On 2 July 2020, I start making attempts at safety provisions surrounding communication and my many reasonable efforts to Return to Work, as per INJURY MANAGEMENT PLAN AGREEMENT.
I created a new email address and used it to inform ALL RELEVANT PARTIES that I created this account strictly for communication and collaboration with my NTD, allied health practitioner, the Catholic Church Insurance case manager, and my employer’s “RTW coordinator” she was meant to be.
The email address was created on the suggestion of my nominated psychologist, at the consultation straight after the harassing email from the safety manager that triggered distress. It was a great idea that I implemented.
It was solely for the purpose of Return To Work planning and strictly for communication with these parties only. Instead, through the RTW co-ordinator, the email became a tool for her “superiors” in HR & WHS, to stalk, harass and threaten me.
It was also handed over to two unethical lawyers from Clayton Utz, who decided to commit an offence by using a telecommunications carrier in attempt to intimidate me, adding more incidents of harassment, “on behalf of the University.” Who at “the University” authorised and paid for this offence? How much? Why do Clayton Utz lawyers agree to “the job”? They have a history, as a law firm, of repeated serious unethical conduct. Are they a legal practice or an “illegal” practice?
Ultimately, SafeWork NSW and SIRA NSW succeeded in causing me so much trauma in negligence and deceit, I had to remove the email address from my devices for my emotional safety. Removed, not closed.
On 2 July 2020, I used the new email address to send the following message to the RTW coordinator & nominated psychologist:
“I have created this email address to be specifically for all correspondence and communication regarding the Worker's Compensation return to work plan between myself, my health professionals, the case worker from the insurer and yourself, [RTW coordinator], as my workplace contact.”
I had no reply from the “RTW coordinator”, confirming receipt. She just kept exposing me to reckless harm by violating my privacy and handing over any new contact and information to that psychopath who was the NATIONAL SAFETY MANAGER, to continue harassing, gaslighting and threatening me.
On 6 July 2020, I also sent an email from the new account to the CCI case manager:
“I have set up this email specifically for the workplace case and injury. It is what I will use for communication only with those who will be part of the collaboration and co-operation for rehabilitation and my return to work plan implementation.”
On 8 July 2020, the case manager replied:
“Thank you for letting me know, I have updated your email address on our system.”
This will turn out to be the last communication I have with the one ethical person in this corrupted “process”. Catholic Church Insurance would now remove the case manager, never to be replaced. They also do not inform myself, or my NTD or nominated psychologist, that (or if) the case manager left, and who my new replacement would be. Just silence.
It was the creation of this email address and instructing the RTW team it is strictly for them and myself to communicate, as we plan a safe recovery at work, that had me go to my next appointment upbeat and well.
It was then, at the following week’s appointment, I’m informed that the “safety manager”, the perpetrator I repeatedly demanded to stay away and stop communicating and harassing me, had contacted the office of my nominated psychologist.
From being upbeat and well, I became distressed and afraid, again.
That’s when I drafted the letter below. I was going to send it to my employer. Although I never sent this particular letter, I send something similar in October 2020. Whether I had sent the letter I share below, or not, it would not have made a difference. My right to safety and my request for certain staff, especially the national safety manager, to refrain from contact and stay away from me (that became a demand and legal obligation as per incident #24 in my detailed statement for CCI), was never respected and honoured.
The harassment continued under workers compensation regulations.
It was around the 7 July 2020, that I drafted a letter I intended to send. To quote:
“I request for my case to be handed over and managed by the [Manager of WHS & Wellbeing]. I trust that, from now on, my privacy is respected, and for my safety and wellbeing, my case remains strictly with the WHS manager at work. The HR managers, [Director, Associate Director and National manager of employment relations and safety], are not to become involved and no information regarding my return to work plan is to be given to them without my knowledge and permission first. They are also to respect my health professionals by not directly corresponding with them again.
I had already stated clearly that the email address I created was for those specifically involved in my return to work plan after serious injuries were inflicted upon me, predominantly by the abovementioned HR managers. I expect my instructions will be honoured and my privacy will not be violated again. Any unreasonable objection to my request and I will apply for an Order to Stop Bullying via the Fair Work Commission*. The harassment, hostile attitude, isolation and violation of my privacy will not happen again. Those staff must keep their distance from now as part of my recovery and to restore my feeling of safety, wellbeing and dignity in the workplace.
…My family members will be left alone and their privacy respected from now on. To date, I have experienced unprofessionalism and an extremely low standard of service from Human Resources. HR had a legal obligation and duty of care toward me. Official policies and procedures to resolve my grievance / complaint / issue efficiently and fairly to ensure a safe work environment were not followed. I trust that all parties will follow the injury management process as outlined by the insurer and what I need as I have outlined in this letter. I need a commitment to restore my dignity as a human person (as emphasised in the [University’s] mission statement).”
*Refer to Part 1 of my 3 part blog post The Unfair Work Commission - Denying workers their generally protected rights, for why an attempt at a Stop Bullying Order would likely fail. I have yet to post Parts 2 and 3 of the case that did go through the Fair Work Commission, involving the same individuals which, in itself, proves collusion and committing offences including medical fraud, let alone suspected obstruction of justice due to undisclosed conflicts of interest (that’s coming up).
This post is based on documents 78 and 86.
Below is the previous SIRA NSW poster that was legally required to be displayed in workplaces.
IT IS NOT ENOUGH IF EMPLOYERS DO NOT COMPLY.
IT IS JUST ANOTHER CHECK BOX TICKED.
Let’s unpack the SIRA NSW poster:
1. Tell your employer - I did, as per advice from employment lawyer #3, because, to quote verbatim what they said, “I advise you make a workers compensation claim because it’s not worth your health.” But what if it’s “the employer” causing injuries, as adverse action, ironically, because staff raised a grievance of an unsafe work environment? Where was SafeWork NSW’s legal action to investigate serious gross negligence from uncooperative employers refusing to reasonably manage psychosocial hazards?
2. See your doctor - I did, but, just like the employer, the self-insurer refused to contact or cooperate with my doctor to ensure the legally binding injury management plan agreement is applied by ALL STAKEHOLDERS, INCLUDING CATHOLIC CHURCH INSURANCE. See post: Injury management plan - a legally binding agreement - June 2020
3. Recover at work - I am the only one making huge efforts, beyond fair and reasonable, to do exactly what is stated as #3, and as per INJURY MANAGEMENT PLAN AGREEMENT.
“Contact your employer’s insurer for more information” - I DID. They ignored, dodged, and refused to comply with workers compensation regulations. My attempts at obtaining “more information” via CCI, NTEU and finally, WIRO (now IRO), are coming up in my story.
“RECOVER BETTER AT WORK: Evidence shows you recover from an injury better at work than at home.
Being off work can affect your health and wellbeing, your financial situation and your relationships with family and friends.
If a co-worker is off injured, stay in touch and support their return to work.”
NO SHIT! But try getting co-operation from SAFEWORK NSW, IRO AND SIRA NSW.
THE STATE REGULATORS WERE BARRIERS TO MY ATTEMPTS TO RECOVER IN MY JOB!
RESTITUTION INCLUDES FIXING WHAT SAFEWORK NSW, IRO AND SIRA NSW CAUSED!
GET THE INJURY MANAGEMENT PLAN AGREEMENT ENFORCED SIRA NSW. I HAVE A RIGHT TO RECOVER AT WORK.
ORDER THE PSYCHOLOGICAL VIOLENCE OF MOBBING AND OSTRACISM TO STOP SAFEWORK NSW.
I never expected this level of systemic failure, neglect and abuse. This is NOT “customer service”, NSW Department of Customer Service. It’s professional, psychological and financial abuse towards your customers.
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| If you get injured at work - Poster |
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