Staff Management Flashcards
What is ERA section 4?
(1) The parties to an employment relationship specified in subsection (2)
(a) must deal with each other in good faith; and
(b) without limiting paragraph (a), must not, whether directly or indirectly, do anything—
(i) to mislead or deceive each other; or
(ii) that is likely to mislead or deceive each other.
Return to work - ACC accredited employer
What does GB do?
• lodging your claim for a work injury
• determining cover for your work injury (determining if your claim can be
accepted)
• deciding on entitlements including weekly compensation for a covered
work injury
• managing your treatment and rehabilitation for a covered work injury
• managing your safe return to work.
Return to work - ACC accredited employer
What are the benefits to Police?
• Injured employees have their needs assessed and receive the appropriate medical treatment in a more tailored approach to their needs.
• We can offer a flexible working environment that enables injured
employees return to work sooner.
• We have developed and maintained systems that prevent harm and
support employees when injured.
• We can provide support and targeted rehabilitation plans that focus on
the specific needs of police employees.
Return to work - light duties
• Ensure the employee has provided a medical certificate to return to light duties after an ACC injury. The medical certificate must include any restrictions of hours or light duties and any other safety concerns. The
medical certificate must also have a review date.
• Meet with your employee regularly to update Return to Work PlanOperational and review meaningful duties. This plan must reflect the medical certificate restrictions.
• Send the agreed and signed plan to your Return to Work Advisor.
• Complete and submit the Managers Weekly Rehab Monitoring for GB case-managed injuries (Audit standard).
Return to work - full duties
- Ensure the employee has provided a written medical clearance to return to full duties after an ACC injury. Provide a copy of this to the Return to Work Advisor.
- Advise Workforce Management.
- Keep monitoring on return to full duties to make sure that all is going well.
Police employees and FH
When does the policy apply?
• it comes to a Supervisor’s attention that an employee may be experiencing or be involved in family harm (as either a person at risk and/or person posing risk). This includes any anecdotal evidence that may suggest this is the case
• Police attend a family harm investigation and although no offending is disclosed a PSO or warning has been issued and/or Police are concerned about the possible continuation or escalation of family harm
• Police attend a family harm investigation and offending is disclosed where an employee is a victim or an offender
• Police become aware that a temporary or final protection order has been issued relating to an employee (as either a protected person or as a
respondent).
Kia Tu Policy and Guidelines TRAPS
People centric - Our people, their whānau and our communities are always at the centre of the process.
Trusted - Trust lies at the heart of everything we do. We need to trust each other and our processes.
Responsive - We will respond to matters quickly and proportionately to the behaviour of concern.
Safe - We are committed to providing a safe and healthy work environment where everyone can be themselves and thrive.
Accountable - We are all accountable for our behaviour, and behaviour that falls short of what is expected of us will be addressed.
When you serve a PO on a Police employee
Officers who serve a protection order on a Police employee are required to send a copy of it to the
employee’s District Commander or National Manager (or the Deputy Chief Executive: People if the respondent is at superintendent level or above).
