Catamount Consulting’s Post

Thank you SCCA for this, it was good to attend this extremly insighful session with real world issues raised and speakers who were very candid on the issues that arise both Legal and HR related. Good coverage on local and global overlaps in discussion. It was good to hear case studies where, global issues from ECHR, (European Human Rights Act) for an EU MNC could / could not perhaps apply with staff in Singapore under the same EU based MNC they work for in case. 1) Seow Hui, she very carefully laid out how the local laws and those under which an MNC based in EU operate. She did well in explaining the not so "Black and White" issues at first glance that need to be considered in cross border cases. Secondly she explained clearly where employment laws and data privacy laws could/could not apply thus not be in any way a conflict with ECHR and GDPR / PDPA etc Data Privacy laws for employees based in a Singapore context under investigation. 2) The attendee question, on the scope and application of US law "Up John Warning" also known as a corporate Miranda warning whereby the notice in-house or outside counsel provide a company employee to inform them : That counsel "represents only the company and not the employee individually", These were good reminders that whilst legal privilege is there in most cases - there are also limits that apply. 3) Best practice, thus is always right to be upfront with the party / employee on what their rights and your role / purpose / obligations as In House Counsel interviewing the party / employee this is an important first step to any investigation start. 4) Legal Privilege limits, thus if the acts of employees have breached laws e.g. in bribery cases or crossing the line on "gifting to business partners". These fall way outside legal privilege when they are interviewed and could potentially be heard in any hearing platform. 5) Industry Panelist, Daniel Chia ,Daniel Lo and Sara were offering great interesting insights and all gave very robust answers to us attendees. Plus good advice good on how to communicate policies e.g. taking a "bottom up" approach in developing Conflict of Interest polices, these arguments were well reasoned and presented. Their reasoning showed this avoids, the Top Down Policy method and ensures the parties affected by these policies are actually aware as they were part of the team crafting such conflict on interest policy. It ultimately avoids the risk of the "I didn't Know" response by an employee in an internal investigation. 6) NUTC as part of the solution , Patrick's insights into how NTUC works in the Tripartite process for a win/win outcome, was most insightful and very practical. Well done to SCCA again and all those who took time to share and allow us attendee, to learn more on the employee and employer relationships in conflict when it arises.

🆘 Emphasizing the importance of speaking up for safety is crucial in our pursuit of zero preventable patient harm. Every team member, regardless of position, rank, or experience, plays a pivotal role in identifying and addressing unsafe conditions. This month, as we focus on embedding Ready Reliable Care principles more deeply into our culture, we will introduce and reinforce tools and practices that support assertive communication and a proactive approach to safety.

So I'm off to a Health and Safety Fair, no doubt there will be lots of tools and equipment on show. Obviously these are important means to working safely and managing risk. However, I've seen many great tools end up as a wasted resource because they weren't supported by the right 'why and how' and backed up by standards for their use. Leaders need to do more than just front the cash, they need to ensure that there are supportive systems and standards. Moreover they must be willing to role model and reinforce these standards in pursuit of excellence.

Throughout the year, DPR takes several steps to connect, facilitate, and equip teams with the tools they need to foster a safe and empowering environment. Learn more about our culture of safety: https://lnkd.in/dcwHvj_y

Today is World Day for Safety and Health at Work. It’s a time to not only recognize the advancements we’ve collectively made in worker safety across the globe, but to also recommit ourselves to these efforts. While catching up on some work yesterday, I came across an old document I put together years ago. The one-pager was intended to succinctly frame up what someone might expect when working with me, either as a peer or someone on my team. At the bottom of the document is a paragraph I wrote “Why Safety is Important to Me”: Through our interactions with leaders and employees, we have the potential to positively impact their lives…through teaching them and demonstrating what safe behavior looks like. We change lives, we enrich lives, and in some cases we save lives. The most impactful thing to me is our leaders and employees take these behaviors home with them and then positively impact the lives of their families and friends the exact same way…in effect multiplying the number of people we each affect. I never take this for granted…we will never truly know the difference we’ve made through our words and our actions. On this day, World Day for Safety and Health at Work, I challenge you think about how you have impacted or will impact the safety and health of people in your “world” and beyond. Thank you to all of the professionals who “paid it forward” to me, enabling me to do the same with many others - we’ll truly never know what a difference we’ve made.

Today, we are focusing on encouraging and welcoming new ideas! We are responsible for creating a space where talking openly and giving constructive feedback is welcomed. Our trade partners, with their expertise, can bring great insights into improving every part of the project, including safety protocols. When we all pitch in, we make the job site safer and ensure that each team member returns home safely. #talleyriggins #talleyrigginsgc #NationalConstructionSafetyWeek #NationalConstructionSafetyWeek2024 #oneteamonegoal #safetyfirst #safetymeeting #TRproud

NOWDAYS : EGOISTIC EMPLOYEES, UN-TECHNICAL EMPLOYEES AND UN-LOYAL EMPLOYEES ARE GOOD FOR COMPANY, ALL ARE REPLACABLE AND THE MATTER IS, WHATS YOUR STAND AND FOR WHAT YOU ARE STANDING. ITS DEPEND ON YOU... #BUTTERING_EMPLOYEE #BUTTERING_ENVIRONMENT #TOXIC_EMPLOYEE #TOXIC_ENVIRONMENT

Kaela may be a friend and a colleague, but she’s also an excellent speaker and advocate for HSE in the workplace. Her thoughts especially on what makes for a good safety culture are so insightful. Another incredible episode of this podcast.

I recently completed the Stand-Up training by L'Oréal Paris, which introduces the 5D's methodology developed by Right To Be for safely intervening when witnessing street harassment. This short but powerful training provided practical tools for becoming an active bystander while prioritizing safety. The 5D's — Distract, Delegate, Document, Delay, and Direct — offer simple yet effective strategies to intervene, whether by creating a distraction, seeking help from someone in authority, or providing support to the victim afterward. What stands out is the emphasis on choosing the right approach based on the situation and ensuring that safety always comes first. This training highlighted the importance of taking small but meaningful actions to combat street harassment and create safer environments for everyone. It was an eye-opener to realize how simple interventions can have a profound impact, and I believe this knowledge is essential for all of us. I highly recommend this training for anyone looking to make a difference and contribute to a more respectful society. Together, we can stand up against harassment. #StandUp #LOrealParis #RightToBe #5Ds #StreetHarassment #ActiveBystander #SafetyFirst

As we commemorate World Safety and Health Day at Work, the following panellists. Dee Arp Manal Azzi Andreas Flouris & Halshka Graczyk, PhD took us through the impact of Climatic Change on Occupational Safety and Health topic discussion.