Maltby Professional Services

maltby pro mwntal health awareness in the workplace

Mental Health Awareness: Training in the Workplace

May 18th – 24th 2020 is Mental Health Awareness Week in the UK. Research from mental health charity, Mind, found that around one in four people in the UK will experience a mental health problem each year and in England, one in six report experiencing a common mental health problem (such as anxiety and depression) in any given week. Those numbers are probably on the rise at the moment, with new anxieties and issues experienced in lock down.
Mental health should always be at the top of everyone’s agenda and definitely needs to be addressed head on in the workplace. Awareness, knowledge and knowing how and when to help are all vital when looking after your staff and providing a safe place for them to work. Communicating with your employees and letting them know the ways in which you can support them are great starting points.
Incorporating mental health awareness training into your usual Health & Safety training is easy to implement. We have partnered with iHASCO, providers of high-quality Health & Safety and HR Compliance eLearning, to make mental health awareness training as straightforward as possible. Their statistics show that poor mental health is responsible for almost 13% of all sickness absence days in the UK. Their tailored and specific eLearning courses can be rolled out to staff across all industries.
You can access a general course to suit everyone, which aims to reduce the stigma around mental health and encourage people to ask or help. There are also sector specific training courses aimed at the construction industry, carers and nurses and those working in education. There are also courses aimed at managers, looking at ways to increase staff motivation and productivity, as well as reducing stress and anxiety. Take a look at the full range of mental health eLearning courses iHASCO offers.
Maltby Pro can incorporate any of these training courses with your usual Health & Safety training. If mental health awareness isn’t already part of your programme, now is the perfect time to include it – any staff you have on furlough may need extra support when returning or while they’re on furlough, especially if you’ve extended the period. All the courses we offer can be done online, so are equally good for those self-isolating, on furlough, or working from home.
Undoubtedly, the more we talk about mental health and the more it’s normalised in the workplace, the bigger the step we can take to start reducing its impact. For help, advice and support with mental health issues, take a look at Mind’s website or the Mental Health Foundation.
Health & Safety in the workplace is a legal requirement and something you should already be implementing. Maltby Pro make it as easy as possible by offering eLearning courses with brilliant providers such as iHASCO. We can offer many services to take the pressure off you and make sure your workforce is fully trained in all aspects of Health & Safety. Start making inroads in reducing mental health in the workplace and beyond. Call us today to talk about your needs or drop us an email to see how we can help and assist you. Let us take care of your training so you can take care of your employees.

Maltby Pro 3D Site Scan Cannon-Wharf-Energy-Centre-Dollhouse-View

3D Site Scanning

MaltbyPro 3D Laser Site Scanning: Accurate, Time-saving and Immersive
3D laser site scanning is a highly efficient, time-saving and cost-effective solution for any business that requires in-depth site, building or property surveys. From the construction industry to property services, this non-contact resource captures thousands of 3D images and merges them together to turn any space into a precise and easy to navigate virtual model.
MaltbyPro has teamed up with tech company Matterport to offer a digital site scanning service, providing thorough and detailed site surveys.

Who can use 3D laser site scanning?

Construction industry: 3D laser scanning is particularly beneficial to the construction industry. It allows for works to be documented and checked from pre-start to project sign off. Scans can be undertaken at the very beginning of construction projects, before any work has started, to allow teams to familiarise themselves with a site. Site scanning can be carried out during the works to feedback on progress and to pre-empt any potential issues. It can also be used to scan finished projects to report back to stakeholders, as well as providing critical maintenance information to facility managers.

Property businesses: estate agents and property management companies can utilise 3D site scanning to provide immersive property walk-throughs. Ideal for clients from out of the area, those who can’t visit properties in person or for those who want a sense of how a property flows.
Commercial property: commercial property management companies can have 3D site scans of new office spaces they wish to fill, allowing potential clients to get a sense of the floorplan and select the suitable space for their needs.
Architects and designers: regardless of the size of the site or property, architects and designers can benefit enormously from being able to visualise a property’s layout and footprint before planning renovations or building works.

What are the benefits of 3D laser site scanning?

Time-saving: not only is 3D site scanning a physically quick process, it saves businesses a lot of time in having plans drawn and models constructed. 3D scanning is 99% accurate. It makes a site easy to visualise and is straightforward and quick to share with all necessary parties. It’s far easier to manage one 3D site scan than thousands of 2D photos.
Cost-saving: one 3D scan be used multiple times. The scan results in an immersive digital experience, allowing the space to be visualised at each step and by every stakeholder. Documentation is critical for construction projects and a 3D site scan undertaken whilst works are being carried out can verify that the construction is being performed to standards and according to design.
Problem-solving: 3D site scanning allows for progress to be tracked and can allow different stakeholders to plan. Floor plans and ceiling plans can be studied, for example, to allow for cabling and pipework. We have produced plantroom walk-throughs to allow facility managers to see the source of a site problem. 3D site scans can be used in CAD/BIM programmes, ​such as AutoCAD and Revit.
Customer engagement: it’s easy to engage with potential clients by sharing 3D scans. The scans can also be linked, embedded or published to Google Street View or MLS listings. A 3D scan of a house brings it to life, allowing potential buyers to visualise living space and flow.
3D laser site scanning is a safe, non-contact way for your business to share floor plans, site plans and undertake surveys. For more information on how MaltbyPro 3D laser site scanning could work for you, please contact us at hello@maltbypro.co.uk or call +44 (0) 207 157 9609.

Maltby Professional Services: The Health & Safety Experts

Health & Safety at work isn’t a subject every business wants to hear about. It can be seen as a bureaucratic headache, one more task to fit in. Whatever your viewpoint on Health & Safety in the workplace, it is a subject that all businesses of all size need to embrace. There is a legislative obligation to meet and every company has a duty of care to its employees.
Malty Professional Services is an expert in all aspects of Health & Safety procedures, practices and policies. We work with businesses to ensure Health & Safety measures are put in place and met, as well as consulting on all Health & Safety management plans. Here’s why you should use Maltby Professional Services for your Health & Safety strategy.

Health & Safety in the workplace is a legal requirement.

It applies to every type and size of business. The risks to employees exist whatever your industry. We understand that the law can be a minefield to navigate and that it can be difficult to know exactly what you need to do to keep your employees safe. We use our years of experience to tailor your needs to your business. Gap Analysis will help to determine what’s missing between your requirements and your current actions. One size doesn’t fit all and we will advise you on the relevant procedures you need to implement – and how to incorporate them into your business model.

Make Sure You Comply With Your Business Insurance

Any business that has employees needs employers’ liability insurance. It helps to pay any compensation costs arising from accidents in the workplace. But if you are falling short of your Health & Safety legal obligations, you will find your insurance is less likely to pay out. Maltby Professional Services can advise you on the steps you need to take to be compliant.

Protect Your Business

The average fine for a Health & Safety conviction in 2018/19 was £15,000. Even if your business can afford such a fee, wouldn’t it be worth investing a tiny proportion of that sum into Health & Safety training? We train staff in the effective use of equipment. Our management team undertake site visits to check equipment is being used correctly and at all times. We also offer comprehensive e-Learning courses.

Protect Your Employees

Legal requirements aside, your employees deserve to work in a safe environment. You can easily provide this with Maltby Professional Services. You can pick and choose the training you need, and we can advise on the most relevant for you. That includes ECS and CSCS Skillcard applications. We have a rolling 30-day contract, so you’re not tied into a lengthy agreement. You can train staff as and when you require.

Improve Your Business

Maltby Professional Services can help you become CHAS and SafeContractor accredited. The application processes can be lengthy but we do it all on your behalf. Many companies require these accreditations before allowing or considering tenders, so not having them can affect your new business success.
Health & Safety in the workplace doesn’t have to be an onerous task. Take a look at the many services Maltby Professional Services offer to take the pressure off you. We deliver quality and safe results on time and to your budget. Call us today to talk about your needs or drop us an email to see how we can help and assist you. Let us take care of everything.

maltby Pro

Why Do You Need Health & Safety at Work?

Health & Safety in the workplace protects both employees and employers. As an employer, you are duty bound to provide a safe place for people to work. As an employee, you need to know that your place of work is not likely to cause you harm. You have Health & Safety responsibilities too and

Legal Requirements for Health & Safety in the Workplace

Since 1974, there has been a law in place to protect employees and it’s important that employers understand their obligations. Although The Health & Safety at Work Act 1974 is lengthy, it is comprehensive and easy to follow. It is also flexible enough to be applied to any size organisation. Size of company is no excuse for unsafe work practices.

How Does The Health & Safety at Work Act 1974 Safeguard Employees?

The Act applies to all employers, no matter how many employees they have or what your line of business is. A building contractor has the same duty of care as a firm of solicitors. As an employer, you are responsible for the protection of all your employees as well as any members of the public, including visitors, who might be affected by their work.
Employers must tell employees about any matters affecting their wellbeing. They must also tell employees about their own Health & Safety responsibilities – it’s not reasonable for an employee to expect their employer to be accountable for every single action they undertake in the workplace. Each employee needs to take reasonable care to make sure they, their fellow workers and any members of the public remain safe.

Some Key Takeaways From the Act

The Health & Safety at Work Act 1974 introduced the concept of criminal liability – prior to then, employers weren’t held criminally liable for accidents in the workplace.
The onus of proof is on the employer to prove they weren’t negligent and that reasonable care had been taken to avoid an accident.
The Health & Safety Inspectorate can enter a place of employment at any time to carry out a Health & Safety inspection and, if required, serve notice that practices are found to be dangerous.
The duties that fall on employers include taking reasonable care to make the workplace safe and healthy, keep dust and noise fumes under control and check staff are trained in the use of equipment. You can read the full Act here.

What Happens if Employers Don’t Meet Health & Safety Regulations?

Should an accident occur in the workplace, and the employer is found liable, they will at the very least be fined and a criminal prosecution may also follow, depending the severity of the injury caused. In 2019, the ten highest Health & Safety fines for UK companies totalled £16.9 million plus costs. And there were almost 400 prosecutions in 2018/19, resulting in an average fine of £15,000 per conviction. Could your business afford either the fine or the negative publicity? Some Health & Safety breaches result in loss of life or life changing injuries, hence the large numbers.
It is not acceptable for any employer to expect their employees to work in an unsafe environment. Or to be exposed to conditions which may lead to debilitating injuries and illnesses. The good news is that Maltby Professional Services can help you implement Health & Safety procedures for you and your employees. We are experts in the Health & Safety industry. Take a look at what we offer or call or email to discuss your needs. We are here for you!

Sevenoaks Hearing

Noise exposure at work: Have you thought about the risks?

My name is Adam Chell, and I’m the clinical director for Sevenoaks Hearing. I am a fully qualified audiologist with 15 years’ experience, specialising in hearing loss prevention and rehabilitation. I work with Maltby Professional Services to assist with hearing protection in the workplace and to provide on-site audiological assessments.

Do the Noise at Work Regulations apply to you?

If your employees are regularly exposed to noise levels exceeding 85dB you should be offering them regular hearing tests (reg 9, Noise at Work Regulations 2005).

A baseline audiogram should be conducted when they start employment. This should be repeated annually for the first two years and can be reduced to a test every three years thereafter if no concerns are raised.
If you are not conducting this routine surveillance for these employees, you are putting yourself at risk of future litigation. As an employer, it is down to you to prove that you minimised the risk of hearing loss as much as possible and to monitor hearing levels for those where the risk cannot be avoided.

In 2017, there were 23,312 noise induced hearing loss claims. These claims had a total estimated cost of over £110 million (Institute and Faculty of Actuaries UK Deafness Working Party). By simply implementing a noise action plan and undertaking regular surveillance of your employees, you can protect yourself against future claims.

Providing hearing protection is not enough

Most people aren’t aware that offering hearing protection should be considered the last course of action when dealing with high levels of noise.
A noise action plan needs to be conducted to ensure that you have done all you can to minimise the risk of noise exposure first.
It may mean purchasing the more expensive machine because it is quieter. It could involve using dampening material to isolate the working zone from sources of noise. You would also be required to make sensible adjustments to essential equipment or installations to reduce noise wherever possible.
If you haven’t conducted and documented this action plan, you are vulnerable to future litigation if you are regularly exposing your employees to noise above 85dB.

Training

Overprotection can sometimes be as ineffective as under protection. It is important to guard your employees from overprotection of noise from ear plugs because it can result in isolation and inevitable underuse.

Hearing protection only protects if worn fully and properly. To achieve this requires information, instruction, training, supervision and motivation.

So, what can you do?

The very first thing you should do is find a suitable professional to conduct your risk assessment and generate a noise action plan.
The noise action plan includes making appropriate adjustments to the working environment and supplying suitable equipment. As well as this, noise levels should be measured to ensure the most appropriate hearing protection is being offered.
At Sevenoaks Hearing, we can arrange to come and conduct audiometry on all employees that work in high noise environments and review this annually.
If they are already wearing hearing protection, we would encourage all employees to bring it along so the audiologist can inspect for damage as well as provide training and information on appropriate usage.

As part of this audiological assessment, you will be provided with a full written report of the outcome, along with any recommendations for that individual. They will sign a statement to say that have understood their training and feel comfortable implementing safe working practices, including that they have been recommended and offered the most suitable hearing protection for their role.

How do you arrange these assessments?

All you need to do is get in touch with Maltby Professional Services. Through them, we will conduct the initial noise action plan. From there, we will determine if we are required to conduct audiological screening. Hearing test rates are negotiated depending on the number of clients seen in one session and if multiple sites are involved, discounts can be discussed.

References

https://www.hse.gov.uk/vibration/hav/roadshow/al7.pdf
https://www.hse.gov.uk/vibration/hav/roadshow/al9.pdf
https://www.actuaries.org.uk/practice-areas/general-insurance/disbanded-research-working-parties/uk-deafness-claims
http://www.legislation.gov.uk/uksi/2005/1643/contents/made

Construction company and employee sentenced after worker killed

Construction company and employee sentenced after worker killed

Clancy Docwra Limited and one of its employees have been sentenced for health and safety breaches after another worker was struck by an excavator and was killed.

Southward Crown Court was told how site operative Kevin Campbell was struck by an excavator mounted vibrator (EMV) attached to a 35-tonne excavator that he was working in close proximity too. The incident happened during a night shift on a construction site in Stratford on 2 March 2014.

Mr Campbell had been disconnecting lifting accessories from a metal pile that had just been extracted from the ground when he was crushed against a concrete wall a short distance away. He died from his injuries. Another site operative who was directly next to him also faced a risk of being struck, the court heard.

Investigating, the HSE found the construction company which was the principal contractor; Clancy Docwra Limited, failed to ensure the safety so far as is reasonably practicable of its employees and of others who were not their employees working on the site. The investigation also found that Daniel Walsh, who was the site supervisor for the site and the person operating the excavator at the time, failed to take reasonable care for other persons on site at the time.

Clancy Docwra Limited of Coppermill Lane, Harefield, Middlesex pleaded not guilty to breaching Section 2(1) and 3(1) of the Health & Safety at Work etc. Act 1974. The company was fined £1,000,000 and ordered to pay costs of £108,502.30.

Daniel Walsh of Eastcote, Orpington, Kent pleaded not guilty to breaching Section 7(a) of the Health & Safety at Work etc. Act 1974 and was given a six-month custodial sentence, suspended for 12 months and ordered to pay costs of £15,000.

Following the hearing, HSE Inspector Darren Alldis said: “This death was wholly preventable and serves as a reminder as to why it is so important for companies and individuals to take their responsibilities to protect others seriously and to take the simple actions necessary to eliminate and minimise risks.

“If the risks had been properly considered by the company, and simple and appropriate control measures were put in place, then the likelihood of such an incident occurring would have been significantly reduced. Informing all site operatives of the specific risks they face when carrying out such tasks and the control measures required of exclusion zones, the importance of communication and the mandatory use of excavator safety levers were simple actions that should have been put in place and their effectiveness monitored.

“All those with legal responsibilities must be clear that HSE will not hesitate to take appropriate enforcement action including where appropriate prosecution against those that fall below the required standards”.

Source Material

Construction company and employee sentenced after worker killed

 

Over five million UK workers could be suffering from a mental health condition

Over five million UK workers could be suffering from a mental health condition

The British Safety Council published its new literature review, Not just free fruit: wellbeing at work, in December 2018. Shehzana Mamujee, Policy and Research Analyst at British Safety Council, tells SHP about some of the findings.

A ubiquitous ‘catch-all’ term, ‘wellbeing’ is nowadays used to refer to everything: from a good diet, to a positive experience, to the protection of those suffering serious mental health conditions. While occupational safety remains a key priority for employers across all sectors, there is growing public awareness of the impact health and wellbeing has on individuals, organisations and society as a whole.  The latest research estimates that over five million UK workers could be suffering from a mental health condition each year.[1]

Examining current literature on occupational health and wellbeing, Not just free fruit seeks to define ‘wellbeing’ in workplace contexts, exploring the term’s varying connotations and applications. Furthermore, it serves as a call to action for all senior leaders and executives, no matter the size or sector of their organisations. Workers’ health and wellbeing can no longer be relegated to the bottom of managers’ ‘to do lists’, absent from strategy meetings, exempt from financial forecasts. The Centre of Economic and Business Research predicts that the cost of sickness absence will increase to £21bn in 2020.[2] The link between wellbeing and productivity is undeniable and calculable. It cannot be ignored.

At the British Safety Council, we believe ‘no-one should be injured or made ill through their work’. This means protecting workers from hazards and risks, and providing an environment which enables them to address issues arising in the workplace and elsewhere. These steps include not only traditional health benefits but, crucially, the conditions characterising the working day: workload, collegiality, autonomy and salary, to name a few.

Calling for the government to ‘place equal importance on the quality of work as it does on the quantity’, 2017’s Good Work: The Taylor Review of Modern Working Practices recognised that ‘“quality of work” needs to be more clearly understood, defined and measured’.[3] In February 2018, the government’s Good Work Plan committed to enacting the Taylor Review’s recommendation that it ‘should identify a set of metrics against which it will measure success in improving work, reporting annually on the quality of work on offer in the UK’. Alongside physical injury and mental health, these measures include, among others, ‘job security’, line manager relationship’ and ‘satisfaction with pay’, all of which, this review argues, constitute wellbeing at work.

Covering such topics as ‘types of wellbeing interventions’, ‘health, wellbeing and productivity’, ‘good work and wellbeing’, ‘workplace bullying’ and ‘mental wellbeing’, Not just free fruit includes a number of case studies, from BAE Systems to our own British Safety Council. Our aim is to demonstrate the ways in which organisations currently implement initiatives designed to protect and improve workers’ wellbeing, with examples of best practice.

Not just free fruit also offers information about two major schemes, VitalityHealth’s Britain’s Healthiest Workplace, and the Workplace Wellbeing Charter, which have been established to help organisations carry out successful wellbeing interventions and evaluate their impact. You can find more information about them here:

https://www.vitality.co.uk/business/healthiest-workplace/
www.wellbeingcharter.org.uk.

Only about 1 in 6 (17%) organisations evaluate the impact of their health and wellbeing initiatives.[4] Both Britain’s Healthiest Workplace and the Workplace Wellbeing Charter provide easy, supportive ways of addressing this problem.

The review ends by examining the work being carried out on the public policy front. The ‘wellbeing premium’ is a proposed wellbeing grant, championed by Liberal Democrat MP for North Norfolk, Norman Lamb. The grant aims to free up resource for organisations to invest in wellbeing initiatives, which may prove significant for some companies, especially micro-firms and small and medium-sized enterprises (SMEs). The ‘wellbeing premium’ is currently being trialled in the West Midlands, under the Thrive at Work programme: https://www.wmca.org.uk/what-we-do/thrive/thrive-at-work/.

Wellbeing at work is here to stay. It means physical, emotional and mental health. This review interrogates the physiology and psychology of the working environment, with the twin aims of directing the employer to arrangements which protect wellbeing, while also helping all workers. Keeping your workers healthy means keeping your company healthy, creating the conditions for successful economic growth and productivity. Alongside their safety, workers’ health and wellbeing need to be placed firmly at the top of the executive’s agenda.

Source Material

‘Over five million UK workers could be suffering from a mental health condition each year’

HAVS diagnosis leads to sentencing for firm and director

HAVS diagnosis leads to sentencing for firm and director

A rock drilling and cliff stabilisation firm and its director have been sentences after multiple workers were diagnosed with hand arm vibration syndrome.

Three employees of Celtic Rock Services Limited developed and reported symptoms of hand arm vibration syndrome (HAVS), but no action was taken. The workers regularly used tools such as rock drills and jack hammers for cliff stabilisation work, which was often carried out while abseiling down a cliff face.

The workers reported symptoms such as pins and needles and aching hands which, in one case, had been going in since 2000. However, not until 2016 was an occupational nurse employed and the problem identified.

An HSE investigation discovered that the risk assessment did not identify the actual exposure to vibration and had used out of date vibration data. It also uncovered that there was no health surveillance in place until 2016 and employees were not made aware of HAVS and its symptoms. When symptoms were reported, the company had failed to take action.

Celtic Rock Services Limited of Bossell Road, Buckfastleigh, Devon pleaded guilty to breaching Section 2(1) of the Health and Safety at Work Act 1974. The company has been fined £36,667 and ordered to pay costs of £3,560.

Alwyn Griffith Hughes Thomas, Director of the company, also of Bossell Road, Buckfastleigh, Devon pleaded guilty to breaching Section 37 of the Health and Safety at Work Act 1974. He has been given a 12-week custodial sentence, suspended for one year, a 12-week curfew and ordered to pay costs of £3,560.

Speaking after the hearing, HSE Inspector Caroline Penwill said: “This was a case of the company and its director completely failing to grasp the importance of HAVS risk assessment and health surveillance.

“If they had understood why health surveillance was necessary, it would have ensured that it had the right systems in place to monitor workers health and the employees’ conditions would not have been allowed to develop, one of which was to a severe, life altering stage.”

Source Material

HAVS diagnosis leads to sentencing for firm and director

Network Rail have paid out £1m for slips trips and falls

Network Rail has paid £1m for slips, trips and falls in past five years

In the past financial five years, Network Rail has paid a total of £1m for slips, trips and falls across UK stations, according to research conducted by the BBC.

Network Rail is in charge of 11 stations in London, and 20 across the rest of the UK.

The highest fine given was £36,392, after a passenger “slipped on liquid and landed heavily on their right hip” at Charing Cross station. The lowest fine was £10, after a passenger slipped on ice at an entrance to Victoria Station, and suffered personal injuries and damages to their suit.

The most recent case was a fine of £27,602, after a passenger slipped on pigeon faeces at Paddington station. Overall, there has been four fines given to Network Rail in the past five years, as a result of passengers slipping on bird faeces.

Phillip Thrower, Head of Claims and Insurance at Network Rails emphasised that. “with tens of millions of people using our stations every day, only a tiny fraction of a percent experience a mishap”.

Over half of the £1m total fines were made due to accidents at the following stations:

  • Euston– a passenger received £35,721 for slipping.
  • Paddington– a passenger received £36.392 for slipping.
  • Liverpool Street– a passenger received £28,000 after suffering a “possible lacerated finger”.

Victoria station had the highest number of successful claims paid out by Network Rails. Guilford and Glasgow Central were the only stations managed by Network Rails, that did not have compensation claims.

“If we are at fault for causing damage or injury to anyone, we rightly compensate them for those accidents and put in place new ways of working to stop them from happening again”, expressed Phillip.

Source material

Network Rail has paid £1m for slips, trips and falls in past five years

Veolia fine: £1m after reversing vehicle death

A refuse collection company has been fined £1m after a worker was run over and killed.

Canterbury Crown Court heard how, on 18 October 2013, Veolia ES (UK) Limited’s employee Mr John Head suffered fatal injuries when he was run over by a reversing refuse collection vehicle (RCV) whilst he was walking across the yard, at the Ross Depot Waste Transfer Station in Folkestone. He was pronounced dead at the scene.

The HSE’s investigation found that multiple vehicles, including RCVs and articulated lorries, were manoeuvring around the yard with no specific controls.

The company failed to adequately assess the risks involved in the yard and did not implement industry recognised control measures to protect employees.

Veolia ES (UK) Limited of Pentonville Road, London was found guilty after a trial of breaching Section 2(1) of the Health and Safety at Work Act 1974. The company was fined £1 million and ordered to pay costs of £130,000.

HSE Inspector Kevin Golding said: “This should be a reminder to all industries, but in particular, the waste industry, to appropriately assess the risks and implement widely recognised control measures to adequately control manoeuvring vehicles, in particular reversing vehicles and restrict pedestrian movements around vehicles.”

According to the latest set of annual workplace fatality figures, released by the HSE, there were 12 fatal injuries to waste and recycling workers between April 2017 and March 2018.

Waste disposal: Highest fatality at work rate of any industrial sector


A round -up of the biggest health and safety court cases from December 2018.

 

Source: https://www.shponline.co.uk/in-court/veolia-fine-1m-after-reversing-vehicle-death/?elq_mid=1132&elq_cid=338880