Early Intervention from Buzz Word to Action
Injuries in the Australian workplace cost industry in excess of $60 billion a year or around 5% of Gross Domestic Product. Early Intervention is a buzz word used regularly in the industry to describe both frustration at claims duration and any and all programs to reduce claim costs, at significant cost to employers there is increasing urgency to find a solution to the issue of injury notification and early response disconnection.
Consider the professional athlete who injures themselves on the field of play, there is no lag between notification and treatment, teams are not waiting a few weeks or months to ascertain that an injury has occurred and then commencing intervention. The notification is instantaneous and the intervention is within days, the results usually speak for themselves.
Often times Managers and other untrained and inexperienced staff are called upon to manage an injury at the outset and while best efforts are always made, it is all too common that their efforts fall short and injured staff can be left frustrated and claims costs can blow out.
The norm has become an email or a phone call to supervisors or managers days after the fact and it is has become common that the first an insurer or an employer hear about the injury is an unfit certificate.
Once a worker is unfit often early intervention is too late to be of any real affect and the statistics certainly prove that, if an injured worker is unfit for:
· 20 days, there is a 70 percent chance of a return to work
· 45 days, there is a 50 percent chance of returning to work
· 70 days, there is a 35 percent chance of returning to work
What then is the solution? How do industries make inroads in to the $60 billion cost?
1. Industry forums and research indicate that a program and process designed to set a clear expectation of injured workers and employers around roles and responsibilities,
2. Prompt and efficient consultation service designed specifically for early intervention with medical experts trained in workers compensation legislation and most importantly
3. A seamless integration of incident and injury notification combined with early intervention
Once this is achieved costs will come down, productivity will go up and most importantly injured workers will get the assistance and support they need to make a safe and durable return to work.
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The annual Zenergy Leaders Forum is one of the premier events on the senior health, safety & sustainability calendar in Australia. This is a non-ticketed invitation only event hosted by Zenergy. Attendee numbers at the Zenergy forum are 150 and will include executive, people and culture directors, CEO, COO and directors of health & safety and HSE personnel. The topic for this year is “Integrated Psychosocial Risk Management”. All of the event information is below and reach out to your account manager at Zenergy for further details.
This article has been reproduced with permission from OHS Alert, and the original version appears at www.ohsalert.com.au . A commission has cautioned that society's "significantly raised" bar for what constitutes consent for physical interactions is "even higher" in work-related environments, in upholding the summary dismissal of a worker for inappropriately touching a colleague. In Perth, Fair Work Commission Deputy President Melanie Binet said that regardless of the intention of the worker, who claimed he was simply moving his female colleague "out of the way", his conduct was a valid reason for dismissal. Workers should be "on notice" of the increased scrutiny of behaviours, given the extensive social discourse and media coverage on sexual harassment issues, she said. "This is particularly so in the mining industry in Western Australia where a parliamentary inquiry [see related article ] focused community attention on the odious frequency of sexual harassment and assault of women in the mining industry." The Deputy President added that recent amendments to the Commonwealth Fair Work Act 2009 that specifically identify sexual harassment as a valid reason for dismissal (see related article ) "reflect a societal recognition that sexual harassment has no place in the workplace in the same way as violence or theft don't". The worker was an Alcoa of Australia Ltd advanced mechanical tradesperson when he was sacked for inappropriately touching the colleague in an office at Alcoa's Pinjarra Alumina Refinery in September last year. The worker claimed he turned his back to the colleague to squeeze between her and a desk to go to speak to another person and his hands made contact with her lower torso. Afterwards, the colleague's partner entered the office and found her visibly distressed. He confronted the worker, accusing him of grabbing the colleague's buttocks and squeezing it. The issue was escalated, and the worker was summarily dismissed after an investigation concluded he sexually harassed the colleague by making "unwelcomed and socially inappropriate physical contact". Alcoa found the worker breached codes and policies that he had been trained on, which stated that harassment was not determined by the intent of the person who engaged in the conduct but by the impact on the recipient. The worker admitted touching the colleague but claimed this only occurred because the room was crowded. He said he did not intend to behave in a sexual manner and apologised to the colleague as soon as he found out she was upset. He claimed unfair dismissal and sought reinstatement in the FWC. Deputy President Binet found the worker's accounts of the incident were inconsistent, with the parts of the colleague's body that he touched changing in his various statements. She accepted the colleague's evidence that the worker groped her in an "intimate sexual location" and his conduct caused immediate and ongoing effects to her health and wellbeing. The worker could have waited until there was space for him to pass between the desks, requested the colleague to move from the gap or gently touched her arm to get her attention, the Deputy President said. "There was simply no justification for him to turn his back then have his hands at [the colleague's] buttocks level, touch her buttocks and consciously push her out of his way," she said. "I am not convinced that [his] conduct was intended to be entirely without a sexual nature," she concluded. She stressed that even if she was wrong on this point, this type of unwelcome touching could objectively be seen as being capable of making recipients feel offended, humiliated or intimidated. The Deputy President also slammed the worker's representatives for choosing "to follow a well-worn but discredited path of blaming the victim" by accusing the colleague of inviting the "accidental" contact by standing in the narrow walkway. "Women should be able to attend their workplaces without fear of being touched inappropriately," she said in dismissing the worker's case. "It is a sad inditement of the positive work that has been undertaken by employers, unions and regulatory bodies in the mining industry that young women like [the colleague] are still frightened to report incidents of harassment for fear of being ostracised."
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By Jason O’Dowd. Recruitment - Health Safety Environment & Quality
Safety blitz to prevent deaths and injuries from construction falls WorkSafe Victoria recently launched a statewide blitz to tackle fall risks on building sites, such as unsafe or incomplete scaffolds, inappropriate ladder use, steps, stairs and voids or falling from or through roofs. The initiative was launched after nine Victorian workers died in 2023 as a result of falls from height, including four in the construction industry. The number of accepted workers’ compensation claims from construction workers injured in falls from heights also increased to 441 – up from 421 in 2022 and 404 the year before. Construction continues to be the highest-risk industry for falls from heights, making up a third of the 1352 total falls from height claims accepted last year. Of the construction workers injured, 160 fell from ladders, 46 from steps and stairways, 31 from buildings or structures, 27 from scaffolding, and 13 from openings in floors, walls or ceilings. WorkSafe Victoria executive director of health and safety, Narelle Beer, said inspectors would be out in force with an extra emphasis on ensuring employers are doing everything they can to prevent falls. “As a leading cause of injury in the construction industry, falls from height is always a priority for our inspectors – but they will be making this a particular focus as they visit building sites over the coming weeks,” Beer said. “The safest way to prevent falls is to work on the ground. Where that’s not possible, employers should use the highest level of safety protection possible, such as complete scaffolding, guard railing and void covers.” Beer said WorkSafe Victoria can and will take action against employers who fail to ensure the highest level of risk control measures are in place to protect workers from falls. “A fall can happen in just seconds and it can turn your world upside down – so there’s no excuse for taking shortcuts when working at heights,” she said. The statewide blitz will be supported by fall prevention messaging across social media, newsletters and online, reminding employers and workers that fall can be fatal or cause life-changing injuries. Source: Australian Institute of Health & Safety (AIHS)
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The annual Zenergy Leaders Forum is one of the premier events on the senior health, safety & sustainability calendar in Australia. This is a non-ticketed invitation only event hosted by Zenergy. Attendee numbers at the Zenergy forum are 150 and will include executive, people and culture directors, CEO, COO and directors of health & safety and HSE personnel. The topic for this year is “Integrated Psychosocial Risk Management”. All of the event information is below and reach out to your account manager at Zenergy for further details.
This article has been reproduced with permission from OHS Alert, and the original version appears at www.ohsalert.com.au . A commission has cautioned that society's "significantly raised" bar for what constitutes consent for physical interactions is "even higher" in work-related environments, in upholding the summary dismissal of a worker for inappropriately touching a colleague. In Perth, Fair Work Commission Deputy President Melanie Binet said that regardless of the intention of the worker, who claimed he was simply moving his female colleague "out of the way", his conduct was a valid reason for dismissal. Workers should be "on notice" of the increased scrutiny of behaviours, given the extensive social discourse and media coverage on sexual harassment issues, she said. "This is particularly so in the mining industry in Western Australia where a parliamentary inquiry [see related article ] focused community attention on the odious frequency of sexual harassment and assault of women in the mining industry." The Deputy President added that recent amendments to the Commonwealth Fair Work Act 2009 that specifically identify sexual harassment as a valid reason for dismissal (see related article ) "reflect a societal recognition that sexual harassment has no place in the workplace in the same way as violence or theft don't". The worker was an Alcoa of Australia Ltd advanced mechanical tradesperson when he was sacked for inappropriately touching the colleague in an office at Alcoa's Pinjarra Alumina Refinery in September last year. The worker claimed he turned his back to the colleague to squeeze between her and a desk to go to speak to another person and his hands made contact with her lower torso. Afterwards, the colleague's partner entered the office and found her visibly distressed. He confronted the worker, accusing him of grabbing the colleague's buttocks and squeezing it. The issue was escalated, and the worker was summarily dismissed after an investigation concluded he sexually harassed the colleague by making "unwelcomed and socially inappropriate physical contact". Alcoa found the worker breached codes and policies that he had been trained on, which stated that harassment was not determined by the intent of the person who engaged in the conduct but by the impact on the recipient. The worker admitted touching the colleague but claimed this only occurred because the room was crowded. He said he did not intend to behave in a sexual manner and apologised to the colleague as soon as he found out she was upset. He claimed unfair dismissal and sought reinstatement in the FWC. Deputy President Binet found the worker's accounts of the incident were inconsistent, with the parts of the colleague's body that he touched changing in his various statements. She accepted the colleague's evidence that the worker groped her in an "intimate sexual location" and his conduct caused immediate and ongoing effects to her health and wellbeing. The worker could have waited until there was space for him to pass between the desks, requested the colleague to move from the gap or gently touched her arm to get her attention, the Deputy President said. "There was simply no justification for him to turn his back then have his hands at [the colleague's] buttocks level, touch her buttocks and consciously push her out of his way," she said. "I am not convinced that [his] conduct was intended to be entirely without a sexual nature," she concluded. She stressed that even if she was wrong on this point, this type of unwelcome touching could objectively be seen as being capable of making recipients feel offended, humiliated or intimidated. The Deputy President also slammed the worker's representatives for choosing "to follow a well-worn but discredited path of blaming the victim" by accusing the colleague of inviting the "accidental" contact by standing in the narrow walkway. "Women should be able to attend their workplaces without fear of being touched inappropriately," she said in dismissing the worker's case. "It is a sad inditement of the positive work that has been undertaken by employers, unions and regulatory bodies in the mining industry that young women like [the colleague] are still frightened to report incidents of harassment for fear of being ostracised."
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