Absolutely! And it has been great for encouraging conversation about certain topics, especially those that become "old news" and for helping prevent complacency creeping in, identifying new hazards that may now exist with changes since (whatever the topic is) first arose - example forklift safety for both operators and for pedestrians, new challenges arise with electrics, awareness of how these are controlled etc - new equipment changing over head hazards etc.

I do a monthly H&S topic and a monthly Wellness topic. They don't need to be long but identifying the current issues and raising awareness and conversation.
Carried out during monthly team H&S meetings to cover the majority but all have access if they aren't on shift to attend the meeting. All sign off to say they have viewed them.

Michael, "The unicorn is finding someone willing to talk about mental health" - we started with external speakers - Mike King, Paul Rangiwahia, ex-staff that have had major injuries that have impacted their lives (not necessarily relating to work), there are plenty out there willing to talk about their experiences, it gets easier and buy in comes, for most... eventually.

Some excellent info, stats and tools here. Well done!

I also work for an essential service that is not open to the public.
Agree with Matt and Steve's comments.

We have made it clear in our rules for all attending site to (among other covid and hygiene requirements):

- wear a mask, "where practical" and any uncertainties around this to be directed to Operations Manager/Supervisors.
- maintain a 2m physical distance from anyone else (at least) on site,
- staff are to stay within their allocated work area to avoid unnecessary mingling.

We also manage shifts to ensure no crossover during shift changes.

This may or may not be helpful, depending on whether your business requires people to work closer than 2 meters apart, especially during physical exertion.

Some good comments in here, and I found myself commenting on a few H&S faux pas myself.

It seems like (the makers) are being a little too lax in my opinion. The end result of a serious accident being, somebody is going to be to blame and I'm sure as hell it wont be the contestants. It shouldn't be too much of an issue to have a little H&S reality check in there without going OTT and still keeping some fun in it. After all, the world we live in these days is all about "I saw it on TV, so it must be ok". Common sense be damned.

Perhaps ACC should chime in on that action with their "have a hmmm" promotion.

I certainly think it's worth a mention to the Broadcast Standards Authority.

I'm using a new New Zealand based one called iTrak. It's pretty basic but good for acc/inc reporting, hazard reporting, on site presence/tracking, scheduled reporting and basic inspections, and they have been building further capabilities into it specific for our needs, albeit slowly.

How does this translate to medicinal use by employees? I.e discrimination against prescribed medicinal users?

In Canada the most common form of testing is saliva testing. The reason for this being that this method detects shorter periods of time between use and testing. Though not an impairment test, wouldn't this be more relevant?