Rank: New forum user 
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A 28 years old male firefighter who works 12 hours a day on a rig site. After finishing his duty at 6 pm, he returned back to his room to take rest. While he was entering his room he was talking to his friend and his foot suddenly stopped and bumped the door frame. His big toe swelled and started to have pain and limping. Next day rotation he tried to go for work but he couldn't continue.
He has been referred to the specialist do take an X-ray and see if there is a fracture or not and for further management.
It is Obvious that the injury happened at Resting Period of time and not at work, but it was inside the premises of work.
It is obvious that the Injury occurred due to lack of attention.
Does this case regard as a Work Related Injury? Lost-time Injury?
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Rank: Super forum user 
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Real life event, no blame on the employer so no its not an LTA
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Rank: Super forum user
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more info to clarify please as a question must be 'why does he not leave site' - unless U mean by the term 'rig' that he is off-shore noting that social workers who are actually sleeping are deemed to be at work in some situations?
if he was definitely off shift & he is not expected to assume his role immediately he wakes in an emergency etc. it sounds like Bigmac1 has got it right
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Rank: Super forum user
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bob youel wrote: social workers who are actually sleeping are deemed to be at work in some situations?
You are correct. The Law now recognised that care workers when conducting sleepover duties are at work and are entitled to be paid. I hope we are not suggesting that sleeping is a work activity.
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Rank: Super forum user 
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Toe wrote:bob youel wrote: social workers who are actually sleeping are deemed to be at work in some situations?
You are correct. The Law now recognised that care workers when conducting sleepover duties are at work and are entitled to be paid. I hope we are not suggesting that sleeping is a work activity. People on sleep in's being at work throughout the night has been like that since the 1980's! I now have to work as part of an on call team and we are only classed as being on duty when we get a call, so from the time of the call until it finishes. Not sure what happens if you get out of bed dealing with the call and hurt yourself (something to look into I suppose) because I gather this would be classed as working from home at that point. Has anyione dealt with this point? We do not have to leave our own house in the main but offer telephone support. The only thing ids we are not allowed to go out drinking alcohol or go away during the week long period and as managers there is no extra pay.
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Rank: Forum user
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petromed wrote:A 28 years old male firefighter who works 12 hours a day on a rig site. After finishing his duty at 6 pm, he returned back to his room to take rest. While he was entering his room he was talking to his friend and his foot suddenly stopped and bumped the door frame. His big toe swelled and started to have pain and limping. Next day rotation he tried to go for work but he couldn't continue.
He has been referred to the specialist do take an X-ray and see if there is a fracture or not and for further management.
It is Obvious that the injury happened at Resting Period of time and not at work, but it was inside the premises of work.
It is obvious that the Injury occurred due to lack of attention.
Does this case regard as a Work Related Injury? Lost-time Injury?
If you are classifying as per OGP or OSHA then criteria for work-relatedness is well defined. There is a list of exceptions when accidents are not considered to be work-related (e.g. personal grooming). So i'd consider this to be work-related because the employee was in the work-environment (offshore). Despite him being off-duty at the time. http://www.ogp.org.uk/pubs/2013su.pdfPM me for more info if required.
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Rank: Super forum user 
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Y'know... having just seen those OGP standards for the first time...this kind of thing is probably where at least some of the confusion over RIDDOR comes from.
By OGP criteria, an accident at work is considered to be work-related by default. Under RIDDOR, that doesn't follow. So two different reporting/recording standards exist.
That doesn't help anybody. ;)
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Rank: Super forum user
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This feels like the how many angels can dance on the end of a needle type question (and does WAH apply!). There is an obsession with what to report and to whom. RIDOOR is one thing but we also have other standards that companies subject themselves to, for reasons that that seem to be more connected to corporate masochism rather than good H&S management. Is it worth wasting energy worrying about these things when we can be getting on the important stuff?
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Rank: Forum user
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Xavier123 wrote:Y'know... having just seen those OGP standards for the first time...this kind of thing is probably where at least some of the confusion over RIDDOR comes from.
By OGP criteria, an accident at work is considered to be work-related by default. Under RIDDOR, that doesn't follow. So two different reporting/recording standards exist.
That doesn't help anybody. ;) That's right. Whether or not "an event" happened in the "work environment" is the most important criteria when considering work-relatedness when reporting under OGP or OSHA. For example, let's say you are at your desk, sneeze and hurt your back - this would be a work related event. And a "work environment" is anywhere you are required to be as part of your employment. It gets complicated particularly during business travel, crew rotations, flying offshore,etc.
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Rank: Forum user
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A Kurdziel wrote:This feels like the how many angels can dance on the end of a needle type question (and does WAH apply!). There is an obsession with what to report and to whom. RIDOOR is one thing but we also have other standards that companies subject themselves to, for reasons that that seem to be more connected to corporate masochism rather than good H&S management. Is it worth wasting energy worrying about these things when we can be getting on the important stuff? If you are a global oil and gas contractor then: 1. You need to report/classify incidents as per each individual country requirements where you operate. 2. You may need to report/classify incidents as per each individual client requirements (BP, Shell, etc) 3. You need to report/classify incidents as per each industry standard you are a part of (e.g. OGP) 4. You need to report/classify incidents as per your own internal company standard (hopefully same as #3) As you know, it all gets a whole lot more interesting when you have joint-ventures and such like. Each has it's own calculation for TRIFR, LTIFR, etc etc. That's just for HSSE incidents. Never mind Quality and the other disciplines!
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