WHS harm achieved by intentional psychopathic letter from a WHS national manager - 2020

“She died, my lord, but whiles her slander lived”. 

William Shakespeare, Much Ado Nothing.

When I was in Year 11, my English teacher said to me that law was right up my alley as a career path, given my analytical skills. I told my dad, who shook his head and replied, “You’d make a terrible lawyer”. Hands on hips, I stubbornly said, “And why is that.” He said, “Because you can’t lie.” My dad was right. I couldn’t argue with his reply and thankfully I did not enrol in a law degree. 

There are good lawyers in the profession that are ethical and compassionate. They became lawyers for the right reasons. But being confronted with “learned friends” in a profession that attracts corporate psychopaths, those who abuse the law with “tactics” that are immoral and unethical, that are full of greed for power and money, how many good lawyers became disillusioned, how many chose to quit the profession? I’m relieved I didn’t study law. I couldn’t be confronted with so much narcissism and greed, greatly centralised in one profession, on a daily basis. When are lawyers going to be held accountable if they choose to abuse the law they were sworn in and entrusted to serve ethically and honestly? (See Psychopathy in the workplace). 

If I had known how severe the slander towards me would be, by this National manager of EMPLOYMENT RELATIONS AND SAFETY (ie. a lawyer) appointed by the university, I would never have sent the email with the attached letter on university letterhead, to my family to read. It was read late on Saturday 16 May 2020. I had switched off my phone to try and get some sleep. I learned of the contents on Sunday morning, 17 May 2020. 

This was not “speculation”, a term lawyers like to use. This wasn’t what happens in court, where a barrister puts a possible scenario to a witness, who in turn can reject or accept what is put to them, in a defence barrister’s attempt to demonstrate reasonable doubt to a jury. These were outright lies, slander, malicious and vexatious intent, false statements, and threats of further false and fraudulent statements on a publicly funded university’s formal letterhead. 

I woke up to this response from my family: 

“THIS THING IS FULL OF LIES. THEY HAVE MADE THINGS UP. CAN YOU CALL ME NOW BEFORE I EXPLODE IN ANGER…THEY ARE CRIMINALS CAPABLE OF ANYTHING. THE LAWYER NEEDS TO PROTECT YOU AND US IMMEDIATELY.”

I was extremely distressed and shaken. I was extremely frightened. 

Also, this is the individual who invaded the privacy of my family in an unrelated safe work matter of mine as diabolical adverse action. This is the National Manager of Employment Relations and SAFETY. Law after law after law breached in vicious attacks and reckless conduct by senior executive “leaders” within a publicly funded university, committed to “the dignity of the human person and common good” in its Mission and Identity.

I immediately sent a text message to my employment lawyer, my hands shaking as I tried to type. I didn’t care that it was a Sunday morning. Below is a screenshot of the text message. Obviously, I was still using the legal technical jargon incorrectly. I had no one communicating clearly, explaining the "process", even being confronted with the fact that, despite decades of these illegal "tactics" used by unethical and toxic organisational cultures, employment lawyers still don't get it.

And let's be honest. The laws exist. The regulators in WHS exist and keep boasting about ALL the work they do for "mentally healthy workplaces". They are a big FAILURE. No employee of any organisation should be forced to be subjected to this power imbalance and abuse, in a network of corrupt strategic alliances, by having to go to the Fair Work Commission, for something that is a legal obligation and duty of care of organisations. There are so many loopholes that still need to be closed.

Text messages to my employment lawyer post distressing and slanderous psychopathic letter from a national manager for SAFETY with reckless intent to cause harm - 17 May 2020

Sometime later, I emailed my employment lawyer with an attached document summarising the incidents of adverse action so far. I quote a good part of that summary: 

“The university is the only trigger causing me distress, health and safety issues that result in a state of being unfit to work. I have been doing the inherent duties of my role for nearly two decades. I know my job. I cannot do my work with the stressor that currently exists. I finally need their cooperation to make the reasonable adjustments I require to return to a safe work environment to perform at the high standard I always have.

…Seriously, what reasons do they have for all of this and why did they start emotionally abusing me as soon as I made the complaint? That’s what this is. I’m broken and feel emotionally assaulted because of HR, even more than the initial bully herself now. 

Here are their reasons for this action to identify the conflicting information they keep giving:

1. I apparently threatened self-harm to a number of staff. I told [the HR associate director] that’s a very dangerous allegation and it’s a lie. She responds that it’s not an allegation, so I asked her to list who these “number of staff” were because it’s news to me. No answer. (?)

2. Then they went even further with a serious privacy violation in the “dispute resolution” with a text I couldn’t remember, irrelevant to my workplace issue and an invasion to the immoral extreme. They exploited the fact I had no support network (and they made sure of that)... The text was taken out of context, irrelevant and such a violation, I felt unsafe to leave home… I want to resolve my case…

3. Now they’re saying something about my GP having provided conflicting information? He hasn’t provided ANY information…

4. And the final desperate attempt to slander me: a sickening letter to my employment lawyer… (I can’t look at this letter. However, it is in my evidence of multiple examples of adverse action. She succeeded in frightening me and I finally applied for worker’s compensation, mostly because of the national manager of employment relations and SAFETY [intentionally committing WHS violations]. The biggest fear for me was observing how low she would go – either to coerce staff to sign a false statement, probably via threats for their own job security, or just create a falsified document known only to the HR executive, unless they went even lower and forged signatures from my team too. Illegal and immoral actions from a “Catholic” university.)…

Also, as predicted, the IME practitioner was a liar. Does [the HR associate director] know I had a support person, a witness? There’d be video footage of us in the waiting area when we were kicked out at 10:10am when she terminated the appointment. My witness is there frantically noting what happened and I’m texting the OT demanding she ask HR why I have to be here and what’s the protocol. I was sent there under threat with no valid reason. Does [the HR associate director] want to read the 60 pages of online reviews from patients? Here’s the link: https://www.ratemds.com/doctor-ratings/3652882/Dr-Deepinder-Miller-Sydney-NSW.html. All the honest reviews from real patients align to my 10 minute experience too. And recall the first question HR wanted answered in the report - could I do the inherent duties of my role and take instructions and feedback from the bully I complained about.”

(NOTE: I wrote a post about D. Miller in January 2025, and yet consumers are STILL being exposed to this person committing risks to wellbeing, but more disturbingly, risks to health and safety, medical malpractice and outright fraud! There is another common negative review posted in March 2025. What is AHPRA and the HCCC waiting for? A death caused by this person’s reckless conduct and gross negligence? Refer to my posts:  A doctor who commits fraud; The waiting area; and Medical malpractice, unprofessional conduct and lack of duty of care). 

“Other things I find obvious in the adverse action taken against me for requesting workplace rights generally protected: 

1. I emailed [the HR associate director] (and all involved parties, including my GP on 21 October 2019), that I’d had enough of being victimised and … was preparing a written document of the “particulars” I told [the library associate director] in the first meeting in early August 2019. It was going to be sent to all relevant parties to be on the same page. She raced to get in her letter directing me to attend an IME, threatening disciplinary action, before I had sent my report. Her letter was dated 22 October 2019. Mine was sent 23 October 2019 and I didn’t yet know about her letter because the OT intervened and informed her to send it to my GP so I could have support. Why was she so adamant that I go to an IME, to throw her own question to me back in her direction?

2. As soon as I had the hostile attitude from [the library associate director] on the phone on 3 January 2020 and I said I’m getting my own legal advisor, [the HR associate director] immediately raced again to make another IME appointment with another “doctor” (I looked him up too – just as strange and disturbed as the previous one.)

3. [The HR associate director] ordered the [library associate director] not to approve my annual leave request for January 2020 when I said sick leave is used against me (my GP knows this), so I’ll take annual leave and let’s all take a break and start the new year with a fresh approach to resolving this – she directed me (in writing) to get another certificate from my GP and no other leave will be granted until I go to an IME. (NOTE: a workplace psychological hazards expert on LinkedIn described this “tactic” as psychological warfare / psychological violence - I reposted with my own lived experience - here’s the link https://shorturl.at/lCr4S). I asked for a meeting to get more information why I had to go to an IME. [The HR associate director] wrote there’ll be no meeting until I attend an IME. No matter how calm and sane you are, you will finally go insane. This is all adverse action for enforcing my right and communicating a grievance to ensure a healthy work environment.”

(NOTE: This is human rights abuse).

“1. What happens with all my personal leave they’ve wasted? Not to mention the taunting all this time. The psychological injury this has caused me from HR alone can’t be underestimated. I am afraid due to emotional abuse from them because of threats to dismiss me if I don’t go to some IME without a valid reason or any attempt to investigate my actual complaint.

2. Perhaps an application to the Fair Work Commission for taking serious adverse action against me because I enforced my right to a safe work environment, so my health would stop deteriorating from bullying, harassment and discrimination?"

 

(NOTE: I’m relieved I dodged that bullet of strategic alliances and undisclosed conflicts of interest currently in the Fair Work Commission. I will reference a case from UNSW that involved the same corporate psychopaths, using the same creepy illegal “tactics” of serious WHS violations as adverse action. It’s a serious miscarriage and obstruction of justice. It is in the public interest for employees to be informed of such abuse of power). 

"3. If I have to take annual or long service leave, it’s for rest and relaxation and to look after my wellbeing. Not to continue being harassed and taunted by them and paying for it with my honest hard-earned income and well-deserved leave. This wasn’t my doing and I have been fighting this battle to reason with those deliberately being unreasonable for nearly one year. They’ll need to compensate me in some way until this is resolved and I feel safe from any more bullying to return to work...

I’ll be fine if the external investigator and decision maker are truly impartial, and I’m treated fairly, with respect, dignity and kindness. I expect the same care and support to resolve this fairly as every human being deserves. To date I’ve been treated with hostility, rudeness, disrespect, insensitivity, violation of privacy and personal boundaries, and constant harassment of unfounded, false allegations with no evidence. What I’ve been put through is calculated psychological manipulation. It’s emotional abuse to make you reach breaking point. I never treated or will treat people like this and I won’t tolerate it anymore. I think that’s a fair and rightful expectation and boundary."

This post is based on documents 48 and 49. It displays adverse action for requesting generally protected workplace rights, discrimination, deception, malicious, vexatious 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.