WAPU Police News September 2025

RACEHORSE to DONKEY

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President's Report

DAVE FLAHERTY >>

We are currently in a very important period for our Union, with significant campaigns underway to secure fairer conditions for every Member. From challenging unfair public holiday practices to fighting government inaction, we are working hard to ensure your rights are protected.

PUBLIC HOLIDAY DISPUTES

We Are Holding the Line

We are in the thick of two critical hearings in the Industrial Relations Commission. The first is about WA Police failing to comply with the law when it comes to public holiday requests.

The legislation is clear: there are proper requirements, timelines, and processes for making requests, a Member’s ability to refuse the request and then the requirement. When those are ignored, your rights are eroded. We will not let that happen without a fight.

The second case concerns an officer injured on duty, only to have the injury disputed. This is not just about one Member; it is about ensuring the system treats injured officers with fairness, dignity and respect. These matters will set important precedents for every Member. If we do nothing, nothing changes, and that is not an option.

Fixing the Public Holiday Compensation Mess

We have secured trial cases to challenge WA Police’s failure to follow the law, including a case where a Member was denied public holiday reimbursement while on annual leave, which is another requirement under the Act.

The September public holiday is around the corner. Some regions have alternate dates already passed, but every Member is involved.

The process is outlined in our newsletters and on the WAPU website. We are running online workshops to ensure you know your rights and how to exercise them.

Let us be blunt. The handling of public holiday provisions, and the application of any fair compensation has been an absolute mess. Eight public holidays have passed, three are still to come, and the process is still inconsistent and unfair across the state.

You give up time with your families, you cover for each other, you keep the job running, and when it comes to fair compensation you are stonewalled and ignored, because of your good will. We will keep the push on until this is fixed.

PAO OFFER

A Slap in the Face

The latest Police Auxiliary Officer offer is simply not good enough. It fails to respect the critical work PAOs do and instead of closing the gap with sworn officers, it widens it. The offer only arrived after WAPU took the matter to the Industrial Relations Commission. If we had not pushed, there would be no offer at all. PAOs are essential to frontline policing. This deal sends the opposite message. We will not stand for it. Whilst we need to bargain in good faith, there comes a point that we are quickly approaching and if necessary, we will escalate.

More than

CEO RECRUITMENT Nearing the Finish Line

officers are injured, waiting, and left with no certainty.

MEDICAL RETIREMENT

Officers Left in Limbo

More than one hundred officers remain injured, waiting, and left with no certainty. We know effort is being put in to speed thing up for these officers and Members working in these areas are doing the best they can, it is the drawn out process that is putting people at risk. The government and agency must fix this broken system now.

A Full Board, New Energy

Following the recent election, our Board is now at full strength. welcome Matt Gren and Mike Ruffle, whose energy and perspectives will be invaluable. That said, the election process itself was not good enough. Unfortunately, the rules that we must follow means it is run by the Australian Electoral Commission, we will be providing direct feedback.

We received 80 applications for the CEO position, shortlisted to ten, then four for formal interview. Interviews have now been completed, background checks completed, expect to be able to announce and introduce our new CEO shortly. This is a crucial appointment for our Union’s next phase.

NATIONAL ADVOCACY Federal Action Needed

In Canberra, I recently joined other police union and association presidents to push hard for practical reforms and increased benefits: the salary sacrificing mortgages, early access to superannuation, and a national health card, like the one the military has are still on the agenda, as well as ways to tackle the increasing incidents of mental health issues for police officers. While we have some commitments from both sides of politics, I am not satisfied they are doing enough or even concerned at a national level.

More than 7,000 police vacancies exist nationwide as the population increase continues.

This demands urgent federal intervention and I’ll keep the issues at the front of house.

You give up time with your families, you cover for each other, you keep policing running, and when it comes to fair compensation you are stonewalled and ignored, because of your good will. We will keep the push on until this is fixed.

Meetings with WA Police Leadership

I have met with Assistant Commissioner Coombs and then Acting Assistant Commissioner Morton from Legal and Standards to discuss ways of reducing the stress Members endure when subject to managerial investigations.

I have also engaged with WA Police seeking answers to questions on the Career Transition Proposal, which remains only a proposal at this stage and the Home Ownership Subsidy Scheme.

If you have concerns, email the project owners and copy in admin@wapu.org.au so we know what is being raised on the ground and can assist where possible.

A Tragic Reminder of the Risks You Face

The death of Senior Constable Keith Smith in Tasmania, killed while serving a routine court process, is a sobering reminder of the dangers you face every day.

Your professionalism and commitment do not go unnoticed but don’t ever become complacent when doing routine tasks.

As I write this, I have just been informed of a tragic incident in Victoria where two police officers were killed and another was shot and injured while attending a remote location. My heart goes out to the families, colleagues and communities affected by this devastating news.

STANDING TOGETHER FOR CHANGE

Your Union is here to fight for you, for your rights, your conditions, and your future.

But we cannot do it without you. You, the Members and your collective efforts are the strength of our Union. Stay engaged, speak up, attend your meetings and back your branch officials. Whether it is public holiday rights, fair deals for PAOs, or fixing medical retirement, every win comes from Members refusing to accept second best.

We will continue to hold the line. We will challenge government and agency inaction. And we will demand the respect you have earned. Stay safe, stay strong, and thank you for standing with your Union.

1,500

At P&N Bank, we believe it’s important that everyone feels confident and comfortable to have open, supportive conversations about money – especially with the young people in your life.

Police officers face unique challenges – emotionally, mentally, and financially. Irregular hours, shift work, and the demands of frontline roles can make it difficult to stay on top of day-to-day finances. Financial difficulties can add stress, impact mental health, and even affect an s ability to perform their duties effectively.

If you ask the Gen Zs or Alphas in your world, you’ll discover not only where they’re shopping is different – TikTok is the new shopping centre and Google search, but more importantly the way they pay is different too.

Up against cost-of-living pressures, Gen Z and millennials are leaning heavily on low-cost credit models, where previous generations may have used lay-by, Gen Z buys now and pays later.

In fact, 57% of Gen Z and millennials report having used a buy now, pay later provider in 2024 – a 20% increase for Gen Z from 2020, according to Finder.

Their research also found 38% of Gen Z and Gen Y admit to spending more than they earn, compared to 20% of Boomers.

At P&N Bank, around one in 10 customers use post-pay services, with Gen Z among the highest users. Used appropriately, buy now,

pay later services can be helpful – breaking down payments into smaller instalments. But chasing sales using credit can quickly spiral into long-term debt with real consequences.

Missed payments incur fees, and late payments or accrued debt may impact a person’s credit score or lead to debt collection, affecting their ability to borrow in the future.

According to the Australian Finance Industry Association, Australians spent about $22.9 billion through buy now, pay later services in the 2023 financial year. Credit reporting agency Equifax estimates around 5% of 18 to 24-year-old users were in arrears, potentially making it harder to buy a home down the track.

So, what questions can you ask yourself – or the young adults in your life – when it comes to making informed money decisions?

Do you use buy now, pay later services, and have you considered other payment methods like lay-by or pre-paying in instalments?

Do you know how another debt might affect your budget, and can you truly afford the purchase?

If you must use post-pay options, you could use strategies like paying ahead of time, using a debit card, or sticking to a budget.

If someone is already struggling, debt consolidation might help. Simplifying multiple debts into one fixed personal loan could reduce fees and interest. P&N Bank can help. New regulations are now in effect to provide stronger protections for buy now, pay later users. But guidance from someone you trust still matters most.

How Police can Control Type 2 Diabetes

TIME CATCHES UP TO YOU

For many people, somewhere in the 30’s, priorities around health change.

While our waistline used to dictate what we put in your mouths, as we get older, good health becomes the priority.

Sometimes, this mindset shift is a diagnosis. And there’s one that starts to become more common in the 40s: Type-2 diabetes.

Type 2 diabetes is the result of your body producing insulin, but not using this pancreatic hormone effectively, as the body intended.

The wide range of symptoms include thirst, headaches and weight gain.

Being over 45 and having a history of heart disease are risk factors. But what’s more important to know is what you can control.

For example:

• weight control

• healthy diet (with low cholesterol), and

• physical activity.

THE DAILY BIOLOGICAL ROLLERCOASTER OF POLICING

But for shift working police, this is harder. According to ex-officer and acclaimed author, Dr Gilmartin, “police experience an elevated adrenal cortical sympathetic stress response, causing the liver to release glucose.

The pancreas responds by secreting insulin to allow glucose to enter the cell.”

Chronically elevated levels of insulin start a string of problems that make up metabolic syndrome, including type 2 diabetes.

Gilmartin advocates going to the root cause: keeping insulin levels under control.

WHILE NO CURE, A HEALTHY LIFESTYLE CONTROLS IT

You must manage type-2 diabetes because it's progressive. Diabetes Australia notes that sufferers are 4 times more likely to suffer heart attacks and strokes.

It’s also the leading cause of preventable-blindness. Amputations are 15 times more common and mental health disorders affect 30% of people with diabetes.

Police officers need to focus more on eating well to manage blood glucose levels. Regular exercise will complement this, helping to lower blood pressure and weight.

Medication is often required to support the body’s processes.

Specialists can make eating plans and exercise programs that are realistic to manage. Blood glucose monitoring habits are important to solidify with police officers who experience fragmented work settings.

Open communication with colleagues and departments can ease the pressure of ‘finding time’ or private areas to test levels.

Speaking with a dietitian will help improve your diet and nutrition.

COVER LIKE NO OTHER

Police Health understands the unique health needs of the police community, because we’ve been looking after them for 90 years. Whether you’re already a member, or interested in becoming one, call us to find out how to get the most out of our cover and benefits. We’re here to help.

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FROM RACEHORSE TO DONKEY

Whether in the field, the barracks, or the mess, I always tried to be the best I could be, a ‘racehorse’.

Policing Career

The early years... I was brought up to always be the best that I could be in whatever I put my mind to. From a young age I was a carer, always supporting and looking after those around me, whether family, friends or colleagues.

My father was a police officer, my mother a nurse, and my grandfather a staunch warrant officer in the RAF, so a sense of duty and right and wrong was instilled from an early age. I had two younger brothers who required looking after, even while I was a young boy myself.

Mining and Emergency Services

After left school, I worked in the mining sector as an apprentice heavy-duty fitter and first-class machinist and competed in a number of national-level skills competitions representing my company. I worked in the mining sector for some time and became involved in mine rescue, eventually moving into the emergency services field.

My goal at the time was to help others, particularly those who had been involved in an incident that potentially threatened their health, welfare, or worse. As an emergency services officer, I was trained as a firefighter, ambulance officer, industrial paramedic, rope rescue operator, and much more.

On three occasions, trained teams to attend the national mine rescue competitions as both a team member and team manager. I always strived to be the best I could be, a ‘racehorse’.

Military Service

I joined the army as a young man determined to serve my country, as believed I should. Over 30-odd years, I moved up the chain of command,

eventually obtaining the rank of captain and the position of Squadron 2IC and Operations Officer.

I never once forgot where I had come from and those who had helped make me the emerging leader I was. Coming from, and serving with, junior soldiers and witnessing amazing warrant officers and commissioned officers is what made me the man was, and I believed that respect was earned, not given.

I strived to be qualified in as much as I could, becoming one of the first multiinsertion and skills-qualified soldiers in the regiment. Whether in the field, the barracks, or the mess, always tried to be the best I could be, a ‘racehorse’.

Later in life I joined the Western Australia Police Force, again to serve my country and in particular the community live in. I worked in both metro and country as a general duties officer and again sought whatever further training I could get.

Among the further qualifications I achieved were weapons and tactics trainer, armourer, member of the district response group, and a bomb response operator. This culminated in a career highlight of working on the ‘Royal Tour’ during the Queen’s visit for CHOGM in 2011. Once again, I was trying to be the best could be, a ‘racehorse’.

The Accident

At approximately 2100 hours on Saturday 3 March 2012, my life was turned upside down. I did not appreciate at the time the effect that this day would have on me for the rest of my life. As a result of an accident following a relatively mundane event, I found myself lying on the side of the road injured, although at the time the severity was not evident.

Once stabilised and conveyed to hospital, I was informed that a surgeon would come and see me in the morning. I was confident this was a small speed bump in my journey. I had a plan for my career and this did not fit into it. My plan was to complete another few years ‘on the road’, then apply for promotion and

I joined the army as a young man determined to serve my country, as I believed I should. Over 30-odd years, I moved up the chain of command, eventually obtaining the rank of captain and the position of Squadron 2IC and Operations Officer.

strive to eventually command my own country station.

It was a simple plan to get back on track. I was a ‘racehorse’, was competitive, and I needed to get back out there. However, an orthopaedic surgeon visited and blew that out of the water with comments like, “We may have to fit you with a prosthetic,” “You will never be able to touch the top of your head again,” “You won’t be able to work as a front-line police officer again,” “This will take years of recovery,” and more.

I was told they would set up two operating theatres, side by side. They would open me up in one theatre and have a look to see if the surgeon could do anything to repair the damage. If not, they would wheel me next door and fit a prosthetic shoulder and upper arm. knew he was being honest and up front, but I didn’t want to hear that. After all, I was a bloody ‘racehorse’, and what about my plan!

This was the first time that I reached out for help. made two calls to welfare, a call to the chaplain, and another to the Union. Unfortunately, nothing eventuated from any of those calls at the time. underestimated the impact that this ‘silence’ would have on me later.

The surgeon’s final comment before went under the knife was, “Let’s just have a look and see what I can do”.

I woke to find I still had my own arm, and the nurse’s comment was, “He did his best”.

Recovery and Setbacks

Ten days in hospital followed by nine months at home, six of those confined to a chair, were very hard, not just on myself but also my family. We had two young children still at junior school, my elderly and sick parents had moved into a unit we had built on our rural property, and we had a mortgage like everyone else.

The financial difference between what I was earning pre-accident, compared to what was earning post-accident was significant, in the range of $25,000 a year. My wife returned to her previous job in the mining sector after our children started school. To make up the difference she eventually took FIFO work, and she’s remained there ever since. I started thinking what a failure was. Would I ever be a ‘racehorse’ again?

I spent nine months alone, at home, confined to a chair for long periods of time. I was unable to drive a car for much of that time, and had no outside contact or welfare assistance other than a few friends and family. Again, I thought I was okay with that, but I was wrong.

By December 2012, I was mentally drained, frustrated and bored, but now able to drive. I could do menial tasks after following a strict physiotherapy and swimming pool routine, so decided to try to return to work.

At this stage, my orthopaedic surgeon advised me that it would still take a long time to be able to return to operational duties, if ever.

I relished my new role as I was given a number of courses to rewrite and deliver for junior police officers. My view at the time was that if I could not be ‘out on the road’, I could at least help those who were.

I know that everyone’s battle is different, and judge no one. This is mine. I worked hard to become operational again, then lost it every time I had another surgery, only to regain it then lose it again, over and over. Every day when swing out of bed, and trust me sometimes I don’t feel like it, start a new day and strive to be the best can be, one day at a time.

Along the way I have suffered in my personal life like many others. I have lost a child, buried my grandson (literally), been divorced, watched my son move to the other side of the world after the loss of his family, cared for my mother as I watched her die slowly, and now do the same for my father. have lost friends and family as well as comforted many others who have suffered similar fates.

But I have been blessed with a wonderful wife, four amazing children, three grandchildren, a great family, a few good friends, and a good life so far.

extremely frustrating, hard and tiring. One of my favourite quotes is “not waving, drowning”, a reference to the fact that what you see is not always what is happening.

I have finally accepted that my physical injuries have defined me as a non-operational police officer. However, I refuse to let my state of mind be given a label like post-traumatic stress disorder or some other definition.

Changing the word “disorder” to “injury” has made it easier to accept, but for me, not now, maybe later. I am too busy trying to move on and I still have a long way to go.

I cannot allow myself to live in the past because that puts me back in that damn hole. My past is my history, and I am trying hard to work on my future by concentrating on the present. have removed the rear-view mirror on my life so can only see forward.

I understand how even the smallest things can have a huge impact on an individual, and no one truly knows how others are feeling or what they are dealing with.

Given this news and the knowledge that my restrictions were putting huge pressure on the small station I worked at, I applied for a position at the Academy. This would allow the station to fill my position and give me a chance to recover and possibly become fit enough to be that ‘racehorse’ again.

In April 2013, 13 months after my accident, I received my first welfare call. Words to the effect of, “I see you’ve had a fair bit of sick leave lately; can we help you at all?” “No, not now,” was my response, or words to that effect, and that was the end of that.

I relished my new role as was given a number of courses to rewrite and deliver for junior police officers. My view at the time was that if I could not be ‘out on the road’, could at least help those who were. When returned to work, I found that all of my previous qualifications had been taken away from me, despite my assertions that would one day be back to my former self and able to perform those roles again. That was a big kick in the guts and another huge hit to my self-esteem.

From Racehorse to Donkey

Unfortunately, over time I struggled within myself with the whole situation, frequently asking myself things like, “What am doing?” “Will ever be able to work again?” “What do people think of me?” “Have I let myself, my family and the job down?” had a general feeling of worthlessness. I couldn’t go out on

the road, was constantly recovering from more surgery or treatment, and felt stressed, angry, tired, and was taking too much medication for way too long. had fallen into a hole.

I was no longer a racehorse, had become a ‘DONKEY’!

One day, as I was on my way to see one of many psychologists, asked myself, “What do they normally do with an injured or worthless racehorse?” If it was completely worthless they destroyed it, or let it go, normally to the glue factory. I did not want that.

Then I remembered my uncle used to work as a manager at a renowned horse stud and had worked there a few times when I was younger. remembered that when a valuable horse, or racehorse, became lame or injured they would put it in a paddock to rest. They could not put it with healthy horses, as they would run around and re-injure or aggravate the sick or injured horse.

They would put it in a paddock with an older horse or a donkey. The donkey provided company and companionship for the sick horse and kept it calm, which assisted in the recovery and wellbeing of the horse. This made the donkey a valuable asset to the stud.

Living With Injury

had previously discussed a number of issues, treatments and remedies with a number of doctors, counsellors, and psychologists in numerous appointments up until then. These

ranged from discussions on dealing with PTSD, stress and anxiety management, medication, cognitive therapy, available courses and treatments.

I explained my racehorse theory to one psychologist and when finished it was like someone had taken a heavy greatcoat off me. sat there thinking, yes, I’m a donkey, but without those donkeys in the paddock there would be a lot of injured and sick racehorses suffering alone and in silence.

I decided that if I could no longer be a competitive racehorse, I would be the best damn donkey I could be.

I have been hospitalised 13 times in 13 years. have had six shoulder operations, a bicep reattachment, screws fitted in my foot, torn ligaments removed from my hand, broken both wrists and have four blown discs in my lower back, which will require surgery at some stage later in life. I developed an unhealthy love of hospital food.

Yes, my accident and subsequent injuries were a result of me doing my job, but I do not blame my job for my situation. I have had numerous surgeries to repair my physical injuries, however despite the counselling and psychologist visits, which are invaluable and necessary, I was still injured inside.

Since my accident I have been hurt, angry, felt ignored, been in constant pain, aggressive, impatient, hated crowds, would not socialise, lost friends, drank heavily, avoided confrontation, relied on medication, and wanted to end it all a few times. can’t sit with

I realised that my personal recovery is ultimately my own doing. No one can fix me but me. I have to want to get better in order to live a better life. I deserve that, my family deserves that, and my friends and colleagues deserve that.

my back to the door, I am more hypervigilant than ever before, eat when am stressed, I get stressed because eat too much, I try too hard or I don’t try at all, I doubt myself, and I have selfesteem issues, just to name a few.

But I realised that my personal recovery is ultimately my own doing. No one can fix me but me. have to want to get better in order to live a better life. I deserve that, my family deserves that, and my friends and colleagues deserve that.

Reflections

I once read a few sayings that resonated with me at the time:

“If you spend your entire life with the mentality of my trauma stuffed me up and that’s why I am the way I am, instead of learning how to heal and grow from your trauma, you are your own problem.”

And another:

“Your triggers are your problem; you can’t expect the world and those around you to change everything just to accommodate them.”

On 17 March 2022, ten years and 14 days after my accident, my specialist informed me that my physical recovery had in fact reached the point where there was no longer any more room for improvement. Any further injury would result in permanent and irreparable damage, and the next stage of repair would be a complete shoulder replacement, possibly on both sides.

On top of this, the damage to my back is progressively worsening and pain episodes are becoming more frequent. Added to this are a string of additional health issues with my body, including developing a lung disease, which requires additional monitoring, surgery and treatment. I still have a battle to fight.

This news was a huge hit to my self-esteem, pride and aspirations, and struggled with the next step in my career. Where do I go, what do I do, how will be viewed and treated? I have done everything asked of me to assist with my recovery, and I appreciate the assistance I was given along the way, but I never thought it would come to this. I honestly thought I would be a racehorse again.

I still refuse to let my physical and mental issues define who I am, and that can be

I now put my energy into helping others: the sick, the injured and the unwell, as well as supporting the families and colleagues that have lost their loved ones and friends.

I am a donkey and will never race again, but am the best donkey can possibly be.

WAPU PUSHES WAIRC

TO FAST-TRACK FIRST OFFER FOR PAOs

After months of stalled negotiations and no formal response from WA Police, our Union took decisive action by seeking intervention from the WA Industrial Relations Commission (WAIRC) in the ongoing Police Auxiliary Officer (PAO) Industrial Agreement negotiations.

This important step followed more than eight months of inaction since the agreement expired. Despite repeated meetings and commitments from the State Government and WA Police, no formal offer had been received, prompting us to escalate the matter to the Commission.

WAPU President Dave Flaherty said our Union had exhausted all avenues before seeking WAIRC assistance.

“We did not take this decision lightly, but enough was enough,” Mr Flaherty said.

“Our PAO Members are a critical part of frontline policing and deserve to be treated with respect. That starts with a fair offer and a process that does not drag on indefinitely.”

Following WAPU’s appearance, the WAIRC secured an undertaking that a formal offer would be provided. That offer was finally received by the Union on Monday, 30 June 2025, and was immediately reviewed by WAPU’s Industrial Team.

OFFER REJECTED BY 98 PER CENT OF MEMBERS

The review process included a detailed comparison against the Union’s log of claims. Unfortunately, the first offer did not meet Members’ expectations. A ballot was conducted, and the response was emphatic. 98 per cent of PAOs voted to reject it.

WAPU President Dave Flaherty said the result spoke for itself.

“Our PAOs have been more than patient throughout this process,” he said.

“The rejection is not just about wages and conditions. It is about respect and recognition. They deserve the same urgency and commitment shown to other officers when negotiating agreements.”

A PAO’S PERSPECTIVE

Active PAO Member and negotiation representative, Property PAO Tash Lee, said the process had been disheartening from the start. Alongside fellow representative, Custody PAO Gemma Priest, and the Union’s negotiation team, they began representing our Members in the Industrial Agreement negotiations in September

The fact that 98% of Members voted to reject the first offer speaks volumes. We are tired of delays, excuses, and sub-standard treatment.”

Property PAO Tash Lee

2024 with cautious optimism, believing their lived experience could help achieve a fair outcome.

“While we hoped to make a difference, it quickly became clear those across the table had little understanding of our role,” Tash said. “We were told PAOs are a respected and integral part of WA Police, yet many of our requests were dismissed as ‘cost prohibitive’ or denied outright, even when they came at no cost to the Agency. This disregard for the realities of our daily work was frustrating.

“There were moments when we were offered alternatives to what we asked for, but these didn’t reflect what we needed or what was fair. It was maddening to be told by others who do not know our job what is best for us.

“The process was further delayed by repeated cancellations and long gaps between meetings, especially over the Christmas and Easter periods, and no meetings were held during the caretaker period before the State election. It often felt like PAOs were being pushed to the back of the queue.

“We are constantly told we’re part of the Blue Family, but it feels like lip service when we have

to fight every step of the way for recognition and fair treatment.

“Even after taking the matter to the WAIRC in June 2025, the first offer that followed was sub-par. Despite Gemma showing her injuries sustained on shift and arguing hard for additional sick leave, the response was disappointing and felt like a slap in the face.”

NEXT STEPS FOR THE UNION

Tash summed up the mood among PAO Members after the first offer was rejected:

“The fact that 98 per cent of Members voted to reject the first offer speaks volumes. We are tired of delays, excuses, and substandard treatment. PAOs are told we are part of the Blue Family, but words alone are not enough. We need action. Providing fair, timely industrial offers is how WA Police can truly show we are valued.”

We are currently waiting for a new offer to be given by the State Government and WA Police.

WAPU President Dave Flaherty confirmed our Union remains prepared to escalate industrial activities if required.

STANDING UNITED

We thank the PAO Leadership Team, Branch Officials, and our Industrial Team, and all Members who continue to actively support this campaign.

This latest chapter in the PAO Industrial Agreement negotiations reinforces a key message. When our Members stand together, their voice is impossible to ignore.

As the campaign continues, we remain resolute and determined to ensure that the vital contribution of PAOs is properly recognised, fairly compensated, and respected by those in charge.

“We are committed to securing the outcome our Members deserve: fair wages, proper recognition, and improved working conditions. If that means taking further action, then that is what we will do.”

FIGHTING THE ATTRITION CRISIS

When experienced officers walk away, policing loses far more than headcount.

Western Australia is facing a policing crisis that can no longer be ignored.

The latest statistics reveal the stark reality confronting our officers and the community they serve.

The rate of sworn police resignations in the 2020s is the highest of any decade since the 1940s. Despite the Government’s much vaunted recruitment program, the 2024 to 2025 police-to-population ratio is now lower than when the McGowan Cook Government first took office. In fact, since 2007 to 2008, the ratio has dropped by almost 7 per cent, while the rate of violent crime has surged by more than 80 per cent.

“This is a double blow for our Members and for the public,” said WA Police Union President Dave Flaherty. “We are losing experience at a rate never seen before, while the government loads additional responsibilities onto officers without fixing the fundamentals.”

The data also confirms a dramatic hollowing out of experience within the force. In 2018 to 2019, just 14.2 per cent of sworn officers were at the rank of constable or lower. By 2024 to 2025, that figure had ballooned to 24.7 per cent.

“This is not just numbers on a page,” Mr Flaherty said. “It means more inexperienced officers are carrying the load in an environment where violent crime is spiralling upwards. It means our frontline is stretched thinner, with less guidance and mentorship from seasoned officers. That puts everyone at risk.” Mr Flaherty said the government must urgently address not only recruitment and retention, but also the day-to-day burden it continues to place on Members.

“The inability of WA Police to resolve the Public Holidays mess is just one example of how badly our Members are being let down. The government is happy to pile on more work but refuses to provide the staffing, conditions, or support to make policing sustainable.”

“The facts are clear. Our Members are leaving at record rates, crime is climbing, and the ratio of officers to population is falling. This is a crisis, and it is a crisis created and compounded by government neglect. Western Australians deserve better and so do the officers who protect them.”

The Numbers Behind the Crisis

The statistics paint a picture of a system under enormous strain.

“The 2020s have recorded the highest resignation rate since the 1940s.”

The loss of experienced officers is not being offset by recruitment. As resignations climb, the gap grows wider.

“Police-to-population ratio has fallen by nearly 7 per cent since 2007, while violent crime has increased by more than 80 per cent.”

Meanwhile, the rank profile of the force has shifted alarmingly.

“In 2018 to 2019, 14.2 per cent of sworn officers were constables or lower. By 2024 to 2025, that figure had risen to 24.7 per cent.”

This shift is more than statistical. It represents a loss of frontline wisdom, stability and leadership.

3. It loses the resilience that only comes from years on the job. 1940s HIGHEST RESIGNATION RATE SINCE THE

1. It loses the mentors who steady the hand of new recruits. 2. It loses the decision-makers who know how to defuse a crisis.

The Human Cost

Attrition is more than numbers and ranks. It is about people. Longer shifts. More overtime. Fewer colleagues to call on in a crisis. Missed birthdays, cancelled holidays, stress that follows you home.

This is the human toll of a workforce stretched beyond its limits. Officers who signed up to serve their community are being worked into the ground. Morale has plummeted. Some are planning their exit. Too many have already gone.

What Attrition Really Means

Attrition is not a dry workforce figure. It has real consequences for Members and for the public. When experienced officers walk away, policing loses far more than headcount. It loses the mentors who steady the hand of new recruits. It loses the decision-makers who know how to defuse a crisis. It loses the resilience that only comes from years on the job.

With fewer senior officers to rely on, constables are carrying disproportionate responsibility. They are being asked to learn faster, take on more, and face greater risks without the guidance they need. That is not fair on them, and it is not safe for the community.

“When experience walks out the door, it is not just numbers lost — it is the backbone of policing.”

“Attrition is not a spreadsheet problem. It is a people problem.”

Government Failure

Instead of tackling attrition at its roots, the government has been content with announcements and headlines. It speaks of “record recruitment” without acknowledging that attrition is eroding those gains. It praises police in front of cameras, while ignoring their concerns in negotiations.

The long running Public Holidays debacle shows how little urgency there is to fix issues that matter deeply to Members. Instead of fair outcomes, Members are met with delays and inaction.

A COPPER’S JOB

This poem was written by retired member Murray Towton, Sergeant 1/C 4414.

A thousand times he’s walked this beat with aching back and tired feet, To maintain order on the street; Control the traffic flow.

A Copper’s job is not all fun,

The dirty work must still be done; Break up a brawl or face a gun – Don’t let emotions show.

He knows he must tread carefully,

The Union’s Fight

Your Union will not allow attrition to become the new normal. We are fighting on every front: Retention first: pushing for conditions that keep experienced officers in the job.

Workload relief: demanding sustainable rostering and resourcing.

Public Holidays resolved: ending a dispute that should never have dragged on this long.

Respect for Members: insisting officers are treated as professionals, not as numbers.

We are taking the facts to government, the media, and the community. Attrition is not a challenge for tomorrow, it is a crisis today.

A Call to Members

Attrition will not be solved by announcements. It will be solved by sustained action, pressure, and unity.

That unity begins with you. Share your experiences. Support your colleagues. Stand with your Union.

“This is a crisis — but it is not one we will accept.”

“More work, fewer officers, less support — that is the reality.”

Together, we will fight for better conditions, stronger retention, and a future where policing is sustainable, respected, and effective.

For when he’s right he’s “wrong” you see,

But when he’s wrong he’s history, And then he’s on his own.

A callous man at times, it seems,

Immune to deaths and tears and screams, Yet he relives them in his dreams and cries unheard, alone.

A Copper isn’t made of stone, He’s just a man – flesh, blood and bone;

A wife and children of his own

Provide the living proof. It’s not through pride or vanity –He seems to shun humanity; If he’s to keep his sanity He must remain aloof.

A fatal traffic accident

Was where his yesterday was spent; A mass of metal – twisted, bent, A body not yet cold.

He’d met the woman at the gate And watched her face disintegrate To learn her son had met his fate; Just seventeen years old.

How brokenly his mother cried

As he stood helpless by her side; Another corpse identified By sharp intake of breath.

Now back out on the street again He shows no sign of hurt or pain, But grief and misery remain To haunt him through the day, While in his hot-rod “Mr Big” Looks at the Cop and calls him “Pig”, Picks up the bottle, takes a swig And madly roars away. 7%

Post mortems nauseate him, but He’d stood and watched the doctor cut; Remove the brain; remove the gut; Establish cause of death.

The Truth

BEHIND THE NUMBERS

What 2024/25 Crime Stats Reveal About Policing

BY MATTHEW PAYNE, WAPU RESEARCH OFFICER

Each year, the release of crime statistics sparks renewed discussion across Western Australia. Is crime actually rising, or are we simply more aware of it? The truth is complex.

While some offence types are falling, others have hit record highs, increasing the strain on the officers responding to them.

WA Police Force recently published its recorded offence data for 2024/25. WA Police Union (WAPU) has reviewed the data and found that, although the overall crime rate fell by 4.3 per cent, the burden on frontline Members remains intense. Violent crime has reached its highest level ever recorded. Drug offences are surging. And in districts like the Kimberley and Mid-West Gascoyne, police are facing significantly higher rates of crime than elsewhere in the state. These are not just statistics. They represent real incidents, real risks, and real pressure on the people who keep our communities safe.

Weapons Offences Continue to Rise

Rates of 'possess weapon to cause fear' offences have more than tripled since 2007/08, with a 24.5% increase in the metropolitan area and a 14.4% increase in regional WA in the past year alone. These offences are far more common in the regional areas, where the rate is more than double that of the metropolitan area. The Kimberley again tops the list, with a rate more than six times the state average.

A Drop in Crime, or a Shift in Severity?

At face value, the figures seem positive. WA’s total recorded offence rate dropped to 9,463 per 100,000 people in 2024/25, down 4.3 per cent from the year before. The fall was mostly driven by a sharp decline in property crime, including theft and burglary.

However, looking closer reveals a more troubling picture.

The rate of violent crime rose by 8.6 per cent this year, reaching its highest level since records began. Since 2007/08, WA’s violent crime rate has surged by more than 80 per cent while the rate of sworn police officers has fallen by 6.7 per cent

Offences related to family and domestic violence now make up nearly one in four recorded crimes, up from just under six per cent in 2007/08.

Metro Areas Driving the Increase in Violence

While regional WA has long carried a heavy policing burden, this year’s data shows that violent crime is rising fastest in the metro area. Rates increased by 13 per cent in metropolitan districts compared to 2.5 per cent in the regions All eight metro districts saw increases, with the largest jumps in Mandurah (up 20.6 per cent), Armadale (18.2 per cent), and the Southwest (14.9 per cent).

Despite the

Crime is becoming more violent, more harmful, and more complex.

Drug Offences Climb Back to Pre COVID Levels

Drug offences rose by 14.5 per cent in 2024/25, reaching their highest point in five years. This reflects the lifting of COVID-era restrictions and the re-emergence of illicit drug markets.

Regional WA recorded a 26.4 per cent increase in drug offences nearly triple the growth seen in metro areas. The Wheatbelt, Kimberley and Pilbara posted the largest increases, with rates up by 53.6, 44.9 and 39.1 per cent respectively.

This is not just a drug issue. WAPU research has previously found a strong correlation between drug crime and violent crime. If the trend continues, WA’s record levels of violence may worsen further.

Assaults on Police at 16-Year High

The rate of assaulting a police officer rose slightly this year, up by just two per cent. But the broader trend is concerning. The 2024/25 rate is the highest in 16 years and is now 63.5 per cent higher than its low point in 2014/15.

Metro districts saw the biggest increases, including Fremantle (up 42.6 per cent), Cannington (24.5 per cent) and Perth (15.3 per cent). The Kimberley again stands out, with a rate more than nine times the state average.

WAPU analysis shows a strong relationship between violent crime and assaults on officers. The more violent the public becomes, the greater the risks to frontline Members.

Regional WA Still Facing the Heaviest Load

While offence rates are falling across most metropolitan areas, many regional districts are seeing the opposite.

The Mid-West Gascoyne recorded the state’s largest increase in total offences, up by 15.2 per cent, while the Southwest saw a 10.4 per cent rise. By contrast, Mirrabooka, Cannington, Perth and Pilbara recorded notable decreases.

Since 2007/08, metropolitan offence rates have dropped by nearly 30 per cent, while regional WA has experienced a 25 per cent increase. The rise in regional crime is particularly concerning given the ongoing shortage of police officers in many communities.

The Human Cost

of

Rising Severity

The trends outlined in this year’s data have a clear and measurable impact on the health and wellbeing of police officers.

As crime becomes more serious, so too do the pressures on Members. Regression analysis consistently links increased crime severity to rising rates of assaults on police, sick leave, resignations, and attrition among auxiliary officers.

These are not abstract consequences. They are daily realities for WAPU Members attending more volatile incidents, with fewer support options and greater personal risk.

WHAT NEEDS TO CHANGE

The WA Government may trumpet the overall drop in offence rates, but the reality for police officers is very different.

Crime is becoming more violent, more harmful, and more complex.

Until WA Police begins publishing the WA Crime Harm Index (WACHI) annually, WAPU will continue producing its own analysis to capture what crime truly looks like from a policing perspective.

Our Members deserve more than statistics. They deserve a system that reflects the real challenges of modern policing, and the support required to meet them.

Your first year is not about proving you know it all. It is about proving you are willing to listen, learn, and adapt.

From the ACADEMY to the BEAT

Tips and Advice

3 BUILDING CONFIDENCE IN DECISION MAKING

As a new officer, you will face situations where there is no clear ‘right’ answer in the moment. Decision making under pressure is a skill that develops over time. The key is to know your powers, understand policy, and be aware of your safety and the safety of others. Make decisions with the best information available and be willing to review and learn from them afterwards.

5 MANAGING THE EMOTIONAL SIDE OF POLICING

Operational policing exposes you to the highs and lows of human behaviour. You will be there for moments of danger, distress, and grief, and also for moments of relief, justice, and connection.

It is normal to feel emotionally affected by what you see. The key is to recognise early when something is weighing on you, and to access the support available through your colleagues, your chain of command, and the Union.

TIP

Debriefing with your team is not just operational, it is emotional support too. Talking it through can help prevent stress from building up.

6 STAYING SAFE AND KEEPING YOUR MATES SAFE

Thriving in Your First Years of Policing

The transition from the structured training environment of the WA Police Academy to the unpredictable reality of operational policing is one of the most exciting and challenging stages of a police officerʼs career.

It is where theory meets practice, confidence grows from experience, and the lessons learned can shape the rest of your time in the job.

For many new officers, those first months on the beat are a mix of adrenaline, learning curves, and self discovery.

You will encounter situations you have trained for and others no classroom could have prepared you for. This is where adaptability, resilience, and support from your colleagues become your greatest assets.

1 ADJUSTING TO THE PACE OF THE JOB

At the Academy, your days are predictable: timetabled lessons, structured scenarios, and a steady learning rhythm. On the beat, the pace changes instantly. You might go from attending a routine call to handling a critical incident in minutes.

Do not underestimate the value of your training. Those countless scenariobased exercises and procedural drills are the foundation you will rely on when the pressure is on. Trust your preparation, but stay open to learning from every shift.

Senior Constable s insight:

"Your first year is not about proving you know it all. It is about proving you are willing to listen, learn, and adapt."

2 LEARNING FROM EXPERIENCED COLLEAGUES

One of your most valuable resources is the officers you work alongside. They have been where you are now, and their insight can help you avoid mistakes, improve your skills, and build confidence.

Observe how they approach different situations: how they communicate with the public, how they de-escalate tense moments, and how they balance empathy with enforcement.

Do not be afraid to ask questions after a job is complete. Most senior officers are happy to explain their thought process, especially if you show initiative and a genuine interest in learning.

Remember that hesitation can be just as risky as acting too quickly. Back yourself and know that every officer makes mistakes in their early days. What matters is how you learn and grow from them.

Your safety and that of your team should always be your priority. That means following your training, wearing your PPE, and maintaining situational awareness at all times.

You will quickly learn that small habits make a big difference: positioning yourself well at a scene, keeping your equipment in working order, and reading the cues in someone’s body language before trouble starts.

4 BALANCING AUTHORITY AND APPROACHABILITY

It can take time to find your own policing style. Some recruits worry about coming across as too ‘soft’ or too ‘hard’ in their approach. The reality is that good policing requires both firmness and empathy, often in the same interaction.

Building rapport with the community is critical, but so is projecting the confidence that you can manage any situation. Over time, you will learn when to lead with authority and when a lighter touch will get the best result.

Senior Officer ʼs insight: "Respect is earned through fairness, consistency, and professionalism, not just the badge you wear."

8 LOOKING AFTER YOURSELF OFF DUTY

The demands of policing can make it easy to let your own wellbeing slide. Shift work, irregular hours, and stress can take their toll if not managed.

Stay connected to friends and family, make time for hobbies, and prioritise sleep and nutrition. Remember, you cannot serve the community at your best if you are running on empty.

TIP

Set boundaries early around work-life balance. It is much harder to pull back once bad habits set in.

9 THE ROLE OF THE UNION IN YOUR EARLY CAREER

The WA Police Union is not just here when things go wrong. We are here to support your development, protect your rights, and give you a voice. If you have questions about entitlements, safety concerns, or workplace issues, do not hesitate to reach out.

Your early years are also a great time to get involved in Union activities, connect with other Members, and understand the bigger picture of policing in WA.

7 DEVELOPING GOOD HABITS EARLY

Policing is a career where good habits formed early can serve you for decades. Some to focus on include:

REPORT WRITING

Clear, accurate, and timely reports protect you, your colleagues, and the integrity of investigations.

ORGANISATION

Keeping your kit in order saves time and stress.

CONTINUOUS LEARNING

Laws, policies, and community expectations evolve, so stay informed.

FITNESS

Your body is one of your most important tools; look after it.

Moving from the Academy to the beat is the start of an extraordinary journey.

You will grow in skill, judgement, and confidence with every shift. The key is to stay curious, stay safe, and stay connected to your team, your community, and your Union.

Welcome to the frontline. You are not just a police officer now, you are part of a proud and committed policing family.

BY KEVIN MCDONALD, WAPU FIELD OFFICER

Allegations Unfairness Phoneexaminedmessages “gotcha” questions

UNTIL YOU PROVE YOUR INNOCENCE

MY STRONGEST ADVICE IS THIS: Contact the Union the moment you hear there is an investigation. DO NOT WAIT for a formal notice or assume it is nothing to worry about.

My Role in Supporting Members

Whenever visit stations or attend branch meetings, remind Members about one of my most important duties, supporting them when they find themselves caught up in disciplinary investigations.

For many, these situations come out of the blue. One day you are working your normal roster. The next you are being asked to attend an interview about something you did not realise was an issue.

It is my job to stand beside you in those moments, to make sure you understand the process, to help you prepare, and to ensure you are not left in the dark about what is happening.

These investigations can be some of the most stressful times in a police officer’s career, and unfortunately, the system does not always make it easy to defend yourself.

Allegations Decided Before Interviews

Too often, Members become the subject of an internal investigation without realising they have done anything wrong. Allegations are

sometimes treated as proven before any interview has taken place.

In theory, disciplinary matters should be assessed objectively on the balance of probabilities. In reality, it can feel like the decision has already been made, and the burden is on the Member to prove beyond reasonable doubt that they did not do what they are accused of.

Ignoring Procedural Fairness

As your Union, we constantly have to remind WA Police to follow their own rules on procedural fairness. Their integrity framework requires that subject officers be provided details of the allegations in advance of an interview. Yet, time and again, we see Members called into interviews with little or no information about what is coming.

Depending on the investigator, these interviews can feel less like a fact-finding exercise and more like an ambush. have sat through sessions that looked more like a criminal interview than a workplace matter, complete with ‘gotcha’ questions, sudden

It is my job to stand beside you in those moments, to make sure you understand the process, to help you prepare, and to ensure you are not left in the dark about what is happening.

Policies That Do Not Apply

Fairness is also undermined when investigators allege breaches of policies that do not apply.

A good example is the secondary employment policy. On many occasions, we have shown that certain activities do not meet the definition of ‘secondary employment’, but these explanations are sometimes brushed aside, and the alleged breaches sustained anyway.

topic changes, and attempts to trip the Member up. This is despite the fact our Members are not criminals, they are serving the community and making split-second decisions in high-pressure situations.

A Frustrating Example

Recently, I witnessed a particularly frustrating case. A subject officer gave a clear and reasonable explanation to a question. Rather than considering it, the investigator told the Member to find documents to prove it, effectively shifting the investigative burden onto the person under investigation.

My role is to remain silent and act as an observer, but it was incredibly difficult to bite my tongue at that moment.

Phones as an Investigative Shortcut

Another recurring issue is the treatment of workissued phones. On the surface, they are just a tool to make your job easier. In practice, they can become a very convenient investigative shortcut.

Messages, call logs, photographs, social media can all be examined. There is often no need for a search warrant or production order.

If they want access, they will get it, and it’s likely that you may never see the grounds. For some Members, this comes as a shock, it shouldn’t be!

Even recruits are encouraged to use work phones for personal calls and messages, but if you ever become the subject of an investigation, you can expect your phone to become central to it.

Contact the Union Early

share these examples not to alarm you, but to prepare you. Disciplinary investigations can be lengthy, stressful, and career-defining. Even if resolved in your favour, the process can take a toll on your wellbeing, your family life, and your reputation.

That is why my strongest advice is this: Contact the Union the moment you hear there is an investigation. Do not wait for a formal notice or assume it is nothing to worry about.

The sooner we know, the sooner we can put support in place, whether that means explaining the process, ensuring proper disclosure, challenging unfair questioning, or helping you gather evidence.

Standing Up for Fairness

We cannot promise to make the investigation disappear, but we can make sure you do not have to face it alone.

We can push back when procedural fairness is ignored, when the burden of proof is unfairly reversed, and when investigators stray beyond what the policies and guidelines allow.

Our Members do difficult, dangerous work every day in service of the community. You deserve to be treated fairly when questions are raised about your conduct. If that fairness is not offered freely, your Union will fight to demand it.

MICK BURNBY

Life After the Badge

Early Career and Regional Posts

I joined the WA Police Force in April 1974 and retired in July 2013. began my career in Fremantle, serving there for four years before transferring to the country as a newlywed in 1978.

My first regional posting was Derby, where our first child was born at the Derby Regional Hospital. We then moved to Carnarvon, where our second child was born, followed by Geraldton, Roebourne and Onslow.

While in Onslow, I attended the office of the recently formed WA Police Legacy to learn about my commitment as a Legator to a deceased officer’s three children.

This experience was so rewarding that I continued to be involved and champion the benefits of WA Police Legacy throughout my career.

I was retiring to live.

The following is a personal account from Retired WA Police officer Mick Burnby, sharing his journey through the Force, his family life, and his ongoing commitment to the Retired Police Officers’ Association of WA.

Returning to Fremantle and Planning for the Future

We returned to Fremantle in 1997, so our children could attend high school. They adapted well to metro life and were socially and academically ahead of their peers.

Around this time, I approached the Police representative from GESB to check on my superannuation and seek financial advice.

In 1999, upon promotion to Perth, again met with GESB to forecast my superannuation at age 55. This was when I started salary sacrificing to boost my eventual payout.

My wife Denise and I also ensured our wills reflected our wishes, with Denise as the nominated beneficiary of the WAPU Death Levy Fund.

Senior Roles and Retirement Planning

In 2003, I was transferred to the Pilbara District Office, leaving the children in our family home while they attended university.

In 2006, I was promoted to Assistant Commissioner South Metropolitan, and three years later to Assistant Commissioner Regional WA, which was my dream job, until my retirement in 2013.

Prior to retiring in 2013, I met with the team at P&N Financial Services, which has since become Gallagher, to determine the most advantageous way to proceed with my GESB and West State accounts.

I had always said that ‘I was retiring to live’, and Denise and celebrated our retirements with a family holiday to Turkey, Croatia and Prague, then continued on to Berlin, Paris and London.

Our next trip was with my brother Rod and his wife; we flew to Amsterdam, cruised the Baltic on the Prinsendam, and finished with two weeks in Italy visiting Florence, Venice and Rome.

Volunteering with the Retired Police Officers’ Association

I was aware of the Retired Police Officers’ Association of WA (RPOA), established in 1963, where all committee positions are volunteerbased.

In 2014, I attended the AGM and nominated for Vice President. wanted to volunteer my time to something meaningful, and the RPOA provides a social outlet for retired officers and their partners.

I

wanted to volunteer my time to something meaningful, and the RPOA provides a social outlet for retired officers and their partners.

The RPOA has three branches in Peel, Midwest and Southwest, providing support to members in their regions.

Commissioner Blanch is our Patron and, like his predecessors, WAPOL has been a great supporter of the RPOA, a support we reciprocate wherever possible.

In 2015, I became President, allowing Vic Smith to step down into the Vice President role while continuing his valuable contributions. This also allowed me to serve as the retired representative on the Boards of the PFAC and WA Police Legacy, which continue to hold.

Review and Modernisation of RPOA

At that time, we had four Executive positions and ten committee members. We undertook a thorough review of the Association, rewriting our Constitution and Bylaws, reducing the committee to eight members, permitting former officers and widows to join, and taking a greater interest in member welfare through a dedicated committee. Thanks to WA Police, our eight welfare officers received three-day PSO training at Joondalup, allowing them to provide excellent support and advice to unwell members.

The RPOA now hosts monthly coffee mornings across metropolitan areas and four formal luncheons at the Osborne Park Bowling Club. The Association has matured into a meaningful social and welfare organisation for our 640 members and partners.

Members pay a small annual fee, and sponsorships from the WA Police Union and Gallagher (formerly P&N Financial Services) have supported our continued growth.

These contributions have helped fund our website, newsletters, emails, appropriate insurance, laptops, administrative expenses, and initiatives such as the Professional Conduct Award for each Academy course.

Continuing Commitment and Encouragement

We have also provided frames for the Police Ode to present condolences to the partners or families of former officers and funding for Branch activities.

Our commitment is to give retired and former officers and their partners opportunities to reconnect with colleagues who understand the unique challenges of a policing career.

On a personal level, did not want to retire to get another job just to earn money; I still had the energy and passion to contribute, which led me to the RPOA.

I encourage all retired and former officers to consider joining, the $20 annual fee should not deter anyone. Members can access our website and receive regular updates on events and news.

If you are thinking of joining, please email the Association Secretary at secretary@ retiredpolicewa.org.au

Whether you consider taking on a committee or welfare role, or simply attend coffee mornings and planned events, your involvement strengthens our community of former officers.

Readiness comes from consistent care for both body and mind.”

STAYING READY FOR THE JOB

Policing is not just a career; it is a way of life that demands

physical strength, mental resilience, and the ability to respond instantly in

high-pressure situations.

Every shift can bring the unexpected, and staying fit is about more than passing entry requirements – it is about being ready for anything, any time.

From the moment an officer puts on the uniform, they carry responsibility, equipment, and the weight of public trust. Fitness ensures officers can meet the demands of the role and return home safe at the end of each day.

WHY FITNESS MATTERS IN POLICING

Police work is physically and mentally taxing. Officers may have to sprint after a suspect, carry an injured person to safety, or maintain composure through extended shifts.

Staying in top condition helps officers: React quickly in unpredictable situations. Perform interventions with reduced injury risk.

Carry heavy equipment comfortably over long periods.

Maintain focus and stamina during critical incidents.

Operational readiness starts with personal fitness – it is the foundation of performance and safety.

FUEL FOR PERFORMANCE

Nutrition is as important as physical training. Shift work and unpredictable breaks often push officers toward fast food or sugary snacks, but healthy choices pay off in performance and resilience.

• Protein for muscle repair and recovery – think lean meats, eggs and legumes.

• Complex carbs for steady energy –whole grains, fruit and vegetables.

• Hydration to maintain focus and decisionmaking ability.

• Meal prep to avoid unhealthy last-minute options.

FUNCTIONAL FITNESS FOR THE FORCE

A balanced training plan is key. This is not about building bulk; it is about developing the strength, endurance and mobility required for day-to-day duties.

STRENGTH TRAINING

SLEEP AND RECOVERY

Shift work is tough on the body. Disrupted sleep cycles affect reaction times, mood and concentration.

Keep a consistent sleep schedule when possible.

Use blackout curtains or eye masks for daytime rest.

Avoid caffeine in the hours before bed.

Schedule rest days in your training to prevent overuse injuries.

Compound exercises like squats, deadlifts, push ups and pull ups build whole-body power.

CARDIOVASCULAR ENDURANCE

Running, cycling or HIIT improves stamina for pursuits and long patrols.

FLEXIBILITY AND MOBILITY

Stretching, yoga or mobility drills reduce injury and counteract the strain of gear and vehicle work.

TACTICAL TRAINING

Obstacle courses and defensive tactics keep fitness relevant to real-life policing.

MANAGING INJURIES

A well-planned fitness routine helps prevent injuries, but on-duty safety also comes from:

1. Proper warm ups and cool downs.

2. Using correct lifting and restraining techniques.

3. Wearing supportive footwear for long hours.

4. Reporting and treating injuries early.

A CAREER-LONG COMMITMENT

Fitness should not peak at the end of academy training. It must be maintained for the duration of an officer’s career.

FIT OFFICERS:

Operate more effectively

Recover faster from injuries

Enjoy healthier retirements

LOOKING AFTER MENTAL HEALTH

Police work brings exposure to stressful, and sometimes traumatic, situations. A healthy mind is as important as a healthy body.

• Talk openly with colleagues to reduce stigma.

• Access professional counselling when needed.

• Practise stress management techniques such as mindfulness or controlled breathing.

• Maintain personal interests and family time to create balance.

Agencies can support this by providing gym access, structured fitness time or subsidies for training. Creating a culture that values health benefits the whole force.

FINAL WORD

Being fit for duty is not just about passing tests – it is about protecting yourself, your team, and the community.

By focusing on balanced training, smart nutrition, adequate rest, and mental wellbeing, officers can ensure they are ready for today’s challenges and tomorrow’s.

NEW MEMBER CORNER

What Every Recruit Should Know About Being a Union Member

Starting your policing career is a huge step and it comes with plenty to take in, new systems, new routines, new responsibilities. In the middle of all that, it is easy to overlook what being a Member of the WA Police Union (WAPU) really means.

Joining the Union during training might seem like just another box to tick, but it connects you to something larger, a collective effort to look after your interests throughout your career. The Union’s work often happens behind the scenes, but it plays an important role in shaping your working life.

WHAT THE UNION DOES

WAPU represents over 7,500 police officers and police auxiliary officers across WA. Our main role is to advocate on your behalf for fair pay, conditions and workplace rights. These things do not happen automatically, they come through negotiation, persistence and sometimes tough discussions with government and management.

While we fight hard to achieve improvements, progress can take time. Not every issue is resolved quickly and not every outcome will satisfy everyone. But being part of the Union means having a collective voice that stands up for your interests and works to protect your rights at work.

SUPPORT WHEN YOU NEED IT

Our role extends beyond pay and conditions. Policing is a demanding job and challenges come in many forms, from difficult rosters to workplace issues, grievances or complex situations that can affect your wellbeing.

That is where WAPU’s Field Officers come in. Many have policing experience themselves and understand the pressures you face.

They can provide advice, help navigate difficult situations and advocate on your behalf where needed.

In more serious or formal cases such as critical incidents, disciplinary interviews or complaints, reaching out to the Union early can make a real difference.

KEEPING YOU INFORMED AND CONNECTED

Being a Member means staying informed. WAPU provides regular updates through Police News, Member Alerts and a fortnightly eNews, keeping you up to date on matters that affect your working life. Legal assistance is also available to Members for industrial, administrative and criminal matters. These services are provided through our trusted legal partner, TGB Lawyers, who understand policing. While not every legal issue will be covered, this support is an important resource when navigating complex situations.

On top of advocacy and support, the Union offers practical benefits. Your digital WAPU Membership Card unlocks access to exclusive discounts on travel, accommodation, entertainment, and lifestyle services through our Member Benefits program. These perks are designed to help you save money and support your wellbeing outside of work.

WAPU HOLIDAY HOMES SCHOOL HOLIDAY BALLOT APPLICATION

WAPU advocates on your behalf for fair pay, conditions and workplace rights.

BEING PART OF SOMETHING BIGGER

Joining WAPU means becoming part of a professional community that supports its own. The Union backs important initiatives like WA Police Legacy, mental health programs and wellbeing services such as Fortem, as well as events like Light It Up Blue. These efforts help build a stronger, more connected police family. Your voice matters too. The Union welcomes ideas, feedback and concerns from Members. You are not just a number; you help shape the future of the Union and ensure it responds to the needs of those it represents.

DO NOT WAIT UNTIL YOU NEED US

One of the most important things for new recruits to remember is that the Union is not only for crisis situations. You do not need to be facing a problem to get in touch. Whether you are after advice, clarity on your rights or just someone to talk things through with, WAPU is here.

Building that connection early means you will know where to turn if and when challenges arise later in your career.

WELCOME TO THE JOB, WELCOME TO THE UNION

Starting out in policing can feel overwhelming but remember you are not alone. Joining the WA Police Union means having support, advocacy and a community behind you as you navigate your career.

We are here to stand with you, to represent your interests, back you up in difficult times and help you make the most of your working life. Welcome to policing. Welcome to the Union.

If you ever need to chat, call us on 9321 2155 and we will connect you with the best representative to assist with your request. You can also email admin@wapu.org.au anytime.

WILL ONLY BE ACCEPTED ON THIS FORM. It can be emailed or posted to the Union office.

Complete and return by Friday 24 October 2025 to: WA Police Union 639 Murray Street, West Perth WA 6005 Email: admin@wapu.org.au

Results to be advised by Wednesday 5 November 2025

Name (Please Print):

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

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

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

CRIMINAL & DISCIPLINARY

CRIMINAL & DISCIPLINARY

• The Corruption and Crime Commission

To arrange a preliminary in-person or phone appointment contact us on (08) 9211 5800

Complimentary initial 30-minute chat about your legal issue & a 10% fee discount for WAPU members, their families and retired members. To arrange a preliminary in-person or phone appointment contact us on (08) 9211 5800

Injured in a Motor Vehicle

Accident

While On or Off Duty?

Here’s What WA Police Officers Need to Know

PERSONAL INJURY

• Road accident compensation

• Courts of Inquiry

• The Corruption and Crime Commission

• Criminal and disciplinary matters

• Courts of Inquiry

• Criminal and disciplinary matters

FAMILY & DIVORCE

• Children’s issues

• Children’s issues

• Child support matters

• Road accident compensation

• Medical retirement

• Medical retirement

• Negligence and breach of duty of care claims

• Criminal Injuries Compensation

• Negligence and breach of duty of care claims

• Criminal Injuries Compensation

WILLS & ESTATES

FAMILY & DIVORCE WILLS & ESTATES

• Wills and Testamentary Trusts

For police officers, motor vehicle accidents are not uncommon. Whether it's being rammed by an offender, involved in a high-speed pursuit, or simply commuting to or from work. While your first instinct might be to lodge a Criminal Injuries Compensation (CIC) claim, it's important to know that if a vehicle was involved, you may be entitled to motor vehicle accident compensation under Western Australian law, and this often provides more comprehensive and generous compensation.

For example, if your police vehicle is struck by another driver during a call-out or pursuit, and that driver is deemed to be mainly at fault, you may be entitled to claim.

WHAT CAN BE CLAIMED?

Whether the injury occurred while on duty or off duty, you may be eligible for compensation for:

Past and future medical expenses

Lost income

Pain and suffering

Loss of enjoyment of life

Ongoing care or support services

WORRIED ABOUT LEGAL COSTS?

Many officers worry about legal fees and whether it's worth engaging a lawyer. Here's what you need to know:

If your claim is successful, the majority of your legal costs will be paid by the Insurance Commission of WA.

At TGB, we also offer a no-win, nofee policy – meaning you won’t be out of pocket if your claim doesn’t succeed.

yourself in harm’s way to keep the community safe. If you’re injured in the line of duty, or even off duty, you deserve clear, expert advice about your rights and the support available to you.

TGB Lawyers has a long history of working with WA Police officers and understands the unique risks you face. We’re here to make the process of claiming as simple, stress-free and beneficial for you as possible.

Any payments already made by WAPOL, such as sick leave or medical costs, will be taken into account when calculating your entitlements – but you may still be entitled to additional compensation beyond what’s already been covered.

We also offer a free initial phone consultation, so you can speak with a lawyer, ask questions, and find out whether we can assist – before you make any commitments.

CRIMINAL INJURIES

COMPENSATION VS MOTOR VEHICLE ACCIDENT CLAIMS

HAVE QUESTIONS OR NEED HELP WITH A CLAIM?

Contact Tim White at TGB Lawyers on (08) 9211 5800 or twhite@tgb.com.au.

• Child support matters

• Property settlements

• “Pre-nuptial” style agreements

• Property settlements

• “Pre-nuptial” style agreements

• Wills and Testamentary Trusts

• Enduring Powers of Attorney

• Enduring Powers of Attorney

At Tindall Gask Bentley (TGB) Lawyers, we’ve helped many members of the police force navigate compensation options following motor vehicle accidents, ensuring they receive the support and financial security they need to recover.

• Enduring Guardians

• Enduring Guardians

HOW LONG DO YOU HAVE TO MAKE A CLAIM?

• Advice to executors of deceased estates

A FAULT-BASED SCHEME

• Advice to executors of deceased estates

• Obtaining Grants of Probate

• Obtaining Grants of Probate

• Estate disputes

• Death Benefit claims

• Estate disputes

• Death Benefit claims

Motor vehicle injury claims in WA are managed by the Insurance Commission of Western Australia (ICWA). This is a fault-based scheme, which means the other driver involved in the accident must be mainly at fault in causing the collision for you to be eligible for compensation.

In WA, you typically have three years from the date of the accident to lodge a claim. However, it’s best to get legal advice as early as possible so we can help gather evidence, notify the ICWA, and ensure all the right steps are followed from the beginning.

While Criminal Injuries Compensation (CIC) may seem like the obvious route when your injuries are the result of criminal behaviour, such as being hit by an offender’s car during a pursuit -motor vehicle accident compensation usually provides higher levels of support and broader entitlements.

That’s why it's essential to get the right advice before you choose a path. The wrong choice could mean missing out on thousands of dollars in entitlements.

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

(08) 9211 5800 | tgb.com.au

SALARY PACKAGING the Maxxia way

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.

Best possible salary packaging experience

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

SALARY

PACKAGING

IN A NUTSHELL

Salary packaging lets you pay for things like a car as well as workrelated 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.

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.

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

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 maxxia.com.au/ rewards and register today.

WHERE CAN I FIND OUT MORE?

Visit Maxxia’s website at 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

WA Police employees now have access to a new level of service, support, and savings with Paywise officially appointed to the WA Police Panel for salary packaging and novated leasing. While this marks the first time WA Police staff have had a choice of provider, for many, the choice is clear.

WHAT CAN YOU PACKAGE?

Through Paywise, WA Police employees can now access a wide range of salary packaging options, including:

Novated Leasing Save on tax and running costs while driving the car you want.

Portable Devices

Laptops, tablets, and phones used for work.

Work-Related Expenses

Including self-education and professional memberships.

For eligible employees in remote locations.

Visit

to learn more.

Whether you're looking to maximise your take-home pay, upgrade your vehicle, or plan for the future, Paywise offers the tools, support, and flexibility to make it happen. READY TO

RETIRING MEMBERS

RESIGNING MEMBERS