Psychological terrorism from WHS duty holders - October 2020

On 19 October 2020, I also provided notes for the employment lawyer. I requested a meeting, so that I could provide a brief on what happened. Although it was urgent, a meeting did not happen. I did the work, given all my compiled documentation, evidence, and research, but the law firm got paid. It’s as though they wanted to deal with my case as quickly as possible, and missed serious and significant details in their transaction with the HR “perpetrators”. The treatment felt like I was an unimportant side case. I now have trauma and distrust of lawyers.

This serious organisational misconduct was far beyond “harsh, unjust and unreasonable”. This entire psychological thriller is a big example of the most diabolical adverse action for requesting workplace rights generally protected, having started with some agreed boundaries for a psychosocially safe work environment. 

Since August 2001, there was never any misconduct and there were no performance issues (both being the opposite - the high achiever, well liked by staff and clients, a textbook case of who is targeted in this kind of workplace abuse). There was no disability, illness or “incapacity” that hindered my ability to do all the inherent requirements of my job. The hindrance was the manager. But then this safe work issue was followed by an incompetent, underperforming associate director at the “local” level. Then I was fobbed off by that individual to HR without any consultation, in a PCBU that had gone from a great and safe place to work, to the most toxic organisational culture imaginable under current leadership. 

Then came the frightening systemic gaslighting. My “elected” state representative for Kogarah, Chris Minns, was not only an enabler, but an instigator of this surreal experience of gaslighting. This harm would have been less, if the NSW Labor Party had not made him their “leader”, and had the people of NSW not been greatly disappointed in the previous government in office. But now, the NSW public, especially and ironically the workers - from the “workers” party - are paying a huge price. My family and I are paying for it, literally, in the continuation of workers compensation fraud by the self-insurer, Catholic Church Insurance and Chris Minns’ government. 

Perhaps the logo for CCI should honestly be :

Investing in their bright future by stealing ours in fraud

See http://mystory-myvoice.blogspot.com/2025/05/i-advise-you-make-workers-compensation.html.

See also https://mystory-myvoice.blogspot.com/2025/06/injury-management-plan-legally- binding.html and https://mystory-myvoice.blogspot.com/2025/08/whs-and-wellbeing-manager-negligence.html

These are breaches of the general protections provisions of the Fair Work Act 2009 (Cth).

General protections provisions breached in my case include my lawful entitlements stolen via harassment, or taken by me with retaliation for doing so, making complaints and requesting assistance from government agencies (a big systemic failure and seriously negligent, the lot of them), and for joining a union. 

Adverse action is against the law. 

I was targeted in adverse action for:

• making a complaint about psychosocial hazards eg. bullying, discrimination, harassment, being overworked, unsafe work conditions, treatment received from the manager;

• inquiring about my pay, benefits, superannuation payments, workers’ compensation “process”, Injury Management Plan cooperation, Return to Work Plan, a safety issue;

• taking the benefit of lawful entitlements, eg. sick leave, annual leave, long service leave, compassionate leave, refusing to work unreasonable overtime or be “on-call” whenever the manager expected something, no matter what was happening in my personal life outside unpaid work hours;

• filing or intending to file a workers’ compensation claim (and that includes way before I was left with no other option but to make a claim, when, in October 2019, the HR associate director wrote that “they” were “aware” that I was going to make a claim - it was news to me, and only shows, once again, how misleading “gossip” and bullshit rumours can be);

• intending to file a bullying complaint with the Fair Work Commission (Note: not an option. It will be ineffective and result in more traumatic abuse if the employer is the bully, as adverse action, especially if they are more powerful and well-resourced - see http://mystory-myvoice.blogspot.com/2025/05/the-unfair-work-commission-denying.html);

• making a complaint to the Fair Work Ombudsman and NSW State Insurance Regulatory Authority about self-insurer fraud, wage theft, and breaches of employee entitlements;

• making a complaint to SafeWork NSW and other law enforcement agencies about a safety issue; and

•  joining a union.

All of the above apply in my case, as I became a target of the most diabolical and extreme adverse action for requesting workplace rights generally protected. But for too long, the regulators and government have allowed large organisations to behave illegally and do whatever the hell they want in adverse action against employees and even their families. 

This is what regulators and the government have allowed in serious organisational misconduct, for too long:

• Malicious lies, threats to intimidate and privacy violations as vexatious motives;

• Disclosing multiple personal email accounts by WHS staff to the perpetrators in HR to continue the harassment;

• Human rights abuse;

• WHS & Wellbeing violations and breaches of duty of care;

• Zero honesty, integrity, ethics, transparency and accountability;

• Serious gross negligence and cover up attempts;

• Coercive control tactics and financial abuse;

• Falsified documents including a fraudulent medical report on a consultation that never happened (see http://mystory-myvoice.blogspot.com/2025/08/proof-of-medical-fraud-october-2020.html);

• Self-insurer conflicts of interest as even more immoral adverse action by committing workers compensation fraud (eg. http://mystory-myvoice.blogspot.com/2025/09/theft-of-two-decades-of-accrued-leave.html and I have yet to write about the financial damage caused by this criminal offence);

• A workplace culture of fear;

I had briefed the employment lawyer on all this, including what continued to happen under workers’ compensation regulations. I informed the employment lawyer that the PCBU’s national manager of employment relations and SAFETY had caused me so much distress, I tried applying for an APVO (see http://mystory-myvoice.blogspot.com/2025/07/apvo-court-registrars-response.html). 

But the law firm was seriously dismissive! I would have commanded greater respect and had more positive impact if I chose to bang my head hard on a double brick wall!!! 

No amount of money can compensate the indignity, humiliation and shock. There’s no monetary value on that.

This post is based on document 126. It displays adverse action for requesting generally protected workplace rights, being a member of an industrial association, prohibited workplace surveillance, privacy violations, discrimination, 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. 

Reading

Iles, R. and Sheppard, D.M. (2025). ‘Establishing key domains for measuring workplace mental health: The Indicators of a Thriving Workplace survey.’ Journal of Occupational Rehabilitation. [Open access]: https://doi.org/10.1007/s10926-025-10302-6