Introductionfrom our General Manager

Dear Valued Business Partner,Welcome to the mid-year edition of QBE Connect, our quarterly newsletter designed to keep you informed of the updates happening across the workers compensation industry.

Workplace health and safety is everyone’s responsibility but this is understandably heightened for those with a leadership role.

I would encourage you to listen to the recent message from the Chief of Army, Lieutenant General David Morrison AO, delivered to the Australian Army, concerning investigations into allegations of unacceptable behaviour by Army members. His strong message to all people managers is best summarised by his statement …

“The standards you walk past are the standards you accept.”

• In a time where there is an increasing number of bullying and harassment claims, we all have a critical role to play in the culture, reputation and environment of our workplace.

If you become aware of any individual degrading another, show courage and take a stance against it. You can play your part by:

• Keeping yourself and your colleagues safe by watching out for each other

• Reporting all work-related incidents in a timely manner

• Being proactive – don’t wait for others to act

• Reporting workplace hazards and taking steps to eliminate or minimise the risk.

Within this edition of QBE Connect, we hear commentary on many of the changes taking place around Australia, including articles on:

• A legal challenge to the NSW reforms relating to compensation for permanent impairment

• The significant legislative amendments in the Northern Territory

• Victorian WorkSafe premiums and changes to payment reimbursements

• Mental stress at work – how to keep your workforce healthy

• The updated status of the National Disability Insurance Scheme

• Customer updates from:

– The Department of Human Services (Victoria)

– MMG in Western Australia; and

– CDC Plumbing and Drainage

• Strategies to reduce work injuries in the agriculture sector.

We look forward to partnering with you through 2013 / 2014 in the management of your workers compensation needs.

Regards

Jason Hammond General Manager, Workers Compensation.

In this edition:

Edition 2, 2013

NSW Scheme Reforms Update 2

Victorian WorkSafe Premiums 4

VIC WorkSafe Announce Changes to Payment Reimbursements 4

South Australia to have NDIS by 2018 5

CDC – Construction Industry Safety Success 6

QBE retains DHS 7

A look at claims fraud in workers compensation 8

Reducing work injuries in the agriculture sector 9

Three days as a miner – QBE and Marsh visit MMG 10

Mental Stress at Work – Keeping Your Workforce Healthy 11

Using your heart and your head – Emotional Intelligence delivers a safer work environment 12

NSW Safe Work Awards Open for Entry 13

2 QBE Connect2 QBE Connect

NSW Scheme Reforms UpdateSam Bashford

Legal challenge to reforms relating to compensation for permanent impairmentOne of the key reforms implemented in June 2012 related to changes to worker lump sum entitlements to permanent impairment, including compensation for pain and suffering. The following changes were to apply to claims for compensation made on or after 19 June 2012:

• Removal of payments for pain and suffering under S67

• A threshold of more than 10 per cent whole person impairment for physical injury (including hearing loss) to apply

• The threshold for psychological injury to remain at 15%

• Only one assessment is able to be made for whole person impairment and that single assessment will apply to all claims for permanent impairment, commutation and work injury damages (S322A – WIM).

• Only one medical assistance certificate to be issued for any injury.

Since implementation of the reforms, three key matters have been referred to the Workers Compensation Commission testing various elements of the above previsions. In particular, the definition of “date claim made”, the ability for a worker to claim for “additional loss” and the relevance of the reforms for workers injured pre 1 January 2002, when the concept of whole person impairment was implemented.

The first of these matters, Goudappel v ADCO Constructions Pty Ltd, relating to the definition of “date claim made”, was ruled on by the Workers Compensation Commission before being heard in the Court of Appeal.

In this particular case, Mr Gouappel sustained an injury on 17 April 2010 and lodged a general claim for compensation on 19 April 2010. A formal claim for lump sum compensation under section 66 was made on 20 June 2012 for six per cent WPI. The claim was then disputed on the basis that the WPI assessment was not greater than 10 per cent, as required by section 66(1) of the Workers Compensation Act, as amended.

The dispute was upheld by the President of the Workers Compensation Commission on the basis the claim for lump sums was made after 19 June 2012 and did not overcome the 11 per cent threshold. The decision however was overturned by the Court of Appeal. The court found that as long as a general claim for compensation has been made before 19 June 2012, the 2012 amendments do not apply to a worker’s right to recover lump sum entitlements.

The Court of Appeal decisionIn a unanimous decision, the Court of Appeal found that the 2012 lump sum amendments did not apply to claims for compensation which were made before 19 June 2012, even if the lump sum claim was made on or after 19 June 2012.

The Court did not need to consider what constitutes a “claim” as it was conceded the worker had made a general claim for compensation prior to 19 June 2012.

3Newsletter

The Court found that a worker has an entitlement or right to a benefit under section 66 that “accrues” at the time of injury, subject to subsequently establishing a permanent disability.

Effectively, the Court found that any claim for lump sum compensation under section 66 for injuries suffered before 19 June 2012, are not affected by the 2012 amendments.

The matters of “DiMatteo v RDM Ceramic Pty Ltd” and “Spinelli v Integrated Labour Network Pty Ltd” have since been considered by President Keating of the Workers Compensation Commission who, being bound to follow the decision of the Goudappel case, found in favour of the worker. In these cases, Di Matteo was testing the application of the reforms for pre-WPI injuries and Spinelli the right of a worker to lodge additional claims for lump sum compensation after 19 June 2012, if the initial claim was lodged prior.

WorkCover’s advice to scheme agentsThe effect of the decision in Goudappel is such that workers who suffered an injury before 19 June 2012, and made a general claim for compensation prior to that date, is not subject to the legislative changes and is entitled to seek compensation under the pre-amendment regime.

These workers still have an entitlement to:

• S66 benefits for WPI less 11 per cent

• S67 pain and suffering if thresholds are met; and

• lodge more than one claim for lump sum benefits.

Naturally, agents are encouraged to assess each claim on its merit with regard to liability and quantum.

Application for special leave to the High CourtThe employer involved in the Goudappel case has filed an application in the High Court to seek leave to appeal the Court of Appeal’s decision. This is expected to be considered in September.

Notwithstanding the application to the High Court, claims for lump sum benefits are to be assessed in line with the approach above.

3Newsletter

Application of Work Capacity as claims transition to new schemeThe transition of injured workers who were existing recipients of weekly benefits prior to the reforms is well under way.

QBE has completed work capacity assessments on over 1,500 claims to date and each of these has been “transitioned” to the new weekly benefits regime.

While it is still very early in the process, a relatively small number of workers have applied to have the work capacity decision reviewed by QBE’s Internal Review Team. Of these, less than a handful of decisions have been overturned. The Internal Review Team has provided valuable feedback to the claims teams about the quality of decisions and associated documentation, as well as relevant aspects of administrative law which might impact on the sustainability of their work capacity decisions.

At an industry level, there has been very little experience of appeals to the WorkCover Merit Review or the WorkCover Independent Review Office procedural review. Regular forums are held between agents, WorkCover and representatives of the WorkCover Merit Review team to discuss trends, emerging issues and to promote a consistent approach across agents. One area of particular interest at the moment is the transition of injured workers who have concurrent claims within the scheme.

4 QBE Connect

Victorian WorkSafe Premiums Paul Hardiman

Victorian WorkSafe premiums are due to be calculated over coming months. Below is an overview of key dates in the Victorian premium calendar that you should be aware of.

Term Description

14 June 2013 WorkCover Claims Statement [WCS] (claims costs effective as at 30th April 2013) with Indicative Premium Statement to be posted to all employers

30 June 2013 The Accident Compensation (WorkCover Insurance) Act 1993 Premiums Order (No.21) 2013/2014 will be gazetted by State Parliament

1 July 2013 The Declaration of Rateable Remuneration (DRR) will be issued to employers

6 July 2013 Date of extraction of the claims costs to be used in the 2013/2014 Premium Calculation

5 August 2013 Large Employers Declaration of Rateable Remuneration (DRR) for 2012/2013 MUST be returned to QBE. Estimate of remuneration for 2013/2014 also required

16 August 2013 All industry rates and industry claims costs rates to be Gazetted by State Parliament

23 August 2013 Calculation of the 2012/2013 Certified Premium and 2013/2014 Initial Premium

12 September 2013 Premium notices and invoices will be issued to all employers

1 October 2013 Premium Payments due (to receive annual-in-advance 3% discount)

The Victorian WorkSafe Authority has launched an Online Employer Services tool to assist customers manage their WorkSafe Insurance Policy. The tool allows you to:

• Declare and make changes to rateable remuneration

• Make postal address changes

• Make workplace address changes

• Add a new workplace

• Cease a workplace

• Make contact detail changes

• View policy related correspondence

• Notify QBE of other changes to your policy, including ceasing to employ

• Obtain certificates of currency

To access this facility, visit http://www.worksafe.vic.gov.au/insurance-and-premiums/online-employer-services. The Website provides details on how to register as a new User as well as containing information on previously registered Users.

VIC WorkSafe Announce Changes to ReimbursementsIn a move to migrate to electronic transfer payments, VIC WorkSafe have announced that from 31st December 2013 they will cease issuing reimbursement cheques to employers. A page has been set up on the VIC WorkSafe website with more information, including a Factsheet and Q&A.

While a deadline has been set of 31st December, there is some flexibility offered for those employers who cannot change their process by the due date. Please speak with your local business relationship manager or VIC WorkSafe for more information around flexible options.

Employers should be advised to complete the Electronic Funds Transfer Application Form- Employers when making the first request for reimbursement.

For further information, visit http://www.worksafe.vic.gov.au/forms-and-publications/forms-and-publications/changes-to-payment-reimbursements with your local Business Relationship Manager or VIC Workers Compensation Customer Service team.

4 QBE Connect

5Newsletter

South Australia to have NDIS by 2018Thousands of South Australians with disabilities can look forward to benefiting from the support delivered by DisabilityCare Australia, the National Disability Insurance Scheme (NDIS), by July 2018. The rollout of DisabilityCare Australia will begin in July this year with a pilot scheme for children under 14, with a transition to full services to occur throughout the 2018-2019 period.

Greater access to necessary equipment, special care and therapy will be made available through the scheme, including increased control over these services, to provide appropriate support to those with disabilities and their carers.

(Sources: The Australian and Hon Jenny Maklin 2013).

ReferencesJenny Macklin (2013), http://jennymacklin.fahcsia.gov.au/node/2302

Lauren Novak (2013), April 18, http://www.theaustralian.com.au/news/national-disability-insurance-scheme-starts-in-south-australia-from-2018/story-e6frg6n6-1226623432208

6 QBE Connect

CDC – Construction Industry Safety SuccessMike Boyd

Plumbing and construction are risky industries; put them together and you imagine the risk would increase. But this is the environment that approximately 150 CDC Plumbing and Drainage employees work in daily, and they maintain an excellent claims history.

So how do they do it? We met with CDC company director Alan Carrick and his occupational health safety and environment (OHS&E) manager, Mick Grisinsky, to find out.

A passion for safety driven from the topCDC’s safety slogan is simply “Getting it right”, backed up by a philosophy that “it’s all about reputation and maintaining a standard”.

Mick, a plumber himself, is passionate about safe work at CDC. He says it’s not something specific that CDC does that results in its strong safety record but rather that “it’s about having a great workplace culture”.

That culture was thrown under the spotlight last year, when the company that CDC was part of, went into receivership. As a result, CDC staff were stood down on a Friday, but the following Monday they returned and stayed throughout the week while Alan negotiated a management buyout; they were back at work the following Friday.

To ensure CDC’s employees continued to be protected at the time, QBE assisted the company obtain a fair WorkCover premium through its specialist network, delivering CDC a considerable saving.

As well as insurance, Alan says CDC implements a number of measures to protect its employees. “Project safety plans are in place for each project,” he says. “We write SWMS (Safe Work Method Statements) for everything and include OHS first up in the monthly company meetings. When new staff start, they are sat in the boardroom and we run through the company induction booklet.”

Mick and Alan also stress the fact that safety is an ongoing process and it’s important to keep learning and planning ahead.

“It’s like playing golf. You can’t focus on the scorecard, you need to concentrate on the next step,” says Alan.

Mick adds that “you never stop grinding. As soon as you stop the wheel you are in trouble.”

Mick also believes that having the right people on site to enforce safety is important in ensuring its success. In CDC’s case, this falls to Mick and OHS&E Coordinator Kiri Spiridopoulous. “You need someone with street cred,” Mick says, “then they have grunt when they are on site, people know where the boundaries are.”

Want to know more?If you want to know more about safety in your workplace, speak with your QBE representative.

7Newsletter

QBE retains DHSEd Wilde

After a rigorous tender process spanning six months, QBE Workers Compensation successfully retained its largest workers compensation client, the Department of Human Services (DHS). DHS confirmed its decision to extend the contract for a further three years with a two-year option to extend at the end of May. Having commenced our relationship with DHS in 1999, we are excited by the opportunity to continue this long-standing and mutually rewarding partnership.

Significant premium reductionsThe cornerstone of QBE’s success is our claims team who consistently deliver high levels of service and optimal claim outcomes. The performance of our claims team is evidenced by improved return to work rates which have driven significant premium reductions.

Reduced claims frequencyIn addition to claims management, QBE’s support of risk management has yielded improved outcomes, with claim frequency reducing significantly over the past five years.

Given the significant transformation program implemented across our Victorian Workers Compensation business over the past 12 months, retaining a client such as DHS is an excellent outcome for QBE. We are proud of the work we have done, and will continue to do, to maintain momentum and keep the focus on great outcomes for both our clients and the business.

8 QBE ConnectQBE Connect

A look at claims fraud in workers compensationGeoff Bown

Fraud is best defined as “obtaining a benefit, money or financial advantage for yourself or another person by an act of deception”. Put simply, it is a form of theft. The most commonly reported fraud is that perpetrated by employees, however fraud can also be committed by an employer or service providers.

Fraud in workers compensation not only undermines the community’s confidence in the process but also has a financial impact on the cost of employers’ premiums, a cost that is invariably transferred to the community by the increased cost of goods and services.

9Newsletter

What are the most common types of worker fraud?• Engaging in secondary employment while in receipt

of benefits

• Lodging a false claim

• Providing false and misleading information about a claim or capacity to work

• Fraudulently altering medical certificates

• Submitting false claims for the reimbursement of expenses (eg travel).

How does QBE investigate?In states where QBE is an agent (NSW and Victoria), we work closely with the Regulator to obtain evidence for consideration of prosecution. In those states where QBE is a direct provider of workers compensation insurance (Tasmania, ACT, WA and NT), allegations of fraud will be referred to the relevant law enforcement agencies for consideration of investigation and prosecution.

Case studyThe injured employee was a care worker who had been totally unfit for some time. The employee’s case manager attempted to phone the injured worker at home and was told by the worker’s daughter that: “Mum can’t come to the phone because she’s been working all night.” The case manager decided to arrange for surveillance and an investigator followed the worker to the employee car park of a large public hospital. The hospital was contacted but refused to provide details in relation to the injured worker. The NSW Regulator assisted by requesting information from the hospital that subsequently revealed the worker had been employed as a nurse not long after her claimed injury. The matter was referred to the Regulator and the worker was prosecuted and convicted. She was ordered to make restitution in the sum of $80,000.

What to do if you suspect fraud?In the first instance, speak to the employee’s case manager who will be able to refer your concerns to the Technical Investigations Manager if necessary. Alternatively, visit the website of the appropriate Regulator in your state or territory for further information about reporting suspected fraud.

Reducing work injuries in the agriculture sectorBrayden Briggs

When it comes to workplace injuries in Western Australia, the agriculture sector is unfortunately well over-represented with WorkSafe WA Commissioner Lex McCulloch stating that there have been far too many deaths this financial year.

“There have been six deaths in the agriculture sector since July 1 last year, “McCulloch says. “This equates to more than 35 per cent of the total work-related deaths over this period and the agriculture sector only accounts for three per cent of the workforce Australia-wide ...”

To help reduce the number of deaths and injuries within the State’s agriculture sector, WA-based QBE WHS Consultants, Brayden Briggs and Walter Arrow, along with brokers from Country Wide Insurance Brokers and Jardine Lloyd Thomson, partnered with the Farm Machinery and Industry Association of WA Inc (FMIA) to deliver a half-day work health and safety seminar. The Seminar – held in Northam, approximately 100km north-east of Perth – was well attended and well received by members of FMIA, as well as farm and industry sales and service managers, some of who travelled from country towns up to three hours away.

Regardless of where the attendees came from however, the overwhelming agreement was that something needs to change to arrest the alarming trend of workplace injuries in the sector.

Being awareAwareness is the beginning of the safety journey and an excellent starting point for any company embarking on this process is to be fully aware of any legal obligations in order to keep the company, its workers and the general public safe; but how is this achieved practically? We think it comes back to the basics:

• spotting the hazards

• assessing the risks; and

• making the changes.

It’s up to senior management to put safety on the agenda; setting the policy, allocating time and resources to a safety program (which, at its most basic, is buying safe equipment, checking it remains safe to use and training workers) and not compromising safety in the way business is conducted.

Have you identified an injury trend?If you’ve identified an injury trend or a practice that requires change to increase safety, speak to your QBE representative about a WHS consultation.

9Newsletter

10 QBE Connect

Three days as a miner – QBE and Marsh visit MMGCarla Duffield

Understanding takes more than a dayOn a cold Autumn morning we took flight for Golden Grove, approximately 1.5 hours from Perth, to undertake a workplace review of global resources company, MMG. Our group – Rebecca Jenkins, QBE Case Manager; Carla Duffield, QBE Business Relationship Manager; David Clonan, Senior Consultant Workforce Strategies, Marsh; Cecily Horne, Consulting, Marsh;) and Rob Taylor, Group Manager Workers Compensation, MMG) – were about to live the “life of a miner” for three days. By living onsite and immersing ourselves in the MMG culture, it was our objective to not only provide an in depth risk assessment, but to impress on the health and safety team the importance of early reporting and taking a proactive approach to safety. Arriving onsite we checked in to our donga before commencing the claims review. To the delight of all involved, it was a very quick and painless review; no action had been missed and agreement was quickly reached on recommended strategies.

The best results come from teamworkFollowing the review Marsh and QBE joined forces to deliver a presentation to the key safety officers onsite, focusing on their Burning Cost Program and 101 of workers compensation. The presentation generated plenty of discussion that led to an invitation for us to attend the leadership meeting the following day and present to Management. With two potential common law claims totalling $800,000 on their radar, Management listened with vested interest and were keen to take on suggestions and brainstorm ways to prevent injuries occurring in the future.

Conquering the elementsLuckily no one in our travelling team was claustrophobic or scared of heights, as we had to overcome both of these elements on day two. From being trapped in a vehicle deep under the Earth’s surface to being sky high in the mill, it was a very eye opening experience. Throughout our tour we noted potential hazards and discussed recommendations to improve safety on the MMG site moving forward.

A successful missionAfter viewing the wonders of mineral mining both below and above the surface, it was time to take our flight back to Perth. The claims review, presentation and site visit had proved extremely beneficial and helped cement the MMG, QBE and Marsh relationship. All in all our three days as WA miners were a success.

Want to know m ore?Speak with your QBE representative or visit www.qbe.com.au for more information about how QBE can assist your clients or business with workplace safety strategies.

11Newsletter

Mental Stress at Work – Keeping Your Workforce HealthyReducing absenteeism and increasing productivity are priorities for employers however, when looking at Occupational Health and Safety (OHS), we tend to focus on physical risks and don’t always consider mental health and its impact on the workplace. According to Safe Work Australia, mental stress accounts for 5.3 per cent of serious claims nationally and sits at fifth on the list of mechanisms of injury/disease that lead to serious claims. In 2010-2011, $6.9 billion was spent on mental health services, an increase of $450 million from the previous year (Australian Institute of Health and Welfare 2013).

With more than 11.5 million people in Australia currently employed, the workplace is an important environment in which to support good mental health that not only benefits the employer, but families and the community as well. While research shows that employment generally leads to better mental health, the environment we work in does have the potential to affect us both positively and negatively (Beyond Blue 2013).

Reducing absenteeism and increasing productivityRegardless of whether an employee already suffers mental health issues outside of the workplace, anxiety and depression can develop or be exacerbated by an unhealthy work environment (AHRC 2010). And when you consider that anxiety, and depression in particular, account for over half of non-fatal disabilities, the liability of these issues can be seen to have a direct impact on the profitability of business (Beyond Blue 2013).

Developing mental health strategies It’s important to remember that employers’ OHS obligations also apply to workers with mental illness. As such, it’s essential that any health risks due to workplace incidents, practices and actions are identified and steps taken to mitigate them, or ideally get rid of them altogether, by ensuring they are integrated with all OHS processes within the business (AHRC 2010).

If you’d like to know more about incorporating a mental health strategy into your overall workplace OHS process, speak with your QBE representative. QBE also offers training which may assist, covering topics such as Addressing Psych Injuries – Bullying and Harassment. To view the QBE Connect training calendar and our e-learning offered in conjunction with training partner VOCAM, visit our website at http://www.qbe.com.au/Workers-Compensation/Training/index.htm.

ReferencesAustralian Human Rights Commission (AHRC) 2010, https://www.humanrights.gov.au/publications/2010-workers-mental-illness-practical-guide-managers-chapter-1

Australian Institute of Health and Welfare 2013, http://www.aihw.gov.au/WorkArea/DownloadAsset.aspx?id=10737423076&bcsi_scan_dd53c72c68fc07d2=if5TO611VoNTl12Wvk138vvF4cAiAAAAS83wDw==&bcsi_scan_filename=DownloadAsset.aspx

Beyond Blue 2013, http://www.beyondblue.org.au/resources/in-the-workplace

Safe Work Australia 2012, Key Workers Compensation Information, Australia 2012, http://www.safeworkaustralia.gov.au/sites/swa/about/publications/pages/key-wc-information-2012

12 QBE Connect

Using your heart and your head – Emotional Intelligence delivers a safer work environmentEmotional intelligence (EQ) is knowing what you are feeling and being able to handle those feelings without them swamping you. It is being able to motivate yourself and the people you lead to get jobs done, to be creative and to perform at your peak. It is sensing what others are feeling and handling your relationships with them effectively (Swinburne University 2013).

Many studies have revealed that emotional intelligence is an important attribute to effective leadership, workplace performance, teamwork, and sales. Conversely, low levels of emotional intelligence lead to high levels of occupational stress, poor productivity and workplace morale. Gaining an understanding of how our emotions influence the decisions we make on a daily basis is imperative if we are going to drive a safer culture through high performance in our workplaces (Swinburne University 2013).

Proven ways to reduce work stressInterventions aimed at improving EQ have been shown effective in reducing work place stress. This is important because high workplace stress leads to higher absenteeism, more burn-out and occupational stress claims as well as lower morale and more willingness to leave an organisation (Swinburne University 2013).

A culture of safety Staff with a higher EQ are better at problem solving and are able to work more cooperatively. They are less likely to bully and harass a colleague which helps delivers an ongoing culture of safety that resolves behavioural issues rather than relying on OHS processes and frameworks to do the job (Sheehan 1999). While technical skills will always be more relevant than EQ, EQ helps deliver a safer working environment for staff.

How to improve EQ QBE recognises the importance of this issue and can assist you to identify a provider that can deliver a series of workshops tailored to your individual workplace needs. A module of QBE’s Risk Management Essentials courses, these workshops are crafted by our EQ training partner Professor Con Stough from Swinburne University of Technology. Typically areas are addressed that most strongly predict superior performance in many occupations are:

• Self-awareness

• Self-regulation

• Self-motivation

• Social awareness

• Relationship management

Want to know more? To find out more, send an email to our consultant for OHS & Risk Management mike.boyd@qbe.com, or ring him on 03 9246 2343.

References Swinburne University of Technology, Dr Con Stough, (2013) of the Brain Sciences Institute

Michael Sheehan, (1999) “Workplace bullying: responding with some emotional intelligence”, International Journal of Manpower, Vol. 20 Iss: 1/2, pp.57— 69 http://www.emeraldinsight.com/journals.htm?articleid=848232&show=abstract

Emotional Intelligence & MSCEIT 2013, http://www.emotionaliq.org/EI.htm

13Newsletter

NSW Safe Work Awards Open for EntryThe 2013 WorkCover NSW SafeWork Awards (Awards) are open for entry. The Awards keep the focus on safety by rewarding businesses that have proactively encouraged workplace safety and made the necessary changes to create and maintain a safe work environment. Entries close end of business on 19 July.

Term Description

Category 1 Best workplace health and safety management system

Category 2 Best solution to an identified workplace health and safety issue

Category 3 Best workplace health and safety practices in a small business

Category 4 Best individual contribution to workplace health and safety

Category 5 Excellence in return to work for business

To find out more about the Awards, visit the WorkCover website at http://www.safeworkawards.com.au/Enter-the-Awards, or speak with your QBE representative.

14 QBE Connect

Vocam Group established 1990

>> Customise it << your way.

Reduce risk, comply with your legal obligations and meet your targets by helping to keep staff safe without them having to leave the building.

QBE and Vocam – A training partnershipBringing high quality e-learning to our clients, QBE Workers Compensation training partner Vocam has developed its own e-learning system, Safety-TV, which provides over 400 online, interactive, multimedia training titles. Safety-TV includes automatic access to new releases and the option to fully customise e-learning content and assessments.

Safety-TV• Easy to use

• Over 400 Vocam titles

• Reporting & training history

Want to know more?This offering will be available for a limited time, so we suggest you contact your QBE business relationship manager or the QBE workers compensation national training coordinator at training@qbe.com or ring on 1800 198 243.

Visit us at: www.vocam.com/au/qbe

If you are a QBE client with more than 200 employees, we are offering a free OHS eLearning trial. We can also offer all of our clients a 30% discount on Vocam OHS Training Products.

Keep one step ahead of your training needs

Add Safety-TV video chapters to your own courses.

Add your own content, create your own courses.

Add your own questions to existing Vocam titles.

Apply your brand to all training material and access points.

J3928

15Newsletter

QBE offers a range of training courses that have been developed to help employers and intermediaries effectively administer and manage Workers Compensation within their business as well as achieve a healthy workplace culture.

To view the full Training Calendar, please visit our website: www.qbe.com.au/Workers-Compensation/Training/index.htm

Keep one step ahead Plan your training and enrol today

J3928

No part of this publication can be reproduced without the written permission of QBE Insurance (Australia) Limited ABN 78 003 191 035.

New South Wales

Sydney (02) 9375 4444

Campbelltown (02) 4621 9600

Lismore (02) 6627 5999

Newcastle (02) 4968 6444

Parramatta (02) 8831 0322

Wollongong (02) 4224 3487

ACT

Canberra (02) 6201 3333

Tasmania

Hobart (03) 6237 3866

Launceston (03) 6332 0799

Victoria

Melbourne (03) 9246 2444 1800 817 820

Bendigo (03) 5440 4700 1800 807 585

New South Wales

Geelong (03) 5226 8788 1800 817 820

Glen Waverley (03) 9246 2444 1800 817 820

Shepparton (03) 5823 6400 1800 807 628

Northern Territory

Darwin (08) 8982 3877

South Australia

Adelaide (08) 8213 5300

Western Australia

Perth (08) 9213 6100

Bunbury (08) 9721 9200

Self Insurance Services

(03) 9246 2446

QBE Australia

This newsletter is prepared exclusively for clients and intermediaries of QBE. It provides general information only. It does not take into account matters specific to your business. You should always seek independent professional advice before acting upon anything in this newsletter. No part of this publication can be reproduced without the written permission of QBE Insurance (Australia) Limited ABN 78 003 191 035.

QBE Connect® is a registered trademark of QBE Insurance Group Limited.J422

1