DD wants to come home from work, WIBU to not pick her up?

[Alloo1]

DD works in a supermarket. She started at 2 pm and has until 10 pm to do. She has injured her hand, it got caught between 2 heavy boxes, she says that it isn't broken (obviously she doesn't know) but that the swelling is coming out and so it's aching when she is doing lifting, etc. she spoke to manager on shift and they said that as she is moving it, with little discomfort, they think it's best she stays. We are going on holiday in January and I think it looks bad to come home, especially as her manager has said she won't approve. She phoned me on break and asked me to pick her up she explained what manager has said, so I said why don't you ask to go on tills. She is 16, so they don't like her on the tills as the alcohol has to be approved. AIBU by not picking her up?

Yes, but it was because she didn't do the boxes properly, she tried to lift one from the bottom so a top came on her hand. Although the manager was an arse I see what he means, it wasn't an 'accident' as such.

If she didnt lift the boxes properly, was she properly trained in Manual Handling?

This would be deemed an accident at my work and the injured party reminded how to lift boxes properly.

Manager is an arse.

That should still be recorded in the accident book. She's injured as a result of lifting, even if it was poor manual handling on her part. Bruising counts, even near misses should be recorded. It helps businesses identify risks/assess training needs etc and the manager clearly doesn't know his job if he's telling her otherwise.

That's bollocks BTW about the accident book. Any accident should be reported. Manager sounds bloody awful, it doesn't sound like a nice place to work

Get her checked out, OP. My dd hurt one of her fingers badly last week and the doctor said that if it was broken (it wasn't fortunately) continuing to use it could cause even more serious damage.

I think this manager is an idiot. Much better to record an incident and treat an employee well than be an arse.

I wold have let my child decide and if she had wanted to come home I would have collected her. The place sounds very unpleasant if people cannot leave work when they have a work-related injury.

That should still be recorded in the accident book. She's injured as a result of lifting, even if it was poor manual handling on her part. "Bruising counts, even near misses should be recorded. It helps businesses identify risks/assess training needs etc and the manager clearly doesn't know his job"

That's what the poster I was describing means.

All accidents are avoidable/someone's fault but that's human nature. The manager has a duty of care to employees which includes identifying and preventing risk whether it's the company or your daughter at fault (and she's very young and still learning it's to be expected she won't do everything perfectly immediately).

Op i've worked in retail, this still goes in the book.
Any accident ypu have, even if it's your own fault goes in the book.

Genuine question, what's the minimum injury to go in the accident book? A bruise? A scratch?

Scarlet I've worked in places where a paper cut has gone in 'the book', I shit you not (saw it with my own eyes, and was a safety rep).

This was a huge multinational in the mining industry, where H&S was a religion. Fecking stupid at some point. (And of course it's about protecting their injury stats, for insurance purposes - i.e. It's about their bottom line, not the employee).

So your dd tried to take a box that was under another box and the top box fell on her. That should go in the book if only so that extra training is given.

What a dick. Of course it should go in the accident book!

Does she work for a chain? I'm sorry - this should go in the accident book and the manager needs to be reported to HR.

Of course it was an accident. She didn't hurt herself on purpose!

This should be going in the accident book, as someone upthread said, even near misses should go into the accident book! What is he talking about?

Everything OurBlanche said.

I had to seriously kick off at a certain store when boxes that had been incorrectly stacked and one fell onto my DDs face as we walked down one aisle. I was less than impressed to find out it'd not even been recorded in the accident book.
I'd be even less impressed if my DD worked there and was being told to carry on with an injury, if she made it worse by carrying on surely she'll end up taking a lot more time off work than the intended one afternoon to check her over.

Apologies OP. I've just read your latest post still early and haven't had my morning cuppa yet.

The Manager sounds like a right arse!

Well she's home now presumably and you have assessed how badly she is hurt.

Employer has a duty to make sure that employees receive the correct manual handling training. This training should teach employee to: 1) Avoid moving and handling at all where possible. 2) Risk assess each situation on its own merits as to the best way to accomplish the moving and handling task. 3) Use equipment where possible to make task as risk free as possible. 4) Put into practise that which has been learned during training which should include not performing a moving and handling task that the employee feels is beyond their strength or capability to accomplish without injury. Employer also has a duty to ensure that any moving and handling equipment supplied is kept in good working order.
Employee has a duty to report any moving and handling incident which results in injury. Employer has a duty to interview the employee and record how accident happened and take steps to ensure that the risk of such an accident recurring is minimised. Employee should be asked if they feel fit to carry on. If the answer was no and no alternative tasks which wouldn't exacerbate the injury could be offered then they should be allowed off shift.
Employee may lose pay, it doesn't automatically follow that they will be paid the full shift (need to consult contract) but employer should not threaten to terminate employment and they most certainly should not insist that an employee continues with tasks which cause further pain to the injury.

Your DD may need M & H retraining. Risk assessments may need updating. It is certainly best practice to record this if only to assess how many incidents of this type are occurring as this may point to a need to improve training/update risk assessments. This doesn't need RIDDOR reporting. Hope your DD is ok.

Report him to head office.

Seriously.

Even if she just didn't lift it properly, the question is why? Has she had training? Was she properly supervised?

Of course it should go in the accident book.

Take her to minor injuries to get it looked at.

Yes, goes in the book.

Particularly as it sounds like it was a manual handling incident and could mean they need to change their procedures regarding training - either update their course, provide clearly marked reminders about correct handling, or, if she hasn't attended any course, ensure all staff are on trained before they are moving boxes.

How was your daughter?

They can't sack her for that! What on earth are they thinking? It must be put in the accident book and her hand looked at by a medical professional. What if she does permanent damage because she's being made to carry on lifting?

They have a duty of care here and they're not abiding by it.

Please pick her up. She must be feeling awful