Waikato Business News September/October 2018

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26 WAIKATO BUSINESS NEWS September/October 2018 BREAST CANCER AWARENESS Waikato woman helping breast cancer survivors with cosmetic tattooing A Waikato woman who has overcome two types of cancer is giving back by helping other women who’ve battled breast cancer. As the founder of Lady Ink Cosmetic Tattooing, Debbie Casson helps women who have been through breast reconstruction surgery for breast cancer, by performing cosmetic nipple tattooing – something she says helps give women their self-esteem and confidence back after a tough journey. Around 2800 New Zea- MISS LOU HAYES MB ChB FRCS Oncoplastic Breast Surgeon • Breast reconstruction • Breast cancer surgery & management • Benign breast disease Penny Breast Care Ltd Anglesea Imaging Centre Gate 2, Thackeray St, Hamilton pennybreastcare@hamrad.co.nz Ph: 07 838 9599 | Fax: 07 838 0352 Penny Breast Care Ltd S9425C land women and 20 men are diagnosed with breast cancer every year. One in nine women will get breast cancer in their lifetime and, as a cancer survivor, Debbie wants to help raise awareness this October for breast cancer awareness month. “Making those women feel whole again, and their reaction when they first look at themselves in the mirror, it really is the cherry on top,” Debbie said. She was diagnosed with two forms of cancer in the space of a week in 2012, with a rare type of sinus cancer and just days later she was diagnosed with breast cancer after she'd been for a routine mammogram. As a survivor, she understands the emotions of what cosmetic nipple tattooing can mean to a woman after undergoing breast reconstruction, along with chemotherapy and radiation. After being diagnosed, Debbie, a former nail technician, joined Shocking Pink a nationwide charity that is for women diagnosed with cancer, aged 45 years and younger. The charity group has a huge impact on the women involved through an online support system, as well as grants and every year they host a retreat in both the North Island and South Island for women to attend, meet each other and form friendships. She now helps run the charity as one of the three trustees, however, being a part of Shocking Pink is what led her to train in cosmetic tattooing. Talking to the women within the group, she realised how financially out-of-reach it was to get areola tattooing done after they’d had breast cancer. As part of her training she also learnt to do eyebrows, eyeliner and lips, as chemotherapy can often result in loss of eyebrows and hair. “There is sometimes a need for cosmetic eyebrow tattooing after treatment as they don’t always grow back. Women then think about lips and eye liners as their treat afterwards as well,” Debbie said. Another field Debbie specialises in is scar camouflage to help with scarring after surgeries or other skin issues. The nipple repigmentation and 3D nipple cosmetic tattooing service that Debbie offers, helps post-mastectomy patients by creating the appearance of an areola after nipple reconstruction, or a 3D nipple can be created by shading with pigments giving the 3D effect. “It gives me so much joy seeing the difference it makes in women’s lives and it encourages me to carry on doing what I’m doing,” Debbie said. For her clients, knowing that Debbie is a survivor and has been where they are, helps them feel more relaxed when they come in and tell their story to her. Shocking Pink woman and breast cancer survivor Emerald Reid said Debbie has changed her life in a huge way with such a small procedure. “It has had an unbelievable impact on my confidence, my outlook on life, and feeling like a true survivor now. After five years of surgery and chemo, I feel like I’ve finally got to the end of a cancer journey and I was able to end it on a high note,” Emerald said. “I knew it would make a difference getting it done but I underestimated just how much and how emotional it would be in my first glance. I was blown away with how realistic they look and how much more complete I felt as a woman. My partner can’t believe how great they look and has commented on how much happier I am every day - I feel like I’m now just a normal 35-year-old girl living her best life.” Last year a contract between the Waikato DHB, Tristram Clinic and Debbie was established to help fund this service Debbie Casson for more breast cancer survivors. The contract is a huge step forward as some DHBs still don’t fund the procedure. “I’d love to be in a position where I could see everyone get this service,” Debbie said. “My ultimate goal would be to travel up and down the country doing areola work to help everybody.” Initially, Debbie’s cosmetic tattooing training was done in New Zealand, however, she has continued further training overseas, including more recently a self-funded trip to England where she trained with some of the best in the world in areola. “I want to keep extending my training so that I am the best at what I do in New Zealand and continue to grow myself and my skills, so that I can do better and be better for these deserving ladies.” To inquire about Debbie’s services at Lady Ink, contact your specialist as you will need a referral. Insurance will also cover the procedure. To find out more information about Shocking Pink visit shockingpink.org.nz or for Lady Ink visit www.ladyink.co.nz ENTER NOW! BUTTONRUN.CO.NZ ENTER THURSDAY 25TH OCTOBER 2018, HAMILTON LAKE – INNES COMMON NOW! REGISTRATION OPEN FROM 4.30PM – 6.00PM | 8KM RUN – 6.00PM | 4KM RUN – 6.01PM | 4KM WALK – 6.02PM BUTTON RUN BREAST FRIENDS BUTTONRUN.CO.NZ NM Media is proud to support WBCRT waikatobreastcancerresearchtrust www.brightasabutt n.co.nz Waikato GOOD BETTER Breast BEST, NEVER LET IT REST, Cancer UNTIL GOOD GETS BETTER Research AND BETTER GETS BEST Trust EVIDENCE-BASED BREAST CANCER RESEARCH THURSDAY 25TH OCTOBER 2018, HAMILTON LAKE – INNES COMMON REGISTRATION OPEN FROM 4.30PM – 6.00PM | 8KM RUN – 6.00PM | 4KM RUN – 6.01PM | 4KM WALK – 6.02PM BUTTON RUN BREAST FRIENDS WBCRT waikatobreastcancerresearchtrust www.brightasabutt n.co.nz GOOD BETTER BEST, NEVER LET IT REST, UNTIL GOOD GETS BETTER AND BETTER GETS BEST EVIDENCE-BASED BREAST CANCER RESEARCH
WAIKATO BUSINESS NEWS September/October 2018 27 Bullying complaints require a calm, proportionate response It is becoming increasingly common for bullying complaints to be raised by employees in the workplace. This increase is likely due to increased media attention on bullying and widely-publicised employer obligations to provide safe workplaces under the Health and Safety at Work Act 2015. What is also noticeable is that some employers are increasingly overreacting to such complaints. By no means am I suggesting that the complaints should not be addressed promptly and appropriately; they most definitely should. However, the response should be proportionate to the complaint. A major contributor to employers overreacting is a burgeoning cottage industry of “experts” who appear to be recommending to employers that an allegation by one employee against another warrants a company-wide investigation into “workplace culture”. Unfortunately, those who recommend such an extensive investigation also stand to gain financially by carrying out the investigation. So how can employers be sure that such an investigation is actually required? Firstly, when a bullying allegation is raised by one employee against another, or against the employer, the allegation needs to be sufficiently detailed so that an employer can ascertain whether it actually constitutes bullying. Just because an employee states they feel bullied, does not necessarily make it so. In February 2017, Worksafe published a guide entitled “Bullying at Work: Advice for Workers”. This is available free of charge online and is equally useful to employers and employees as a starting point. In particular, the guide sets out at page 5 behaviour that is, and is not, bullying. Those aspects of the guidelines are worth replicating here in full. “Workplace bullying is: • repeated and unreasonable behaviour directed towards a worker or a group of workers that can lead to physical or psychological harm. • Repeated behaviour is persistent (occurs more than once) and can involve a range of actions over time. • Unreasonable behaviour means actions that a reasonable person in the same circumstances would see as unreasonable. It includes victimising, humiliating, intimidating or threatening a person. • Bullying may also include harassment, discrimination or violence (see Section 4 of this guide for how these are dealt with). Workplace bullying is not: • one-off or occasional instances of forgetfulness, rudeness or tactlessness • setting high performance standards • constructive feedback and legitimate advice or peer review • a manager requiring reasonable verbal or written work instructions to be carried out • warning or disciplining workers in line with the business or undertaking’s code of conduct • a single incident of unreasonable behaviour • reasonable management actions delivered in a reasonable way • differences in opinion or personality clashes that do not escalate into bullying, harassment or violence.” So, the first step in dealing with any complaint of bullying is to ascertain whether it actually is. Unquestionably, the conduct needs to be repeated, and one-off interchanges should not be classified as bullying, although, depending on the conduct complained of, they may be classified as misconduct or serious misconduct. If the allegations lack sufficient detail to establish whether the complained-of conduct is bullying, then the complainant should be asked to provide precise information of times, places and the nature of the conduct so a decision can be made. This information is required in any event if the matter is to proceed, and must be provided to the other employee when asking them to attend a disciplinary meeting. Where the complaint is from one employee about another employee, both must be separately interviewed to get their views on the matter, along with any other persons who may have witnessed the alleged conduct. Employers need to check witness accounts for consistency and go back to clarify any apparent inconsistencies, to ensure that a witness is actually providing factual information, rather than just supporting a work colleague. Once all the information has been collected, the employer is then in a better position to make the right decision on how to proceed. Both the complainant and the complained-of employee must be informed of the outcome. If, after full investigation, the problem appears to be more of a personality clash than actual bullying, then MBIE provides free mediation services that can be utilised to try and improve the relationship. If the allegations are found to be bullying, then depending on the severity of the conduct, the outcome may be a final written EMPLOYMENT LAW > BY ERIN BURKE Employment lawyer and director at Practica Legal Email: erin@practicalegal.co.nz phone: 027 459 3375 warning or dismissal. The problem with unnecessarily instigating workplace-wide investigations is they are reminiscent of the Salem Witch Trials, where employees who had not previously thought they were being bullied by a disliked colleague, may suddenly be encouraged to believe that they are. Disharmony and dysfunction can swiftly ensue, and an employer may find that the investigation has caused far more harm to the workplace than good. Further, be under no illusion of the cost of these investigations. They involve interviews with every employee, transcripts of the interviews, Hamilton & Waikato Tourism win accolade for domestic tourism growth The Hamilton and Waikato region has further cemented its place as a tourism destination by winning a domestic tourism growth award at the inaugural Regional Tourism New Zealand (RTNZ) Awards. Hamilton & Waikato Tourism was named the 2018 Best Domestic Tourism Performance winner in the tier 2 (mid-sized) regional tourism organisations category. Sponsored by AA Traveller, this award recognised the importance of the domestic New Zealand tourism market and the need to nurture and grow this sector, as well as the international visitor market. The award was independently assessed by AA Traveller against four metrics including Net Promoter Score, average length of say, overnight visitation and visitor expenditure from the Monthly Regional Tourism Estimates (MRTEs). Lake Wanaka Tourism took out the overall award for the highest domestic tourism growth across the country and Queenstown was named winner for the tier 1 (large) regional tourism organisation category. Neil Gestro, Head of Tourism Partnerships for AA Travel & Tourism, congratulated the Hamilton & Waikato team on the win. “Hamilton & Waikato Tourism’s results across all four metrics are commendable and it was great to see the region performing so well,” said Mr Gestro. Hamilton & Waikato Tourism Chief Executive Jason Dawson says the win confirms the region’s position as a leading visitor destination. “At the end of August 2018, leisure and business tourism contribute $1.549 billion annually into the region. However, it’s the domestic visitors leading the charge, injecting $1.184 billion into our regional economy annually” said Mr Dawson. and confirmation by interviewees that the information they have provided is correct, all culminating in a very lengthy report. While this may be warranted where the allegations appear to be widespread or where the workplace as a whole has been complained of as “toxic”, such an investigation would not be warranted where the allegations are only by one employee against another. Employers would be better off using the money towards something that builds camaraderie and stronger workplace relationships, such as an employee day out or a midyear Christmas party. The 2018 Best Domestic Tourism Performance Award winners (from left to right): Graham Budd from Destination Queenstown, James Helmore from Lake Wanaka Tourism, Neil Gestro from AA Traveller & Tourism, and Jason Dawson from Hamilton & Waikato Tourism.
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Waikato Business News September/October 2018

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