On 2 November 2020, I received an email from the HR Director that displays proof of my multiple attempts to block their badgering, harassment and taunts, for my safety and wellbeing.
This email creeped me out. Firstly, the WHS & Wellbeing manager, along with the RTW coordinator, had passed on yet another encrypted email address that I created because of the constant harassment, stalking and illegal interception of my personal email accounts by WHS duty holders within the PCBU. The WHS staff violated my privacy again, to allow reckless harm to continue.
Secondly, why did the HR Director feel the need to use multiple email accounts of mine (four to be exact), to communicate an unlawful action? Could it be that, for my safety as per WHS policy and law, I had blocked their emails, to remove myself from the stressors, since no one protected me or stopped it, including many who had a due diligence and core responsibility to do so? Why did the Director of HR feel the need to send her message to four email accounts of mine, which only proves more torment of harassment and stalking?
I felt very violated and alone in my fear. To this day, I’m still being socially isolated from the community I’ve belonged to since 2001. It’s abuse. I’ve begged for it to stop.
As part of the mission, community engagement and staff code of conduct, the university community, where I have served ethically and honourably for two decades, is meant to be my support network, assisting my recovery in my permanent secure work. I was failed (and betrayed) by an entire society and system. I made every effort to avoid this humiliation and indignity. It’s unlawful and I need continuity to recover in my work. It’s my workplace right. It’s my human right. It’s what we agreed as per Injury Management Plan. It’s also a legal obligation and a duty of care, beyond an alignment to the Identity and Mission.
I felt as though I was having an out of body experience. It was an extremely surreal psychological thriller in what they were doing. The very WHS duty holders rendered me frightened, violated in my privacy, traumatised, helpless, vulnerable, and abused. Worst of all, no one protected me and kept me safe from this abuse I call psychological terrorism. I was distressed. I did everything I could as per WHS law, to protect myself and my family from this intentional reckless conduct, extreme WHS violations of the PCBU.
The cruelest irony was to be found in the email signature at the bottom of the HR Director’s abusive and unlawful email.
 |
| Citation award as Employer of Choice for Gender Equality by the Workplace Gender Equality Agency |
Please take note of the university’s signature and message to society while the very emails and conduct are the extreme opposite by senior executive leaders that SHOULD lead by example in applying the staff code of conduct and Identity and Mission.
Between 6-9 November 2020, there was more correspondence of deceit and lack of support from both the National Tertiary Education Union and employment lawyer #3. I’ve never felt so degraded and betrayed in my entire life. I can’t view such correspondence, even now. It’s not only reliving the trauma, I’m still experiencing the harm caused by the dereliction of SafeWork NSW, the NSW State Insurance Regulatory Authority and my local MP, Chris Minns and his government in office.
There are, however, government inquiries currently in progress. One is an inquiry into the quality of governance at Australian higher education providers (see https://www.aph.gov.au/Parliamentary_Business/Committees/Senate/Education_and_Employment/UniversityGovernance); another is exposing a scam known as the NSW workers compensation “scheme” (see https://www.parliament.nsw.gov.au/committees/inquiries/Pages/inquiry-details.aspx?pk=3108).
In addition to this, it reveals so much failure in SafeWork NSW, which is still far from being an effective and transparent regulator in stopping WHS violations as soon as possible, to save lives. It must start with WHS compliance enforced on employers, especially large PCBUs that have been ignored for too long. The more power, the greater the potential for abuse. And that’s what has happened, on a systemic scale.
This post is based on documents 127-129. It displays adverse action for requesting generally protected workplace rights, privacy violations, deception, workers compensation fraud and reckless 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.
————
It’s not just ANU
More Reading
Snow, W. (2023, 5 April). ‘What HR needs to know about the new psychosocial hazards at work Code of Practice’. HRM Online. [Online]: https://www.hrmonline.com.au/section/legal/new-psychosocial-hazards-at-work/
To quote from the article:
“As part of a new Code of Practice, employers will have a stronger obligation to manage employees’ psychosocial safety at work...The Code should be closely read by both HR and those with WHS responsibilities since it gives detailed advice on how employers can design work and provide interventions and support to reduce and manage work stress.
The Code is detailed and written technically and with reference to core legal obligations under safety laws. Helpfully, it identifies the separate components of work which contribute to stress.
These include:
Remote or isolated work (NOTE: what about mobbing, ostracism and forced social isolation?)
Harassment/bullying. (NOTE: what if it’s the very HR / WHS unit that are the offenders, as in my case?)
Safety regulators are increasingly willing to investigate the root causes of safety incidents and fatalities when there are allegations or concerns about stress, worker isolation or interpersonal conflict. (NOTE: SafeWork NSW inspectors are rude bullies who allowed the safety risks, harm and negligence to continue).
“In the event of a serious incident (e.g a suicide which may have arisen from work stress), safety regulators will assess the extent of compliance by an employer against the Code”. (NOTE: this is where suicide CAN be prevented, if SafeWork NSW inspectors stop responding to serious incidents being reported with, “I’m not here to play he said she said” and then abandon targets so the offenders can finish the job!)
How many have already died by suicide that we are not aware of?
Where’s the safety regulator in my case? Still Missing In Action.
How much longer am I going to have to beg the “safety regulator” to stop this psychological violence?
How more serious does it have to be? Another death? What’s the point then?
When are these “safety regulators” going to start respecting voices like mine with what’s needed for suicide prevention when the hazards are work-related?
The SafeWork NSW inspector degraded me and compared me with the “type” of workers she dealt with (I’m angry about that discrimination).
When will SafeWork NSW have trauma-informed and trained inspectors?
SafeWork NSW added trauma when it was their core responsibility to stop more harm from happening!
SafeWork NSW left me and my family vulnerable and exposed to greater abuse by the national manager of employment relations and SAFETY and university governance.
The SafeWork NSW inspector’s gross negligence left me frightened, vulnerable and isolated in my trauma, by doing NOTHING but add to the degradation and disrespect, in October 2020.
Therefore, I don’t believe any of these new “improved” publications, until I see SafeWork NSW truly taking these WHS risks and violations seriously and enforcing compliance in action. When will SafeWork NSW repair the damage they caused to me and my family?
Ferguson, A. (2022, 14 October). ‘Workplace safety scandal: Auditor-General launches six-month investigation into failings.’ The Sydney Morning Herald.
Safe Work Australia. (2022). ‘Model Code of Practice: Managing psychosocial hazards at work.’ Safe Work Australia. [Online publication]: https://www.safeworkaustralia.gov.au/doc/model-code-practice-managing-psychosocial-hazards-work
No comments:
Post a Comment
Note: Only a member of this blog may post a comment.