I have Safety Advocates.

Thus avoiding the whole HSR palava.

Question.
As we know, Pike River Coal Ltd was substantially owned by NZOG. NZOG kept pouring money, disaster after disaster into Pike. And it had its own Board Members on Pike's Board.

Do you think we will ever see the day when our legislation will hold accountable Company ownership further up the chain of ownership?

( I don't)

I don't report LTI's - its a terrible measure. And totally pointless.

If you have to do something I suggest a proportional response. Put absolutely minimal effort into the trivial things. And put maximum effort into things that can be realistically 'catastrophic" (however you choose to define that.)

While I don't record LTI's I do record productive time lost. It might be through injury (work related or non work related), sickness, bereavements, general absence etc. Its mainly just an academic exercise of interest - but I loose a huge amount more productive time due to non-work injuries than I do work ones.

Excellent book Rebecca. Thanks for writing it.

It should be on everyone's bookshelf and well thumbed!

I will try to keep my views on the utterly disgraceful actions of Pike River, NZOG, OSH and EPMU under control.

I'm not sure I see the relationship between the two.

For simple qual recording most payroll systems have a Qual tab.

Within my system I have a Qual tab but I don't use it. I prefer the "Competency" tab as it has a bring up date so I can but a review date on the relevancy of the qual..

I can only conclude that this SARS / Covid in fact is a very low risk thing.

If it was anything other than that the various employers in the chain would be taking appropriate and significant risk management steps and MBIE would be in boots and all enforcing our legislation.

All I seem to be reading is "PPE this" and "PPE that" for this "tricky" work related risk.

Imagine if a Worksafe Inspector came to my place. "Oh I see you have a tricky piece of dangerous plant" "That's Ok Sir, I've issued PPE"

I'm not sure I would call it a "good discussion".

I surprised myself by reading as far as
"The council's chief executive, Stephanie O'Sullivan, said random and pre-employment drug testing was only a small part of what the council did to improve health and safety in the workplace.

The council would undertake proactive education and the drug testing could catch something before it happened, she said.

It might also help people recognise they had a problem."

There is so much wrong with that, I don't know where to begin.

Very much situational specific.
For example I may have a person live 5 minutes away and another 1 hour away. An "8 hour away from work break" statement doesn't work.

Wendy. We don't know what we don't know.

I guess it is for the nurses to discern from us the problems they can help solve.

In the mean time I use them for the problems I know about.

Amy. While Sharknado is an excellent film (perhaps out done by Birdemic - and never to be out done by The Room) Marvel are the highest grossing franchise with around $18b, followed by Star Wars, Harry Potter, James Bond, Lord of the Rings etc.

At best they might be looking at $45m in gross revenues for whole franchise (these movies only have a production budget of $2 - $3m each).

I am left wondering about Kylees intentions

.

If the claim is accepted all claim costs, including earnings compo get put against your employer account experience rating. Depends on how big your company is and how big an issue it is.

In principle I say to staff expect me to challenge an ACC claim if I don't see the incident in the Accident Book. Gives them a wee incentive to report stuff.

I have no time for malingerers who try to fob off their non-work claims onto the employer. So I will challenge any claim I dont think belongs on my account. Mainly because I like to have a clean a record as possible. So if Worksafe or Immigration or whoever comes a knocking they don't get the idea we are a reckless employer. Consequently I pretty much always only have to deal with genuine work claims. Though I am about to cast an eye over a carpal tunnel claim just lodged by an employee who left 8 months ago.

The Experience Rating part doesn't actually bother me. The impact isn't enough of an incentive to get me excited.

I also don't work on "assumptions" - a doctors view is key.

Also there is a difference between pain and an injury.

Sarah
Pregnant women are pretty robust critters. You'll likely find tiredness the biggest issue (other than pregnancy related issues) so keep the lines of communication open and adjust work processes accordingly.

Helen
ACC will send you a blue letter headed "Employee Claim"

Down the bottom it give you the option to call 0800 222 096 if you disagree the claim is work related.

They will send you a form on why you disagree. They won't take your word for it. You will need a medical specialist opinion. Attach the arthritis diagnosis and see how you go.

I assume there was a specific event in your Injury register that points to something that caused the sprain? If so it is worth an investigation to see if that was indeed a probable cause

Safety within the Team is taken very seriously. From the design of the boats
https://www.stuff.co.nz/sport/other-sports/99087919/team-nz-investigate-virtual-safety-option-around-foil-on-radical-new-americas-cup-boat

To collisons
https://emirates-team-new-zealand.americascup.com/en/news/416_SAFETY-TRAINING.html

For me the bigger issue is why is he still off work and not on a light duty rehab. That hairline fracture in the neck had better be quite serious. I would have thought a max of about 50 consecutive days.

My money is on him thinking how to race a boat.

Either someone is having a larf or we should be very afraid.