April 1999 Volume 80 Number 4 "serving the protectors"
Industrial Front
By Mark Carroll   Assistant Secretary

Staffing Levels

At the time of writing (12.3.99) the Police Association has called a special meeting of delegates to discuss the issue of staffing levels.

By the time this goes to print, this issue will either be topical, or resolved. However, it is an issue worth commenting on as many members are now starting to identify the shortcomings of a police service not adequately resourced.

To date, a number of Hazard Identification Reports (PD 77s) have been submitted from workplaces whose members are concerned for their safety and welfare due to the lack of staff in their workplace. I have been told that other such notices are being considered in other areas.

It is never easy for members when considering submitting Hazard Reports. Many feel that they will be intimidated by either managers or colleagues for documenting a problem, or singled out as a radical or agitator. This need not be the case. I cannot imagine that the SEG or Minister for Police would tolerate such a situation.

The OHS & W Act is clear on this issue. Section 19 specifies the duties of employers to employees regarding safe working environment and systems of work. Section 21 lists the responsibilities of employees to take reasonable care to protect his or her own health and safety at work. Section 56 makes it illegal for discrimination against workers who have made complaints about matters affecting health, safety or welfare. Members should make themselves aware of sections of the Act, and report to either SAPOL or the Association any intimidating, threatening or coercive behaviour inflicted due to raising issues of concern via the legislative requirements of the Act.

Lack of staff is an OHS & W issue. One member has courageously identified that the lack of staff and unrealistic workload caused problems to his health. His work colleagues have supported his decision to raise the issue via a Hazard Identification Report. His actions are bona-fide and justifiable. It is now for the employer to rectify the situation. The employer has a duty of care to its employees.

SAPOL is reacting to issues of OHS & W. All workplaces are currently being audited. The Association applauds the organisation for committing resources to this issue. No doubt many of you would say that it is long overdue.

The Association has read with interest comments in the media relative to extra police. A Sunday Mail article, More Cops On Beat (February 28, 1999), stated that police numbers had “been boosted to more than 300”. The Association asks: “Where?”

Further, the same article reported that the “huge re-organisation has been hit with union problems...” This is simply not true. The reporter is mistaken.

There are fewer police today than five years ago. Civilianisation of police roles was supposed to free up police to perform operational duties. Those police redeployed are only filling empty positions. Natural attrition accounts for anywhere up to 150 people a year. Recruiting against natural attrition is not occurring. But I don’t have to explain that to the rank and file. They know. They know because they are performing their duty under increasing pressures and decreasing resources.

The Association feels that it is incumbent upon us as an organisation to educate the community about their police service and how dwindling numbers effects their safety and wellbeing, as well as the safety and wellbeing of all police officers.

Know Your Award
Plain Clothes Allowance

Clause 9A (c)

The Award states:

Officers assigned to uniform areas, other than those covered by sub-clause (b) - [STAR Force] - and directed to perform duties out of uniform, shall receive an allowance of $3.70 for each day such duties are performed.

If you are attached to an investigation unit in the new LSAs and are required to wear plain clothes to fulfill your duties, then you are entitled to be paid this allowance. It is a breach of the award for you to be denied the allowance. Please do not hesitate to contact the Association or SAPOL’s Employee Relations Branch if you are being required to wear plain clothes and are denied the allowance. Members should remember that the award is a legal document that sets out your legal entitlements. The award is binding on the Police Association and the Commissioner for Public Employment. Budget cuts to areas do not change your legal entitlements.