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Question: Broken Ankle at Work
Comments
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So she's the lone Registered Vet Nurse from 6:30pm for the last hour, but there are others in the practiceBaldybonce said:
Result.ForeverAddickted said:So brief update... the Vet hasn't put her down yet, still arguing over some bullshit called "ethics"
On a serious note, she's had a call from the Orthopaedics, they've reviewed her X-Ray from earlier, and have said its not actually broken and is just a sprain - She's hyper mobile (dislocates easily), and basically got over diagnosed.
She's spoken with work, they're happy for her to have Tomorrow and Saturday off (as it was her turn to work that shift) to recover, and she's going back into work on Monday... Seems she's going to try and drive herself there, seeing its just a sprain, rather than a break, and see how things go.
Her Manager has agreed though, that until she's fully healed, she'll remain on a shift that has her working alongside other Nurses, whereas the late shift (which she was on last night), would involve her working alone... So looks like its all had a potentially simple resolution... Provided she can cope with the drive into work!!
Thanks for all your advice so far... Its a continued credit to the Forum that we were driving home after the trip to the Hospital, wondering about sick pay etc. and my first thought to check anything was here!!
Now, about the lone working policy? What if she'd slipped and cracked her swede?1 -
Yeah I dont really refer to CharltonLife either unless talking with the missusIdleHans said:
I never mention CL by name as people are very skeptical. I just say 'I might know someone I can ask' and there's more knowledge and good sense on here than outsiders would ever imagine.ForeverAddickted said:So brief update... the Vet hasn't put her down yet, still arguing over some bullshit called "ethics"
On a serious note, she's had a call from the Orthopaedics, they've reviewed her X-Ray from earlier, and have said its not actually broken and is just a sprain - She's hyper mobile (dislocates easily), and basically got over diagnosed.
She's spoken with work, they're happy for her to have Tomorrow and Saturday off (as it was her turn to work that shift) to recover, and she's going back into work on Monday... Seems she's going to try and drive herself there, seeing its just a sprain, rather than a break, and see how things go.
Her Manager has agreed though, that until she's fully healed, she'll remain on a shift that has her working alongside other Nurses, whereas the late shift (which she was on last night), would involve her working alone... So looks like its all had a potentially simple resolution... Provided she can cope with the drive into work!!
Thanks for all your advice so far... Its a continued credit to the Forum that we were driving home after the trip to the Hospital, wondering about sick pay etc. and my first thought to check anything was here!!
Only this morning a former neighbour and his business partners who know I'm selling my house asked me for some thoughts on a business idea they've had regarding making property transactions more definite post-offer. As well as my own eminently valid opinions, I used an example or two taken from here as illustrations of what can go wrong.0 -
Shame we've improved our medical resources otherwise she could get a three year contract at Charlton8
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Dont think her balance would look favourable on Football ManagerIdleHans said:Shame we've improved our medical resources otherwise she could get a three year contract at Charlton1 -
This.randy andy said:
The first question should be is the shimmying along the towel official policy (in which case it sounds unsafe) or is it a shortcut the staff take without employer knowledge/consentForeverAddickted said:
She's shrugged her shoulders in confusion at me when I've asked that one.guinnessaddick said:Is there a risk assessment for the activity is was doing?
By the sound of things, its someone's responsibility to mop the floor of an evening, and then shimmy back along a towel drying the floor - My wife thinks that the towel she was using got caught in a door, meaning she's then slipped on the floor, as she's moved, the towel hasnt.
So guess in answer to @MrOneLung as well, you could argue its her own fault... and would see why it could be.
Has she been shown how to clean the floor & if so is this the Company's official way of doing it ? If so, then they are liable (to a certain degree) but if this us just how she does it then I'm afraid it's her fault.3 -
Not the most generous of employers if they immediately move to SSP.That’s quite transactional and doesn’t suggest much empathy for their staff.4
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She'd better get claim in quick because Starmer/Reeves are cutting benefits to injured and disabled people. Can't believe they are senior Labour ministers.Chizz said:Your wife may have rights beyond just Statutory Sick Pay (SSP) because her injury occurred at work while performing her job duties. Here are some key considerations:
1. Employer's Sick Pay Policy
- Some employers offer Contractual Sick Pay, which may provide full or partial pay beyond SSP.
- Check her employment contract or staff handbook to see if there's a workplace injury policy.
- If her employer only offers SSP, then that would be the default unless additional rights apply.
2. Workplace Injury & Pay Entitlement
- If her injury happened at work, she may be entitled to Injury Pay under her employer’s policy or a relevant industry agreement.
- Even if her employer doesn’t mention it, they could be liable to cover her wages for time off due to a workplace accident.
3. Is This a Reportable Workplace Injury?
- If she slipped at work, this should be recorded in the workplace accident book.
- Depending on the severity, this might be a RIDDOR-reportable accident (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations) if she is off work for more than seven consecutive days/the fracture prevents her from performing her normal duties.4. Could She Claim Industrial Injury Benefit?
- She may be able to claim Industrial Injuries Disablement Benefit (IIDB) if the injury has lasting effects.
- This wouldn’t affect her employment status but is an additional government support.
- (Hopefully this bit will prove to be completely irrelevant).5. Travel Costs Due to Injury
- As she cannot drive due to a work-related injury, she could argue that the employer should help with transport costs if they are not facilitating alternative work arrangements. (I assume, given her role, there's no option for her to work from home).Steps
- Check her contract for any injury-related sick pay entitlements.
- Ask HR for clarity** on whether her workplace has an occupational injury pay scheme.
- Ensure the accident is properly recorded in the bump book to avoid issues later.
- If the employer refuses to pay more than SSP, and it's clear that the injury was due to work, she could speak to ACAS or a legal advisor for advice.Employer’s Potential Liability
- If she was following work procedures and there was a hazard (e.g., wet floor, no proper footwear policy, etc.), the employer could be liable for negligence.- Even though she doesn’t want to pursue a legal claim, it’s good to know her rights in case the employer tries to underpay or avoid responsibility.
Final thought. Be very careful about how she refers to her fracture to her bosses. Vets sometimes take the ultimate, drastic, quick action when faced with something as simple as broken foot..!0 -
@gisappointed cut it out. It's a personal advice thread, no need to turn it political.9
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Suggest for future she works with employer and her team to find a safer solution for drying the floor that has less risk?I would have thought the onus is now on the employer to mitigate this.4
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Yeah this is something I've stressed to her.fenlandaddick said:Suggest for future she works with employer and her team to find a safer solution for drying the floor that has less risk?I would have thought the onus is now on the employer to mitigate this.
They'll be lucky we're not the sort of people to make a claim against the injury, even if it just swollen rather than broken
Next time they might not be so lucky.3 -
ForeverAddickted said:
Yeah this is something I've stressed to her.fenlandaddick said:Suggest for future she works with employer and her team to find a safer solution for drying the floor that has less risk?I would have thought the onus is now on the employer to mitigate this.
They'll be lucky we're not the sort of people to make a claim against the injury, even if it just swollen rather than broken
Next time they might not be so lucky.
The claim would be made to the insurance company that provide the Employer's Liability Insurance cover, for which the employer has already paid the premium.
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This is all good news.ForeverAddickted said:So brief update... the Vet hasn't put her down yet, still arguing over some bullshit called "ethics"
On a serious note, she's had a call from the Orthopaedics, they've reviewed her X-Ray from earlier, and have said its not actually broken and is just a sprain - She's hyper mobile (dislocates easily), and basically got over diagnosed.
She's spoken with work, they're happy for her to have Tomorrow and Saturday off (as it was her turn to work that shift) to recover, and she's going back into work on Monday... Seems she's going to try and drive herself there, seeing its just a sprain, rather than a break, and see how things go.
Her Manager has agreed though, that until she's fully healed, she'll remain on a shift that has her working alongside other Nurses, whereas the late shift (which she was on last night), would involve her working alone... So looks like its all had a potentially simple resolution... Provided she can cope with the drive into work!!
Thanks for all your advice so far... Its a continued credit to the Forum that we were driving home after the trip to the Hospital, wondering about sick pay etc. and my first thought to check anything was here!!
The suspicious side of my nature makes me want to suggest you take careful note of their offer to ensure she doesn't work alone. The reason being that it's a tacit admission that working alone might not be safe.
I'm sure everything will work out fine, especially if driving isn't a problem. But make sure you keep a note of their offer, just in case...3 -
40 odd years ago I broke my leg playing Sunday football. I was probably one of the lowest paid in the company being an apprentice but they paid me in full for each of the 8 weeks I was off. Terrible to hear that there are still employers, many years later, who still don't provide adequate sick pay for their staff.5
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Surely that can't be an 'official' policy. If she's the last there why would you even need to dry the floor?randy andy said:
The first question should be is the shimmying along the towel official policy (in which case it sounds unsafe) or is it a shortcut the staff take without employer knowledge/consentForeverAddickted said:
She's shrugged her shoulders in confusion at me when I've asked that one.guinnessaddick said:Is there a risk assessment for the activity is was doing?
By the sound of things, its someone's responsibility to mop the floor of an evening, and then shimmy back along a towel drying the floor - My wife thinks that the towel she was using got caught in a door, meaning she's then slipped on the floor, as she's moved, the towel hasnt.
So guess in answer to @MrOneLung as well, you could argue its her own fault... and would see why it could be.
Just start on the opposite side of the room to where the exit door is, mop towards the exit, lean the mop in the corner, leave and let it dry naturally.*
* i say this as someone with absolutely sod all cleaning knowledge.2 -
I think in the circumstances this was probably good practice as there were still people on site.Chris_from_Sidcup said:
Surely that can't be an 'official' policy. If she's the last there why would you even need to dry the floor?randy andy said:
The first question should be is the shimmying along the towel official policy (in which case it sounds unsafe) or is it a shortcut the staff take without employer knowledge/consentForeverAddickted said:
She's shrugged her shoulders in confusion at me when I've asked that one.guinnessaddick said:Is there a risk assessment for the activity is was doing?
By the sound of things, its someone's responsibility to mop the floor of an evening, and then shimmy back along a towel drying the floor - My wife thinks that the towel she was using got caught in a door, meaning she's then slipped on the floor, as she's moved, the towel hasnt.
So guess in answer to @MrOneLung as well, you could argue its her own fault... and would see why it could be.
Just start on the opposite side of the room to where the exit door is, mop towards the exit, lean the mop in the corner, leave and let it dry naturally.*
* i say this as someone with absolutely sod all cleaning knowledge.
* i say this as a retired cleaning contractor.3 -
Mrs Idle works in childcare at a private nursery. No provision whatsoever for sick pay there (which seems normal for that industry) but of course the little bastards are sent in with streaming noses, coughs and viruses which are passed on to staff who lose wages because the parents of the little bastards want to go to work and dump sick kids on the nursery staff.charltonkeston said:40 odd years ago I broke my leg playing Sunday football. I was probably one of the lowest paid in the company being an apprentice but they paid me in full for each of the 8 weeks I was off. Terrible to hear that there are still employers, many years later, who still don't provide adequate sick pay for their staff.
It's a shit career, never do it.6 -
🤫🤥Gisappointed said:
She'd better get claim in quick because Starmer/Reeves are cutting benefits to injured and disabled people. Can't believe they are senior Labour ministers.Chizz said:Your wife may have rights beyond just Statutory Sick Pay (SSP) because her injury occurred at work while performing her job duties. Here are some key considerations:
1. Employer's Sick Pay Policy
- Some employers offer Contractual Sick Pay, which may provide full or partial pay beyond SSP.
- Check her employment contract or staff handbook to see if there's a workplace injury policy.
- If her employer only offers SSP, then that would be the default unless additional rights apply.
2. Workplace Injury & Pay Entitlement
- If her injury happened at work, she may be entitled to Injury Pay under her employer’s policy or a relevant industry agreement.
- Even if her employer doesn’t mention it, they could be liable to cover her wages for time off due to a workplace accident.
3. Is This a Reportable Workplace Injury?
- If she slipped at work, this should be recorded in the workplace accident book.
- Depending on the severity, this might be a RIDDOR-reportable accident (Reporting of Injuries, Diseases and Dangerous Occurrences Regulations) if she is off work for more than seven consecutive days/the fracture prevents her from performing her normal duties.4. Could She Claim Industrial Injury Benefit?
- She may be able to claim Industrial Injuries Disablement Benefit (IIDB) if the injury has lasting effects.
- This wouldn’t affect her employment status but is an additional government support.
- (Hopefully this bit will prove to be completely irrelevant).5. Travel Costs Due to Injury
- As she cannot drive due to a work-related injury, she could argue that the employer should help with transport costs if they are not facilitating alternative work arrangements. (I assume, given her role, there's no option for her to work from home).Steps
- Check her contract for any injury-related sick pay entitlements.
- Ask HR for clarity** on whether her workplace has an occupational injury pay scheme.
- Ensure the accident is properly recorded in the bump book to avoid issues later.
- If the employer refuses to pay more than SSP, and it's clear that the injury was due to work, she could speak to ACAS or a legal advisor for advice.Employer’s Potential Liability
- If she was following work procedures and there was a hazard (e.g., wet floor, no proper footwear policy, etc.), the employer could be liable for negligence.- Even though she doesn’t want to pursue a legal claim, it’s good to know her rights in case the employer tries to underpay or avoid responsibility.
Final thought. Be very careful about how she refers to her fracture to her bosses. Vets sometimes take the ultimate, drastic, quick action when faced with something as simple as broken foot..!0 -
@ForeverAddickted,...Not stalking you mate, just wondered how yer missus is now, hopefully all healed and back to work all sorted...🤞0
