despite the Premier’s absence, this year’s conference was one of our most productive and forward looking yet. Members engaged in frank discussions about the future of policing, the strain on frontline resources, the loss of experience, and the urgent reforms required to uphold Member welfare and community safety. 6

POLICE NEWS DECEMBER 2025

We celebrated hard won progress, addressed the growing pressures facing officers, and recommitted to the values that underpin our work fairness, respect, and standing together through all challenges.

A New Brand for a New Era Among the most significant milestones this year was the launch of the new WAPU brand, a fresh visual identity built by Members, for Members. This was created through extensive focus groups, Member feedback sessions, and months of listening to what our frontline professionals believe WAPU represents. The outcome is bold, modern, and unmistakably ours. WAPU is an acronym recognised across the State politically, industrially, and publicly, and our new brand captures that strength. It reflects not only who we are now, but who we are becoming – a Union driven by purpose, advocacy, and unity.

he least experienced Police Force T in decades he lowest police to population ratio T in 30 years The highest levels of violent crime our community has seen, and e are losing experience faster than W we can replace it.

Industrial Success a Historic Year of Wins

UNION! WIN

In a year of intense negotiation and pressure, we secured the largest no trade off agreement in more than 30 years. For Sworn officers we delivered: 12.75% increase to base rates

It was disappointing, and in truth deeply disrespectful, that Premier Cook withdrew from attending at the last minute. For our Members, it felt like a clear message we are not important enough. Nevertheless, the room was filled with the people who continue to show up for policing in WA. Hon Reece Whitby MLA, Commissioner Col Blanch, Directors, delegates, business partners, media, interstate and international colleagues, and of course, our dedicated WAPU staff. Their presence reinforced what leadership looks like – showing up, engaging, and listening.

WE HAVE:

42.75% increase in shift penalties to recognise frontline sacrifice These results come from persistence, strategy, and a negotiation team that never backs down.

For Auxiliary Members, we delivered: 12.5% base rate increase, and 27.5% increase in shift penalties Even more significant was the early delivery of...

A pay increase of: 5% pay increase – First year: Achieved eight months ahead of schedule 4% rise – Second year: this will be paid on lodgement, rather than registration Getting real money into Member pockets sooner. That is progress, and it reflects a growing level of respect between WAPU, WA Police, and government.

Presumptive PTSD Promised, But Still Not Delivered

Advocacy, Support, and Modernisation Inside WAPU

Two years ago, Premier Cook promised presumptive PTSD legislation. Two years later, our Members are still waiting.

Advocacy this year has been relentless.

WAPU has submitted detailed recommendations, attended meetings, and pushed relentlessly to ensure injured officers are genuinely supported. We have done our part.

We expanded our Field Officer team to meet increasing demand, and their impact cannot be overstated. They have saved careers, supported Members through some of the darkest moments of their professional lives, and fought tirelessly wherever they were needed.

The delays have gone on too long, and the suffering behind those delays is real. Officers experiencing trauma do not have the luxury of political timing. They need action now.

Our Finance team has modernised systems, strengthened governance, and driven the rollout of our new CRM – a transformation that will significantly improve how Members interact with the Union.

Medical Retirement: A System Under Strain

Our Communications team has elevated WAPU’s voice across media, industry, and government. They have rebuilt trust, strengthened relationships, and delivered the new WAPU brand with precision and pride. Work that is now being sought out by other unions.

I want to acknowledge Commissioner Blanch for recognising the need for more resources and support around medical retirement. The additional funding and staffing is making a difference. But the numbers remain confronting. In 2024 and 2025, only ten Members were medically retired. Today, we regularly see up to six officers a week leaving through medical retirement. That is not a sustainable trajectory. Behind every statistic is a person, a family, a Member who dedicated their career to protecting the community. More preventative support, more respite, and more proactive wellbeing measures must be prioritised before officers reach breaking point.

Our Industrial team continues to defend Members in the Industrial Relations Commission and Industrial Magistrates Court, ensuring no Member stands alone.

Retention: The Crisis Government Refuses to Admit Yes, the government says we have more police than ever. But the truth tells a different story.

ublic holiday confusion – created under the P Minimum Conditions of Employment Act – remains unresolved ten months on, causing division, inequity, and frustration. Member goodwill continues to be stretched to breaking point. Policing is becoming an increasingly unattractive career. Until government addresses the core issues such as fatigue, risk, workload, fairness and real investment, the exodus will continue.

TOGETHER FORWARD WAPU wants to be part of the solution. We believe in collaboration, honesty, and leadership grounded in respect. But we will never shy away from telling hard truths. Our job is to advocate for Members relentlessly and unapologetically, with one goal. Improving the lives and careers of the officers who keep Western Australia safe. This year proved that when we stand together, we achieve remarkable things. Thank you for your continued service, your grit, and your trust. TOGETHER WE STAND.

POLICE NEWS DECEMBER 2025

Exclusive benefits for WAPU members Exclusive benefits for WAPU members

$3,000 $3,000

cashback cashback

In recent years, the spotlight on domestic and family violence has broadened. One of the quietest, but often most devastating forms of abuse is financial coercion. It happens when someone attempts to intimidate, trap, or isolate someone using money or control over finances.

on eligible home loans* on eligible home loans*

Plus, Plus, An additional 10 basis points (0.10% p.a.) on all Term Deposits.* An additional 10 general basis points (0.10%premiums p.a.) on all(excluding Term Deposits. * insurance).* 10% discount on insurance Travel

Financial abuse often happens under the radar. A person may be denied access to their own bank account, forced into debt, blocked from studying or working, or simply shut out of financial decisionmaking.

10%connection discount ontogeneral insurance premiums (excluding Travel insurance).* Easy a financial planner. * Easy connection a financial planner.* Lenders MortgagetoInsurance waived* *eligibility *eligibilitycriteria criteriaapplies applies

Getthe thebest bestin inhome homeloan loanservice service Get Recognisedas asBank Bankof ofthe theYear Year2024 2024by byRoy RoyMorgan, Morgan, Recognised P&NBank Bankoffers offersaward-winning award-winningservice servicewith with P&N experiencedmobile mobilelenders lenderswho whocan canmeet meetyou you experienced anywhereininthe thePerth Perthmetro metroarea. area. anywhere

Talkto toaalender lendertoday today Talk Scanthe theQR QRcode codeor orvisit visit Scan

BANKING

THE POWERFUL ALLIANCE AGAINST FINANCIAL ABUSE BANKS AND LAW ENFORCEMENT

Sponsored by CUSTOMER CUSTOMER SATISFACTION SATISFACTION AWARDS

For many victim-survivors, the abuse does not end when the relationship does and can continue through property settlements, debt repayments, and legal processes. These behaviours usually leave a digital footprint, such as drained bank accounts, hidden assets, or unusual transfers, which banks are uniquely placed to observe. Recognising and responding to financial abuse is essential, given its lasting effects on victim-survivors’ earning capacity, housing stability, and financial independence. On 10 June 2025, significant changes to the Family Law Amendment Act 2024 came into effect, strengthening protections for victim-survivors of coercive control and financial abuse.

Key changes include:

→ A clearer statutory recognition

BANK OF THE YEAR

ROY MORGAN

For more information, visit pnbank.com.au

2024 2024

www.pnbank.com.au/wapu www.pnbank.com.au/wapu

*View P&N Bank WAPU Member Offer terms and and conditions at www.pnbank.com.au/wapu full eligibility details. Banking andOther Crediteligibility products issued *View P&N Bank WAPU Member Offer Terms Conditions for full eligibility detailsfor available at pnbank.com.au/wapu. and bylending Police &criteria Nursesand Limited (P&N ABN 69apply. 087 651 876 Member AFSL/Australian Credit 240701. must be new P&N reserves Bank (refinances ofto terms andBank) conditions WAPU Offers are notLicence available withLending any other offers. P&NtoBank the right existing P&Nthe Bank loans arediscretion. excluded from this offer). For cashback: money loans of $250,000 and LVR of 80% less. withdraw offer at its Banking and Credit productsMinimum issued bynew Police & Nurses Limited (P&N Bank) ABN 69 or 087 651The 876Target Market Determination (TMD) for our products are available on our website or upon request. Other eligibility and lending criteria, T&Cs, fees & charges apply. AFSL/Australian Credit Licence 240701. Offer not available with any other offer. P&N Bank reserves the right to withdraw the offer at its discretion.

that family violence includes patterns of controlling behaviour (including non-physical forms such as economic control).

→ The court will now be required

to consider the impact of family violence (including financial abuse) on a person’s contributions, and their current and future needs, when dividing property after separation.

→ Expanded definitions of family violence now include hiding assets, forcing debt, and restricting access to finances.

→ In Western Australia, additional reforms are underway to align the State’s law with the Federal framework, including changes to evidence law and family violence responses.

Why is the banking sector so critical in this fight? Because banks see the transactions and account behaviour that others do not. This might include unusual withdrawals, transfers, or credit applications in the name of the partner or former partner, customers reporting they have been locked out of access to their own banking, or patterns of sudden loss of earning capacity that align with separation. At P&N Bank, we work with WAPU and other partners to ensure our frontline staff are trained to recognise red flags and respond appropriately. We’ve also built internal pathways so concerns of financial coercion are taken seriously and referred for support — alongside our collaboration with law enforcement, legal services, and victim-survivor organisations.

Doing our part also means actively educating customers and the community about what financial abuse looks like. Protecting victim-survivors isn’t just about responding, it’s about prevention and ongoing support. Financial abuse is often unseen, but its consequences are very real and, as the law begins to catch up, institutions like P&N Bank have a pivotal role to play. When banks, legal services, law enforcement, and victim support services collaborate, the safety net becomes stronger. By working hand in hand with these partners, we can help to protect victims, prevent further harm, and rebuild financial security after trauma.

GET IN TOUCH

To learn more about protecting against financial abuse, visit pnbank.com.au

Supporting the financial wellbeing of our police officers is critical – because when you’re supported, you can better support the communities you serve.

POLICE NEWS DECEMBER 2025 MCB167_WAPU_FP_DEC25.indd 1

31/10/2025 9:45:54 AM

FINANCE

Sponsored by

DRIVE INTO THE NEW YEAR WITH PAYWISE AND WIN!

READY TO GET STARTED?

WA Police Officers, it’s time to take the wheel on a smarter way to own your next vehicle – and potentially win a $1,000 gift voucher while you’re at it!

Visit paywise.com.au/wa-police to learn more.

From 1 November 2025 to 31 January 2026, when you request a quote from Paywise for a Novated Lease, you’ll automatically go into the draw to win a $1,000 gift voucher. Whether you're dreaming of a new car or simply exploring your options, this is the perfect opportunity to make your move. WHY NOVATED LEASING WITH PAYWISE? Paywise is proud to be an approved Salary Packaging and Novated Leasing provider for WA Police. With a novated lease, you can bundle your vehicle expenses – including fuel, maintenance, registration, and insurance – into one convenient pre-tax payment, potentially saving thousands over the life of your lease. Whether you're upgrading your current ride or looking for you dream car, Paywise makes the process simple, transparent, and stress-free.

Our team understands the unique needs of WA Police Officers and is here to guide you every step of the way with a 24-hour call centre on weekdays and available on weekends. Whether you’re ready to lease or just curious about your options, requesting a quote puts you in the running for a fantastic prize – and sets you on the path to smarter vehicle ownership.

LET PAYWISE HELP YOU DRIVE MORE AND SPEND LESS Start your journey today by requesting a quote – and you could be the lucky winner of a $1,000 gift voucher!

enter now

HOW TO ENTER THE DRAW Entering is easy: 1. Request a quote for a novated lease from Paywise between 1 Nov 2025 and 31 Jan 2026. 2. You’ll be automatically entered into the draw to win a $1,000 gift voucher. 3. Sit back and wait for the winner to be announced!

IMPORTANT DETAILS: → Only one entry per person is allowed during the campaign period. → This offer is exclusively available to WA Police Officers. → The winner will be drawn after the campaign ends and notified directly.

POLICE NEWS DECEMBER 2025

, E M I T T S O L H T U R T T S O L

A Widespread Problem Jon’s experience is not unique. We have been contacted by Members across the state who have reported discrepancies between their actual injuries and how those injuries are recorded by WA Police. Inaccurate records can have serious consequences. They can adversely affect individual officers in later years and distort WA Police’s reporting to Parliament. Figures for lost time to injury rely on internal records, and misleading entries can reduce the reported number of incidents, masking the true risks our Members face on the frontline. If incidents are classified as minor, unsafe practices may go unchecked, and other officers may be unknowingly exposed to preventable harm. Misclassification also affects workplace safety planning and resource allocation.

When Injury Records FAIL Our Members For years WA Police’s Health, Welfare and Safety Division has been accused of under reporting or incorrectly classifying workplace injuries. Serious, life-altering incidents have been recorded as ‘minor’ or ‘accidental’, and many have been logged as ‘0 days lost to injury’.

POLICE NEWS DECEMBER 2025

Even a seemingly minor clerical error can have serious consequences. Members relying on these records later in their careers, especially for medical retirement, compensation, or postservice care, may find their cases jeopardised by inaccurate data hidden deep in their files. One of our Members, and former WAPU Vice President, Sergeant Jon Groves, has experienced the personal impact of these inaccuracies and his story serves as a warning for all officers to check their own records to ensure accuracy.

A Case Study of Misclassification In 2001, while responding to a violent domestic incident in Broome, Jon intervened to protect a woman being assaulted by her partner. The offender, a large and muscular pearl diver, turned on Jon. During the struggle in oppressive wet-season heat, Jon suffered severe shoulder and knee injuries that required multiple surgical procedures and left him with chronic pain and lasting trauma. Over the years, the injuries worsened, and other violent incidents occurred, with hauntingly similar false and innocuous recording of the incidents by the WA Police Health, Welfare and Safety Division.

Jon’s experience extends far beyond physical injury. He has endured years of psychological trauma, including symptoms consistent with post-traumatic stress disorder. However, internal assessments have downplayed the severity of his injuries. Despite the severity of his injuries, WA Police records describe them simply as ‘Minor Bursitis’, caused ‘accidentally’, and recorded as ‘0 days lost to injury’.

I understand that in big bureaucratic organisations there may be some inaccuracies made in recording, but when does a mistake become something more serious? Sgt Jon Groves

In speaking with Jon, he expressed his frustrations and anger:

Despite repeated requests over more than a decade, WA Police has refused to correct the records. Correspondence, medical reports, and independent psychiatric evaluations have been ignored or dismissed.

"I placed myself between a vulnerable person and a violent offender. I knew I was going to get hurt, but I did my job. Now it is time for WA Police and the government to do theirs.

Twenty-four years later, Jon continues to experience vivid nightmares and psychological distress linked to the incident, conditions diagnosed by multiple external professionals as chronic. Yet in official records, his injuries remain classified as minor and ‘low grade’.

"The violent incident was not an 'accidental' incident. The offender made a direct beeline for me in order to continue his vicious assault on his partner, threatening me twice to get out of the way."

‘Low grade’ is not a descriptor normally expected to be used to accurately describe work-caused injuries and conditions requiring hospitalisation and surgery on over 50 occasions.

Another indicator of the inadequate record keeping within WA Police is that this incident occurred in Broome on 1 November 2001 and was reported the same day. The Health, Welfare and Safety Division's records are a full seven months out.

Why This Matters Medical records form a key part of an officer’s service history, determining access to support, rehabilitation, and compensation. When those records are inaccurate, officers may struggle to prove the link between their injuries and the incident that caused them, potentially affecting their financial security and retirement outcomes. By under-reporting injuries, WA Police risks failing individual officers and misrepresenting the reality of policing to Parliament and the public. Accurate reporting is essential for accountability, trust, and the long-term health of officers.

Checking and Correcting Your Records WA Police Union President Dave Flaherty has previously raised this issue with WA Police, calling for greater accuracy and the correction of Member records. We encourage all Members to review their medical records held by the Health, Welfare and Safety Division. Ensuring that the description of any incident matches the actual injury and circumstances is critical. See the check list above to know what to look for. Regularly reviewing these records can prevent future issues and ensure Members have the documentation necessary for medical retirement or compensation claims. Whilst we appreciate this can be timeconsuming and require extra effort, it may prove critical later in a Member’s career or after leaving the job.

C H E C K YO U R RECORDS Request yo ur incident and injury files.

Ensure inju ry type, cau se, and dates a re correct. Collect sup porting me dical evidence. Submit corr ection requ ests for any erro rs. Notify WAP U so we can advocate fo r you.

The Broader Implications Incorrect classification of injuries is far from a minor administrative issue. It undermines workplace health and safety reporting, affects officers’ careers and wellbeing, and risks giving Parliament and the public a misleading impression of the dangers faced by frontline police. In Jon’s case, serious injuries were labelled minor and their causes misrepresented, which calls into question WA Police’s commitment to officer health and wellbeing. It also raises concerns about the consistency and reliability of medical and psychological assessments conducted or reviewed by WA Police’s contracted psychiatrists. When independent assessments are ignored, officers may be denied proper recognition of the trauma they have endured.

Conclusion We urge all Members to take an active role in checking their medical and incident records. Ensuring that records accurately reflect the nature and severity of injuries is vital for individual officers and for the integrity of WA Police’s reporting. Jon’s story is a stark reminder of the consequences when serious injuries are minimised or misclassified. It is a call for accountability, transparency, and action. Accurate records, timely corrections, and proper recognition of injury are essential steps to ensure that our Members receive the support and respect they deserve for their service and sacrifices. POLICE NEWS DECEMBER 2025

WAPU UNVEILS A MODERN, FORWARD-THINKING BRAND

It encapsulates the spirit of solidarity that is at the core of WAPU, reminding every Member that together, they are stronger and more capable of achieving meaningful change.

to reflect its Members and Mission

In 2025, WAPU proudly launched a refreshed brand identity at its 89th Annual Conference, marking a significant milestone in the evolution of the Union. The new brand reflects WAPU’s modern, progressive, and united approach while positioning the Union for the future in advocacy, Member engagement, and community support. The rebranding project was the culmination of an extensive and inclusive process, designed to ensure that the new identity truly represents WAPU Members and the values the Union stands for. Recognising that the previous logo no longer resonated with Members, WAPU engaged a specialist creative team with extensive experience in Union and organisational branding. The goal was to develop a brand identity that was not only visually appealing but also meaningful, relevant, and capable of supporting WAPU’s strategic direction for years to come.

POLICE NEWS DECEMBER 2025

Member Focused

Developing the Logo

A critical part of the process was engaging directly with the people who matter most: WAPU Members. The project began with an intensive workshop with WAPU staff, exploring the Union’s current identity, its perception internally, and aspirations for the future. This foundational session helped the creative team understand the Union’s culture, strengths, and ambitions, forming the basis for the next steps in the process.

The logo itself has been carefully designed to be highly adaptable. Unlike the previous design, which was difficult to apply consistently across multiple platforms, the new logo is versatile, scalable, and ensures consistent application in digital, print, and environmental contexts. Importantly, the new logo clearly identifies the Union, rather than being confused with WA Police branding. This distinction reinforces WAPU’s independence while allowing Members to wear and display the logo with pride, knowing it represents their Union, not the broader police organisation.

Building on this foundation, WAPU then ran two separate Member input sessions. These sessions welcomed a diverse cross-section of Members, ensuring the new brand would reflect the Union as a whole, rather than a small segment. Members were asked for their honest opinions on the existing logo, what they felt it represented, and how they wanted the Union to be perceived in the modern landscape. Feedback was clear and consistent: the old logo was outdated and failed to resonate with the breadth and diversity of the Membership. Members wanted a visual identity that was future-proofed, relevant, and reflective of a Union that is progressive, united, and forward-thinking. Insights from these sessions informed the development of WAPU’s updated mission, values, and objectives. The creative team worked with staff to articulate the Union’s purpose and aspirations, which became the foundation of the new brand direction. A key output of the process was the development of a new tagline: ‘TOGETHER WE STAND’. This simple yet powerful phrase is more than a slogan; it is a call to action for all Members to unite as one, to support one another, and to work collectively to strengthen the Union. It encapsulates the spirit of solidarity that is at the core of WAPU, reminding every Member that together, they are stronger and more capable of achieving meaningful change.

Another key consideration was futureproofing the brand for longevity. Member groups emphasised the importance of an identity that would remain relevant for years to come and be easily recognisable. The design team addressed this by focusing on clean lines, modern typography, and a flexible graphic system. The new brand identity can now be applied consistently in Member communications, workplace materials, digital platforms, merchandise, and community initiatives, strengthening the Union’s visibility and coherence across all touchpoints. The launch of the brand at the 2025 Annual Conference marked the beginning of the rollout across all Union environments. Members, staff, and stakeholders were introduced to the refreshed identity and its messaging. The launch coincided with the upcoming release of WAPU’s digital and communication platforms, ensuring a seamless transition to the new brand in all Member-facing and public contexts. The Conference provided a platform to celebrate this important milestone, highlighting the Union’s commitment to innovation, professionalism, and responsiveness to Member feedback.

Investing in a strong brand is not simply a cosmetic exercise; it is a strategic imperative for a Union in today’s environment. A compelling and coherent brand enhances credibility and authority, enabling the Union to engage more effectively with government, stakeholders, and the wider community. In advocacy, a clear and recognisable identity helps WAPU communicate its positions with confidence, ensuring Members’ voices are heard and their issues understood. For community engagement, the new brand reinforces the Union’s professionalism and approachability, creating trust and positive associations with the work the Union undertakes to support Members and the broader public.

Moreover, a modern, cohesive brand strengthens internal culture and pride. Members and staff can identify with a shared identity that reflects their values and collective mission. It fosters a sense of belonging and reinforces the Union’s commitment to supporting every Member, whether in the field, on leave, or navigating the challenges of policing life. A strong brand provides a consistent narrative, one that articulates what WAPU stands for, why it exists, and how it operates to serve Members and the community alike. The tagline ‘TOGETHER WE STAND’ is central to this narrative, serving as a daily reminder to Members that solidarity, collaboration, and unity are the foundations of their strength as a Union.

A Final Note The process and outcomes of WAPU’s rebranding project highlight the importance of listening to Members and ensuring their voices shape the Union’s future. The staff workshops and Member sessions demonstrated that WAPU values inclusivity, transparency, and engagement, and the resulting brand reflects these principles. By combining Member insights with professional creative expertise, WAPU has developed a brand that is not only visually appealing but also meaningful, functional, and strategically aligned with the Union’s goals. As the new identity rolls out across all Union materials, platforms, and environments, WAPU looks forward to the opportunities it brings. The refreshed brand provides the foundation for more effective advocacy, improved Member communication, and stronger community connections. It also ensures that the Union remains relevant and recognisable in a rapidly changing social and professional landscape, positioning WAPU as a modern, united, and forwardthinking organisation.

SUPPORTING POLICE TO PROTECT.

Ultimately, WAPU's rebranding is about more than a logo or a tagline; it reaffirms the Union's purpose, values, and commitment to Members. With the launch of this modern identity and the rallying call of ‘TOGETHER WE STAND’, WAPU has strengthened its voice and renewed its commitment to being a Union that Members can trust, rely on, and proudly represent. WA W POALIPO CE LI UNCE IO

NUNION

TOGETHER WE STAND. wapu.org.a u

POLICE NEWS DECEMBER 2025

STELLA SHINES BRIGHT

THE FOUR-PHASE ROADMAP Stella's implementation has been carefully structured across four distinct phases, each building on the previous one to minimise disruption while maximising benefits.

YOUR NEW CRM SYSTEM TAKES SHAPE An update on the Union's digital transformation journey. When we last updated Members in June 2025, the Board had just approved the implementation of a new Microsoft Dynamics Customer Relationship Management (CRM) database to replace our aging system. At the time, it marked the beginning of an ambitious digital transformation that would modernise how WAPU serves its Members. Now, five months into the project, significant progress has been made behind the scenes to bring this vision to life.

POLICE NEWS DECEMBER 2025

Tackles the essential foundations. This phase focuses on migrating all Member data from our old system and establishing Membership billing within Stella. It also includes creating the holiday home booking system and calendar functionality, as well as enabling the electronic onboarding of new recruits. These fundamentals must be rock-solid before we can build the more visible Member-facing features.

PHASE 2 (Target: December 2025)

Our new database has been officially named Stella, a name that carries significant meaning. Derived from Latin and Italian, where it means ‘star’, the name was deliberately chosen to reflect three core principles that underpin what we want this system to achieve for our Members.

Guidance

Excellence

Like a star providing direction to travellers navigating their way, Stella will guide WAPU into a new era of Member service and operational efficiency. The system is designed to provide clear pathways for Members to access information, manage their Membership, and connect with the support they need, when they need it.

The word ‘stellar’ connotes outstanding performance and exceptional quality. This is exactly what we're aiming to achieve with Stella: a system that delivers excellence in every interaction, streamlines processes, and sets a new standard for how modern unions serve their members.

Just as individual stars connect to form constellations, Stella represents our Members coming together as a united community. The system is built to strengthen our collective voice, making it easier for Members to engage with the Union and with each other, supported by modern technology that brings us together rather than creating barriers.

PHASE 1 (Target: December 2025)

Meet Stella

Unity

Reaching Critical Milestones

Runs concurrently with Phase 1 and is primarily a behind-the-scenes phase that most Members won't directly see but will certainly benefit from. This phase builds the crucial infrastructure and integration points for our marketing and communications activities, including the integration of a sophisticated survey tool that will help us better understand and respond to Member needs and concerns.

PHASE 3 (Target: March 2026) Members will really see and feel the transformation. This phase delivers an entirely new website and Member portal that fundamentally changes how you interact with WAPU. Instead of relying on phone calls and emails for routine matters, you'll be able to manage much of your own information directly through the portal.

The Work Behind the Scenes These three principles are more than just aspirational concepts. They reflect our commitment to delivering a system that truly serves our Members' needs while positioning the Union for future growth and challenges.

While the visible changes won't arrive until December and March, a tremendous amount of complex work has been happening since June. Establishing the Microsoft environment involved significant technical planning and configuration.

Stella isn't just a database; it's a tool designed to strengthen the bond between WAPU and the Members we serve.

The project team has spent considerable time clarifying and documenting the business rules that will be built into Stella. These rules will automate many manual tasks that currently consume staff time, freeing them up to focus on direct Member support.

This includes updating your Membership status (moving to part-time, taking a career break, or returning to fulltime work), accessing and completing electronic forms such as wills and beneficiary nominations, booking holiday homes in real time and making instant payments, participating in online ballots for school term holiday home periods, and accessing comprehensive, up-todate information about your Member benefits and entitlements. The portal will be available 24/7, giving you control and convenience on your schedule, not just during business hours.

PHASE 4 Takes us even further by developing a comprehensive legal and industrial relations case management system. Members will be able to submit requests via streamlined online forms, while internal workflows will dramatically improve response times. The system will capture valuable data about the types of information and support Members are seeking, as well as tracking legal issues by category. This data-driven approach will give WAPU, for the first time, a clear picture of where Members need the most support, allowing us to allocate resources more effectively and identify emerging workplace issues before they become widespread problems.

The team has also undertaken a comprehensive policy review, revisiting existing policies and amending some to ensure perfect alignment between what our policies say and what our practice actually is. This alignment is crucial for a system like Stella, which will enforce rules automatically. Perhaps the most time-intensive work has been the data cleansing exercise. Our old system accumulated decades of data: some accurate, some outdated, some inconsistent. Every piece of required Member data has been reviewed, verified, and corrected where necessary to ensure Stella starts with a clean, accurate foundation.

On 6 November, the project reached a significant milestone: the first test billing run in Stella. This wasn't just a technical exercise. It was the first real opportunity to see whether all the planning, rule-building, and data work had come together correctly. The results informed necessary adjustments before go-live on 4 December 2025. This careful, methodical approach ensured we wouldn't be asking Members to deal with billing errors or system problems when we made the switch.

On Track and On Budget Despite the complexity and scope of this transformation, we're pleased to report that the project remains on time and on budget. This is a testament to the careful planning and professional project management approach being employed.

WHAT HAPPENS NEXT? The December go-live has now taken place and was largely invisible to most Members. You continue to receive your billing as normal, though it is now generated by Stella rather than the old system. The real transformation for Members comes in March 2026 with Phase 3, when the new portal launches and puts modern, convenient tools at your fingertips. We'll continue to provide updates as each phase progresses. Stella is shining brighter every day, and we're excited about the improved service and support it will enable us to provide.

POLICE NEWS DECEMBER 2025

26.9%

WHEN THE UNIFORM BECOMES A TARGET How the Threat to Australian Police has Changed Over 125 Years When an Australian police officer dies in the line of duty today, there's a troubling likelihood: it was a shooting homicide. While the overall rate of officers killed by gunfire has fallen dramatically over the past century, the nature of the threat has fundamentally changed. Officers now face a heightened risk of ambush attacks, and when shootings do occur, they're claiming a larger share of on-duty deaths than ever before. The WA Police Union recently completed a comprehensive analysis of shooting homicides of Australian police officers from 1900 to 2025. The findings paint a complex picture, one where long-term improvements mask emerging dangers that demand urgent attention.

A Century of Decline, with a Troubling Exception The rate of shooting homicides among Australian police officers has plummeted by 90 per cent since its peak in the 1920s, dropping from 13.8 deaths per 100,000 officers to just 1.5 deaths in the 2020s. This dramatic decline likely reflects stronger firearms legislation following the 1996 Port Arthur massacre, alongside general improvements in policing safety and equipment. Eighty-five officers have been killed in 78 separate shooting incidents over the 125-year period. The 1980s recorded the highest number with 14 deaths, while both the 1930s and 2010s saw just three deaths each. However, beneath these encouraging trends lies a stark reality: shooting homicides now account for a growing proportion of all police deaths on duty. In the 1990s, shootings represented 9.6 per cent of on-duty fatalities. Today, that

More than one-quarter of incidents, 26.9 per cent, happened while officers were responding to reported disturbances. Another 15.4 per cent 18

POLICE NEWS DECEMBER 2025

71.8%+

incidents occurred at either an individual's home or rural property

POLICE OFFICER SHOOTING HOMICIDES 1900s 1910s

13.4

6.2

1920s 1930s

13.8

3.4

1940s

6.3

1950s

4.0

1960s

5.4

1970s

3.0

1980s

Scan to read the full article

4.0

1990s

1.2

2000s

1.2

2010s

0.5

2020/25

1.5

figure has surged to 37.5 per cent. Nearly two in five officers who die on duty are now victims of shooting homicides, the highest proportion on record. As motor vehicle accident deaths among police have declined, shootings have become proportionally more significant. But more concerning is what this shift reveals about the changing nature of threats facing frontline officers.

The Geography of Risk More than half of all shooting homicide incidents, 51.2 per cent, occurred outside metropolitan centres. Over 71.8 per cent of incidents occurred at either an individual's home or rural property, or on open streets. In metropolitan areas, streets and footpaths were the most common location at 42.1 per cent. In regional areas, private dwellings topped the list at 52.5 per cent.

of incidences happened while officers were responding to a reported disturbance

25% 31%

5% 5%

D welling – Private Street Footpath Bushland Police Station Tavern O ther

occurred during foot or vehicle pursuits, and 14.1 per cent took place while officers attempted to effect an arrest. At least five incidents occurred while serving warrants or legal notices, with two of these happening in 2025 alone.

Frontline Officers in the Firing Line When it comes to rank, Constables and Senior Constables face the greatest risk, together accounting for almost two-thirds of victims.

Constables alone represented 38.8 per cent of deaths, while Senior Constables made up 27.1 per cent. This concentration among frontline ranks reflects the reality that Constables and Senior Constables are most likely to be first on scene at volatile incidents. These are the officers responding to domestic disturbances at 2am, pursuing armed offenders through darkened streets, and approaching vehicles during high-risk traffic stops.

All but one of the 85 victims were male. The average age of victims generally declined over the decades from 46 years in the 1910s to 37 years in the 2010s. However, the average age of the six officers killed between 2022 and 2025 jumped to 43 years.

POLICE OFFICER HOMICIDES - RANK

12%

33% 23%

13%

Sen Constable 1/C Constable Constable Auxiliary Commissioned Officer Snr Sergeant Sergeant

1% 1%

An Accelerating Threat From December 2022 to August 2025, four shooting homicide incidents claimed the lives of six officers. The average time between these incidents was just eight months, barely half the historical average of 1.5 years. When compared to civilians killed by police, the risk officers face becomes even clearer. The rate of police officers killed by shootings remains 30 to 50 times higher than the rate of civilians shot by police. Officers entering volatile situations face dramatically elevated risks compared to the general population.

What This Means for Policing The Rise of Ambush Attacks

Police officer shooting homicides – Ambush victims

Perhaps the most disturbing trend in the data concerns ambush shootings. An ambush is defined as a premeditated attack involving planning and calculated execution of that plan. Since 1900, 10 Australian police officers have been killed in ambush attacks. Five of those deaths, half the total, occurred between 2022 and 2025.

Since 1900s

This concentration of ambush killings in recent years represents a fundamental shift in the threat environment. Officers are increasingly facing offenders who actively plan to kill police, rather than spontaneous violence during confrontations. The fate of shooters has also changed dramatically. More than two-thirds of offenders were historically arrested or

1 1980s

3 2020 - 2025

surrendered to police. However, 60 per cent of shooters who either suicided or were killed in the immediate aftermath of incidents occurred between 1984 and 2025. This trend suggests offenders are increasingly committed to not surviving their attacks, a mindset that makes these confrontations even more dangerous for responding officers.

The data from 125 years of shooting homicides reveals a profession in transition. While improvements in firearms legislation, training, and equipment have reduced the raw numbers of officers killed, those who do die on duty are increasingly likely to be shooting victims. The rise in ambush attacks, the concentration of deaths among frontline Constables, and the persistent dangers of regional policing all point to an environment where the nature of threats is evolving faster than our responses to them. For the officers who put on the uniform each day, these aren't just statistics. They represent colleagues lost, families shattered, and the ever-present knowledge that responding to a routine disturbance or serving a warrant could be the last act of their career and their life. POLICE NEWS DECEMBER 2025

Historic WIN!

PAO MEMBERS SECURE NEW INDUSTRIAL AGREEMENT WITH BACKPAY

How Member Unity and Strategic Action Delivered a Landmark Agreement After 12 months of determined bargaining, Police Auxiliary Officers (PAOs) have achieved a significant victory, securing a new Industrial Agreement that rights historical wrongs and brings parity with other public sector agreements. The journey to this outcome demonstrates the power of collective action and strategic union organising when Members stand united.

A Different Approach to Bargaining This agreement marked the second time WAPU adopted Union Organising theory in the bargaining process, a strategic approach that puts Member voices and experiences at the centre of negotiations. The Union's starting point was having numerous information conversations with those involved in the previous agreement to identify what worked well, what needed tweaking and what should not be repeated. This groundwork proved essential in shaping an effective bargaining strategy. "We wanted to secure a new IA that brought about parity with other public sector agreements and Police Union IAs," the bargaining team explained. "But more importantly, we wanted to keep the bargaining room real." 20

POLICE NEWS DECEMBER 2025

The strategy was clear from the start: let PAO activists tell their stories directly to WA Police Employee Relations Division and Government Sector Labour Relations. Inform decision makers about the true working environments that custodial and non-custodial Members faced on a daily basis. Show the dedication, risk, commitment and frustration faced daily, and offer affordable, relevant solutions.

UNION! WIN

consistent messaging and genuine twoway engagement. At every stage, the Union engaged Members either through communications from the Union office or via the Members' group chat. If one lagged behind the other, efforts were made to ensure consistency in messaging. When offers came in, the bargaining team would review them with the Union's Industrial Committee, measure them against strategic aims, and then seek clear Member direction. This process of education and engagement became a defining feature of the campaign.

Members Led the Way

A Resounding Message

The bargaining team's approach was built on extensive Member consultation. Surveys identified what Members believed would be critical in retaining and rewarding PAOs. This feedback was supplemented by reviews of industrial and field queries, and analysis of what other unions were achieving across WA and Australia.

The first offer from Government and WA Police was met with an overwhelming response: 98% of Members voted NO.

These solutions came directly from Members themselves, generated from survey responses asking what would make the most meaningful difference in their working lives. The Union also reviewed patterns in industrial and field queries to identify recurring issues that needed addressing. Throughout the process, Members were kept informed through Union communications and Member group chats, ensuring

Members willing to provide honest feedback and participate in industrial action when called upon.

The message to those sitting across the bargaining table couldn't have been clearer. Members then provided equally decisive direction on industrial action, with 97% voting to commence low-level actions with escalation points.

This unity was recognised by government. Each time the Union prepared to commence actions, there was renewed emphasis from government to find solutions.

98% Members voted NO!

The Backpay Battle Behind the scenes, President Dave Flaherty and Senior Vice President Peter McGee maintained regular contact with WA Police and government about the bargaining process and Member frustrations over delays. As a Union, WAPU engages in the workplace, the community and in the political sphere to achieve good outcomes for Members. This multipronged approach proved crucial in maintaining pressure and momentum. The first offer had addressed some traditional wrongs, including additional leave for those at the Perth Watch House. The second offer went further, creating parity on overtime calculations and long service leave.

Members had provided clear direction on this point through feedback and Member votes. The message was unequivocal. Dave, Peter and the industrial team went back to fight for it. Within days, an agreement was reached. Backpay was in. 98% of Members voted YES

What Was Achieved! The new Industrial Agreement delivers: arity with other public P sector agreements

But one issue remained non-negotiable: backpay.

Additional leave for Perth Watch House staff

"We would not as a bargaining team, a Board or a Membership accept an offer that didn't have backpay", the team stated firmly. "Our Union hadn't caused any delays and why should Members pay for their pay rise from their own pockets?"

Improved overtime calculations Enhanced long service leave provisions

A COLLECTIVE VICTORY "We achieve these things as a collective", the bargaining team reflected. "We achieve these things because Members give us their honest thoughts and concerns and undertake Unionsanctioned industrial activities. “We achieve this through the dedication of our local branch officials, our Union Board's recognition that PAOs are critical to our success, and our paid staff and elected officials being dedicated to working towards achievable solutions." The success was built on multiple foundations: Members willing to provide honest feedback and participate in industrial action when called upon, dedicated local branch officials who kept their colleagues informed and engaged, a Union Board that continued to identify PAOs as being critical to the Union's success, and paid staff and elected officials committed to working towards achievable solutions. The new IA has righted historical wrongs, but as with all union work, there is still much to do. The agreement is now being drafted and implemented. Once bedded in, the process begins again because that's how progress happens. One determined step at a time, with Members standing united.

Full backpay for all Members POLICE NEWS DECEMBER 2025

WHEN CONSEQUENCES T N U O C T ' DO N

Kim Youle Sadlier PD 6124

The Erosion of Deterrence 5 2 0 2 d e t and the Toll on Police isla LegMorale Across Western Australia, police officers are confronting a disturbing reality: too often, the people they arrest are back on the streets before the paperwork is even dry. The community sees it, officers feel it, and yet the revolving door of the criminal justice system keeps spinning. Sentencing is meant to serve several purposes including punishment, rehabilitation, protection of the community and deterrence. But for many of our Members, deterrence is no longer part of the equation. Whether it is repeat family violence offenders, prolific burglars or serial shoplifters, the message from the courts is too often one of leniency rather than consequence. For officers holding the line, that reality is deeply frustrating and demoralising.

The Frontline Reality Ask any general duties officer about deterrence, and the answer is likely to come with a shake of the head. Many report arresting the same individuals multiple times in a single month, sometimes even the same week. For victims, that cycle is infuriating and frightening. For police, it is exhausting. One senior constable in the Southwest summed it up: "We are not seeing deterrence, we are seeing dependence. Offenders depend on light sentencing to keep doing what they do." The lack of meaningful consequences fuels recidivism and sends a dispiriting message to officers: that their effort, professionalism and risk count for little.

POLICE NEWS DECEMBER 2025

It is with deep respect that we remember Kim Youle Sadlier, who passed away recently at his home in Singleton. Kim joined the WA Police Force on 7 January 1980 and went on to become a dedicated police officer, a steadfast Union advocate, and a committed community volunteer.

Eroding Morale and Job Satisfaction Officers accept the dangers and pressures of policing because they believe their work makes a difference. When that belief is undermined, so too is job satisfaction. Members regularly tell WAPU that one of their biggest frustrations is seeing the same offenders walk free with little or no consequence. Officers pour energy into investigations, risk their safety making arrests and provide support to traumatised victims, only to watch offenders receive minimal consequences. When that happens repeatedly, cynicism creeps in, impacting retention, recruitment and mental health across the WA Police workforce.

The Community Connection

Those who knew him remember his quiet determination, his sense of humour, and his unwavering support for his colleagues.

It is time for a genuine review of sentencing practices in Western Australia, examining whether legislation, judicial discretion and parole conditions deliver the deterrent effect the community expects. WAPU has long advocated for policies that make the system fairer and firmer, ensuring that those who repeatedly harm others face real consequences and that police efforts are not wasted.

When sentencing fails to deter, crime escalates. Communities feel less safe, victims feel abandoned, yet the blame often lands on police rather than the courts. Members report increasing frustration from victims who assume police are "doing nothing" when offenders reappear on the streets. The reality: police are doing their jobs, the rest of the system is not.

Restoring Purpose to Policing

A Call for Balance and Accountability

Until sentencing better reflects community expectations and reinforces the consequences of crime, morale on the frontline will continue to suffer.

WAPU recognises that sentencing is complex and judges must weigh many factors. But the current balance is off. The pendulum has swung too far toward leniency. Without credible consequences, deterrence and respect for the law evaporate.

REMEMBERING

Deterrence is the foundation of effective law enforcement. When it fails, officers tread water instead of making progress. Restoring deterrence is both a justice and workforce issue. Our Members want to see their work mean something. They want justice delivered, victims supported, and offenders held accountable.

WAPU will keep pushing for reform out of respect for the officers who do their duty daily despite the system's shortcomings. It is time that duty was matched with justice that truly deters.

Kim was known for his stubborn determination and refusal to give up, qualities that served him well both on the job and in his Union work. He was a champion for officers’ rights, ensuring that police were recognised under the Work Health and Safety Act. Over his career, Kim worked across the State, with fondest memories from his time in Kalgoorlie, Karratha, and Emergency Operations. He was known as a good bloke who would always look out for his colleagues, whether offering practical advice, sharing a laugh, or quietly stepping in to support someone in need.

A Union Advocate Kim’s dedication to the WA Police Union was a defining feature of his career. From the moment he joined the Force, he was a Union Member. He was elected to the Board of Directors (Metropolitan Region) in 2006 for his first term and re-elected in 2009, serving a second full term and representing Members for several years. Colleagues remember him as a tireless advocate who always stood up for what was right, ensuring officers had the support they needed. Family was central to Kim’s life. He was a proud father to three children, Colin, Lynda and Lee-Anne. His daughter Lee-Anne Sadlier, a serving police officer, fondly recalls her father’s

advice to her when she joined the Force: “The three things you must do when you join: first, join the Union. Second, put money into Police Legacy. Third, put money into a Family Advisory Network.” This guidance reflected Kim’s lifelong commitment to supporting his colleagues and strengthening the policing community.

An Outpouring of Support News of Kim's passing prompted an outpouring of respect and fond memories from colleagues. Posts by his daughter, Lee-Anne, on a WA Police Facebook group received hundreds of reactions and comments, showing the high regard in which he was held. Many remembered Kim as "a good man with a charitable heart" and "a great mate who made a lasting mark". Others praised his knowledge and dedication, noting he was "always willing to pass on what he knew". One colleague recalled meeting him at the Academy in 1980, highlighting his "great humour, dedication to service, and true mateship". Even after retiring, Kim continued to serve his community. As a Justice of the Peace, he was always ready to assist police and community members at any hour. He volunteered with Police Legacy, the Variety Bash, and numerous ANZAC and memorial events. Kim also carried a deep pride in his family’s history of service, being a great-nephew of Victoria

A good man with a charitable heart and a great mate who made a lasting mark. Cross recipient Clifford William King Sadlier, and he worked tirelessly to honour and preserve that legacy through his volunteering and community involvement. Later in life, Kim faced his own challenges with PTSD, stemming from incidents he attended during the early years of his career. Despite this, he continued to contribute, quietly offering guidance and encouragement to other officers experiencing similar challenges. Kim’s life was defined by service, integrity, and a quiet determination to make a difference. He was the kind of person people knew they could rely on, whether as a colleague, a Union advocate, or a friend. Kim’s influence will be remembered by all who worked with him, and his dedication to his colleagues and community will not be forgotten. POLICE NEWS DECEMBER 2025

A MAJOR WIN for First Responder Wellbeing

UNION! WIN

Fortem Australia Secures Federal Funding for 2026 The Federal Government has taken a significant step toward strengthening the mental health support available to Australia’s police and emergency service workers, awarding nearly $3 million to Fortem Australia under the Mental Health Support for Emergency Service Workers Grant Program for the 2026 calendar year. This targeted funding recognises both the complexity of frontline work and the urgent need for specialised, accessible support for those who protect our communities.

A Grant Designed for Real Frontline Needs This grant is part of a national initiative aimed at addressing the increasing pressure placed on emergency service workers. Police in particular face repeated exposure to traumatic incidents, violence, critical emergencies, and high-stress environments. The government’s decision to fund Fortem acknowledges that officers require culturally competent mental health care delivered by people who understand the unique challenges of policing. The funding will be used to sustain and enhance Fortem’s services throughout 2026. This includes expanding access to clinical support, increasing the reach of resilience building programs, and ensuring that families continue to receive assistance as part of a holistic wellbeing approach.

For WAPU Members, this grant represents tangible investment in the wellbeing of serving and former officers, as well as their families. It ensures that Fortem can continue delivering its free, independent, and confidential services designed specifically for first responders.

For Members, the grant provides continuity, ensuring that proven mental health programs remain available without cost barriers or organisational influence.

These services include early intervention programs, trauma-informed psychological care, and practical wellbeing support tailored to the realities of policing.

Policing is not like any other profession. The impacts of frontline experiences often accumulate quietly, long after an incident has passed. Without proper support, these experiences can affect mental health, relationships, career longevity, and overall wellbeing. The Federal Government’s decision signals a growing recognition that first responders cannot be expected to shoulder these burdens alone.

POLICE NEWS DECEMBER 2025

Why This Grant Matters to Police

For Members, this funding means:

For WAPU Members, this grant represents tangible investment in the wellbeing of serving and former officers, as well as their families.

Fortem Australia and its Impact Fortem Australia is an independent, not-for-profit organisation committed to supporting the mental health and wellbeing of first responders nationwide. Their support model is built around evidencebased practices, clinical expertise, and practical wellbeing programs developed specifically for Australia’s first responder community.

The grant allows Fortem to continue delivering: Early intervention and resilience training that helps officers maintain wellbeing in a demanding job. Trauma informed psychological services for those affected by critical and high-risk incidents.

Guaranteed access to confidential clinical support that understands policing.

Family support programs designed to strengthen the home environment and build long-term resilience.

Continued early intervention programs that help manage stress before it escalates.

Community and wellbeing activities that reconnect officers with positive experiences and peer support.

Family inclusive services that recognise the shared impact of frontline life. Reduced delays and improved access to trauma-informed care. Independence from agency based systems, helping officers feel safe to seek help. This is not just a continuation of a service; it is a federal endorsement of the importance of specialised mental health care for officers and their families.

Fortem’s approach is person centred and culturally aligned with policing. This means officers do not have to justify or explain their experiences, something many find difficult in traditional clinical settings.

A Step Forward for First Responder Mental Health For WAPU Members, this grant is a reaffirmation that the mental health of police officers is a national priority. It ensures that an established, trusted provider can continue to offer independent services that protect and strengthen the wellbeing of those on the frontline. The grant also reinforces the message that police officers deserve high quality, accessible, and confidential support throughout and beyond their service. As demand for first responder mental health services continues to grow, investments like this demonstrate meaningful progress. WAPU welcomes the funding and will continue advocating for long term, sustainable mental health support for Members and their families. The 2026 Fortem grant is not simply funding; it is recognition, respect, and commitment, an acknowledgment of the sacrifices police make and the support they rightfully deserve.

POLICE NEWS DECEMBER 2025

NATIONAL POLICE REMEMBRANCE DAY National Police Remembrance Day is a time to reflect and pay tribute to the officers who have given their lives to protect ours. It is a day that unites us in a shared commitment to supporting the law enforcement professionals who safeguard our communities every day and night.

In a world where safety and security are vital, police officers are the frontline defenders of justice and order. They face the risks and challenges of their duties with courage and dedication, often putting themselves in harm’s way to protect us. This day reminds us that behind every badge and uniform is an individual selflessly serving their community, colleagues, and family.

Honouring Members On Monday 29 September 2025, officers across the nation came together to remember and honour those who made the ultimate sacrifice, while also recognising and appreciating the men and women

POLICE NEWS DECEMBER 2025

2025

who continue to serve and protect our communities. Their commitment to upholding the law, maintaining peace, and fostering trust within society is invaluable. Many of Perth’s key landmarks were lit up blue to honour fallen officers. These included Council House, Crown Perth, Elizabeth Quay, Kings Park, Matagarup Bridge, Perth Convention Centre, Police HQ, and The Bell Tower. Now in its seventh year, Light it up Blue continues as an annual commemoration of the brave men and women who have not survived their shift, paying respect to their service across Australia.

IN A WORLD WHERE SAFETY AND SECURITY ARE VITAL, POLICE OFFICERS ARE THE FRONTLINE DEFENDERS OF JUSTICE AND ORDER.

GET INVOLVED

FINDING BALANCE

40-mile-per-hour couch potatoes

Retired Greyhounds Supporting Police Wellbeing When your job involves responding to high-harm offenders and operating in high-pressure tactical environments, switching off at the end of a shift is not easy. But Armadale Police officer and WAPU Member Marlon Pritchard has found his life balance in an unexpected place, a gentle greyhound named Mr Valentine. "I'm a tactical intelligence officer on the rapid high-harm offender response team. It's a high-pressure environment", Marlon explains. "Having Mr Valentine when I get home has had such a positive impact on my wellbeing. He's affectionate, calm and has been so valuable for our mental health."

POLICE NEWS DECEMBER 2025

A Partnership That Works The collaboration between WAPU and GAP was designed with a dual purpose: to provide loving homes for retired racing greyhounds while offering police officers and their families a trusted source of support and companionship at home.

The Perfect Match For Marlon and his partner, the journey to finding Mr Valentine began on social media. "We actually had another dog in mind, but GAP's matchmaking process was excellent", he recalls. "They suggested Mr Valentine and when we met him, it was clear he was the right fit." What surprised Marlon most was how well greyhounds suit the unpredictable lifestyle of police work. "He's so easy-going. He's happy with just one or two short walks a day and the rest of the time he just hangs out at home. Even if I'm busy on overtime, he's flexible and content. I wasn't expecting how easy they are."

This adaptability is precisely what makes greyhounds such a good fit for police families, according to GAP Program Manager Lexie Ekert. "The partnership with the WA Police Union has been incredible, both for the hounds and officers", Lexie says. "The calm nature of greyhounds and their low maintenance make them a perfect fit for officers who work long or unpredictable hours. We've had wonderful feedback about the positive impact greyhounds have had on officers' mental wellbeing, especially factoring in the often-intense nature of their jobs."

More Than Just Pets The feedback from participating officers has consistently highlighted the mental health benefits of having a greyhound at home. In an occupation where the work can be traumatic, unpredictable and emotionally demanding, having a calm, affectionate companion waiting at home provides a vital source of stability and comfort.

who are content to lounge around the house for most of the day. This makes them ideal for shift workers who may have irregular schedules or long, unpredictable hours.

Greyhounds are known for their gentle temperament and surprisingly low energy levels despite their racing background. They're often described as ‘40-mile-perhour couch potatoes’ who are content to lounge around the house for most of the day. This makes them ideal for shift workers who may have irregular schedules or long, unpredictable hours.

WAPU Members interested in learning more about the greyhounds adoption and fostering program can contact the Union for information. GAP provides comprehensive support throughout the adoption process, including their proven matchmaking service to ensure the right fit between dog and family. For many police officers across WA, a greyhound is proving to be more than just a pet. They're a vital source of comfort, stability and wellbeing in a demanding profession where finding balance can be one of the toughest challenges of all.

A Growing Success Story With more WA Police families joining the program every month, the flourishing partnership between GAP and WAPU continues to demonstrate the unique role greyhounds can play in supporting those who serve the community. The success of the program is also providing more opportunities for retired racing greyhounds to find loving forever homes, creating a win-win situation for both the dogs and the families who adopt them.

POLICE NEWS DECEMBER 2025

Premier BAILS on conference

89th ANNUAL CONFERENCE The 2025 WA Police Union (WAPU) 89th Annual Conference, held on 24 and 25 November, delivered a productive, future focused and strongly unified gathering for delegates despite one significant disappointment. Under the banner ‘Standing Together’, this year’s conference brought Members, leadership and sector experts into the same room to work through the challenges facing policing in Western Australia and to chart a clear course for advocacy in the year ahead. From the outset, WAPU President Dave Flaherty opened the conference by reinforcing the importance of unity, clarity and courage as the Union continues to push for safer working conditions, meaningful reform, and the wellbeing of every officer who serves the state. Across the two-day program, delegates participated in plenaries, panel discussions and structured workshops examining priority issues such as mental health protections, staffing pressures, regional deployment, the cost of living impacts on officers, and the modernisation of police resources and technology. 30

POLICE NEWS DECEMBER 2025

A wide range of speakers contributed to the agenda, providing valuable insights and reinforcing the need for government to act. Senior legal and industrial experts unpacked the latest developments in police protections, while frontline Members shared lived experience around fatigue management, operational stress and the increasing complexity of frontline policing. Specialists across health, digital capability and workforce development offered practical frameworks for improvement, ensuring the conference remained grounded, actionable and Member focused.

A No-Show from the Premier However, the absence of Premier Roger Cook was felt deeply by the room. Delegates, many of whom travelled long distances and rearranged shifts to attend, expressed clear disappointment that the

For Members who have been vocal about the pressures they face, his non attendance was seen not only as discourteous but as a signal that key issues continue to be sidelined.

Premier did not take the opportunity to address the state’s police directly. Many held signs calling attention to the government’s continued failings on police welfare, resourcing and legislative support. For Members who have been vocal about the pressures they face, his non attendance was seen not only as discourteous but as a signal that key issues continue to be sidelined. Despite this, the conference itself was highly successful and constructive.

Future Priorities Delegates progressed a series of motions into WAPU’s action framework, strengthening the Union’s mandate on critical policy areas. Robust debate, strong participation and a solutions oriented mindset produced a clear set of priorities for the year ahead.

nce Shield Building your Resilie Dan Pronk

When the conference closed, it did so with renewed solidarity. ‘Standing Together’ proved not just a theme, but a statement of intent, a reminder that while challenges remain, the collective strength of the Membership continues to drive WAPU forward.

POLICE NEWS DECEMBER 2025

89th Annual Conference Dinner The WA Police Union held its 89th Annual Conference Dinner on 25 November, proudly sponsored by Paywise. Members and guests enjoyed an evening of great company and celebration following this year's conference proceedings.

WAPU Holiday Homes

DO YOU NEED AN APPLIANCE?

Experience Our Discount Buying Service

VIEW HOLIDAY HOMES ONLINE

SCHOOL HOLIDAY BALLOT APPLICATION ARE NOW OPEN! APPLICATIONS WILL ONLY BE ACCEPTED ON THIS FORM.

It can be emailed or posted to the Union office. Complete and return by Monday 12 January 2026 to: WA Police Union 639 Murray Street, West Perth WA 6005 Email: admin@wapu.org.au

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

Ballot winners will be notified via email. Upon acceptance of the date/holiday home, Members will be required to make a minimum deposit payment via a credit card payment link.

Results to be advised by Friday 16 January 2026

SEPT / OCT 2026

WEEKLY COST 7 nights

Name :

ALBANY

$1,176

PD No:

BUSSELTON VILLA 4

$1,764

Address (Home):

BUSSELTON VILLA 11

$1,764

BUSSELTON VILLA 15

$1,764

BUSSELTON VILLA 23

$1,764

ESPERANCE

$1,176

EXMOUTH

$1,294

PORT DENISON

$1,294

YALLINGUP

$1,067

Post Code: Work (Unit/Section):

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

THE ANNUAL CONFERENCE OUTCOMES 34

POLICE NEWS DECEMBER 2025

WEEK 1 26/9/26–3/10/26

WEEK 2 3/10/26–10/10/26

*Please note that these are school holiday rates.

Annual Conference is the primary administrative body over all matters affecting the general management and policies of the Union. The outcome and progress of all motions debated at Annual Conference can be accessed via the website.

See the latest outcomes by scanning the QR Code.

Let’s find you the best deal

Buy Smart

Trusted by Members

Use our extensive knowledge and buying power to ensure the best possible deal for members.

A personalised service, putting members needs first and trading responsibly with transparency.

Call: 9300 1221

com.au

Salary packaging in a nutshell Salary packaging lets you pay for things like a car as well as work-related expenses with money from your salary before tax. This could be a hassle-free way to reduce your income tax and access more of your money.

Drive away in a new car Have you been thinking about getting a new car and wondered how you were going to pay for it? Well, novated leasing from Maxxia could be just what you’re looking for. Novated leasing lets you salary package the cost of getting into and running a new car with some of your before-tax dollars – and potentially lower your taxable income.

SALARY PACKAGING

the Maxxia way 1300 123 123 maxxia.com.au/car-offers

Things you need to know: This general information doesn’t take your personal circumstances into account. Please consider whether this information is right for you before making a decision and seek professional independent tax or financial advice. Conditions and fees apply, and you should consider if they are acceptable before you accept any arrangements with Maxxia, along with credit assessment criteria for lease and loan products. The availability of benefits is subject to your employer’s approval. Maxxia may pay and/or receive commissions in connection with its services. Maxxia Pty Ltd | ABN 39 082 449 036.

New or used, we can help you find the car you want and negotiate with dealers to secure a great price that doesn’t include GST on the purchase price or any upfront fees. Once you’ve decided on the car you want, we will set up a salary packaging account. Then we can arrange a budget for your lease payments and running costs like fuel, registration, insurance and maintenance. The cost of everything is bundled into one regular payment drawn from your salary each pay.

What else can you salary package? Remote area benefits Don’t work in a major city? You might be eligible for remote area benefits that cover the cost of interest you pay on your mortgage; rent you pay; electricity or gas; and purchasing a property or land to build a home.

PACKAGING

Your employer has chosen Maxxia as your workplace benefits provider to bring you the best possible salary packaging experience.

Laptops and tablets If you’re in the market for a laptop or tablet that you use mostly for work, you can buy it outright and salary package the purchase cost.

Self-Education Courses, journal subscriptions and reference books.

Professional memberships and subscriptions Work-related memberships (including WAPU fees) and newspaper/magazine subscriptions.

Relocation Expenses If your employer requires you to move for work, you could be eligible to salary package the costs of relocation including connecting your utilities.

Financial advice fees For advice relating to salary packaging.

Airport lounge memberships

Additional Benefits Maxxia Rewards

Where can I find out more?

The Maxxia Rewards program gives you discounts and benefits at hundreds of retail outlets, department stores, attractions, travel, cinemas and restaurants nationwide. It’s free to join, so go to benefits.maxxia.com.au/rewards and register today.

Visit Maxxia’s website at https://www.maxxia. com.au/ to learn more about salary packaging, including simple calculators to help you determine your potential savings. Or by phoning the Maxxia Customer Care team at 1300 123 123

POLICE NEWS DECEMBER 2025

WA POLICE MEDICAL RETIREMENT SCHEME WHAT OFFICERS NEED TO KNOW To arrange a preliminary in-person or phone appointment contact us on (08) 9211 5800

CRIMINAL & DISCIPLINARY

PERSONAL INJURY

• The Corruption and Crime Commission • Courts of Inquiry • Criminal and disciplinary matters

• • • •

The Scheme was introduced in order to allow officers forced to retire because of injuries incurred in the course of their service to do so with dignity.

Road accident compensation Medical retirement Negligence and breach of duty of care claims Criminal Injuries Compensation

In reality, WAPOL’s treatment of officers has been anything but dignified.

Luke Officer

Daniel Weekley

Hanna Rogers

Tim White

Lianna Ferraro

Denise Abfalter

This article outlines the key entitlements, how permanent impairment (PI) is assessed, common delays, and why early legal advice helps.

What the Scheme Offers

FAMILY & DIVORCE

WILLS & ESTATES

1. Lump Sum for Permanent Impairment

• Children’s issues • Child support matters • Property settlements • “Pre-nuptial” style agreements

• • • • • • •

If you’re medically retired due to a compensable condition, you may receive a lump sum based on your assessed ‘whole person impairment’ (WPI). The standard cap is approximately $240,000.

Wills and Testamentary Trusts Enduring Powers of Attorney Enduring Guardians Advice to executors of deceased estates Obtaining Grants of Probate Estate disputes Death Benefit claims

2. Salary Bridging Payment Up to 12 months’ salary to support your transition out of active duty. 3. Vocational Rehabilitation Support

Vanessa Clark

Jacinda Hansen

Approximately $15,000 for retraining, education and jobseeking services to help you move into suitable work outside policing.

Nour Harb

4. Total Incapacity Payment

Perth Rockingham (08) 9211 5800 | tgb.com.au

If you’d like advice about your medical retirement entitlements, or if your application has stalled, please contact our team on (08) 9211 5800, or email me at dweekley@tgb.com.au.

Explained by Daniel Weekley, Senior Associate & Criminal Practice Leader SA & WA

When injury or illness forces a police officer to step away from duty, the transition can be sudden and uncertain. Western Australia’s Police Amendment (Compensation Scheme) Act 2021 provides a dedicated safety net for officers who are medically retired.

Leading Australian law firm, Tindall Gask Bentley is the legal services provider for members of the WA Police Union.

LEGAL

Complimentary initial 30-minute chat about your legal issue & a 10% fee discount for WAPU members, their families and retired members.

For permanent and total incapacity, a further lump sum may

be available of up to 75% of the lump sum. These lump sums can be tax-free, materially improving the overall benefit to you.

Permanent Impairment Assessments: What to Expect Independent specialist assessments You’ll usually see one or more independent medical examiners (IMEs) for example, orthopaedic or neurological specialists for physical injuries, or a psychiatrist for psychological injury. Their reports are used to calculate the severity of injuries. Methodology matters Assessors must apply scheme guidelines and apportion any preexisting conditions. Factual errors (missed diagnostics, incorrect dates, understated restrictions) can reduce the severity apportioned to your injuries. Evidence that can assist during assessments Operative notes, imaging, treating specialist letters, functional capacity evaluations and, for psychological injury, a clear chronology of exposure events and treatment all influence assessment of impairment.

using targeted submissions or independent opinions. • Coordinating benefits so outcomes align with superannuation/TPD and avoid offsets or adverse tax treatment. • Keeping things moving by escalating delays and closing ‘missing information’ loops.

Where delays occur On paper, the process seems straightforward. In practice, we are seeing delays caused by: • Conflicting or incomplete medical evidence. • Causation disputes (especially cumulative events causing psychological injury). • Documentation gaps (missing incident or rehab records). • Interactions with workers’ compensation or superannuation insurance. • WAPOL conducting secondary investigations impugning the veracity of records and reports. Delays create financial and personal stress. Early intervention usually helps.

How to strengthen your claim

Why Legal Help Matters at the PI Stage

Some practical steps can help ensure your claim progresses smoothly:

• Preparing the brief so assessors receive relevant records and a clear chronology, avoiding skewed apportionment.

• Start early by engaging before retirement is finalised so evidence is ready.

• Challenging under-ratings where guidelines are misapplied or restrictions are understated,

• Obtain quality medical reports that address methodology and causation. • Link injuries to duties with incident reports or supervisor statements. • Use rehab funding wisely for realistic retraining. • Seek legal advice.

Why legal advice matters This process is a once-in-acareer event. The law is complex, the paperwork demanding, and delays are common. WAPOL’s first priority is the organisation and not you. WAPOL will put its own operational interests and biases ahead of your wellbeing and future. Having someone in your corner to prepare evidence, challenge incorrect decisions, and coordinate entitlements can make a decisive difference, both financially and personally.

Final Thoughts The WA Police Medical Retirement Scheme recognises the service and sacrifice of police officers. Accessing benefits, however, is evidenceheavy and time-sensitive. By acting early, assembling comprehensive records and getting the right advice, you can ensure the support you receive reflects your contribution to the community.