The devastation caused by the fires in Canada and the West Coast of America has been overwhelming this year. It’s hard to even comprehend what a fire like that would do to our world in Otago. Especially we are entering into what is predicted to be a long hot summer.

I recently listened to a 99% Invisible podcast episode called ‘Built to Burn’. The guest speaker was Jack Cohen an experienced Forest Service research scientist who has spent a lifetime studying fire behaviour. He had a lot of interesting things to say.

Summer is coming and it’s going to be hot and dry. It’s time to think about what hot work your team does and how you are manage the associated fire risk. Remember it’s not just welding, grinding and using a gas axe that can cause a spark. Also, traditional fuels that you would put in an engine are not the only way to cause an explosion - some acids, decomposing material and dust can be just as deadly.

The sad thing is there are no 'right' answers when it comes to depression, as everyone seems to have their own version of disappearing into the ‘kumara pit’ or being chased by ‘The Black Dog.’

The ideas in this document are not meant to replace seeing a GP, going to a counsellor, or contacting qualified mental health services.

We’ve all been there in one context or another when we feel let down, disappointed or frustrated when someone fails to meet our expectations.  This is equally true of workplace relationships and is often when relationships turn sour.  Ensuring clear expectations from the outset of the relationship helps to keep communication lines open and reduces the chances of miss-hires, frustrations, and potentially losing key staff members. 

When it comes to workplace safety, one often overlooked aspect is the medical fitness of drivers operating work vehicles. Given that a vehicle is a ‘place of work’ under HSAW 2015, if you supply your employees with a vehicle or they are commercial drivers for you your organisation, you need to consider what sort of medical assurance that you need for them to continue working. 

Stay Updated on COVID-19 HR and Health Safety Advice: July 2024

In the evolving landscape of COVID-19, staying informed is key to safeguarding your workforce. Explore the latest guidelines on isolation and mask wearing to ensure workplace health and safety compliance.

"I would appreciate it if you could be more mindful of your words/actions. In other words, don’t be a sh*the@d.”

Magnum Hire learnt this the hard way. And, it was an expensive lesson: $137,463 plus bonus and holiday pay to be exact

The employment relations authority made it very clear that an owner/ director of a company is not allowed to create an unsafe workplace by yelling at and belittling managers to the point where they are suffering from anxiety, panic attacks, depression and symptoms of post-traumatic stress disorder.

We currently face a tough market to attract employees and retaining staff is crucial.  It is important that you cast the net as widely as possible but to do so successfully it is important to take stock of what your current staffing looks like and whether any changes might be needed to ensure your workplace is welcoming to all.

Most business owners and managers will be driven to create a workplace that is welcoming.  To achieve this it is important to reflect on how you would ensure this is the case for someone who is in one way or the other different to the majority of your employees.  This could include gender, age, sexuality, ethnicity, family situation, neurodivergence, disability to mention a few.  Whilst, hopefully, no one would set out to make some-one feel uncomfortable or unwelcome – workplace norms that have developed over time may unintentionally have this effect.