Posted By John C What worked well for me as well as their team briefs, was ensuring advice was given at the time of an accident investigation too. We had a number of problems with staff reporting accidents late, such as 2 days later (whilst no lost time from work). In cases such as this when carrying out the accident review I would ensure they are aware by way of a reminder of the company procedure regarding accident reporting. This is all written down at the time of interview and agreed (signed) by the employee. It is amazing to see how quickly the message then gets across to the workforce after a one to one chat.

Posted By Laurie Hi Robert Can't help with the actual presentation, but one example that I always give is that of a lady working in a shop who banged her ankle on a freezer. Nothing serious, she didn't even take time off, but it set up a bone infection, and she ended up with her leg being amputated. Worse, by the time it was diagnosed it had spread to the other leg, which also had to be amputated. Luckily she had filled out an accident report and could prove it had happened at work and not at home. Would YOU fill out an accident report if you simply banged your ankle? That usually results in a healthy increase in the number of minor injury reports, which increase is usually sustained to quite a reasonable degree Laurie

Posted By John C ANY laceration, bruise, graze, swelling, or whatever it is, it is to go into our accident book. That is how out employees are encouraged. They are told that EVERY accident however small they night consider it MUST be reported to their manager. This of course can lead to high accidents being reported, but they ARE accidents and that is exactly how they are treated or actioned and reviewed. Any first aider who provides even a plaster to an individual without it being recorded would be interviewed to explain his/herself. However, as the policy is clear, it just does not happen. EVERY accident is treated seriously.