SAPOL general orders prohibit the use – for private or other purposes
– of all computers owned or leased by SAPOL, unless one has prior
approval from one’s officer-in-charge/manager.
SAPOL audits its computer system to ensure compliance with this general
order.
A picture file of a family member stored on a SAPOL computer would
breach the general order, as would humorous or risqué images, or images
of naked or semi-naked people.
If a member is found to have breached the general order, the categorization
of the offence (be it category A, B or C) and, consequently, the seriousness
in which the breach will be viewed, is dependant on the nature of
the image and/or the number of images.
Indecent, offensive or obscene material will be penalized more harshly
than a digital photograph of a family member.
Members should familiarize themselves with the general orders relative
to SAPOL computers and e-mail. Keep in mind that:
- The computer system is the employer’s property and its internet
policies and procedures must be adhered to.
- While employees cannot generally prevent e-mails being sent to
them, to store the e-mails and/or e-mail them on is a more serious
component than simply to receive them.
- The explanation of “misuse” is clearly defined in general orders
and employees in breach of this are liable to sanction.
- What might be stored or transmitted on the employer’s equipment
such as to constitute a serious breach by an employee is not necessarily
to be measured by what is stored on an employees’ home computer.
- The use of e-mails is highly sensitive and must be measured by
what is regarded as reasonable both as to usage and content.
- A general proposition is that pornographic images and abuse of
the employer’s system will lead to sanction and, in some cases,
the potential for dismissal.
- That which is “pornographic” has many differing connotations;
however, members are able to assess what is indecent and offensive,
and why it is not permitted.
Purchased leave
EA 2004 provides members with access to a range of voluntary flexible
working arrangements. One of those arrangements is the ability to
purchase extra leave.
Purchased leave is an arrangement under which an employee exchanges
an agreed reduction in his or her salary in return for extra periods
of leave. The periods of leave are planned in advance and funded by
salary deductions spread evenly over the year.
Known as the “48/52” option, it allows an employee the ability to
purchase up to four weeks’ leave in return for a pro-rata reduction
in annual salary.
SAPOL policy relative to purchased leave is that:
- Purchased leave arrangements are intended to provide workplace
flexibility responsive to the needs of individual employees.
- Participation in any purchased leave scheme must be voluntary.
- Eligibility for access to purchased leave does not automatically
guarantee access and is dependent upon service delivery requirements.
- The Commissioner can restrict the number of employees who can
use purchased leave each year in order to accommodate local requirements
of particular workplaces. The number and maximum of employees –
per location – who receive approval for purchased leave, will be
determined on the basis of individual location needs.
- Purchased leave cannot be utilized by employees to undertake any
form of other paid employment.
Purchased leave may be taken in conjunction with recreation leave,
long service leave, parental leave and other leave without pay.
Members taking purchased leave receive sick leave and recreation
leave entitlements as normal.
Portability of purchased leave does not apply. Members transferring
voluntarily to another position in SAPOL will have to reapply for
a purchased leave arrangement at their new work locations.
The Police Association is awaiting notification from SAPOL on when
this working arrangement will be made available.
After winding up a demanding yet rewarding year in 2004, we now look
forward to the continuation of industrial stability and outcomes for
members in 2005.
The issues to be addressed over the next 12 months will have a significant
impact on members.
Committee elections
Elections for the Police Association committee of management will
be held in April 2005. The committee’s responsibilities will be to
govern the association for a four-year term, set strategic directions,
and review services and policies which affect association members.
Delegates
The delegates’ structure is essential for providing workplace representation.
It also serves as a means of communication between members and PASA,
and vice versa.
Each member is attached to a workplace which, in turn, is connected
to a workgroup. Each workgroup is represented by a delegate.
Most of the 60 delegate positions have been filled with previous
long-serving delegates. Owing to transfers, several positions had
become vacant. We expect that all the positions will be filled, as
they were last year.
Delegates training
The association will provide training again this year, for both new
and experienced delegates. Three separate training packages are available
and range from a one-day overview session to 10 half-day comprehensive
modules. The association will soon release details of available positions
on these courses.
EB2004 ranks
The in situ senior constable rank will, through promotion,
afford members recognition for their experience and dedication. This
structure and methodology is in line with many other police jurisdictions.
The association will this year monitor the introduction of this
rank, and that of brevet sergeant, to ensure that members are acknowledged
for the duties they perform.
Rural policing
A rural policing working party will be established this year to examine
and deal with the ongoing issues which country members face.
The issues earmarked for examination will include, but not be limited
to:
- Partners and other family issues (employment, health and education).
- Tenure.
- Lateral transfers.
- Promotion.
- Training.
- Selections for courses.
- Housing (rents and standards).
Police housing
The country housing rental agreement has nominally expired. Discussions
on a new agreement have taken place, and will continue through this
year.
The complexities of country policing, and the uniqueness of police
officers among those of other government departments within rural
areas, will be the focal point of further discussions.
Police firearms
As SAPOL has failed to satisfactorily resolve the drawn- out shrapnel
issue associated with its Smith and Wesson revolvers, further discussions
will take place this year.
The association has already conducted enquiries with Workplace Services
on the matter.
Recruiting
The association’s hard-fought staffing campaign brought the well-publicized
government commitment to provide and extra 200 officers by the end
of this year.
Keen to see new officers onboard to ease some of the burden that
members continue to endure, the association is keeping – and plans
to keep – a close eye on recruit course intakes.
It will also monitor any new initiatives that might come with the
potential for personal and/or industrial ramifications.
Parliamentary Select Committee
The association will complete its oral presentation to the Select
Committee of the Legislative Council on the Staffing, Resourcing and
Efficiency of South Australia Police.
With its 53 recommendations to the committee, the association has
unapologetically made staffing the main thrust of its 162-page submission,
Foundations for 21st Century Policing.
This year, we should see some significant improvements in resource
allocation models to assist members to deal with their workloads.
