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ACC Code of Conduct use this at every opportunity with your ACC case manager

#1 User is offline   Brionia 

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Posted 15 October 2010 - 11:02 AM

Quote

ACC Code of Conduct

Introduction
ACC is a Crown entity charged with the implementation of the Injury Prevention,Rehabilitation, and Compensation Act 2001. As a Crown entity, ACC is part of the State sector and contributes to building the trust and confidence of citizens in the institutions of government. The Corporation's reputation and standing is largely determined by public perception of employee conduct. As an ACC employee, you are expected to maintain the highest standards of integrity, discretion and ethical conduct when performing your duties or representing the Corporation in any way.

This Code of Conduct sets the minimum standard of conduct for all ACC employees.

The Code of Conduct:
• Can be used to provide coaching on appropriate conduct.
• Enables recognition of those who model the desired standard of conduct.
• Reflects and reinforces the ACC values. In particular, the Code elaborates on the standards of integrity required.
• Outlines inappropriate behaviour and its consequences.

Please ensure that you read, understand and follow our Code of Conduct. Talk to your manager if you have any concerns about what might be considered unacceptable behaviour or before you take a course of action that you are not entirely sure falls within the bounds of acceptable behaviour. If you believe someone else is acting-unethically please contact your manager, EthicsLine(procedure to report suspected wrong-doing as per requirements of Protected Disclosures Act 2000) or the Fraud Unit as appropriate.

Expectations of all employees
You are expected to exercise good judgement to determine what action to take in a given situation. It is important to be aware that your actions need to be able to withstand scrutiny from internal and external parties.

As an employee you are expected to:
1. Be honest and act with integrity in all aspects of your employment (e.g. in your work with claimants and levy payers, with regard to work attendance,requests for financial reimbursement, use of sick leave etc.)

2. Respect the rights of others by:
Treating others fairly, courteously and without discrimination or harassment.
• Upholding the rights of claimants, as specified in the Code of ACC Claimants'Rights.

• Being respectful of, and responsive to the culture, values and beliefs of Maori.
• Being respectful of, and responsive to, all cultures, values and beliefs.
• Promoting the principles of Equal Employment Opportunities.

3. Perform your duties to the best of your ability by:
• Showing commitment to a high quality of work performed in a manner consistent with the ACC WorkSAFE policies.
• Complying with all ACC policies, processes, standards and the values.
Complying with the Code of any professional body that you are registered or affiliated with, where this impacts upon your work with ACC.
• Showing initiative and being creative in resolving problems, seeking improved productivity and identifying opportunities for improvement.
• Making decisions appropriate to your role and being responsible for those decisions and the actions that result from them.
• Being supportive of changes made by the Corporation, as change is necessary to ACC's success.
• Being supportive of your colleagues and accepting your responsibilities as a team member.

4. Uphold the reputation and standing of ACC by:
• Acting with integrity in any personal dealings you may have with ACC as a claimant.
• Obtaining your manager's approval before commencing any activity, business interest or employment that has the potential to conflict with ACC business (e.g. acting as an advocate for a claimant).
• Ensuring your behaviour in relation to gifts and gratuities and managing contracts and purchasing does not compromise (or appear to compromise)your personal integrity or the Corporation.
• Maintaining the same standard of behaviour, as if you were at work, when travelling on Corporation business or in situations where you could be perceived as a representative of ACC.
• Having a professional standard of dress (specified in the Dress Code).
• Forwarding any media enquiries to the Media Unit, who will advise you on how the query is to be handled.
• Behaving in a manner that will not bring ACC into disrepute.

5. Act in a politically neutral manner by:
• Ensuring that your behaviour maintains Ministerial and public confidence in the impartiality of advice given and actions taken.
• Ensuring your individual comments do not compromise either the Corporation or the Minister (e.g. stating or implying your personal view on an issue is the Corporation's view).
• Ensuring your participation in political matters does not bring you into conflict or the appearance of conflict with your duty to act in a politically neutral manner.

Refer to the State Services Commission New Zealand Public Service Code of Conduct for further information on appropriate behaviour.

6. Use ACC information and property appropriately by:
• Being responsible for the security and confidentiality of all information that you gain during your employment with ACC. Use financial and non-financial information gathered by ACC and your knowledge of ACC's systems and processes only to perform the Corporation's business.
• Treating all ACC assets with care and respect.

7. Act within the law (in particular Injury Prevention, Rehabilitation, and Compensation Act 2001, Official Information Act 1982, Privacy Act 1993, Human Rights Act 1993, Employment Relations Act 2000 but including any other relevant legislation).

Additional expectations for managers

Managers have additional behavioural expectations in leading their teams.

As a manager you are expected to:
• Guide employees in accordance with ACC policies, processes, standards and the systems that are in place to support you in your role as a manager (e.g.coaching programme, performance management processes).
• Lead by example. Model the standards of behaviour expected of all employees and as required by the management capabilities.
• Represent ACC when interacting with your staff.
• Take final responsibility for the quality of work performed, the actions and the decisions of employees in your team.

Behaviour which is not acceptable in ACC

Behaviour or actions that are investigated and found to be in breach of the Code of Conduct may result in disciplinary action. The action taken will depend on the severity of the breach. In all instances the employee will have an opportunity to provide an explanation for their conduct and have the right to be represented by an employee organisation or other representative.

Details of the discipline and dismissal procedures can be found on the Intranet.

Breaches of the Code of Conduct that would normally lead to immediate dismissal (dismissal without any prior warnings) include:
Dishonesty of any kind.
• Theft.
Fraud against ACC or a claimant.
• Handling a claim relating to oneself, a relative, acquaintance or friend without the express approval of the manager, or taking a role as an advocate for a claimant without approval.
• Criminal conviction, leading to imprisonment or adversely affecting the employee's ability to carry out their work. Offences generally considered unacceptable are outlined in the Screening for Criminal Convictions policy.
• Serious misuse or unauthorised possession of ACC property and/or information (e.g. misuse of financial information).
• Any behaviour of a similar type.

Generally any breach of ACC policy will lead to a warning being issued to an employee. Breaches of the Code of Conduct that would normally lead to a
warning (but may warrant immediate dismissal if very serious) include:
Harassment.
Abusive or discriminatory statements or practices.
• Fighting with, assaulting or abusing another person.
• Drug, alcohol or substance abuse during working hours or work performance affected by drug, alcohol or substance abuse.
• Dangerous or unsafe work practices, including non-compliance with ACC WorkSAFE and health and safety legislation.
Any act that has the potential to bring ACC into disrepute.
• Any act of negligence injuring the Corporation.
• Disobeying a lawful and reasonable instruction from a manager.
• Failure to meet the standards of performance and behaviour expected of ACC employees.
• Failure to declare any activity, business interest or employment that has the potential to conflict with ACC business.
• Misuse of ACC property and/or information.
Misuse of ACC internet and/or email systems.
• Any behaviour of a similar type.

The lists of actions that may lead to immediate dismissal or a warning are examples only. They do not constitute an exhaustive list of breaches of the Code of Conduct. Talk to your manager if you have any concerns about what might be considered unacceptable behaviour or before you take a course of action that you are not entirely sure falls within the bounds of acceptable behaviour.

This version of the ACC employee Code of Conduct came into force on 16 February 2004.

Supporting materials to the Code of Conduct

The following materials have been referred to in the Code of Conduct:

ACC Values
Internet and Email Policy
Code of ACC Claimants' Rights
Management Capabilities
Conflict of Interest
New Zealand Public Service Code of Conduct (State Services Commission site)
Delegations Manual
Discipline and Dismissal Procedures
Dress Code
Performance Review System (PRS)
EEO and Good Employer Practices
Procurement Services Policy
EthicsLine
Recognition Guidelines
Fraud Unit
Screening for Criminal Convictions
Gifts and Gratuities Policy Policy
Information Security Standards for ACC Users
Security Policies and Processes
WorkSAFE
[/b]
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#2 User is offline   Gazza16a 

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Posted 15 October 2010 - 12:02 PM

View PostBrionia, on 15 October 2010 - 11:02 AM, said:

Courtesy of Doppleganger. The most relevant points relating to ACC abuse of you, or their inappropriate handling of your claim have been bolded.




Hi all

This is very well done.

Highlighting where they are screwing us certainly points to why ACC is so dysfunctional.
They break every rule in the book. Even our Human Rights.

Pity their Third Party TOADS couldn't be drawn into line as well.

Not one of them have any Code of Ethics.

Cheers
Gazza
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#3 User is offline   doppelganger 

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Posted 15 October 2010 - 01:43 PM

Don't forget the other documents including the jucie parts in there employment contract. Just remember the same contract is for all staff at branch level.
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#4 User is offline   Gazza16a 

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Posted 15 October 2010 - 06:07 PM

View PostBrionia, on 15 October 2010 - 03:23 PM, said:

Good point Gazza. Maybe we should get onto the Medical Council.


Hi Briona,

Some time ago I posted the hippocratic oath that Dr's, Mr's swear to when they
have done their University degree.

It's in a post somewhere, but I can't remember where I posted it.

There is not one TOADY out there that should not go before the Med Council.

As I mentioned in a previous post, ACC denies us our Human Rights - and so do
these (so called ACC Specialists).

Now I'll take some pills and hope I can have a reasonably nights sleep.
Probably a couple of hours would be better than last night.

Hope you have a good night.

Cheers
Gazza
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#5 User is offline   keentohelp 

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Posted 15 October 2010 - 09:17 PM

It is my understanding that the Code also applies to anyone acting as an agent of ACC.

That is, treatment providers are not always covered but assessors, for instance, are.

OCI, the complaints inveatigators are a bit lightweight most usually taking ACC's side (markedly) and not so much investigating as simply taking ACC's word for it as gospel.

Anyone filing a complaint should be prepared for a let down AND be prepared to take any one-sided outcome to Review.
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#6 User is offline   doppelganger 

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Posted 15 October 2010 - 10:07 PM

Now there is several documents that ACC has to make sure that the ACC staff are efficent.

Complaint for not knowing the legislation ask for this document (of cause the latest.

eMS Knowledge and Skills Assessment - Suggested Developmental Activities
T.Il.t~""'''_ ..."".p WlIo,.
This document is to be used after a manager and staff member have completed the eMS Knowledge and Skills Assessment. It suggests
developmental activities to increase proficie ncy and confidence in each of the knowledge and skill areas covered in the assessment form .
For each of the areas assessed in the eMS Knowledge and Skills Assessment, it has been noted whether it is required or recommended tha t
staff rea ch a level of proficiency in each area. Where furth er development is required, it should be a priority to ensure that requ ired knowledge
and skill areas are addressed before looking at recommended knowledge and skill areas.
To identify developmental activities and ensure they are completed , the following proce ss is recommended :
1. Use the tables below to identify an appropriate activ ity or activities to assist staff development for each of the areas rated as 'Needs
Improvement' or 'No Exposure' in the CMS Knowledge and Skills Assessment. The items listed below are suggestions - feel free to
include your own ideas for appropriate developmental activities.
2. Include identified activi ties in the staff member's Personal Development Plan (ACC483) for the July 2005 - June 2006 performance
year. These activities should be completed using the time (and where necessary funding) already assigned for staff development.
3. Take action to ensure that the selected developmenta l activities are completed.
4. Monitor completion of selected activities during quarterly and interim review meetings.
5. Update the Personal Development Plan as appropriate.

Don't forget the assessment.

Section 1: Using a computer in a Windows environment

1. How to navigate your Start menu, desktop area and/or Windows Explorer. (Required)
2. Use icons to open an application or perform a task (Required)
3. Use windows. (Required)
• Team manager or buddy to take the staff member throug h bas ic
• Practice navigation for a specified amount of time each week or fortnight

4. Familiarity with keyboard layou t and ability to type at least 20 words per minute with accuracy . (Required)
• Completion of the Typing Master iTutor course or some of the activities with in this course.
The Typing Master iTutor is available on the staff portal at Sta!t > t:l..w:m.n
Resources > Trainina and development> Training cat > Welcome to
TypingMaster i Tutpr

5. Use a mouse to navigate within existing systems (e.g Pathway). (Required)
• Team manager or budd y to take the staff member through navigation using a mouse.
• Practice navigation for a speci fied amount of time each week or fortnig

6. Use Microsoft Word to create documents1. (Required)
• Access and complete the Microsoft Word 2003 Fundamentals on line leaming modules.
Also available via ACCe lerate are three additional optional courses - Microsoft Word 2003 Proficient User, Microsoft Word 2003 Expert Part 1
and Microsoft Word 2003 Expert Part 2.


13. Sound understanding of your role and responsibilities
• Staff member to discuss with team manager as appropriate for their role
and position description

14. Sound understanding of the existing knowledge and skill requirements for your position (e.g. of rehabilitation ,
legislation, ACC administrative processes etc.).
(Required)
• Staff member to discuss with team manager as appropriate for their role and position description.
15. Sound understanding of the key processes associated with your role. (Required)
• Staff member to discuss with team manager as appropriate for their role and position description

but the most important part of the document is the case managers "Performance Plan (ACC sheet 481 )

""Completed by a managerand staff member at the start of the performanceyearto develop objectives and plan how to achieve these.:"
Objective (Recommended 50%total weighting, minimum 40% maximum60%)

And may be something ACC seam to have got wrong.

Personal Development Plan; "Completed byo stoff member with the help oftheir manager at the start a/ theperformance yearto identify and pion {or developmentneeds."

Before your session Jot down the areas of development you need - to su cceed in your job, and achieve your objectives and meet you career goals certinally this should be on a IRP as it would be part of a rehabiliotation of the injured. It seams that ACC is a source of job avancement throughup skilling instead of supplying rehab to the injured people.
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#7 User is offline   jhansard 

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Posted 16 October 2010 - 09:35 AM

PDF Formatted Version of Code of Conduct attached. ;)

Understanding the Code of Conduct - Guidance for State Servants (State Services Commission)

Attached File(s)


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#8 User is offline   doppelganger 

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Posted 16 October 2010 - 12:57 PM

Now when doing a complaint ine has to obtain several forms fron ACC to be presented at review.

I think that this is an important form as it is the manager checking the under-studies making sure that all of there actions are correct.

Attached File(s)


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#9 User is offline   BLURB 

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Posted 16 October 2010 - 03:32 PM

View Postkeentohelp, on 15 October 2010 - 09:17 PM, said:

It is my understanding that the Code also applies to anyone acting as an agent of ACC.

That is, treatment providers are not always covered but assessors, for instance, are.

OCI, the complaints inveatigators are a bit lightweight most usually taking ACC's side (markedly) and not so much investigating as simply taking ACC's word for it as gospel.

Anyone filing a complaint should be prepared for a let down AND be prepared to take any one-sided outcome to Review.


That was the way I saw it as well Keen2help

cheers for clarifying that
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#10 User is offline   doppelganger 

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Posted 16 October 2010 - 03:45 PM

Now one must keep control of the staff.

How about this, the manager can write what they like especially when the staff don't do as told.

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#11 User is offline   MERLIN 

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Posted 16 October 2010 - 04:43 PM

View Postkeentohelp, on 15 October 2010 - 09:17 PM, said:

It is my understanding that the Code also applies to anyone acting as an agent of ACC.

That is, treatment providers are not always covered but assessors, for instance, are.

OCI, the complaints inveatigators are a bit lightweight most usually taking ACC's side (markedly) and not so much investigating as simply taking ACC's word for it as gospel.

Anyone filing a complaint should be prepared for a let down AND be prepared to take any one-sided outcome to Review.

Hello I believe that Huggy won a review that clearly gives support to the Acc's third party agencies are in the jurisdiction of the Acc complaints department.

So therefore if a complaint of their conduct etc has been made about a non treating provider... then the Acc complaints department is obligated to investigate the complaint..

This is rather important to keep in mind as the Health and disability, privacy commissioners offices are very quick to deny responsibility to investigate most matters that involve Acc process or the third party agencies, and the office of the ombudsmens will in most cases say you have not used the extent of resolution options. :)
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#12 User is offline   doppelganger 

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Posted 16 October 2010 - 07:32 PM

View PostMERLIN, on 16 October 2010 - 04:43 PM, said:

View Postkeentohelp, on 15 October 2010 - 09:17 PM, said:

It is my understanding that the Code also applies to anyone acting as an agent of ACC.

That is, treatment providers are not always covered but assessors, for instance, are.

OCI, the complaints inveatigators are a bit lightweight most usually taking ACC's side (markedly) and not so much investigating as simply taking ACC's word for it as gospel.

Anyone filing a complaint should be prepared for a let down AND be prepared to take any one-sided outcome to Review.

Hello I believe that Huggy won a review that clearly gives support to the Acc's third party agencies are in the jurisdiction of the Acc complaints department.

So therefore if a complaint of their conduct etc has been made about a non treating provider... then the Acc complaints department is obligated to investigate the complaint..

This is rather important to keep in mind as the Health and disability, privacy commissioners offices are very quick to deny responsibility to investigate most matters that involve Acc process or the third party agencies, and the office of the ombudsmens will in most cases say you have not used the extent of resolution options. :)



this comes under section 39

Part 3
Code of ACC Claimants' Rights, and claims
Code of ACC Claimants' Rights
39 Meaning of Corporation
In sections 40 and 45, Corporation includes—

(a) an accredited employer (within the meaning of section 181); and

(B) a person acting as an agent of the Corporation; and

© a person who provides services (excluding treatment) to claimants on behalf of or authorised by the Corporation.

Any reviewer that says it is not correct then they are lying and put the assessor and case manager as a criminal confirming they are working out side of the act..
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#13 User is offline   doppelganger 

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Posted 16 October 2010 - 08:19 PM

And more forms that are requiored to be filled in showing its all abouit ACC staff and not about following the legislation.

Of cause any review of ACC case management would include the review of these documents.

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#14 User is offline   MERLIN 

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Posted 16 October 2010 - 09:20 PM

Quote

40 Purpose of Code

(1) The purpose of the Code of ACC Claimants' Rights is to meet the reasonable expectations of claimants (including the highest practicable standard of service and fairness) about how the Corporation should deal with them, by—

(a) conferring rights on claimants and imposing obligations on the Corporation in relation to how the Corporation should deal with claimants; and

(B.) providing for the procedure for lodging and dealing with complaints about breaches of the Code by the Corporation; and

© providing—

(i) for the consequences of, and remedies for, a breach of the Code by the Corporation; and

(ii) without limiting subparagraph (i), how and to what extent the Corporation must address situations where its conduct is not consistent with or does not uphold the rights of claimants under the Code; and
(d) explaining a claimant's right to a review, under Part 5, of a decision made under the Code about a claimant's complaint.

(2) The rights and obligations in the Code—

(a) are in addition to any other rights claimants have and obligations the Corporation has under this Act, any other enactment, or the general law; and

(B.) do not affect the entitlements and responsibilities of claimants under this Act, any other enactment, or the general law.


I have had a privacy complaint justified by the Acc office of complaints investigators.

I requested that I was given an understanding of how the Acc was going to ensure that this breach of privacy was not going to simply re occur with the next injured claimant.

40c(i) for the consequences of, and remedies for, a breach of the Code by the Corporation; and

The branch manager issued me with a wet bus ticket (an apology letter) as the consequense of,There were NO consequense to the case manager, and this case manager was messaged by me advising her of my concern about sending this particular information out. :o

The Acc branch manager said that "there would in future be a two step process put in place when sending out claimants information to ensure that this breach of rights didn't re ocurr".

I was under no delusion that this was NOT going to be set into effect by the Acc branch. :rolleyes:
And for the branch manager issuing me with this lie... I considered this to be atleast a breach of "code" as well.
Maybe section 240 of the crimes act.

So in all, I got nothing but a long stressful experience and a Acc letter stating a falisty for the remedy.

POINT IS,
Where do you stop making your point that they are corrupt and the complaints system is absolutely FLAWED and these flaws are pointed out when justified through the process and then not rectified.

I bring this up as the code of complaints breaches can take up alot of time to have this recognised when you have the complaints departments put in place by staff of the offending corporation who needs to keep face.
(Conflict of interest) B)
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#15 User is offline   doppelganger 

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Posted 17 October 2010 - 09:38 AM

one must look at the Corporation objectives as to costs.

ACC opinion.

ACC's wo rk programme through w hich it will :
further opt imise th e value delive red by th e services th at it purchases
develop rehabilitation processes th at help clients make an earl ier return to independence.
While th e out lined initiat ives are intended to reduce th e growth in costs and liabili ty in th e
short to medium term, it is important to recogni sethat th e overall size of th e liabili ty w ill tend
to increase as th e populat ion increases and t he num ber of seriously injured cl ients grows as th e
Scheme cont inues t o mature

Injury prevention: ACC has a key role in promot ing measuresth at reduce th e in cidence
and severity of personal injury. However, the Act requires th at such measures only be
undertaken byACC itself if they are expected t o lead to a cost-e ffect ive reducti on in levy
rate s.

New Zealand' s health sector is facing th e same pressures asthose in other count ries in t he
developedwo rld. In part icular, th e growth of medi cal techn ology and th e persiste nt labour
shortage in th e secto r are increasing costs .AlthoughACC's t ot al expendit ure on medical
treatm ent reduced in 200g-2010, the underlyin g t rend remains forthe price of medical services
to rise above th e rate of inflation.
ACCmust cont inue to deliver exist ing servicesand fund appropriate add it ional services asth ey
become availab le.While medi cal technology may hav eth e potent ial to reduce costs in some
areas, th e overall pressure on health care costs will conti nue to increase.
It is essent ial th at ACC can demonstrate th at th e services it does purchase are necessary and
make a difference to cl ients ' rehabilit ation.

The legislati ve change program me involves putti ng into effect the Accldent Compensatio nAmendment
Act 2 0 10. The Amendment Act:
reduces Schemecosts by repeal!ng recent exte ns ions to the Scheme

The Amendment A ct repealed a number of changes to th eAccident Compensat ton Act 2001 made
und er the previous Gove rnment, w hich are expect ed t o reduce annu al costs try $69 million.

Effective rehabilitation is in the best interest s of both the Scheme and clients, when they can
make a faster return to independence and the costs of treatment and rehabilit ation are reduced.


To date thi s prog ramme has del ivered signif icant improvements in the lifetime costs of seriou s inju ry
claims under mana gement. The December 2 0 09 va luat ion of th e outstanding claims liabili ty reduced
th e liability owing to serious inju ry cl ients by $57million.

transfer approximately 600 long-term cl ients from Ace management to th ird party administ rato rs.
Thisw iII effectively increaseACC's capacity and th erefo re reduce th ew or kload 0 n st aff, allcwing for
more inte nsive management of th e rerna!ning darms. Recruit ing and trai ning new staff wo uld take
considerable tim e and could have a negati ve im pact on rehabilitation performance

ACC pays wee kly compensat ton to inju red wo rkers covered by the Schemew hen th ey are off w ork. If
they return towo rk sooner, then the costs of wee kly compensati on payments w ill be reduced.
A grow ing body of intern ational research clearly shows that wo rkplace rehabilitation provides clini cal,
social and financial benefits for inj ured w or kers. For example, research show s that:
th e suicide rate is signif icantly increased for th ose out of w ork
exte nded period s off wo rk car ry a high health risk and lead t o decreased life expect ancy
inju ries heal more quickly in the wo rkplace.
By im proving return-to-work perfo rmance, ACC can achieve bet ter outc omes for clients and reduced
expendit ure (the research shows that return to work does not reduce the liability or end the incapacity as implied by ACC writings)

The net change in the number of dientswho have been receiving weekly compensatio n entitle ments for365 days to be not less than, 150 (reduction


When one looks at this the ACC code of cunduct is to control the case manager by giving high wage that would other wise benefit so that entitlements can be removed.

But I think this part of the crimes Act becomes very relevant

66 Parties to offences
(1) Every one is a party to and guilty of an offence who—
(a) actually commits the offence; or
(B) does or omits an act for the purpose of aiding any person to commit the offence; or
© abets any person in the commission of the offence; or
(d) incites, counsels, or procures any person to commit the offence.
(2) Where 2 or more persons form a common intention to prosecute any unlawful purpose, and to assist each other therein, each of them is a party to every offence committed by any one of them in the prosecution of the common purpose if the commission of that offence was known to be a probable consequence of the prosecution of the common purpose.

Now if you read the "Assessment of'Compliance'objective" form you will notice that the staff member has been audited and checked for fraud or carrying out illegal activities. If the bos says remove claims then (B) is right for the picking.
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#16 User is offline   Brionia 

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Posted 17 October 2010 - 12:48 PM

From ACC's staff employment contract specifically states in relation to YOUR information the following:

Quote

24 Confidentiality
24.1 You are responsible for the security of the confidential and commercially sensitive data, which is held by ACC. Information concerning clients entrusted to ACC must also be treated with the utmost confidentiality. It is a basic condition of your employment that this information is not to be disclosed to or discussed with unauthorised people, either inside or outside ACC. "Information" in this context includes computer programmes and systems, documentation, data and correspondence, both internal and external.
24.2 In recognition of this you are required to sign a Confidentiality and Information Security Agreement on your engagement as a condition of employment.
24.3 Failure to comply with these confidentiality conditions will be considered as serious misconduct.


So I wonder how many have examples of case managers that have disclosed or discussed details about our claim/medical records, or other confidential and commercially sensitive information without your authority, or to people who are not authorised to see such information?

Case Managers don't seem to understand this basic point that their abuse of our privacy is actually grounds for serious misconduct.

The Code of Conduct specifically states any breach of ACC policy will lead to a warning being issued to an employee, but may warrant immediately dismissal if very serious. Surely after one warning has been given to a case manager, and they make the same mistake again, then they would constitute grounds for immediate dismissal. Or does ACC not see a breach of a claimants privacy as being serious? It seems ACC's warning system is as useless as their complaints department in terms of lifting the standards within ACC.

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#17 User is offline   MERLIN 

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Posted 17 October 2010 - 03:15 PM

Hello Brionia thankyou for the information and I totaly agree.

My injury case with the Acc is serious as it involves accusations of GROSS negligence of the surgeon that the Acc payed for.
The ignoring of my concerns was serious in its own right, and this conduct should have received a dismissal of the offending case manager..

I was not supprised that the case manager sent confidential information out that breached my privacy.(info sent to surgeon..) ;)
The Acc will do as they please and then say we are being non compliant and remove weekly income till you are unable to continue to fight back and give up.
Their conduct is an issue in many aspects and this is a great topic for discussion.
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#18 User is offline   1Unit 

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Posted 17 October 2010 - 07:49 PM

View PostMERLIN, on 17 October 2010 - 03:15 PM, said:

Hello Brionia thankyou for the information and I totaly agree.

My injury case with the Acc is serious as it involves accusations of GROSS negligence of the surgeon that the Acc payed for.
The ignoring of my concerns was serious in its own right, and this conduct should have received a dismissal of the offending case manager..

I was not supprised that the case manager sent confidential information out that breached my privacy.(info sent to surgeon..) ;)
The Acc will do as they please and then say we are being non compliant and remove weekly income till you are unable to continue to fight back and give up.
Their conduct is an issue in many aspects and this is a great topic for discussion.



Yeah... and also the CM as in my case, also lately writing to my GP, requesting that they get together on the phone for a chat so they can discuss me and the CM stated that it would be in 'my best interest' if he (CM) and (my) GP were on the SAME PAGE...!!!! For goodness sake... WHAT the !!!! yeah right.

ACC are also in the habit of trolling through ACCForum, ACCFocus, TRADEME and goodness knows what else to findout what your writing AND when you first 'Joined' the site. In my Review last month, it was a HUGE POINT OF DISCUSSION.. I was questioned heavily about these sites and my involvement... WHAT the hell has it got to do with ACC and my business is my own and it has nothing to do anything!???? WHAT STUPID AND DESPERATE MEASURES IS THAT!! and WE ARE PAYING THEM TO DO THIS!
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#19 User is offline   fluffybackside 

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Posted 17 October 2010 - 09:07 PM

That's because ACC think they 'own' you 24/7 and should 'know' what you are doing every minute of every day. Heaven forbid if you 'take a holiday' or 'use the internet'.
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#20 User is offline   REX 

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Posted 17 October 2010 - 09:59 PM

Its a game of spies for those who have skelletons in the closet..

Its called intelligence, and they are trying to find some.
So they can attack the soarce of intelligence and limit the damage to their NZ Health propaganda. :P

Its all about ACC controlling the NZ peoples ill and injured health when they (we) "ARE MOST VULNERABLE", overstepping their legislated power to robb us.
Its not instigated with rocket science...If they find out who is rocking the "bloat" they attack their income and repress their lives. Its easy, the government departments work together and just be as corrupt,heartless,deceitful as they like.
ACC simply just have to do nothing to inform, assist or rehabilitate, then the offices commissioned to assist the people simply ignore this other "money spinner" government department (ACC)(and the bashing the NZ injured) to pay their enormous wages with the publics enormous levies. :D Sorry nothing to smile about. :o
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