 In some circumstances an employee will be advised by their lawyer not to speak with the investigator. This is unfortunate as important information may be missed. However they are not obliged to speak with an investigator if that is their choice.
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Circumstances investigators need to complete their work in a timely fashion. To assist you should ensure:
| o | Relevant staff are aware of the process |
| o | Times for staff to be interviewed |
| o | Access to relevant documents |
| o | Access to the site of the injury or work undertaken |
The investigator needs to have a solid understanding of the issues. For the report to be thorough the investigator must think broadly and report comprehensively. For example: an employee who lodges a claim for tennis elbow may say it occurred as a result of one particular action. The condition more commonly develops through repetitive work. A Circs Report that examines the way the injury is reported to have occurred without providing a description of the job would be incomplete in this situation.
To get the best from the circs:
| o | Ensure staff provide a straight accounts of the facts |
| o | Have relevant material available, such as leave records, sickness certificates |
| o | Assist the process to be completed in a timely fashion |
Cautionary note:
Circumstances investigations are costly. In some instances they are done to investigate the truthfulness of statements. Not trusting someone can have consequences.
Misunderstandings can result when a person's truthfulness is questioned. For example: an employee says they were doing a particular job at the time the condition developed. The supervisor thinks the machine was offline at the time, and therefore considers the problem could not have developed as stated. To prevent such a misunderstanding take time, however, this type of issue can be clarified "in house". People's recollection of such issues is often born out. Costs are reduced if it can be sorted out internally. Further, the employee-employer relationship is not damaged if it is possible to avoid stating disbelief of the employee.
What's next?
The consequences of work disability
