About You
Lethbridge Piper & Associates
Who We Serve
Our ideal clients are forward-thinking organisations led by Executive Leaders who understand that occupational health and safety is a critical component of their overall business strategy. We primarily engage with C-Suite executives—Board members, CEOs, and Leadership teams—who are committed to upholding their duty of care and ensuring that their OHS management systems not only comply with regulatory standards but also proactively safeguard their workforce.
These leaders recognise that effective OHS management is not just about avoiding risks but about creating a culture of safety and wellbeing that drives organisational success. They seek our expertise to provide them with the assurance that their OHS practices are robust, comprehensive, and aligned with best practices. Our clients value the strategic insights we bring, empowering them to confidently navigate the complexities of modern workplace safety, knowing their decisions are informed by the latest industry standards and innovations.
But our commitment doesn’t stop at the executive level. We also provide tailored services directly to employees, recognising that their wellbeing is just as crucial to a thriving organisation. Our coaching programs help employees overcome challenges and achieve their personal best, while our workers' compensation claims advice and support services ensure they receive the assistance they need during difficult times. Additionally, we offer workplace rehabilitation support, guiding employees through the process of returning to work safely and effectively.
Whether advising top executives or supporting individual employees, we are dedicated to fostering safe, inclusive, and productive workplaces across all levels of an organisation. The logos we proudly display represent a diverse array of industries, all sharing a common goal: to ensure their workplaces are among the safest, most inclusive, and most productive in their respective sectors.
These leaders recognise that effective OHS management is not just about avoiding risks but about creating a culture of safety and wellbeing that drives organisational success. They seek our expertise to provide them with the assurance that their OHS practices are robust, comprehensive, and aligned with best practices. Our clients value the strategic insights we bring, empowering them to confidently navigate the complexities of modern workplace safety, knowing their decisions are informed by the latest industry standards and innovations.
But our commitment doesn’t stop at the executive level. We also provide tailored services directly to employees, recognising that their wellbeing is just as crucial to a thriving organisation. Our coaching programs help employees overcome challenges and achieve their personal best, while our workers' compensation claims advice and support services ensure they receive the assistance they need during difficult times. Additionally, we offer workplace rehabilitation support, guiding employees through the process of returning to work safely and effectively.
Whether advising top executives or supporting individual employees, we are dedicated to fostering safe, inclusive, and productive workplaces across all levels of an organisation. The logos we proudly display represent a diverse array of industries, all sharing a common goal: to ensure their workplaces are among the safest, most inclusive, and most productive in their respective sectors.
what they need
Our clients need more than just compliance; they need confidence and assurance that their occupational health and safety (OHS) management systems are not only meeting regulatory requirements but are also truly protecting their workforce. They require expert guidance to navigate the complexities of modern workplace safety, particularly as the landscape continues to evolve with new regulations, technologies, and workplace challenges.
At the executive level, Boards, CEOs, and Leadership teams need strategic insights that empower them to make informed decisions about OHS. They are looking for a trusted partner who can provide them with the tools and knowledge to discharge their duty of care effectively, ensuring that every aspect of their organisation's operations is aligned with best practices in safety and wellbeing. They seek to create a culture of safety that permeates every level of their organisation, fostering an environment where employees feel valued, protected, and empowered to perform at their best.
Employees, on the other hand, need support that is both compassionate and effective. Whether it's navigating the complexities of workers' compensation claims, receiving guidance during workplace rehabilitation, or participating in coaching programs designed to enhance their personal and professional growth, employees require tailored services that address their specific needs. They need reassurance that their health and wellbeing are a priority, and that their organisation is committed to providing a safe, inclusive, and supportive workplace.
In essence, our clients—both organisations and their employees—need a partner who understands their challenges and can deliver comprehensive, innovative solutions that drive real results. They need Lethbridge Piper & Associates.
At the executive level, Boards, CEOs, and Leadership teams need strategic insights that empower them to make informed decisions about OHS. They are looking for a trusted partner who can provide them with the tools and knowledge to discharge their duty of care effectively, ensuring that every aspect of their organisation's operations is aligned with best practices in safety and wellbeing. They seek to create a culture of safety that permeates every level of their organisation, fostering an environment where employees feel valued, protected, and empowered to perform at their best.
Employees, on the other hand, need support that is both compassionate and effective. Whether it's navigating the complexities of workers' compensation claims, receiving guidance during workplace rehabilitation, or participating in coaching programs designed to enhance their personal and professional growth, employees require tailored services that address their specific needs. They need reassurance that their health and wellbeing are a priority, and that their organisation is committed to providing a safe, inclusive, and supportive workplace.
In essence, our clients—both organisations and their employees—need a partner who understands their challenges and can deliver comprehensive, innovative solutions that drive real results. They need Lethbridge Piper & Associates.
Case Studies
Case study 1 - Kyle
The Challenge
Kyle, a 23-year-old production worker at a Queensland manufacturing company, had been involved in several minor incidents over a few months, culminating in a significant fall that resulted in a fractured coccyx. His performance had declined, and his behaviour had become increasingly erratic, leading to warnings from his employer. The company was unable to pinpoint the root cause of these issues and sought assistance to uncover what was driving Kyle's sudden change in behaviour and performance.
The Solution
Upon investigating, it was revealed that Kyle had been diagnosed with ADHD at a young age and had been managing it with medication. However, after his employer introduced a Drug and Alcohol Policy, Kyle discontinued his medication without consulting his doctor, fearing he might fail a drug test. This decision led to the resurgence of his ADHD symptoms, which contributed to his operational errors and the eventual fall.
Catherine, from Lethbridge Piper & Associates, recommended a comprehensive review of the company's Drug and Alcohol Policy to ensure compliance with standards and better communication with employees. A further risk assessment one the equipment Kyle was using when he fell, identified a need for additional controls to manage the emergency stop system to eliminate the need for the worker to rush to the end of the machine. Additionally, she advised revisions to the OHS Management System to better accommodate neurodivergent workers and engaged with Kyle’s psychiatrist to support his return to effective medication management.
Catherine, from Lethbridge Piper & Associates, recommended a comprehensive review of the company's Drug and Alcohol Policy to ensure compliance with standards and better communication with employees. A further risk assessment one the equipment Kyle was using when he fell, identified a need for additional controls to manage the emergency stop system to eliminate the need for the worker to rush to the end of the machine. Additionally, she advised revisions to the OHS Management System to better accommodate neurodivergent workers and engaged with Kyle’s psychiatrist to support his return to effective medication management.
The Implementation
Catherine worked closely with Kyle, his supervisor, and his psychiatrist to develop a Safe Work Plan tailored to his needs. This plan included adjusting his tasks to those he could focus on, implementing a buddy system for additional support, and temporarily shifting his work hours to better align with his medication schedule. The plan was regularly reviewed and adjusted as Kyle regained control of his ADHD symptoms.
The Result
Within six months, Kyle was back to performing his regular duties and had even taken on the role of Workplace Health and Safety Representative on the company’s newly established OHS Committee. His employer also supported his enrollment in a Mental Health First Aid course, further enhancing his ability to contribute positively to the workplace.
Case study 2 - Annie
The Challenge
While conducting an internal OHS Management System Audit, Catherine interviewed Annie, a 63-year-old kitchen hand at a nursing home who faced financial and emotional distress after being denied pay for unscheduled leave she took to attend the premature birth of her grandchild. Despite notifying her supervisor while en route to her hometown, Annie's leave request was denied upon her return because she hadn't provided the required notice. This left her anxious, resentful, and struggling to cover her basic expenses. Compounding the issue, Annie, who has ADHD and dyslexia, struggled to navigate the employer’s complex leave policies and didn’t appeal the decision, fearing she would be judged or face further challenges.
The Solution
Catherine from Lethbridge Piper & Associates identified that the employer’s communication practices and rigid policies were not accommodating to workers with different learning abilities. Within the context of the OHSMS Audit and in the final report Catherine recommended a review of the organisation’s Leave, Communications and Complaints procedures to account for emergent situations like Annie’s, and suggested improvements to how policies were communicated and enforced, ensuring that all employees, regardless of their cognitive differences, could easily access and understand important information.
The Implementation
The employer was advised to implement more inclusive communication methods, such as making policy documents available online with accessibility features, and to create flexible leave policies that account for unexpected circumstances. Catherine also encouraged the employer to adopt a more supportive approach to managing employee concerns, ensuring that HR practices didn’t inadvertently discriminate against workers like Annie who have different learning needs.
The Result
As a result of these changes, Annie's employer was able to create a more inclusive work environment, reducing the risk of similar issues arising in the future. Annie’s situation highlighted the need for more flexible and accessible workplace policies, benefiting not only her but also other employees who may face similar challenges. The proactive steps taken by the employer not only improved employee satisfaction but also demonstrated a commitment to inclusivity and fair treatment for all workers.
Case study 3 - Remote Bullying and Harassment Investigation
The Challenge
During the COVID-19 lockdown, a bullying and harassment claim was brought against a male payroll manager by several female workers on his team. The alleged behavior included favouritism, belligerent conversations, micromanagement, hypercritical reactions to minor errors, and intimidating physical actions such as "standing over us," "talking down to us," and shouting. While the remote work environment during the lockdown had alleviated some of the immediate concerns, the workers remained anxious about returning to the office and facing the same hostile environment. The challenge was to conduct a thorough investigation remotely, ensuring that all parties felt safe and that the integrity of the process was maintained.
The Solution
Given the constraints of the lockdown, the investigation was conducted entirely remotely. All relevant documentary evidence, including emails, policies, training materials, and calendar appointments, was securely provided via a SharePoint file. Interviews with the complainants and the accused were conducted using Microsoft Teams, which proved to be highly effective for several reasons. Workers were able to speak more freely from the comfort of their homes, where they felt secure and in control of their environment. The remote setting also allowed for the interviews to be recorded and transcribed with the workers' consent, ensuring an accurate and comprehensive record of each conversation.
The Implementation
The remote format of the investigation provided unexpected benefits. The female workers expressed that they felt more comfortable and less vulnerable discussing sensitive issues from their home environment. They appreciated the opportunity to speak openly without the fear of being seen or overheard by colleagues. Additionally, as the investigator, I found that conducting the interview with the accused manager remotely removed the potential intimidation factor. The manager was a physically imposing figure with a booming voice, and being in a remote setting allowed me to ask direct, probing questions without feeling pressured by his presence. This led to a more thorough and candid exploration of the issues at hand.
The Result
The remote investigation process was well-received by all parties involved. Despite the difficult nature of the allegations, the workers and the accused manager alike felt that the interviews were conducted fairly and that the remote format contributed to an atmosphere of safety and openness. The ability to record and transcribe interviews ensured that all testimonies were accurately captured, which was crucial for the integrity of the investigation. Ultimately, the remote approach not only facilitated a comprehensive investigation but also provided valuable insights into how such processes can be effectively managed even in challenging circumstances like a global pandemic. The workers felt reassured that their concerns were taken seriously, and the organisation was able to address the issues with confidence, knowing that the investigation had been conducted with the utmost professionalism and care.
Partners
