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Staff Management 2 Flashcards

1
Q

Staff Management 2 - Reporting unacceptable behaviour

Professional Conduct
The term “Professional conduct” refers to what ?

A

The expectations of the Commissioner and functional area Police deal with PC issues

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2
Q

Staff Management 2 - IPCA

Professional Conduct
Under s.13 of IPCA Act 1988, Police are required to notify the authority of what 4 things ?

A
  • Incidents involving death or serious bodily harm
  • Serious misconduct
  • Neglect of Duty constituting a criminal offence
  • Anything that puts “reputation of Police” at risk
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3
Q

Staff Management 2 - Reporting unacceptable behaviour

Under the Protected Disclosures Act 2000 (‘Whistleblowers Act’), Police must protect the identity of the disclosing employee. Your identity may only be released in what circumstances ?

A
  • If you have consented to its release

… OR Police reasonably believe:
* Disclosure of identity essential to effective investigation
* To prevent serious risk to public health, safety and the environment
* Essential to compy with principles of natural justice
* essential to investigation by another law enforcement agency for purpose of law enforcement

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4
Q

Staff Management 2 - Professional Conduct

If officer fears disclosure of an incident may expose him to harm, he/she may do what ?

A
  • Make direct approach to PC Manager, HR Advisor, OR other trusted Supervisor
  • District Commander / National Manager PPC shall take steps to support officer
  • Dep. Commissioner - Operations kept appraised of approach and action taken

NOTE: If employee fears info will expose them to physical, psychological or vocational harm, they may approach Dist. Comm. or National Manager PPC directly.

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5
Q

Staff Management 2 - Professional Conduct

If there’s any suspicion of Criminal Offending, misconduct, or neglect of duty - the Commissioner requires what to be done ?

A
  • Report to District Commander, who shall then cause an investigation to be carried out
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6
Q

Staff Management 2 - Professional Conduct

Professional Conduct
With regards to any “Integrity reporting”, can an off duty member report this behaviour ?

A

NO - must be an “On-Duty member” who submits report to their Supervisor. If any attempt made to evade the law enforcement process, Dist. Comm. shall set up investigation

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7
Q

Staff Management 2 - Professional Conduct IPCA

Professional Conduct - IPCA Act 1988
Section 12 - Functions of Authority

S.12, ss.1 outlines what the functions of the authority “shall be” - what are these ? (3 things)

A

(a) * To receive complaints
- alleging misconduct or neglect of duty by any Police employee, OR
- concerning any practice, policy, or procedure of Police affecting the person or body of persons making complaint

(b) * To investigate, where satisfied reasonable grounds in public interest, any incident involving death or serious bodily harm notified under s.13

(c) * take action in respect of complaint, incidents and any other matters as contemplated by Act.

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8
Q

Staff Management 2 - Professional Conduct IPCA

Section 12 - Functions of Authority

S.12, ss.2 outlines “In the course of taking action” (about a complaint) Police may also “investigate” what in respect to any complaint - explain ?

A
  • Police may investigate any apparent misconduct, neglect of duty, Police practice, procedure which appears to relate to the complaint - but does not refer to the original complaint
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9
Q

Staff Management 2 - Professional Conduct IPCA

Section 12 - Functions of Authority

Under ss.3 - Are the Authority authorised to investigate any matter (under ss.1) relating to terms and conditions of service of any Police employee ?

A

NO

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10
Q

Staff Management 2 - Professional Conduct IPCA

Section 13 - Duty of Commissioner to notify of Death or Serious Bodily Harm

Section 13 - what does this section specify and what must Police do when an incident occurs (timeframe / correspondence for IPCA) ?

A

Where Police employee acting in execution of duty causes, OR appears to cause, death or serious bodily harm, Commissioner shall ASAP give written notice setting out particulars of incident as to how it was caused

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11
Q

Staff Management 2 - Professional Conduct IPCA

Professional Conduct - IPCA Act 1988
Section 13 - Duty of Commissioner to notify of Death or Serious Bodily Harm

Serious bodily injury means any what ?

A
  • Fracture
  • Deep laceration
  • Injury to internal organ
  • Impairment of bodily function
  • Blow to head causing severe concussion
  • Injury resulting in hospitalisation as result of Police actions

*NOTE: Hospitalisation does NOT include dog bites where injury is not deep and subject only in hospital to clean out wound before being discharged

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12
Q

Staff Management 2 - Professional Conduct IPCA

Professional Conduct - IPCA Act 1988
Section 15 - Duty of Commissioner to notify Authority of Complaints

What does s.15 stipulate, ss.1 (notification) and ss.2 (timeframe)?

A

(1) Commissioner shall notify Authority of EVERY complaint received by Police, other than complaint notified to Commissioner by the Authority

(2) Notification must be “As Soon As Practicable”, BUT no later than 5 working days after receipt of complaint

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13
Q

Staff Management 2 - Professional Conduct IPCA

Professional Conduct - IPCA Act 1988
Section 15 - Duty of Commissioner to notify Authority of Complaints

Under clause 13 of MOU, the Commissioner has requested IPCA investigate what matters in terms of S.22(2) of IPCA Act (5 things)

A
  • Any Criminal offending OR Serious misconduct - of such significance or public interest, likely to place Police reputation at risk
  • Police intentionally discharge firearm
  • Judicial adverse comments against employee OR Police practice, policy, procedure
  • Attempted suicide or Self Harm in Police custodial facitlities
  • Unintentional dog bite - member of public
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14
Q

Staff Management 2 - Professional Conduct IPCA

Professional Conduct - IPCA Act 1988
Section 20 - Duty of Commissioner to report to Authority on Police investigation of complaint.

What does s.20 stipulate, (under ss.1) in regards to timeframes and what action Police have taken on an investigation?

A

(1) Commissioner shall ASAP, but no later than 2 months after completing Police investigation report - report to IPCA:

(a) whether complaint upheld, AND if so, **what action taken **or is proposed to rectify matter;
(b) whether complaint been settled by conciliation

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15
Q

Staff Management 2 - Professional Conduct IPCA

Professional Conduct - IPCA Act 1988
Section 20 - Duty of Commissioner to report to Authority on Police investigation of complaint.

Under S.20 (2), when reporting to the authority the outcome, what shall the Police supply ?

A
  • Accompanying sufficient material to allow Authority to assess adequacy of Police investigation
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16
Q

Staff Management 2 - Professional Conduct IPCA

Professional Conduct - IPCA Act 1988
Section 20 - Duty of Commissioner to report to Authority on Police investigation of complaint.

Under S.20 (3), can Police consult with the Authority on an action proposal before reporting to them ?

A

YES

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17
Q

Staff Management 2 - Professional Conduct IPCA

Professional Conduct - IPCA Act 1988

What are the Key principles underpinning the Police complaints process ? (4 things)

A
  • Ensure complaints are investigated in fair, timely and effective manner
  • All reasonable steps are taken to investigate complaints and notifiable incidents
  • Complaints and notifiable incidents are investigated with good practice, without bias or any conflict of interest
  • Employees have right to be advised of any allegations against them and right to respond
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18
Q

Staff Management 2 - Professional Conduct IPCA

IPCA Act 1988
Explain Category A investigations

A

Serious complaints where Authority “may” decide to conduct it’s own investigation

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19
Q

Staff Management 2 - Professional Conduct IPCA

IPCA Act 1988
Explain Category B investigations

A

Serious or Significant matters where Authority refer matter to Police for investigation and will actively oversee Police investigation

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20
Q

Staff Management 2 - Professional Conduct IPCA

IPCA Act 1988
Explain Category C investigations

A

Appropriate for facilitation of case resolution and referred to Police for conciliation

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21
Q

Staff Management 2 - Professional Conduct IPCA

IPCA Act 1988
Explain Category D investigations

A

Minor matters requiring no further action, however Police may assess behaviour and learnings where performance can improve

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22
Q

Staff Management 2 - Professional Conduct IPCA

IPCA Act 1988
With regards to the Authority investigating a matter, what can they ask from “any person” ?

A

May require “any person” who is able to give information about a matter, to provide all information and assistance needed to carry out its functions.

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23
Q

Staff Management 2 - Professional Conduct IPCA

IPCA Act 1988 - MOU with the Authority

In addition to the Statutory requirements under s.13 and s.15, the Commissioner may notify the Authority of any other matter involving what ? AND how is it best considered or applied?

A
  • Anything involving Criminal or Serious Misconduct of such significance it puts “reputation of Police” at risk.

Apply common sense and consider if matter will cause loss of Trust and Confidence in NZ Police

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24
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

If matter not a complaint, just expression of dissatisfaction, then what action is taken ?

A

Without delay, make every effort to resolve by way of explanation

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25
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

If complaint is made orally, then what action is taken ?

A

Employee receiving complaint must summarise in writing, or get complainant to, and get complainant to sign as soon as practicable

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26
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

If person calls at Police Station OR Community Policing Centre, then what action is taken ?

A

Record complaint in writing - MUST NOT ask them to call another day or deal with someone else

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27
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

If employee who is subject of complaint is only person available at Station, then what action is taken ?

A

You must record complainant’s details and promptly submit report to District PC Manager, Dist. Commander or Director: Integrity and Conduct, who will arrange independent employee to take complaint

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28
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

If complainant unable or reluctant to call at Police Station to make complaint, then what action is taken ?

A

Must advise complainant arrangements can be made for them to be interviewed elsewhere

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29
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

If complainant wishes their complaint to be received and recorded in presence of friend, relative or solicitor, then what action is taken ?

A

You must facilitate that request

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30
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

If complaint is made on behalf of another person, then what action is taken ?

A

You should see the actual complainant in the first instance to confirm allegations and their wish for an investigation.

If solicitor makes complaint on behalf of client, make arrangements for clients interview through solicitor.

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31
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

If complaint is made by a person in Police custody, then what action is taken ?

A

You must ensure questioning relates solely to matters directly relating to allegations.

Unless compelling reasons to contrary, you should allow person’s representative to be present during interview

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32
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

District Professional Conduct officers must notify who of any complaints ?

A

Director: Integrity and Conduct at PNHQ … who in turn notifies the Authority.

Districts must NOT notify the Authority directly

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33
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

Is an expression of dissatisfaction a complaint ?

A

NO - for the purposes of this policy

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34
Q

Staff Management 2 - Professional Conduct IPCA

Initial Action on receiving a complaint

Police Employees receiving a complaint must notify who of any complaints AND then what should happen after that ?

A

Their Supervisor*, who will :
* Issue appropriate instructions
* refer file to District PPC Manager - who will notify Director: Integrity and Conduct

35
Q

Staff Management 2 - Professional Conduct IPCA

Police Professional Conduct - Managing Investigations

Unless determined otherwise by the Commissioner, the overall responsibility for managing investigations rests with who?

A

District Commander or National Manager/Director.

36
Q

Staff Management 2 - Professional Conduct IPCA

Police Professional Conduct

What is the definition of a Serious Complaint ? (examples include ?)

A

An Issue of such significant public interest, it puts or likely to put *Police reputation at risk

ie: Anything likely to generate significant Media coverage; Complaints against Inspectors and above, any sexual complaints,

37
Q

Staff Management 2 - Professional Conduct IPCA

Police Professional Conduct - Managing Investigations

Independent investigators bought in from outside a District in which a matter occurs, must report to who?

A

District Commander or National Manager/Director of that District where the incident occurred.

38
Q

Staff Management 2 - Professional Conduct IPCA

Police Professional Conduct - Investigation Updates

How often must the District Commander provide updates to Director: Integrity and Conduct on all investigations into alleged misconduct assigned to their area

A

Monthly

39
Q

Staff Management 2 - Professional Conduct IPCA

Police Professional Conduct - Investigation Updates

For “significant matters” which are subject to Commissioner’s notification, the District PC Manager must ensure updates are provided to the Director: Integrity and Conduct, how often ?

A

Weekly

40
Q

Staff Management 2 - Professional Conduct IPCA

Police Professional Conduct - Investigation Updates

For significant matters, the District PC Manager must ensure weekly updates are completed to the Director: Integrity and Conduct. What should the update include ? (4 things)

A
  • Status of the investigation
  • Any significant development in investigation
  • Expected timeline to complete
  • Any outstanding tasks associated with investigation
41
Q

Staff Management 2 - Professional Conduct IPCA

Police Professional Conduct - Investigation Updates

For significant matters, the District PC Manager must ensure weekly updates are completed to the Director: Integrity and Conduct. If update is either incomplete OR indicates problems what should Director: Integrity and Conduct do ?

A
  • Must escalate to Police Executive Level where investigation is being conducted
42
Q

Staff Management 2 - Professional Conduct IPCA

Police Professional Conduct - Investigation Updates

If the executive wishes to consult the IPCA regarding Police proposal’s under s.20(3), who should this be done through?

A

The Director: Integrity and Conduct

43
Q

Staff Management 2 - Early Intervention Policy

Early Intervention Policy

What are the four phases to EI?

A
  • Identification
  • Analysis
  • Engagement and Intervention
  • Feedback and Follow Up
44
Q

Staff Management 2 - Early Intervention Policy

Can EI be used for disciplinary, performance appraisal or appointment processes ?

A

NO

45
Q

Staff Management 2 - Early Intervention Policy

Early Intervention Policy

What is EI aimed at achieving ?

A
  • Identifies** employees who are NOT performing to an acceptable** and professional standard
  • May present traits that pose a risk to themselves and Police (future misconduct or ethical behaviour)
  • EI is preventative in nature, aimed at engaging in remedial and supportive manner through conversation, mentoring and internal or external assistance
46
Q

Staff Management 2 - Early Intervention Policy

When an employee is referred to the National Early Intervention team, that team undertakes an analysis of the data to determine whether engagement is required for the employee. The data is collated in a report and provided to who?

A

The District Lead

(and …the D/C or Director is also notified)

47
Q

Staff Management 2 - Early Intervention Policy

After an initial EI meeting, is an employee required to attend more meetings ?

A

NO - Engagement in EI is voluntary.

48
Q

Staff Management 2 - Early Intervention Policy

The District Lead and Supervisor cannot disclose personal information outside of an EI meeting without employee’s consent UNLESS ?

A

They reasonably believe that disclosing information:
* is for one of the purposes for which the information was obtained OR is directly related to one of these purposes; OR

Is necessary:
* to prevent or lessen serious threat to public health or safety
* to avoid prejudice to maintenance of the law
* as part of any Court process

49
Q

Staff Management 2 - Early Intervention Policy

Early Intervention Policy

What if behaviour is considered to be potential criminal, disciplinary or performance issue ?

A

It is considered unsuitable for EI and must be referred to appropriate person outside the EI team

50
Q

Staff Management 2 - Kia Tu Policy

What is Kia Tu’s purpose ?

A

The purpose of Kia Tu is to prevent and resolve harmful behaviour at work, such as bullying, harassment, discrimination, sexual and racial harassment.

51
Q

Staff Management 2 - Kia Tu Policy

The responsibilities of Our People Leaders within Kia Tu are to ?

A
  • Monitor work environments to identify factors contributing to unacceptable behaviour
  • Address concerns of unacceptable behaviour before it occurs
  • Promote a culture that enables team members to resolve concerns at the lowest level
  • Formally report serious concerns of unacceptable behaviour
  • Ensure team members are aware of this policy, process and support available
  • Ensure support is provided to all people involved during consideration of concerns
  • Assess and make adjustment to reporting lines or the work location as required
  • Assign responsibility to another manager where there is a conflict of interest, or perceived conflict
  • Provide support when formal concern has been raised by ensuring everyone involved:
    *receives a fair hearing
    • kept informed during process
    • has support person at meetings if they wish
    • is provided with information being relied on by Police
    • is encouraged to access Support Services
52
Q

Staff Management 2 - Reporting unacceptable behaviour

Protected Disclosures Act 2000 (Whistleblowers Act) … The threshold for “Serious Wrongdoing” is very high.

Is an employee who makes a disclosure immune from Criminal, Civil or Disciplinary proceedings relating to the disclosure?

A

Yes … however confidentiality of their identity is not guaranteed

53
Q

Staff Management 2 - Reporting unacceptable behaviour

Protected Disclosures Act 2000 … what are Four reasons why identity of disclosing employee may be released ?

A
  • Employee consented to release
  • essential to investigating the allegations
  • prevent serious risk to public health, public safety or environment
  • essential to comply with principles of natural justice
54
Q

Staff Management 2 - Professional Conduct

Integrity reporting - All staff are to notify their supervisors if they receive any of the following (ie: charges, tickets, orders) ?

A
  • Charges in Court
  • EBA or Drug-impaired driving
  • Suspension of D/L
  • Speed exceeding 40km over limit
  • Respondent of P.O.
  • Any charge or ticket that could suspend or partially suspend their D/L

NOTE: Failure to notify may result in disciplinary action

55
Q

Staff Management 2 - Professional Conduct

Initial Action on receiving a complaint

What is an “Expression of Dissatisfaction” (EOD) ?

A

ie: Police sirens heard at night, helicopter causing disturbance, not seeing Police on the beat etc.

This can be resolved at local level - does not need IPCA notification.

56
Q

Staff Management 2 - Managing Conflicts of Interest

A conflict of interest means what ?

A

A conflict between a public duty and private and/or personal interests (financial, family, friends, associates).

“COI’s” may be actual, potential OR perceived.

57
Q

Staff Management 2 - Managing Conflicts of Interest

Conflict of interest in a corporate context - with regards to National Security Clearance, references go straight to NZSIS (NZ Security Intelligence Service). Can Police staff provide references for ex-staff, AND can they use Police titles/rank and Police email addresses ?

A
  • Personal knowledge of ex-employee must be completed without reference to Police Resources (ie: NIA)
  • A Police title OR email address may be used for this purpose
58
Q

Staff Management 2 - Managing Conflicts of Interest

Why is it important to manage COI’s ?

A

A staff members conflict-of-interest can threaten Police’s integrity, because it can bring the organisations impartiality into question.

59
Q

Staff Management 2 - Managing Conflicts of Interest

Providing references for Firearms Licence holders - Can Police staff provide references on behalf of F/L holders?

A

NO - This should not be done

60
Q

Staff Management 2 - Managing Conflicts of Interest

Strategies to Manage Risk - What are some of the steps to take to keep yourself and others safe from COI’s ?

A
  • Take responsibility for maintaining boundaries
  • Document in NIA
  • Involve a support person
  • If person contacts you outside of working hours - state that you’ll call back at work
  • Keep colleagues/supervisor informed
  • Consider cultural values
  • Raise any concerns with a colleague
  • Any doubts, ask whose needs are being met
  • Develop and follow a plan of contact
61
Q

Staff Management 2 - Trauma Support Policy

When to Refer - There are certain circumstances under the policy where a supervisor must make a referral to their District Wellness advisor. What are they?

A
  • Involvement in Critical Incidents
  • Notifiable Injury or Illness (as defined in s.23 of Health and Safety at Work Act 2015
  • Threat to Employees Life while on duty
  • Disaster Victim Identification incidents
  • Delayed recovery of bodies
  • Unnatural Death
  • Many Critical incidents in short period of time
  • Incident involving Death of colleague
  • Failing to protect life or injury at incident
  • Death or Serious Injury to babies or young child
  • Incidents involving Police officers or their families
  • Unpleasant or stressful duties, ie: protracted inquiries

NOTE: Be proactive if staff have experienced cumulative or adverse events

62
Q

Staff Management 2 - Trauma Support Policy

Referral to Psychologists - Referrals are Mandatory following Critical incidents and in Exceptional circumstances - Define Exceptional circumstances?

A

A mandatory referral when had significant exposure to trauma, eg: Natural disasters, Mass Homicides, Acts of Terrorism

63
Q

Staff Management 2 - Trauma Support Policy

Who can access trauma support?

A

Available to Police employees:
* following significant involvement in critical incident
* adversely affected by impacts of Policing OR Organisational impacts

64
Q

Staff Management 2 - Trauma Support Policy

Do staff have the right to engage or refuse psychological services at any stage ? AND their right to informed consent is covered by which Code ?

A
  • Yes they can engage or refuse.
  • The right to informed consent provided under “The Code of Health and Disability Services Consumers Rights (1996)”
65
Q

Staff Management 2 - Trauma Support Policy

Are personal issues covered by the “Trauma Support Policy” ?

A

NO

66
Q

Staff Management 2 - Trauma Support Policy

Referral to Psychologists - Referrals for Critical incidents - explain when this MUST occur?

A

Referral to a psychologist for further assessment and/or debrief MUST occur when an employee is involved in a critical incident where their actions may have contributed to the death or life-threatening injury of a person

67
Q

Staff Management 2 - Trauma Support Policy

Referral to Psychologists

After a critical incident, the second appointment with the psychologist should occur within - how many days ?

A

10 days post incident

68
Q

Staff Management 2 - Trauma Support Policy

Referral to Psychologists

After a critical incident, the first appointment with the psychologist will not occur earlier than - how many hours ?

A

72 hours following a critical incident

69
Q

Staff Management 2 - Trauma Support Policy

Following a Critical Incident (ie: Police Shooting, Fleeing Driver Death, Death in Custody), what trauma support will be provided and what obligations need to be met ?

A
  • CILO appointed, and if none, Supervisor may be appointed to fulfil role
  • Wellness refferal
  • D & A testing - DCC to arrange in consultation with CILO
  • H & S Advisor OR DCC after hours/weekends - To ensure Worksafe notification done ASAP
  • Downtime - Mandatory 10 days police shooting; OR Mandatory 5 days for Death in Custody or Fleeing etc NOTE: Potential for extra 5 days based on Wellness Assessment
  • Debrief & Clearance - Mandatory to be able to resume duties
  • Reintegration Program - once clearance from psychologist
70
Q

Staff Management 2 - Trauma Support Policy

Who should be consulted before a decision is made to apply Downtime ?

A

The District Commander (who will work in consultation with their Wellness Advisor)

71
Q

Staff Management 2 - Trauma Support Policy

When a Mandatory referral has been made to a psychologist, what is required from the psychologist for the employee to be able to resume normal fulltime duties ? AND who should be supplied with this form ?

A
  • A clearance form
  • Sent to Wellness Advisor, who will inform employee and supervisor
72
Q

Staff Management 2 - Trauma Support Policy

When a referral is NOT mandatory, the decision to resume duties rests with whom ?

A

The employee and their supervisor, in consultation with a Wellness Advisor

73
Q

Staff Management 2 - Trauma Support Policy

Confidentiality - Contact between employee, Wellness Advisor and Psychologist is CONFIDENTIAL and WILL NOT be disclosed without employees informed consent UNLESS - what?

A
  • Duty of care obligations apply; OR
  • There is prejudice to the maintenance of the law; OR
  • a requirement to disclose information as part of Criminal or Employment process

NOTE: If information is required to be disclosed; it is kept to a MINIMUM

74
Q

Staff Management 2 - Trauma Support Policy

Explain what duty of care obligations are, in relation to psychologists and when they should provide information about an employee?

A
  • When there is an imminent likelihood of an employee harming themselves or others; AND
  • Disclosure of information** necessary to prevent or lessen serious threat** to public health or safety, or the individual concerned, or others
75
Q

Staff Management 2 - Return to Work Policy

Rehabilitation process

Supervisors Role - What should supervisors do when an employee takes time off because of illness or injury AND who else should they engage?

A

Supervisors should:
* Take the lead in initiating and managing the rehabilitation of your employees
* Be supported by Return to Work Advisors, Health & Safety Advisors, Wellness Advisors, **HR **Advisors & Howden Care (third party administrators

76
Q

Staff Management 2 - Return to Work Policy

ACC Accredited Employer Programme (AEP)

Explain AEP from a Police perspective?

A

As part of our commitment to workplace safety, police have chosen to enter ACC’s accredited employer program (AEP), which means police is responsible for managing any workplace injuries

77
Q

Staff Management 2 - Return to Work Policy

ACC Accredited Employer Programme (AEP)

What are the benefits to police?

A
  • Injured employees needs assessed and receive appropriate medical treatment, more tailored approach to them
  • Offer a flexible working environment that enables injured employees to return to work sooner
  • We have developed and maintained systems that prevent harm and support employees when injured
  • Provide support and targeted rehabilitation plans that focus on the specific needs of police employees.

** Another benefit (To Police) is that we have reduced ACC levies

78
Q

Staff Management 2 - Return to Work Policy

ACC Accredited Employer Programme (AEP)

Police have contracted which Third Party Administrator to manage all work injury claims ?

A

Howden Care Group - they will:
* Lodge your claim for work injury
* determine cover and if claim can be accepted
* decide on entitlements
* manage treatment and rehab
* manage safe return to work

79
Q

Staff Management 2 - Return to Work Policy

ACC Accredited Employer Programme (AEP)

If an employee does not want their non-work claim to be managed by Howden Care, can they choose to remain with ACC?

A

YES

80
Q

Staff Management 2 - Return to Work Policy

Work-Related Injuries

What is a work injury?

A

An injury suffered at work, and can include:
* an accident or series of events
* work related gradual process, disease or infection (DOES NOT include Non-Physical stress)
* work-related noise induced hearing loss (more than 6%)
* work-related mental injury caused by a single significant event likely to cause mental injury to people generally

81
Q

Staff Management 2 - Return to Work Policy

Work-Related Injuries

Who is covered for a work injury?

A

Applies to all paid employees:
* permanent employees
* staff on fixed term contracts.
* casual employees

82
Q

Staff Management 2 - Return to Work Policy

Work-Related Injuries

Medical certificates must be provided for all ACC absences. A new medical certificate needs to be submitted when?

A

“BEFORE” the end date of an employees previous medical certificate

83
Q

Staff Management 2 - Return to Work Policy

Return to Work

If employee is injured at work, what should be the first 6 things done to support them ?

A
  • Contact the employee within two days
  • If absence likely more than 10 days, discuss Rehab policy
  • Ensure incident report completed
  • Leave request entered in MyPolice
  • Receive a copy of ACC45 medical certificarte from employee
  • Ensure med. cert attached to Leave requests

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