Gaslighting and harassment continue under workers compensation regulations - 2020

“Gaslighting is often unnoticed and can do a lot of harm to the person who experiences it.” Gabriela Sadurni Rodriguez

On 29 June 2020, I instructed JFMLaw that I released them. I wanted to be able to contact the RTW coordinator directly. I assumed being on workers compensation and having a RTW coordinator, I was meant to be in direct contact with this person. It’s an expectation in the injury management plan.

To quote from my email to my legal representative:

“I would like to communicate directly with the staff responsible for workers compensation. I do not want any more contact from [RC]. She is part of my emotional distress and I do not want contact with her via any means. HR chose to be extremely unreasonable, at best, from the start. They have cost me more than enough even if only taking into account legal fees…

Apologies that I’m still unfamiliar with how these formal processes work. Please close the case. [RC] needs to stay away from me completely or healing & recovery attempts will fail.

Thank you for your work and legal attempts to reason with those who represent the employer. They failed in their legal obligation toward me. I now work directly with the insurer’s case manager, and those at the [PCBU] responsible for a proper return to work plan as stipulated by the law under workers compensation. They always had a duty of care and a legal responsibility toward me and this will be met. They’ve cost me in so many ways... It’s time I’m treated with respect, care and supported, because, for nearly two decades, I did so for all staff and students I helped.”

I was also now a union member with the National Tertiary Education Union. 

I strictly demanded no contact from the national manager of employment relations and SAFETY (which I will now shorten to the “safety manager”). 

On 30 June 2020 at 1:13pm, I emailed the RTW coordinator. I wrote: 

“The misunderstanding regarding legal representation has also been corrected. I look forward to working with you on a plan to return to my work in a safe environment.”

I was, yet again, forced to apply for more of my accrued annual and long service leave entitlements. This is where the safety manager begins the creepy stalking and harassment tactics. I thought the submission on the staff portal was going to my manager (the individual I raised a serious grievance of bullying, discrimination and harassment about, with the “local” associate director of my department, who just fobbed me off to HR with no consultation). I can’t remember what I wrote in my despair and fear, but I wrote something in the notes field that was meant for my manager. It was something to the effect of how she would feel if such abuse were directed at her. 

On 30 June 2020 at 5:42pm, that psychopath had the audacity to send me an email, regarding my note (which she read, like everything else she intercepted illegally and violated). I became enraged and distressed. I had demanded that this person STAY AWAY FROM ME. I demanded it via my legal representative, the NTEU, the WHS manager & RTW coordinator, and it was in the signed “detailed statement” of my factual investigation report strictly confidential for Catholic Church Insurance, in incident #24. This document can be used in a court of law, hence why desperate actions to sabotage and obstruct justice, no matter where I went. Later I also try the police, an APVO application and SafeWork NSW. 

Also, the safety manager directed me to only contact the RTW coordinator and the CCI senior claims manager (the supervisor of my lovely and ethical case manager). Why? Why not direct me to contact my case manager, but contact her “supervisor” instead? 

Is it because both the two above mentioned people (RTW coordinator and senior claims manager) agreed to unethical conduct including violating privacy, breaching WHS and workers compensation laws and colluding in fraud? I documented the cover up attempts too. It must have been frustrating for the safety manager that I refused to disappear or die. Such extreme lengths were taken in adverse action, instead of their legal obligation to COMPLY WITH WHS REGULATIONS AND LAWS. 

When the cover ups began, both the above mentioned staff were moved into government public service jobs. The cover ups started from January 2021. How could so many people, especially ones who chose to become WHS workers, be so unconscionable? As the assigned RTW coordinator, she was reckless in her responsibilities and duty towards me.

With my hands shaking in trauma and intended emotional distress, at 6:41pm, I replied to the “safety manager’s” email, demanding her to stop all communication with me. To quote from my email response:

“I don’t think it was appropriate for you to violate my family’s privacy. Do not contact me again… You have caused me great distress and I consider this constant harassment. I need you to leave me alone…I need you to stay away from me. Do not communicate with me. You violated my privacy so much I feel unsafe leaving my home. Do I make myself clear? You have been the greatest safety risk I have experienced so far. As you are part of the problem that caused my injury, you must leave me alone. I require all communication from you to end immediately. I don’t want to see your name in my inbox again!”

This offender was the main cause for making a workers compensation claim. It was relentless harassment when I was attempting to look after my health and wellbeing.

At 6:49pm, immediately following my email to the offender of harassment, I emailed my nominated psychologist. I wrote,

“I’m relentlessly harassed and shaking in distress again. In tears. I need this person in HR to stop communicating with me immediately. Please make a note in your report. This is serious and a big cause to my injury and trauma.”

The following morning, on 1 July 2020, after a sleepless night, I followed up with another email to my nominated psychologist, with the subject: Workplace Safety.

I quote some of what I wrote: 

“I’m shaking in fear and distress…I have been relentlessly harassed and deliberately isolated with no support or guidance so I know what to do…They had a legal obligation for my safety, wellbeing and duty of care. How audacious to find loopholes to continue taunting me, given the immoral let alone inappropriate things that I have documented that they have done…

They are executive staff in HR who model an example of not committing to the mission, the staff code of conduct and their own bullying and harassment policies. 

There is to be no communication from these people for my safety, recovery and wellbeing. They are to respect my request as part of my legitimate return to work plan. I cared for everyone for nearly two decades. It was the one time I needed support to resolve an issue affecting my health and work productivity. What they’ve put me through, and for that matter, implicating my family in a work issue, is criminal. It has to stop.”

I listed three names: the HR director, HR associate director and the biggest corporate psychopath, the national manager of employment relations and SAFETY. 

This is an important email I sent my nominated psychologist, because not only did I NOT sign consent for that safety psychopath to contact the office of my nominated psychologist, I requested, in writing, that there is to be no communication with her whatsoever. 

Why is this documented email important? Because the next thing the psychopathic “safety manager” does is contact the office of my nominated psychologist, informing her that I referred her to communicate with my nominated psychologist, when, in fact, I requested that the NATIONAL  MANAGER OF EMPLOYMENT RELATIONS AND SAFETY STAY THE HELL AWAY FROM ME, ESPECIALLY IN SPACES THAT ARE MEANT TO BE PRIVATE AND SAFE. 

Needless to say, in about a week’s time, upon learning of this lowest most immoral harassment by an individual employed to ensure the safety of a publicly funded university at a national level, I reacted in sheer distress and tears. Only a moment earlier, I had walked in to the consultation upbeat and well. 

This is a very confronting incident of gaslighting and harassment, ironically by the national manager of safety.  

No one protected me. No one kept me safe.

This post is based on documents 83-85. It displays adverse action for requesting generally protected workplace rights, harassment, gaslighting, privacy violation, 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.