“Social justice can be obtained only in respecting the transcendent dignity of man. The person represents the ultimate end of society, which is ordered to him:
What is at stake is the dignity of the human person, whose defense and promotion have been entrusted to us by the Creator, and to whom the men and women at every moment of history are strictly and responsibly in debt.”
Catholic Church. (1997). Catechism of the Catholic Church. (2nd ed.). Libreria Editrice Vaticana. (para.1929). Online: https://www.vatican.va/archive/ENG0015/__P6O.HTM
On 21 September 2020, I received another email from R. Christmann, which I sent to my nominated treating professional and the union branch organiser, asking for help to end the harassment.
To the former, I wrote, “Yet another Monday morning, harassed by the “person” behind HR [notifications email]. I refuse to view because it’s counter-productive, as usual, and I feel a deliberate attempt to continue taunting me…”.
To the latter, “… please call me. I don’t know where my case is at. No one is telling me anything. My human rights have been completely denied. Perhaps call me so I can let you know what I’m doing on my end. But immediately put a stop to the harassment by Rena Christmann. That action is very serious for my safety and wellbeing. Thanks.”
Again, I had no reply from the NTEU. Lack of support was one of the worst factors leading to my work-related trauma and injuries.
I shared my suggestions with my treating professional, for a safe return to my work, had there been any communication, cooperation and collaboration from the self-insurer, Catholic Church Insurance, and employer.
This was my voice in my own recovery, my right under workers compensation law, and my human right. CCI received my treating professional’s report, as they requested, and then proceeded to ignore it. Then they asked for another report with the same questions again. I realised they were using stalling tactics to allow the HR offenders to reach their unlawful outcome.
Furthermore, I was forced to use all my annual and long service leave entitlements under workers compensation, while being mobbed by all, harassed by HR, my family being intimidated in emails by HR (via Clayton Utz along with Q Workplace Solutions, “on behalf of the university”), as well, and CCI withholding workers compensation benefits in collusion to fraud.
Not long after this incident, I got the letter from the local court registrar with their “decision” regarding my APVO application against R. Christmann.
(See: http://mystory-myvoice.blogspot.com/2025/07/apvo-court-registrars-response.html).
It is now I try SafeWork NSW.
The SafeWork NSW inspector, making assumptions the employer and self-insurer were compliant and doing the right thing (why would I call SafeWork NSW if that were the case), started fobbing me off to other government agencies, including the NSW Information Privacy Commission and Anti-Discrimination NSW.
I didn’t want to be fobbed off to other government agencies. I wanted SafeWork NSW to use their power to stop the harassment by the biggest perpetrator and the reason why I finally made a workers compensation claim! That’s why I called to report it to SAFEWORK NSW!
Mind you, there was one phone number for both SafeWork NSW and SIRA NSW, but two options provided depending whether it was a WHS issue or workers compensation. What happens when it’s both? For me, it involved both these things! So which option? I went with the SafeWork NSW option as I was being relentlessly harassed and I was in distress. It was a serious WHS incident.
Two shocking things were said to me by the SafeWork NSW inspector around this time: “All they’ll do is show me their policies and I don’t want to ruffle feathers” and that they felt “sorry” for me. I didn’t want a SafeWork NSW inspector’s pity! I wanted SafeWork NSW to use their powers to protect my safety at work!
This post is based on documents 95-96. It displays adverse action for requesting generally protected workplace rights, being a member of an industrial association, prohibited workplace surveillance, privacy violations, discrimination, relentless harassment, deception, malicious and vexatious conduct that condones engaging in WHS breaches and creating psychosocial hazards, not managing the risks as the PCBU is reasonably expected to do so, BY LAW.
ESSENTIAL READING
2025 Psychosocial Risks Now a Legal Priority: What NSW Employers Must Know About New WHS Laws and Union Powers - https://gdlaw.com.au/practice-areas/individual/psychosocial-risks-now-a-legal-priority-what-nsw-employers-must-know-about-new-whs-laws-and-union-powers/
I expect redress of ALL the harm SAFEWORK NSW caused me for over FIVE YEARS.
The National manager of employment relations and SAFETY and her WHS staff violated my privacy, including intercepting my emails to the National Tertiary Education Union reps, using a carrier to harass and menace me AND my family, and more.
The National Tertiary Education Union agreed to collude in these WHS offences! They DID NOT even report it to SAFEWORK NSW!
How are leaders in the NTEU going to be held accountable in my case, and that of many others, that I’m sure, have their own stories of deliberate harm?
To quote from the blog post:
“Under the new laws, unions can now bring criminal prosecutions against employers for WHS breaches — including those involving psychological harm. This introduces a new and potentially adversarial enforcement pathway.
While unions must:
- First consult with SafeWork NSW, and
- May only prosecute if the regulator declines to act…
Psychological health is now front and centre in workplace law. With enforceable standards under Section 26A and unions empowered to prosecute, the risks of non-compliance — legal, reputational and operational — have never been higher.
If your workplace isn’t actively managing psychosocial hazards, it’s not just a wellbeing issue — it’s now a legal liability.”
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