Posted By Barry Cooper
This morning I arrived at work to learn that an employees relative had rung in saying the employee had been to the doctor who signed him off work for a week. He hurt his back the previous day moving a pipe. He didn't report it to his supervisor only to a colleague.

I asked his manager to contact the employee to see if he could come in to work to find out what had happened, which the manager delagated to HR dept. I said that it would be a lost time accident (company reportable for 1 day or more lost) and a RIDDOR reportable.

HR dept contacted the employee,who said that he didn't want it to be a lost time accident and that he really didn't want to report it as a work accident, so as far as they are concerned the guy didn't do it at work.

I stated to HR that if he was injured at work (which I am sure he was) then it was a work related injury and reportable. HR said that he cannot make the employee report it, and if it was a work accident then he would be disclipined for not reporting it as per the procedure.

At present the accident rate for the company is extremely low (one of the best in the group) and we haven't had a RIDDOR accident for over 12 months, and of course no one wants to damage the record.
All I want to do is investigate the accident, implement measures to prevent a recurrence, and of course report it under RIDDOR, and to our European central office.
Am I right? or am I being too naive?

Barry

Posted By Jim Walker
This is the unfortunate consequence of companies making RIDDOR or LTAs as KPI data.

If you look at the original reason for RIDDOR it was to monitor trends and target resources, not as a policing method.

Too many companies now encourage "cover ups" to avoid damaging the LTA records.

So........... what should we use to measure performance??

Posted By Paul Devlin
HI Barry

In your posting you stated that he reported it to a colleague at work when he had the accident and you need to verify this and use their evidence to carry out your investigation.

Even if the IP doesnt want to report it as a responsible employer you should make sure that it is reported as per RIDDOR. In a worst case scenario when for instance an employee is killed or incapacitated do we not report the accident since the victim cant fill out their part of the report, I know this is a bit strong but I hope you see what I mean. Your argument cant be that you didnt report it because the IP didnt do it, you know about it therefore you must report.

As for your HR they are certainly going to have an adverse affect on employees reporting accidents if they take the discipline stance for late reporting etc and I would question the legality of this particular process?


Regards


Paul

Posted By Philip McAleenan
In effect Barry, he has reported the accident to the employer. When his relative phoned in stating that he is off with an injury sustained as a result of moving a pipe the previous day, assuming of course that the pipe moving in the course of his work, that constituted a report. Reporting protocols in respect of injury should not be strictly applied as circumstances may dictate that the injured party reports it in some other manner or time.

As for investigating the incident, it is not appropriate for him to be invited in to give the details when he is signed off as it may to be in his best interests (injury wise that is) to move from home. If it is urgent that an investigation report be prepared, seek his permission for someone to visit him at home, otherwise wait until he returns. As you already know that he injured it as a result of moving a pipe, some if not all action can be taken now.

Disciplining employees for not reporting as per a particular procedure is excessive and indeed if he feels threatened that may be the reason why he now doesn’t want to report it.

Philip