Thank you. I just want to weigh in on this whole thing about open-door policy. Everybody's trying to communicate and convey what it is we're looking for in terms of that receptiveness and that caring. I'm hearing that, but I guess one of the things I'm curious about is when a worker comes in, what is the first point of contact they have with a person? What kind of credentials does that person have, and how often is there turnover in that position? I don't want to drag this out because I know time is going by here, but I think you need to approach injured workers from the mindset of the Royal Bank slogan, "can do," as opposed to "no can do." I mean you can't negotiate everything in terms of your due diligence with the injured worker from a no position. You can't start from there and then work your way back to maybe, or yes, you qualify and you're approved. The benefit of the doubt to me should always be that people are operating in good faith and, yes, there will be exceptions and that's why we have to have processes in place to identify people who are not operating from a position of good faith. But I think the standard reaction and receiving of people should be from we are here to help you, and they should feel that and they should sense it in the communication and the tone, in the atmosphere, in the surroundings, in everything. Thank you, Mr. Chairman.
Jane Groenewegen on Item 16: Consideration In Committee Of The Whole Of Bills And Other Matters
In the Legislative Assembly on March 7th, 2007. See this statement in context.
Item 16: Consideration In Committee Of The Whole Of Bills And Other Matters
Item 16: Consideration In Committee Of The Whole Of Bills And Other Matters
March 6th, 2007
Page 1303
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