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Posted By james2000
Dear All
One of our employee,had an accident (broken finger)yeastarday.he went to hospital and he came back to his job AT same day,but he didnot back at following day due to pain.should i include it as an LTA ????(i am not in UK)
James
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Posted By David Bannister
James, I'm not sure that you will get a definitive answer here as the answer depends upon how your organisation has chosen to define a LTA.
My opinion is that if a work-related injury causes an employee to be away from work, regardless of the gap between incident and absence, then it should be counted in the statistics.
There are many examples of people continuing to work after injury and only later realising the extent of harm done, necessitating medical treatment. There was even a German goalkeeper who continued to play football at Wembley with a broken neck.
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Posted By james2000
David
I have a same oponion,but the point is our company HSE plan has some shortfall and not defined about any gap between absence and incident and i want to know if any body has experienced some issue like this?
james
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Posted By Merv Newman
Correct me if I'am wrong, but anything less than three days absence does not qualify in the UK.
Injury day one, back day two, off work days 3,4,5 then that qualifies as a LTA
However may be declarable even without the 3 days as a riddor on potential.
Merv
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Posted By Mike Miller
I too do not work in UK.
My company declare an LTI if IP leaves site, has hospital treatment and does not return.
We have medic centre here with nurse and doctor so he is treated there where possible before being referred to hospital. Probably so they can patch him up and get him back on the site ASAP
It all depends what has been written and agreed in the HSE plan. But if your is short of the mark then have a review and change it.
Mike
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Posted By james2000
Mike
In this case ,IP leave the site but he came back from hospital at same day,but he didnot com back to site at following day,due to pain...what is logic ???
James
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Posted By Konstanty Budkiewicz
James,
In support of David's and Mike's previous comments, RIDDOR in the UK is established in part to focus on "how risks arise and to show trends" (See Introduction of the RIDDOR Guide, paragraph 2 for details).
The logic of the RIDDOR criteria is to identify those events where safety,operational effectiveness, or, the economics of both are affected. Clearly no business can afford to operate in an uneconomical manner and still maintain its market position. Hence, it is prudent for undertakings to set reporting criteria in order to maintain cost effectiveness of their operations.
As indicated earlier, I suggest that you report the accident using Company criteria. However, you may feel that this criteria does not have at its core the best interests of your shareholders: discuss this aspect with your management chain at the next review opportunity. Continous Improvement is the mantra of most successful undertakings.
Kon CMIOSH
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Posted By William
Should it not be considered an LTA/LTI even if the injured party returns to work but is unable to resume their normal work. Lets say they return, but on light duties and are unable to do their normal job, would this not be considered as "lost time" due to time being lost from their normal type of work?
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Posted By Simon Shaw
For what it's worth, the definition I use for LTA is:
A work related accident which results in absence from work for one or more days, not including the day of the accident.
So in your case, the IP coming back to work on the day of the accident would be irrelevant, it would be the following days off that would count - so it would be classed as a LTA.
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