Associate director unfit to do the inherent requirements of the job - Part 2 - 2020

In the previous post I quoted from an email I sent to the library associate director at 11:05pm on Friday 3 January 2020.

It was earlier that day, at 4pm on 3 January 2020, I surprised her with a phone call. She was obviously not expecting me to call, because her reaction really shocked me. 

Then she became hostile, which scared me. It really creeped me out. This is very same person who wrote in an email on 3 July 2019, and I directly quote as it’s part of document 5, “If I do not get a chance to talk to you this afternoon, take care of yourself and I want to let you know that you are in my thoughts and prayers. We will talk again when I am back from leave.” 

Again I ask: WHAT KIND OF PSYCHOS WAS I DEALING WITH! Who were these creepy two-faced unconscionable bunch of people on executive salaries! This is the person who had a responsibility to resolve the matter locally, but fobbed me off to HR without consulting me at all! She was incapable of doing the inherent requirements of her executive job! 

Her tone was cold defensive, hostile and mechanical throughout that call. She wasn’t expecting me to call. I caught her off-guard based on her “pre-advised” emails refusing to meet with me. Also, when I called, I was at my family’s home. You could hear her voice through the mobile phone, and she started attacks on my own family! They heard this directly! 

My family were livid, and rightly so. I was creeped out with what I was being confronted with. Beyond discrimination and harassment, they were vile malicious rumours! It was slander to defame not only me as the targeted employee, but my family! Hasn’t my family been through enough, including abuse from religious institutions?! 

I share some of the malicious comments she made. The privacy of my family must finally be respected! No more slander! No more gossip! No more intrusion! No more harassment!

I need this good family to finally be respected, especially by “leaders” in religious institutions. We need leaders who actually display the values, mission, identity, ethos and staff code of conduct expected of them! We need leaders who implement policies and comply with social justice principles and laws of both God and country!  

In a hostile tone, that gaslighting puppet said:

Associate director (AD): We are very concerned about your welfare, because we have been informed that you have threatened self-harm; (NOTE : my GP can confirm I’m not “at-risk” but they’ve overwritten my GP’s authority because it doesn’t suit them. Also, who has provided the false information and to how many people in regards to “we”);

Me: Who’s “we”? Who exactly has informed you of what? Why haven’t you spoken to me directly about these things, so I can clear things up for you? This is a workplace bullying issue that you, the manager (the bully), and the HR associate director have turned into something else;

AD : Your behaviour suggests that you could be a danger to yourself; (NOTE : If it’s in relation to the distress from organisational psychological violence and massive terror, I’m not in danger to myself but I feel danger caused by the empty threats and deceit / adverse action);

Me : I’m the person of focus here, and yet I have been excluded from all conversations and meetings. Your responses are unclear, cryptic and don’t address my questions or concerns;

(NOTE : I had no idea where these “allegations” and “accusations” were coming from… but it was revealed to me in a fake but immorally orchestrated “dispute resolution” on 9 March 2020. A private text message that they had no right to have access to, and one text was taken out of context to cause serious harm to me, but harming and slandering my family too. Really low and diabolical, from a Catholic University! Publicly funded university! We all felt frightened and extremely violated. I feel sick reliving and writing about the privacy violations and slander. It all backfired, but I now expect the regulators to take serious disciplinary action according to WHS laws and other offences committed by governance and its HR, WHS and senior leaders now!). 

AD : We’ve been informed that you have serious family issues which have affected you and your ability to do your work (NOTE : caring for a family member temporarily is what was being referred to here, but she took over a week off to care for her father - that’s in an email from her on 8 August 2019 in document 10 - and there’s other private information about her family she herself disclosed to me that makes this individual a massive hypocrite, beyond a double standard. Is her right to privacy without discrimination and harassment of greater importance than mine, my family’s and other staff? How would she like to be maliciously and viciously attacked with slander at a private and vulnerable time? How would she like this mobbing mentality and character assassination directed at her?);

Me : You’re accusing me of things that aren’t true (note : eg. the threat of self-harm, and what did my family have to do with any of this?). You’re making things up as you’re going along. Are you aware of this?

AD : We’ve met on several occasions and nothing has come of it and there’s no reason for the two of us to meet again;

Me : We have met on one occasion about this matter. Where do you get several occasions from?

AD : When a meeting is organised, I will have a HR person present, so I can make sure I don’t say anything wrong; (WTF dear readers? What did I become a target of, seriously? And how dare they implicate my family!)

AD : We need an IMA to make sure you are able to return to work (NOTE: from fellow fraudulent psycho Deepinder Miller, colluding in fraud by deception and making serious false statements and committing medical malpractice for $$$ - they are all MORALLY BANKRUPT AND REPREHENSIBLE);

Me : I went to the medical assessment that you sent me to, and the practitioner terminated the meeting in 5 minutes because this “doctor” thought:

1. I was there for a WorkCover claim – I wasn’t;

2. I was there because bullying in the workplace comes under the umbrella of mental health, so I needed to have an IMA that the university was paying for (?);

3. The practitioner didn’t know why I was there, I didn’t know why I was there, the “doctor” just started making things up as she was going along and terminated the appointment (because she was digging herself into a hole too) telling me to go back to HR and clarify with them. I’ve tried. I want a meeting scheduled and I will be bringing my own legal adviser to discuss this, so I understand.

AD : I wasn’t aware you were sent to one for Work Cover reasons. You haven’t applied for Work Cover so I don’t know what that’s all about; (NOTE : Again what kind of psychos was I dealing with? But we all know the fish rots from the head - the Vice-Chancellor!). 

Me : when we meet, is it possible to have someone else there from HR because [the HR associate director] has continued to inflict more bullying onto me (eg. a very threatening letter sent to my GP ordering me to go to the IME or else I will be subject to disciplinary action, and similar letters to me with lies and bullying tactics)? 

AD : I’m not going to dictate to HR who they send! 

Me : I was just asking a question (NOTE : why was she becoming defensive and hostile?). I’ll have my own advocate there when we meet, which is my right (NOTE: it’s in the policies, but she went silent). I repeat, I’ll have my own advocate there. (Silence again). I’ll now seek advice from an employment lawyer. I’ve had enough of this.

——————————-

This “associate director’s” tone, throughout the entire conversation, was cold, hostile, rude, mechanical and defensive. After this shocking call, I called employment lawyer #2.

In my one and only meeting with this person, on 5 August 2019, about the workplace bullying issue against the manager, it was very clear that she didn’t listen to anything I said, and she didn’t care about actually addressing the issue. She gave me 2 options –

Leave Strathfield and my HEW8 job and either go to the Canberra campus or North Sydney campus into a HEW4 job. Wow, yet another massive example of bullying from a bunch of “managers” and “associate directors” on higher salary scales, unfit to do the inherent requirements of their jobs.

Apart from being illegal adverse action, a generally protected workplace right to request a safe environment as per Fair Work Act 2009 (Cth), it’s more bullying and discrimination, it’s degrading, it’s an insult to my blood, sweat and tears to earn three degree qualifications AND two decades of building great relationships and respect with my academic and research clients in both the Schools of Education and Theology / Philosophy and research institutes. I’m speechless. Readers, refer to the second last paragraph of http://mystory-myvoice.blogspot.com/2024/09/gaslighting-and-unfit-executives-2019.html and the entire blog post of http://mystory-myvoice.blogspot.com/2025/01/quality-staff-and-university-leaders.html. 

The manager, who I complained about, had also harassed my family in person (at a time of serious family tragedy), and on the phone (at a time of illness, interrogating them about why I was unwell and needing to take a day of personal leave). 

The manager affected my ability to do my work, NOT any personal situation. She repeatedly violated personal boundaries, which is unethical and unprofessional! 

It was serious misconduct, negligence in duty of care, serious violation of personal and professional boundaries, bullying, discrimination, intimidation, harassment and slander I tolerated for a long time. 

The university doesn’t seem to want to address this at all. The manager was protected by the university and I was victimised even more. There’s almost two decades of evidence of my work ethic and integrity at my workplace. Therefore my question is, why am I still being victimised and the bully was never counselled?

Also, withholding  information to disadvantage a person is another incident of bullying. Deliberately excluding a person when including them can help achieve the outcomes for them to do their job is bullying too. Could that associate director not read the policies and published guidelines, and follow them? How dare she fob me off to HR without speaking with me first! And then behaved like this in the latest emails and this phone call! 

MAIN POINT: The workplace bullying issue was not addressed at all. Accusations were constantly fired at me along the lines of being unfit to work while forcing me to take sick leave (gaslighting). Potentially they were hoping to crush me to get rid of me to protect themselves, their negligence, the image of an organisation with the dignity of the human person and the pursuit of the common good in its actual mission and the values of truth and love. 

The lack of integrity is the most confronting heartbreak of all. 

As I wrote in this document, going back to Friday 3 January 2020, I experienced greater psychological injury and I do need the harassment, empty threats to my job security and bullying to stop. I need time to focus on my health and well-being. I can’t let university “leaders” destroy my career and reputation. Established policies are there to be used and followed. They didn’t. I never signed up for this in the employment contract in the new role from January 2017.

I’M STILL FINANCIALLY ABUSED, PROFESSIONALLY ABUSED AND PSYCHOLOGICALLY ABUSED BECAUSE SAFEWORK NSW AND SIRA NSW ARE CONTINUING TO BE GROSSLY NEGLIGENT. 

MAKE THE ABUSE STOP REGULATORS IN THE NSW DEPARTMENT OF “CUSTOMER SERVICE”. 

This post is based on document 29. It displays adverse action for requesting generally protected workplace rights, discrimination, 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. 

For laws breached, see previous posts, including the Privacy Act 1988 (Cth).