The Unfair Work Commission - denying employees their generally protected rights - Part 3

"When injustice becomes law, resistance becomes duty." 

Thomas Jefferson

There are two cases I will briefly mention in part 3 in this ongoing attempt at procedural fairness in a case of power imbalance and adverse action.  

My aim is to highlight some serious flaws in the system that would deter any employee from taking a serious matter of adverse action to the Fair Work Commission. This included medical fraud from “practitioners” AHPRA would do well to finally investigate and HR employment relations staff in large organisations, who have a game plan in adverse action and resources to carry out the unlawful plan.

That tactic has now become common knowledge. It needs to be addressed, along with serious misconduct, and the collusion and complicity involved to carry out such serious misconduct targeting employees who requested generally protected workplace rights under the Fair Work Act. 

Employees should not have to “lawyer up”, with law firms quoting a starting cost of $40,000, and more, depending on how “obstructive” and “aggressive” the employer gets. What … the … hell? 

To take a non-existent matter to the Fair Work Commission, be forced to spend money you’ve worked honestly and hard for, that’s money earned to keep the roof over your head, pay bills, food, health and other cost of living expenses, support your family etc. 

How is it fair to allow employers with resources (that should be put to better use, for the common good), to target employees in such human cruelty and force them to play strategic war games to save their livelihoods, families and their good name? 

Since when did Australians become so inhumane and cruel? We should be able to respectfully seek assistance for a safe work issue and not fear retaliation, adverse action, victimisation, ostracism, mobbing, and in extreme cases (like mine), psychological terrorism!

Ironically, for requesting some agreed boundaries for a psychosocially safe work environment! An extremely reasonable request and a WHS legal obligation! 

WAKE UP SAFEWORK NSW! 

I will point out the concerns I had with this ongoing case that continued into 2021.

The first issue I’d like to point out is the one in:

Krcho v University of New South Wales t/a UNSW Sydney; Hiss, Allen and Scott [2021] FWC 1653 (16 April 2021).

https://www.fwc.gov.au/documents/decisionssigned/html/2021fwc1653.htm

In April 2021, there was an appeal for a denied request for a Stop Bullying order. This document states that the decision to deny the appeal was not reflective of the merits of the complainant’s bullying allegations, which were not considered in this instance, but was based on him no longer being employed at the workplace and being unable to be subject to the risk of continued bullying at the workplace. Refer to [37] in the case cited above. 

In other words, the complainant was bullied and systemically abused out of the workplace. Given the denial of the initial stop bullying order, this clearly shows systemic failure. What hope do any of us have, in applying for a stop bullying order, with such abuse of power in the university sector targeting employees? 

In such cases, the bully is the employer! As adverse action! It ceases to be about a colleague at the local level relentlessly bullying another colleague.

Why aren’t SafeWork regulators investigating and ordering compliance to stop psychosocial hazards, which I thought was their core business? 

No one being abused by HR executives, who have an abundance of resources, should be expected to go through more power imbalance and systemic abuse that causes more harm and risk to health, safety and wellbeing of workers!

Another appeal for a denied request for a Stop Bulying order was made in August 2021. Refer to:

Dr Daniel Krcho v University of New South Wales t/a UNSW Sydney; Lucian Hiss; Phil Allen; Karen Scott [2021] FWCFB 5113 (18 August 2021).

https://www.fwc.gov.au/documents/decisionssigned/html/2021fwcfb5113.htm

It was denied again, the decision maker being a Vice President of the Fair Work Commission. My concern with this one is the possibility for an undisclosed conflict of interest. I’m not alleging any wrongdoing by the Vice President of the FWC. However, the fact that he was a former senior partner of Clayton Utz legal, would such a conflict of interest have been disclosed, given R. Christmann enlisted Clayton Utz lawyers to unlawfully intimidate my family “on behalf of the university”, and Clayton Utz did the same to me in February 2021, when I made a complaint to SafeWork NSW and included three colleagues as witnesses?

After all, I was being ostracised under workers compensation regulations, psychologically terrorised and mobbed while Rena Christmann continued to harass me when I had demanded her to stop. I tried to legally restrain her. But no one protected me or kept me safe from the offender and cause of my claim, especially Safe Work NSW. (See http://mystory-myvoice.blogspot.com/2025/07/apvo-court-registrars-response.html; http://mystory-myvoice.blogspot.com/2025/07/the-workplace-harassment-continued.html; http://mystory-myvoice.blogspot.com/2025/07/intimidating-family-as-community.html; http://mystory-myvoice.blogspot.com/2025/07/q-workplace-solutions-misinformation.html). 

The letter from Clayton Utz was another aggressive and illegal “scare tactic” to deter me from taking my matter to the Fair Work Commission. My GP told me to forward the letter to the IRO funded workers compensation solicitor, as they shouldn’t be harassing me, especially now, under workers compensation regulations. What’s shocking was that Matthew Condello of Clayton Utz had the arrogant audacity to tell my IRO funded workers compensation solicitor that I was to “refrain” from contacting my colleagues. 

What’s more shocking is that the workers compensation solicitor asked me, “What did you do?” I replied, “I haven’t done anything. They are the perpetrators of abuse.” 

The victim gets blamed again, like always, and I’ve had a gutful of having to convince lawyers meant to represent me, of the truth, when they are not even willing to view my records of evidence that supports what I’ve said and been through. 

WHAT DID YOU DO? 

How disgusting. What assumptions were made, by IRO funded workers compensation solicitors? 

BUT IRO AND SIRA NSW AND SAFEWORK NSW DID NOTHING TO STOP THE ABUSE. 

And given today’s disgraceful and dismissive response from the Secretary of the NSW Department of Customer Service, Mr. Graeme Head, I will demand his resignation. I’m shaking, living in fear, still isolated and alone, while the crime of workers compensation fraud as adverse action from the self-insured employer continues. Everything I worked hard for is being stolen. Graeme Head is getting paid well, to do the stealing. He’s done nothing to earn his lucrative salary in his lucrative job. 

What game is the Minns government playing with the lives and livelihood of simple, hardworking people? With me, Chris Minns chose to embroil me in his dirty political games. And I’m going to write about it. 

————————-

I have not viewed the records still in Austlii, below. I’ve said what I had to say about the Fair Work Commission. 

29 January 2021

Dr Daniel Krcho v University of New South Wales t/a UNSW Sydney [2021] FWCFB 350 http://www.austlii.edu.au/cgi-bin/viewdoc/au/cases/cth/FWCFB/2021/350.html

1 February 2021

Dr Daniel Krcho v University of New South Wales t/a UNSW Sydney [2021] FWC 140 http://www.austlii.edu.au/cgi-bin/viewdoc/au/cases/cth/FWC/2021/140.html

Q Workplace Solutions - Misinformation and False Advertising

“You shall not bear false witness against your neighbour”. 

Exodus 20:16

This is an extension to my family's compilation of records. I compiled the Testimonials and "Values" of Q Workplace Solutions, because again, process corruption was hiding in plain sight.

John Adams wrote a brilliant article on Process Corruption for Michael West Media. Here is the link:

https://michaelwest.com.au/process-corruption-no-brown-paper-bags-but-just-as-bad/

I have no desire to revisit the website of Q Workplace Solutions. Other than my own trauma avoidance caused by this unethical company, things can get removed from websites as "cover ups" begin. That's why I had no choice but to play a "strategic game" of being one step ahead of their cruel "game plan". 

There are other testimonials from corporate clients, ones that, I’ve read in writings from other victims of systemic abuse and collusion of greater abuse of power, have been a cause of harm to them. That's their story to tell. Sadly it’s become a common one. 

The main definition of bullying is, after all, a repeated pattern of behaviour. This repeated pattern of organisational bullying behaviour that involves corporate collusion against innocent workers, has become too obvious to ignore. 

Don't you think, Albanese Government?  

My anger and personal, unnecessary experience of unjustified harassment and unlawful menacing tactics, against an entire family, are with Clayton Utz. Let's view the testimonials from partners in Clayton Utz. 

Where are the "testimonials" of individuals who were targets or witnesses of workplace abuse? What I am clearly seeing in these testimonials are prime examples of process corruption.

Clayton Utz “partnered” with Q Workplace Solutions, “on behalf of the university” and R. Christmann to cause WHS harm to an entire family. A good family. The university had a legal obligation to ensure the safety, health and wellbeing of this family, not intentionally cause harm to them. Read http://mystory-myvoice.blogspot.com/2025/07/intimidating-family-as-community.html

 

 

 

Image 1

 

 

 

Image 2

 

Image 3

 

When are lawyers, breaching their own ethics, going to be the ones legitimately investigated and held accountable for such sham dealings (including ones like “Paula”, who started this “investigation business”, but doesn’t actually conduct investigations)? 

Now let’s view this company’s “Values”. Does this company’s conduct align to their publicised values? 

My screenshots include my annotations and highlights. This is part of my compilation of documents. It reveals the bigger picture of what’s been happening, for too long. The sum of the parts is what makes up the whole story.

Image 4

Image 5 - Ethical challenges? 

Image 6 - Avoid conflicts of interest?

Image 7 - Procedural fairness? How so? 

Image 8 - Investigations that are “honest and incorruptible”…by engaging in process corruption!!!???

Image 9 - there was NO RESPECT OR EMPATHY towards my entire family!
Q Workplace Solutions colluded in causing WHS and Wellbeing risks to my family by putting their name on fraudulent reports!

Image 10 - I’m speechless

Given that suicide prevention is strong on my agenda, someone has to speak up. I’m trying to prevent other families from going through the tragedy we experienced. 

Q Workplace Solutions and “friends” showed zero respect or empathy toward my family. Their unconscionable conduct is destroying lives, livelihoods and families! They are destroying the lives of innocent people just trying to do their jobs! 

In my opinion, this calls for a senate inquiry into such sham investigations. I’ve connected with several other victims in the sector who have been targeted by the same “players”. How many has this happened to? 

Intimidating a family as “community engagement”

 “Law; an ordinance of reason for the common good, made by him who has care of the community.” 

Thomas Aquinas

My family were also victims of harassment, intimidation, privacy violations and bullying by managers and senior executives of the university. Their documents tell the story of their experiences, which I summarise below: 

• My family (two members of the general public) made their own formal complaint, for abuse, harassment, intimidation, violation of privacy, violation of their personal boundaries and intimidation with intent to silence them. This started when they submitted a detailed letter of complaint to the then Provost / now VC. The Provost redirected the serious complaint to the complaints portal. It was ultimately given to Rena Christmann, national manager of employment relations and safety, for its “operational management”. She was the very offender of serious WHS violations, that I had requested via Catholic Church Insurance and other agencies, to stay away from me and my family. And yet, the leader of the university put us right back into the hands of the biggest perpetrator. (See http://mystory-myvoice.blogspot.com/2025/02/introducing-corporate-psychopath.html). 

• The manager of my unit had inflicted the above violations, upon my family for years, both personally in my family’s home or on the phone, including after business hours, at night. This occurred especially at times of illness and death, including the morning after my dad’s suicide.

• Regarding my family’s formal and serious complaint, in well over four months, and after my family had made repeated attempts for updates on how their complaint was being handled and progressing, they only received one email with information from Ms Christmann – being that Q Workplace Solutions would be investigating their complaint. Ms Christmann never contacted my family to (respectfully) speak with them regarding the entire matter.

• Q Workplace Solutions never contacted my family to interview them regarding the particulars of their complaint, or to discuss anything to do with the matter. There was no contact made by them, at all.

• After four months had lapsed, my family sent Ms Christmann an email informing her that keeping my family in the dark for four months was abuse. They requested that Ms Christmann was not to contact them from now, and they would find another way for the complaint to be investigated. This email was sent to Ms Christmann at about 9pm. The following morning at about 7am, Ms Christmann sent an email informing them that they will receive some response by the following week, and proceeded to provide lies and excuses as to why the delay. The usual bullshit.

• My family sent Rena Christmann a final email, telling her that she disrespected their request to not contact them again as it was too late and they would find another way to have the serious complaint investigated.

• My family called Q Workplace Solutions to enquire how they conducted the investigation. They were told by this company that they could not speak with them because they weren’t the client, only the university was the client. (Note: Um, WTF? How is this ethical, respectful and an impartial, transparent and a proper “process” to ensure procedural fairness? How unethical is Q Workplace Solutions, for having become the “go to” in process corruption, as other victims in the university sector, have also experienced, as we are all discovering? Read https://michaelwest.com.au/process-corruption-no-brown-paper-bags-but-just-as-bad/). My family were told to speak with the university instead. 

My family had initially called Q Workplace in the morning and were instructed to call back in the afternoon. The fore mentioned was the response in the call back. This company is playing cruel games with community members who are victims of abuse and harassment in a publicly funded university. This is a serious WHS issue! 

Also, when my family called in the afternoon, they knew their name and that their case was with the university. My family had not disclosed these details in the initial call that morning. My family were told (verbatim): “… we know you’re not going to like this, but we’re not permitted to speak to you at all, because you’re not the client, [the university] is the client.” 

How is this an independent investigation? It is not! 

• Not long after, [the university] force upon my family, via email, the Q Workplace Solutions outcome of the investigation, and a letter by Rena Christmann (forced on my family) via law firm, Clayton Utz Lawyers, by a Matthew Condello. The lawyer via this firm, ordered my family, community members, the public, including an alumnus, who had a RIGHT to make a formal complaint, not to speak directly with [the university] but only through the law firm. Get lost, Matthew Condello of Clayton Utz law firm, for thinking people don’t know the law and their rights, especially from a law firm with a reputation of such unethical (and likely illegal) conduct. Stay away from my family! 

The public have a right to know how this publicly funded university “handle” serious complaints of staff and senior executive staff misconduct for harassment and privacy invasion, including unauthorised access to private text messages. And now, it’s so much worse. Using a carriage service to menace, harass and intimidate community members for making a formal complaint to a university. 

What does the VC have to say, in how this complaint was handled, under his leadership? 

What does the Chancellor have to say? It has taken a heavy personal toll on this family. Is he OK with this serious misconduct? Because sadly, it gets worse. 

The alleged report from Q Workplace Solutions, generally accused my family of lying about everything, that they could not prove anything and as far as Q Workplace Solutions and [the university] are concerned, this matter is closed (nb. The investigator’s name and signature appeared nowhere on the report).

• Allegations for which there were witnesses were dismissed, as much as things with no witnesses were dismissed, outside my family. Allegations for which there were specific dates / times were dismissed, as much as things without specific dates / times. Allegations in the family’s direct knowledge were dismissed as much as things that weren’t in their direct knowledge. Regarding my manager coming over to my family home on the morning after my dad’s death by suicide, ambushing my mother with questions about when I’ll be returning to work (only 12 hours after my dad’s sudden and shocking death for us), my family were in double shock with this distressing behaviour for them. 

• In the attached letter by Ms Christmann, via this law firm, she informed my family, after the event, that K.T. from Q Workplace Solutions, investigated, and found that there was nothing to investigate and for [the university], there was no misconduct. This investigation sham was then followed with Ms Christmann proceeding to attempt to bully my family to not speak to anyone about their complaint and anything about the way it was managed, because they’re “bound by confidentiality laws” (Note - can someone cite the clause in legislation that states this?). 

• After six months, my family did reply to Mr. Condello at Clayton Utz, regarding the harassment, intimidation and bullying tactics used to coerce members of the community into forced silence. 

It is all compiled in Document 100. 

This is the truth about process corruption and the sham that is an internal or “independent” investigation “organised” by an offending employer. 

If this university consider such serious misconduct and breach of WHS codes “risk management”, it is NOT community engagement that is part of the University’s IDENTITY AND MISSION. Nor is this conduct aligned to the STAFF CODE OF CONDUCT. 

Criminal Code Act 1995 (Cth). S11.2-11.4 

https://www5.austlii.edu.au/au/legis/cth/consol_act/cca1995115/sch1.html

Work Health and Safety Act 2011 (NSW). S27-29 and S31 

https://legislation.nsw.gov.au/view/html/inforce/current/act-2011-010#sec.27

Work Health and Safety Regulation 2017 (NSW). Div. 11 Psychosocial risks

https://legislation.nsw.gov.au/view/html/inforce/current/sl-2017-0404#ch.3-pt.3.2-div.11

References of the repeated history of Clayton Utz legal’s unethical conduct

Example One

Clayton Utz lawyer dismayed at smoker damages finding. (2002, April 16). Australian Associated Press.

Clayton Utz shreds evidence and reputation at same time. (2002, April 22). The Lawyer.

Clayton Utz to be investigated, Law Institute. (2002, April 12). Australian Associated Press.

Clayton Utz will not defend tobacco companies against smokers. (2002, July 18). ABC News.

Klinger, P. and Boyle, J. (2002, April 17). Drop Clayton Utz, say doctors. The Australian Financial Review.

Kremmer, C. (2002, May 3). Clayton Utz Drops Out Of Tobacco Case. Sydney Morning Herald. 

Pheasant, B. (2002, April 24). Clayton Utz to run ethics audit. The Australian Financial Review.

Pheasant, B. (2002, July 19). Clayton Utz abandons tobacco work. The Australian Financial Review.

No moral judgements in lawyers' advice - Clayton Utz head. (2002, August 5). Australian Associated Press.

Schmidt, L. (2003, April 10). Clayton Utz v. the media. BRW.

Shiel, F. (2002, June 26). Clayton Utz tipped to lose state work. The Age.

Shiel, F. (2002, July 19). Clayton Utz dumps tobacco industry litigation. The Age.

Simons, M. (2022, August 4). Lawyers not moral judges - Clayton Utz chief. Sunday Age.

Skulley, M. (2002, June 27). Vic panel omits Clayton Utz. The Australian Financial Review.

Spencer, M., Keenan, A. and Legge, K. (2002, May 3). Clayton Utz quits case. The Australian.

Towers, K. and Lindsay, N. (2002, April 19). Clayton Utz denies pressure. The Australian Financial Review.

Example Two

Montgomery, G. (2005, September 9). Clayton Utz in hot water over witness. The Australian. 

Montgomery, G. (2005, September 16). Clayton Utz trio facing inquiry. The Australian.

Example Three

Alberici, E. (2006, December 21). Law firm Clayton Utz faces criminal investigation; Law firm giant under investigation. ABC Transcripts.

Drummond, M. and Moran, S. (2006, December 21). Clayton Utz faces criminal probe. The Australian Financial Review.

Example Four - Fair Work Commission 

Clayton Utz congratulates Joe Catanzariti on appointment to Fair Work Commission. (2013, April 3). Mondaq Business Briefing.

Example Five - Another example of the Revolving Door 

Leading government partner to join Clayton Utz in 2016. (2015, December 18). Mondaq Business Briefing.

Example Six

AMP and Clayton Utz surrender in ASIC court battle over failure to produce documents. (2019, March 11). Contify Investment News.

ASIC challenges AMP and Clayton Utz over failure to produce documents. (2018, December 17). Contify Investment News.

Frost, J. (2019, March 12). AMP and Clayton Utz roll over for ASIC. The Australian Financial Review.

Fullerton, T. (2018, April 24). What will ASIC make of Clayton Utz links in the bank royal commission. The Australian.

Gibson, G. (2018, April 27). AMP and Clayton Utz chancing their arm. The Australian Financial Review.

Gluyas, R. (2018, April 30). AMP to defend Brenner over Clayton Utz report. The Australian. 

Han, M. (2018, April 19). Clayton Utz caught up in misleading ASIC. The Australian Financial Review.

Han, M. (2018, April 20). AMP counsel feels heat over Clayton Utz report. The Australian Financial Review.

Han, M. and Pelly, M. (2018, December 18). ASIC takes AMP, Clayton Utz to court. The Australian Financial Review.

Khadem, N. (2018, December 17). ASIC challenges AMP, Clayton Utz on documents relating to fees-for-no-service scandal. ABC News.

McIlroy, T. (2018, May 4). Clayton Utz part of law draft outsourcing trial. The Australian Financial Review.

Merritt, C. (2018, April 22). Clayton Utz clears the air on AMP report. The Australian.

Merritt, C. (2018, April 26). Banking royal commission: Clayton Utz ready for ‘real story’ on AMP report. The Australian.

Merritt, C. (2018, May 4). Clayton Utz suffers collateral damage. The Australian.

Merritt, C. (2018, July 27). Clayton Utz in firing line as Four Corners drops the ball. The Australian.

Thomson, J. (2018, September 29). AMP may have misled ASIC on amended Clayton Utz report. The Australian Financial Review. 

The workplace harassment continued - September 2020

“Social justice can be obtained only in respecting the transcendent dignity of man. The person represents the ultimate end of society, which is ordered to him: 

What is at stake is the dignity of the human person, whose defense and promotion have been entrusted to us by the Creator, and to whom the men and women at every moment of history are strictly and responsibly in debt.”

Catholic Church. (1997). Catechism of the Catholic Church. (2nd ed.). Libreria Editrice Vaticana. (para.1929). Online: https://www.vatican.va/archive/ENG0015/__P6O.HTM

On 21 September 2020, I received another email from R. Christmann, which I sent to my nominated treating professional and the union branch organiser, asking for help to end the harassment. 

To the former, I wrote, “Yet another Monday morning, harassed by the “person” behind HR [notifications email]. I refuse to view because it’s counter-productive, as usual, and I feel a deliberate attempt to continue taunting me…”. 

To the latter, “… please call me. I don’t know where my case is at. No one is telling me anything. My human rights have been completely denied. Perhaps call me so I can let you know what I’m doing on my end. But immediately put a stop to the harassment by Rena Christmann. That action is very serious for my safety and wellbeing. Thanks.”

Again, I had no reply from the NTEU. Lack of support was one of the worst factors leading to my work-related trauma and injuries.

I shared my suggestions with my treating professional, for a safe return to my work, had there been any communication, cooperation and collaboration from the self-insurer, Catholic Church Insurance, and employer. 

This was my voice in my own recovery, my right under workers compensation law, and my human right. CCI received my treating professional’s report, as they requested, and then proceeded to ignore it. Then they asked for another report with the same questions again. I realised they were using stalling tactics to allow the HR offenders to reach their unlawful outcome. 

Furthermore, I was forced to use all my annual and long service leave entitlements under workers compensation, while being mobbed by all, harassed by HR, my family being intimidated in emails by HR (via Clayton Utz along with Q Workplace Solutions, “on behalf of the university”), as well, and CCI withholding workers compensation benefits in collusion to fraud. 

Not long after this incident, I got the letter from the local court registrar with their “decision” regarding my APVO application against R. Christmann. 

(See: http://mystory-myvoice.blogspot.com/2025/07/apvo-court-registrars-response.html). 

It is now I try SafeWork NSW. 

The SafeWork NSW inspector, making assumptions the employer and self-insurer were compliant and doing the right thing (why would I call SafeWork NSW if that were the case), started fobbing me off to other government agencies, including the NSW Information Privacy Commission and Anti-Discrimination NSW. 

I didn’t want to be fobbed off to other government agencies. I wanted SafeWork NSW to use their power to stop the harassment by the biggest perpetrator and the reason why I finally made a workers compensation claim! That’s why I called to report it to SAFEWORK NSW! 

Mind you, there was one phone number for both SafeWork NSW and SIRA NSW, but two options provided depending whether it was a WHS issue or workers compensation. What happens when it’s both? For me, it involved both these things! So which option? I went with the SafeWork NSW option as I was being relentlessly harassed and I was in distress. It was a serious WHS incident.

Two shocking things were said to me by the SafeWork NSW inspector around this time: “All they’ll do is show me their policies and I don’t want to ruffle feathers” and that they felt “sorry” for me. I didn’t want a SafeWork NSW inspector’s pity! I wanted SafeWork NSW to use their powers to protect my safety at work! 

This post is based on documents 95-96. It displays adverse action for requesting generally protected workplace rights, being a member of an industrial association, prohibited workplace surveillance, privacy violations, discrimination, relentless harassment, 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.

ESSENTIAL READING 

2025 Psychosocial Risks Now a Legal Priority: What NSW Employers Must Know About New WHS Laws and Union Powers - https://gdlaw.com.au/practice-areas/individual/psychosocial-risks-now-a-legal-priority-what-nsw-employers-must-know-about-new-whs-laws-and-union-powers/ 

I expect redress of ALL the harm SAFEWORK NSW caused me for over FIVE YEARS. 

The National manager of employment relations and SAFETY and her WHS staff violated my privacy, including intercepting my emails to the National Tertiary Education Union reps, using a carrier to harass and menace me AND my family, and more. 

The National Tertiary Education Union agreed to collude in these WHS offences! They DID NOT even report it to SAFEWORK NSW! 

How are leaders in the NTEU going to be held accountable in my case, and that of many others, that I’m sure, have their own stories of deliberate harm? 

To quote from the blog post: 

“Under the new laws, unions can now bring criminal prosecutions against employers for WHS breaches — including those involving psychological harm. This introduces a new and potentially adversarial enforcement pathway.

While unions must:

• First consult with SafeWork NSW, and

• May only prosecute if the regulator declines to act…

Psychological health is now front and centre in workplace law. With enforceable standards under Section 26A and unions empowered to prosecute, the risks of non-compliance — legal, reputational and operational — have never been higher.

If your workplace isn’t actively managing psychosocial hazards, it’s not just a wellbeing issue — it’s now a legal liability.”

I finally expect to see this accountability in action. 

R U OK Day + NDAs = creepy psychological thriller - September 2020

“My message is clear: no one should suffer in silence and we will back workers and give survivors the voice that they deserve.” 

Angela Rayner, UK Deputy Prime Minister

On 11 September 2020,  I replied to my union rep, from whom I had received an email that they cannot communicate with me anymore and I’m not to talk about it with others. Via their NTEU email address, I wrote, 

“In society, of course no one can be a support, let me know I’m valued and people actually care about others on a human level. I’ve been alone and isolated for over a year for something that should’ve been resolved efficiently, and emotionally abused by those that should’ve ensured a safe work environment…

Patch Adams said the biggest disease in society is indifference. I’ve dealt with enough broken systems, bureaucracy until you give up, incompetent staff, government customer service, privacy breaches and medical negligence covered up, and pure evil … All this has made me feel disgusted in humanity. That’s how confronting and frightening my experience has been…Battling on my own. For kindness, peace, fair outcome, respect and dignity for each human person…

This is not the Australian society I once knew.”

As I mentioned, from their NTEU email, they wrote something to the effect of not speaking to anyone and the less people know the better. I don’t know what coercion was involved here, but BULLSHIT! 

THE MORE PEOPLE KNOW, THE BETTER! 

These are “leaders” engaging in reckless conduct with intent to cause harm! 

What did Rena Christmann threaten the union with to get their silence and collusion? 

How dare the National Tertiary Education Union agree to collude in allowing harassment and wage theft via workers compensation fraud towards a member! 

In 2020, the R U OK? National day of action was on Thursday 10 September 2020. Look what was being done to me by senior executive “leaders” and now the NTEU, all because I requested some agreed boundaries for a psychosocially safe work environment! 

Would anyone be OK if they were being subjected to this level of psychological terrorism, ironically, during the week of R U OK?’s national day of action? 

It was an extremely lonely, creepy and frightening time given the incidents surrounding this “campaign”, especially the scary email from my union rep. That was the start of the NTEU mobbing, gross negligence and reckless conduct to its professional member. 

On 12 September 2020, a former colleague posted on Facebook about RUOK? Day. It was from the official campaign, “I’m checking in to make sure you’re OK.”

I replied in a comment that I’m not ok and why. The response had me shaking like I was living a real life psychological thriller movie. It was a real life thriller story. The reply that they don’t know the organisation and never worked there is now obvious to me that a non-disclosure agreement was likely signed. But at the time, it was extremely traumatic for me, and escalated my distress and fear to a very high level. 

I was begging for support. I was scared! And given this incident, unless we stop NDAs that cover up organisational misconduct, like the bill proposed in the UK, RUOK? will continue to be a brand with no substance in relation to workplaces. 

Support means taking the actual time to have a coffee with someone, and standing by their side and speaking up to stop workplace abuse. How can so many people in society be so unconscionable, so indifferent and so inhumane? How could the NTEU engage in such serious misconduct when the two issues of focus in their campaign are an end to wage theft and WHS in the university sector? 

On 15 September 2020, my family received a very intimidating email from Rena Christmann’s friends at Clayton Utz and Q Workplace Solutions. That requires a post on its own, maybe more, given the undisclosed conflicts of interest and collusion. 

It really is a network of strategic alliances to target staff in the most immoral adverse action. And given it’s repeated behaviour from key individuals at an institutional level, the more people know the better, because it’s psychological violence against many staff and families by employers as ADVERSE ACTION FOR REQUESTING GENERALLY PROTECTED WORKPLACE RIGHTS! ENOUGH ABUSE. 

WAKE UP SAFEWORK NSW! 

This post is based on document 101. 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. 

Banning NDAs

The UK Parliament has moved to ban the use of non‑disclosure agreements (NDAs) as tools to silence victims and witnesses of workplace harassment, sexual misconduct, discrimination, and abuse.

Amendments to the Employment Rights Bill (tabled in early July 2025) will render any new NDAs or confidentiality/non‑disparagement clauses null and void if they’re designed to silence workers about harassment or discrimination.

Key voices for this bill are:

• Deputy Prime Minister Angela Rayner: Emphasised the need to end victims being “forced to suffer in silence”;

• Employment Minister Justin Madders: Asserted the changes will empower millions of workers to speak out freely;

• Labour MP Louise Haigh (and others): Hailed it as a fulfillment of reform promises that previous governments didn’t deliver.

This aligns the UK with other jurisdictions (some U.S. states, Canada, Ireland) that have taken similar steps. What action has the Australian government taken to do the same? NOTHING SO FAR. 

The amendments are making their way through the legislative process. If passed, it will become law by the end of 2025.

The UK’s ban on abusive NDAs is a major step forward in protecting workers’ rights and promoting transparency and accountability in workplaces across the country. It ensures that no employee or witness can be legally gagged about legitimate claims of harassment or discrimination.

References and Resources

Crerar, P., Elgot, J. and Bawden, A. (2025, 8 July). ‘UK bosses to be banned from using NDAs to cover up misconduct at work.’ The Guardian. [Online]: https://www.theguardian.com/law/2025/jul/07/uk-bosses-to-be-banned-using-ndas-cover-up-misconduct-work

Siddique, H. (2025, 8 July). ‘Labour has delivered where Tory ministers did not on NDA rules.’ The Guardian. [Online] : https://www.theguardian.com/politics/2025/jul/07/labour-delivered-where-tory-ministers-did-not-non-disclosure-agreement-pledge-metoo

R U OK? Resources for workplaces - https://www.ruok.org.au/work

APVO & a court registrar’s response - September 2020

Early in September 2020, I called the Fair Work Ombudsman to find out what to do about the continued stalking and harassment from the perpetrator under workers compensation regulations. They told me to report it to the police. I did this once I discovered the perpetrator had intercepted my emails from my private email account, to my union rep. Such workplace surveillance is prohibited. This individual employed to manage the safety of a publicly funded university on a national level, was relentless. 

On 12 September 2020, I went to my local police station to report the harassment and stalking by R. Christmann, as advised by the Fair Work Ombudsman’s office. 

The NSW police apparently don’t deal with “work related matters”, as said by a junior police officer I was constantly fobbed off to, at St. George police station, Kogarah. His body language displayed he was not listening, eyes glazed over. Is this how police treat all women reporting abuse? I was distressed and frightened. They didn’t care. They advised an Apprehended Personal Violence Order (APVO) application. Another fob off. 

By now, I felt weak from fear. A family member called Law Access NSW for advice on how to apply for an APVO against this senior executive perpetrator. I was on workers compensation because of Rena Christmann, and she was continuing to harass me. Here were the instructions:

1. Christmann had contacted my nominated treating professional without my signed consent, but saying to my nominated treating professional that I gave consent;

2. Christmann contacted me through the HR notifications email so that I didn’t know that it was from her, until I opened the email;

3. Christmann had intercepted my Gmail account to my union representative (who informed me of this). 

My APVO application form detailed the three incidents as instructed by Law Access NSW. Apparently the staff member at Law Access NSW was stunned. If only those agencies and law enforcers who should have taken this seriously, were stunned too. They not only weren’t stunned, they didn’t believe me and turned on me instead. 

While waiting for a response from the local court, on 15 September 2020, I email the NTEU branch organiser, informing him that I’ve applied for an APVO. The NTEU staff were also deliberately ignoring me. 

Another reason I emailed the NTEU branch organiser was because of yet another distressing incident from Rena Christmann and her friends from Clayton Utz. This time she targeted my family. They made a formal complaint to the university, for senior executive staff invading their privacy in my very unrelated safe work matter. It wasn’t enough for the national manager of employment relations and SAFETY to continue reckless and wilful misconduct with intent to cause harm and injury to me, she placed the safety, health and wellbeing of my family at risk too! And everyone did NOTHING to stop her! 

My email to the NTEU branch organiser included: 

“The expectations of the workplace in the insurer’s return to work plan is to cooperate, collaborate & communicate. [The university] have failed on all three and the very person who caused me traumatic injuries is stalking me and threatening my family… I predicted this when she violated their privacy and implicated them in what was always meant to be a simple [but serious] workplace issue to be resolved.

I need you to know that I’ve applied for an APVO directly toward this individual, so I am doing what I can to keep me and my family safe. I don’t know her, I don’t ever want to know her, I want her to stay away from us… I’m frightened, I’m deliberately forced to be alone and all this is worse trauma than my dad’s suicide. I’ve become a target of evil I will never understand.

…even WorkCover laws aren’t followed by this organisation. But I need this all to turn around very soon before it does destroy me. I’m confident you’re working on it, and so am I.”

I still thought the self-insurer, Catholic Church Insurance, were going to “cooperate, collaborate and communicate” with their own injury management plan agreement and to create an aligned return to work plan. I hadn’t sent the second email yet, asking for an update, after the case manager was removed and not replaced. (See http://mystory-myvoice.blogspot.com/2025/07/cci-cruel-con-insurance-september-2020.html). 

The “confidence” and trust I had, that the NTEU would inform me, as a member, of my rights and entitlements, is destroyed. They betrayed me and withheld information about workers compensation entitlements I SHOULD HAVE BEEN TOLD ABOUT. The NTEU is one of multiple organisations that should have stopped this from happening. The NTEU deliberately remained SILENT. The NTEU did NOTHING. 

The only thing that I’ve been doing for these last several years is battle something bigger than I ever expected, to save my life and everything I worked for. I fought back severe organisational misconduct, all alone. Where is such conduct written in the Identity and Mission, in social justice teachings, in the code of conduct, policies, values, ethos and community engagement? Where is this psychological terrorism towards staff and families formally written on the organisational website? WHERE? 

The local court registrar chose to dismiss the application and fob me off too. The shocking thing was who I was fobbed off to. 

On 22 September 2020, I got a letter from registrar of the local court. The response was, “Your application appears to be towards a work colleague. In a work environment, there would be avenues to address bullying and harassment. If those avenues are not assisting you, you may wish to make contact with the Fair Work Ombudsman.” 

I was in tears from frustration and fear, being fobbed off and sent in cruel circles by every organisation I was referred to, along with the dismissive words “it appears”. I was alone, unsupported, deliberately ostracised, failed by three employment lawyers, the NTEU, and now, the beginning of systemic abuse.

The information online, about who is covered by an APVO application, includes that it can be taken out against a “work colleague”. However, the Sutherland local court registrar must be ignorant to their own information. And this was not a “colleague”. IT WAS THE NATIONAL MANAGER OF EMPLOYMENT RELATIONS AND SAFETY.

I annotated the document that includes the completed APVO application and the response from the local court registrar, writing, “…A decision to end this injustice and organisational abuse will give this entire family peace. They are to be left alone for their safety and wellbeing and so am I. She still hasn’t respected my demand to stop harassing me. Only then can I work on a legitimate return to work plan under workers compensation… I am entirely alone trying to navigate a confusing “system” to get assistance. It’s overwhelming and I mostly don’t get a response or conflicting information that causes more frustration and feeling like giving up. I have kept going because I don’t want my employer to destroy my life’s work, my career, my job security and my life. My loyalty has been there since 2001. This is all proof of adverse action... It was the only time I explicitly asked for support… I’ve tried to do this the “right” way for everyone, but it has become a matter of urgency…” 

I’d say it’s all a cruel joke, but really, it’s beyond cruel.

So far, I was neglected by NSW Police, the registrar of the local court who did not list my APVO, the NTEU who agreed to collude in wage theft via the crime of fraud by withholding information regarding my workers compensation benefits, and Catholic Church Insurance, who agreed to collude in the continuation of diabolical adverse action by withholding my legally owed weekly payments and refusing to cooperate with implementing the injury management plan agreement - their legal agreement they were meant to uphold! The self-insurer committed workers compensation fraud!

SafeWork NSW is about to enter my story in a few posts' time. Other than SIRA NSW, as a regulator, they were the most grossly negligent of all, with a harmful attitude included. There is no excuse for ignorance and incompetence when they've had costly campaigns before, making us feel we could trust the safe work regulator, and then their actions were the very opposite of their campaigns. 

I quote from para. 207 of the Factual Investigation Report for Catholic Church Insurance:

"...I therefore demand Rena [Christmann] and [the HR associate director] leave me alone... I do not want communication from either of them again so I can feel safe and to heal."

Here is the link to the current SafeWork NSW campaign - Irreplaceable. 

https://www.safework.nsw.gov.au/advice-and-resources/campaigns/irreplaceable

This post is based on documents 97-98. 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. 

A explanation of an APVO on LawAccess NSW - local court registrars should read

CCI - Cruel Con Insurance? - September 2020

“Society ensures social justice when it provides the conditions that allow associations or individuals to obtain what is their due, according to their nature and their vocation. Social justice is linked to the common good and the exercise of authority.”

Catholic Church. (1997). Catechism of the Catholic Church. (2nd ed.). Libreria Editrice Vaticana. (para.1928). Online: https://www.vatican.va/archive/ENG0015/__P6N.HTM

In the meantime, between 4-17 September 2020, I tried getting an update from CCI, who were now also in agreement to ignore me and collude in workers compensation fraud.

On 4 September 2020, I’m informed the ethical case manager had allegedly left CCI. So I forwarded an email I had sent the case manager earlier that morning to workerscompensation@ccinsurance.org.au. The subject was -

Claim number : Update on claim

I wrote:

“Dear CCI,

Please find email enquiry below. May I also be updated who my replacement contact will be.

Kind regards, Vicki”. 

Of course, even though in my gut I feared something was off, naive me forwarded the email below, initially sent to the one ethical person in this horror story, the case manager:

“I hope you’re well. I’m doing a lot better. I participated in a union meeting and spoke to colleagues for the first time in over a year. It’s yet another step in the right direction.

I know that at COB today, it will be 21 days since CCI would’ve received the IME report, the timeframe needed for a decision to a claim. I’ll be in contact with you early next week to follow up.

Thanks for your support and have a good weekend, Vicki.”

Well that was useful “intelligence” for unconscionable people in Catholic Church Insurance, in what I now know to be process corruption. 

There was NO response. 

On 17 September 2020, I emailed the supervisor of the case manager, the “claims specialist” and I asked the question again: 

 “May I have an update regarding my claim, so I know what the next steps of the process are.” 

Again, no answer. 

Now we are all learning what that corrupt process was, and it is in the public interest for everyone to find out. 

Readers, do you remember what happened between that first email on the 4 September 2020 to the CCI case manager, that I forwarded to workerscompensation@ccinsurance.org.au, and the second email to the corrupt “claims specialist” on 17 September 2020? 

Uncovering prohibited workplace surveillance to my union reps is what happened! 

https://mystory-myvoice.blogspot.com/2025/07/prohibited-workplace-surveillance.html

————

Here are some comments on employer review websites* of staff experiences. Those ultimately affected by all this are the stakeholders, including the customers (eg. the injured workers) they abuse, victimise and use diabolical tactics in process corruption to commit workers compensation FRAUD. As a Catholic organisation, their conduct has dishonoured the Catholic Social Justice principles and the Catechism of the Catholic Church. 

Catholic Church Insurance is also registered as a nonprofit with the Australian Charities and Not-for-profit Commission, while committing fraud against tax paying, ethical workers, their customers, pleading for compliance to regulations.

Here is a sample of the reviews aligned to what I, a customer and key stakeholder, experienced on the receiving end: 

Poor leadership; Poor culture; Highly inexperienced senior leaders; Immature risk culture; Lots of office politics; Lack of corporate strategy; Loss of good people (MY NOTE: like my ethical and lovely case manager); Manual processes; Immature project governance.

Toxic workplace; Unhelpful employees for new starters; No transparency (MY NOTE: also ignoring customers and refusing repeatedly to comply and implement the agreed injury management plan); Company does not follow market practice, rules and regulations of the industry (MY NOTE: but the regulators allowed CCI to get away with it).

Incompetent; Self-Serving; Political Leadership; Bullying; Decisions not aligned to shareholders/ policyholders but rather to personal gain; Insolvent run-off insurer.

High turnover of staff; Incompetent management that is hired based on connection rather than experience (MY NOTE: does that include friends in the government system to move CCI claims specialists across as part of cover up attempts?); Limited accountability organisationally (MY NOTE: because THE REGULATORS ALLOWED IT IN PROCESS CORRUPTION); Limited industry knowledge from workmates causing fatigue and burn out for those workers who are experienced.

No support from leadership; Terrible culture - Leadership have no regard for work/life balance and tend to bully staff they don’t like (MY NOTE: they also bully their customers requesting compliance and to STOP COMMITTING WORKERS COMPENSATION FRAUD); No morale or positivity in the culture whatsoever; If issues are raised, leaders view this as “trouble making”; Too many processes in place for simple things; Line managers do not respond when required (MY NOTE: they don’t respond to their customers when required); Expectations and workload are way too high; Terrible systems; No consistency in processes; No transparency regarding recruitment ie. staff will leave and no one knows for months; High turnover for a reason. 

Advice to Management

Check your values and ethics. Victims and Policyholders deserve better.

Retention needs to be a focus along with accountability of all staff. Playing favourites only retains those willing to conform to the pressures of being a pet management.

Replace all Team Managers with better leaders. (MY NOTE: I experienced “team managers” willing to collude in workers compensation fraud as part of process corruption). 

*Glassdoor and Seek

This post is based on document 94. 

Here is a publication by the NSW State Insurance Regulatory Authority about Injury Management Plans. There are also links to other publications like the Good Practice Injury Management Plan. 

This is bullshit! Other than these webpages that we don’t come across that easily, what’s the point if the regulator DOES NOT ENFORCE COMPLIANCE? 

SIRA NSW fobs you off to the Independent Review Office regarding complaints against insurers. IRO staff do this:

They forward your complaint to the insurer;

The insurer responds with a lie;

IRO staff forward the lie onto you and tell you to use one of their approved lawyers to “dispute” it. IRO do NOTHING if it’s a complaint regarding non-compliance. 

Why didn’t IRO refer the matter to SIRA NSW? Why has SIRA NSW not requested such data from IRO? 

IRO enter my story in late September 2020. They too, could have stopped the harm deliberately occurring from the insurer. But I suspect staff in IRO also agreed to be part of this PROCESS CORRUPTION. 

This now seriously requires a formal public inquiry. 

Readers, you can view that SIRA NSW webpage via the link below, and adjoining links to more information within that webpage that’s proven bullshit in action. I can’t because I may throw up in my trauma.

I present to you SIRA NSW’s guide to Injury Management Plans: 

https://www.sira.nsw.gov.au/workers-compensation/recovery-after-a-workplace-injury/injury-management-plans

I also present my lived experience regarding the injury management plan. No wonder corrupt CCI leaders removed the ethical case manager. They think they are above the laws and regulations. But disturbingly, they think they are also above the laws of God in the very Catechism of the Catholic Church and Catholic Social Justice principles. 

I am certain this would not please the Vatican or Pope Leo XIV, who truly cares about workers and their workplace rights and fair work conditions. 

Injury Management Plan - a legally binding agreement - June 2020

http://mystory-myvoice.blogspot.com/2025/06/injury-management-plan-legally-binding.html

The Unfair Work Commission - denying employees their generally protected rights - Part 2

 “Justice isn’t only about outcomes. It’s also about how we get there.” 

John Adams 

This post continues reviewing a case in the Fair Work Commission that proves our generally protected workplace rights are not always protected, especially in the university sector.

It’s important to share the reality of things like “Stop Bullying” orders, the power imbalance, undisclosed conflicts of interest, the unethical network of strategic “alliances”, the obstruction of justice, the medical fraud and the outrageous quote given to workers by employment law firms, especially in a cost of living crisis. 

It is important to discuss “process corruption”. 

This post will review a submission from the complainant regarding UNSW in 2020.

Part 1 is at http://mystory-myvoice.blogspot.com/2025/05/the-unfair-work-commission-denying.html 

How is this "process" protecting the rights of workers, as per s.340 of the Fair Work Act 2009 (Cth), and how is it protecting workers being bullied as adverse action by a network of power abusers with the resources and "learned friends" to do so?

My concern is what John Adams highlighted as “process corruption”. I share a link to his article.

Adams, J. (2025, 3 July). “Process Corruption”. No brown paper bags, but just as sketchy. Michael West Media. (Online): https://michaelwest.com.au/process-corruption-no-brown-paper-bags-but-just-as-bad/

To quote: 

“Process corruption lurks in the shadows, but unlike traditional bribery, it does not require personal gain. Rather, it distorts the machinery of justice itself, fabricating evidence, perverting investigations, or shielding wrongdoers from scrutiny…

When regulators protect the powerful or persecute the vulnerable based on internal biases or external pressures, they violate not only legal standards but democratic principles.”

How is the Fair Work Commission, fair to workers? 

I continue to highlight and analyse parts of a matter that did progress to the Fair Work Commission, in light of “process corruption” that I not only experienced, but documented. 

1. Application by Krcho, Daniel – [2020] FWC 181

https://www.fwc.gov.au/documents/decisionssigned/html/pdf/2020fwc181.pdf

The Application by Krcho, Daniel – [2020] FWC 181 pertains to the complainant’s application for interim orders under section 789FC of the Fair Work Act 2009. In this case, the complainant sought various orders related to his ongoing stop bullying application against the University of New South Wales (UNSW).

Confidentiality Orders: Requests to anonymise the names of the complainant and his wife, as well as to keep certain medical and financial records confidential, were largely refused. However, limited confidentiality orders were granted concerning specific financial information. (MY NOTE: this sets a dangerous example that would deter any employee from taking their matter to the FWC. They are already being bullied by their employer, to then risk being subjected to such treatment publicly, on record. Why would anyone who requested a workplace right like a safe work environment, agree to this kind of systemically abusive “process”?)

Image 1

Common “tactic”, unlikely to be legal, but a reminder to everyone to start reporting and documenting the “process”. I strongly recommend doing so using:  https://workright23.com/

Here is a post from my own lived experience this immoral “tactic” was used - http://mystory-myvoice.blogspot.com/2025/04/blocking-mobbing-and-truth-2020.html.

But I knew to start keeping records as soon as the incompetent associate director at the “local” level, fobbed me off to HR without consulting with me first. I was just too naive to foresee how extreme and immoral (and illegal) the abuse as adverse action, would become (perhaps to my benefit that I had no idea about “process corruption”, because what I uncovered and documented can now legitimately be investigated and cleaned out). 

Image 2

I’ll provide my own example of the national manager of employment relations and SAFETY harassing me through twenty years of accrued leave entitlements. I’m talking annual and long service leave as well. Complete theft of everything I worked for. But in my case, SafeWork NSW, NTEU, SIRA NSW and the registrar at Sutherland local court where I applied for an APVO, where I was fobbed off to them by St. George PAC, after having been fobbed off to police by the office of the Fair Work Ombudsman, did nothing to stop the harassment and protect me. The registrar fobbed me off back to the Fair Work Ombudsman. It’s coming up in my story very soon. 

For now, see http://mystory-myvoice.blogspot.com/2025/06/gaslighting-and-harassment-continue.html

Image 3

The list sounds surreal and creepy, but I’ve proven its validity through my own documented experience of this “process corruption”. The truth is coming out, but it’s also important to share my story based on my documents. 

In October 2020, a SafeWork NSW inspector said to me, “I’m not here to play he said she said”. They didn’t have to. I pleaded with both SafeWork NSW and then SIRA NSW to review my documents and conduct a transparent and legitimate investigation. Both regulators refused, for years, allowing the systemic abuse in this “process corruption” to get far worse. And the inspector did play he said she said, because they just took the word of the perpetrator over mine. Why? Because of her job title. The job title of the perpetrator that caused a claim to be made was the national manager of employment relations and SAFETY. 

For now, here’s an example of my experience of creepy stalking from the above mentioned “psycho” who intercepted my emails to my union reps. She, indeed, was stalking me. See http://mystory-myvoice.blogspot.com/2025/07/prohibited-workplace-surveillance.html
 

Image 4

 

Deepinder Miller should finally not only be struck off as a medical practitioner by AHPRA, but be prosecuted and sentenced for medical fraud!

Also, a thorough investigation and public inquiry is needed regarding what is truly happening in this so-called “medico-legal process”. Transparency is a MUST. How much money has been exchanged between unethical insurers (or employers) and their hand-picked unethical friends, to destroy lives? 

How much has been exchanged for “bought” fraudulent reports based on a consultation that never happened, and desperate attempts to obstruct justice, to stop such defamatory fraudulent reports from being ethically tested in court? Money paid to the likes of Deepinder Miller and Melissa Barrett (and another one coming up on 29 September 2021) for fraudulent reports is a bribe! It is CORRUPTION. 

So far, see http://mystory-myvoice.blogspot.com/2025/01/a-doctor-who-commits-fraud-2019.html, http://mystory-myvoice.blogspot.com/2025/01/medical-malpractice-unprofessional.html, http://mystory-myvoice.blogspot.com/2025/02/hr-associate-director-unfit-to-do.html, and http://mystory-myvoice.blogspot.com/2025/06/a-doctor-full-of-innuendo-lies-and.html.

Image 5

Image 6

That it has never been tested is true. Let’s test it this time. A precedent must be set to stop the institutional abuse as adverse action for requesting workplace rights generally protected under the Fair Work Act 2009 (Cth). Institutional abuse and process corruption is happening across the university sector. 

The issue is the process and a system not fit for purpose. The “loophole, if you like, has allowed leaders in the university sector to go rogue. It has resulted in years of institutional abuse and harm to good people. To quality staff and their families. This will likely lead to a parliamentary inquiry. But change to the systemic “process” and the need to close yet another loophole is a must and it is urgent. 

I include links below to the other decisions on public record in 2020, regarding this matter, for those interested.  

My aim was to highlight and analyse what I find to be a very serious concern regarding tactics used in repeated organisational misconduct as illegal adverse action. It must be tested, or the systemic design fixed, to stop the institutional abuse and deter such unlawful behaviour from large employers against their employees. 

I will conclude with another quote by John Adams:

“When public officials weaponise procedures, manipulate investigations, or fail to act on credible evidence for political or bureaucratic convenience, they undermine the rule of law.”

I dedicate the above quote to my local state MP for Kogarah, now NSW Premier, Chris Minns. 

——————————

2. Fair Work Commission decision Application by Krcho, Daniel – [2020] FWC 4435 (dated 21 August 2020) - https://www.austlii.edu.au/cgi-bin/viewdoc/au/cases/cth/FWC/2020/4435.html 

3. Application by Krcho, Daniel v University of New South Wales [2020] FWC 4926 (dated 14 September 2020) - https://www.fwc.gov.au/documents/decisionssigned/html/pdf/2020fwc4926.pdf