Proof of Medical Fraud - October 2020

As has often been observed, medical malpractice is not just a legal issue; it is a breach of trust.

What I was sent on 12 October 2020, via an email account that remained unblocked, from Rena Christmann and the HR / WHS unit, caused me great distress and urgency to be protected from more intentional harm. 

This is why I contacted SafeWork NSW. I had trusted that the inspector would use her authority and power to protect me and save me from the relentless harassment, stalking, badgering, gaslighting, coercion, intimidation and threats to my job security (psychological violence generally). Instead, she bullied and degraded me, and treated Rena Christmann, the perpetrator of these punishable offences, the national manager of employment relations and SAFETY, like the greatest thing since sliced bread. 

It was yet another IME attempt (ie. another “hired gun”, to finish the “job” Deepinder Miller failed to do, on 14 November 2019). It was all a desperate attempt to fulfil one clause without any valid reason (deliberately put there to be abused in the most diabolical adverse action), even though HR breached not only the employment agreement, but also the injury management plan agreement (see http://mystory-myvoice.blogspot.com/2025/06/injury-management-plan-legally-binding.html).

To request yet another IME after constant harassment, badgering and mobbing throughout the five months, as I tried to make my safety, health and wellbeing a priority, was reckless and wilful misconduct by HR, as severe adverse action. But why did others, like the NTEU, the WHS manager and RTW coordinator, collude or were complicit in such reckless and unconscionable behaviour?

Please count how many IMEs I was coerced to go to - so far two (in addition to another previous desperate attempt, I dodged that bullet - see http://mystory-myvoice.blogspot.com/2025/02/hr-associate-director-unfit-to-do.html and http://mystory-myvoice.blogspot.com/2025/02/employment-lawyer-2-part-1-2020.html), with this third one to “close the corrupt deal”, in less than 12 months. THREE! 

But there was never any communication by self-insured employer with my nominated treating doctor as legally required under workers compensation regulations. The legislation limits the number of repeated IMEs, especially within such short timeframes, let alone the medical fraud and hostile treatment behind them. 

Where’s the WHS laws and regulations in a “process” that exposes already psychologically abused workers, to more harm? That’s regulatory failure and gross negligence. That’s punishing victims of workplace abuse, with more abuse, via a cruel, unfit for purpose system. 

In this time, I had been trying to get a decision from the self-insurer for a return to work plan. But Catholic Church Insurance had agreed to collude in this workers compensation fraud, assisting the PCBU to finish the job of the most immoral adverse action. 

I had no one communicating clear procedures and there’s been no transparency for my benefit, in this “process”. 

My nominated treating psychologist had already written a report for Catholic Church Insurance, regarding the work injuries that ultimately affected my work. It included recommendations for RTW for the insurer. What did CCI do with this report? 

Also, I missed all the correspondence from Rena Christmann because I had blocked her email addresses from my personal email account. I tried to remove myself from the stressor, for WHS & Wellbeing, as per law and the PCBU’s own WHS and Wellbeing policy. HR exploited every disadvantage and vulnerability I was in, that they had intentionally caused.

These “practitioners” have no ethical fibre and no problem committing medical malpractice and providing false statements. The clause has been used for decades, as an excuse with no grounds, as a “tactic”, a loophole, for serious adverse action, that our now mental health conscious society, government and regulators, still allow to occur. 

SafeWork NSW have proven their own example of sham dealing. The evidence of the “goal” from 2019, was always clear. I had no choice but to request some agreed boundaries for a safe work environment, and I got severely targeted in adverse (and criminal) action, for requesting a generally protected workplace right. That is, reasonable action to minimise psychosocial hazards. I suffered from organisational and systemic abuse. CCI and the PCBU are responsible for failing to comply with statutory regulations, to cause harm toward me.

On 12 October 2020, the corporate psychopaths also suddenly sprung a 7-page lengthy report from IME “practitioner” Deepinder Miller, dating back to 14 November 2019. I received this “report” only now, on 12 October 2020, as an attachment, before yet another IME appointment, which I assume was forwarded to the new “practitioner” for 22 October 2020. 

This was another intentional motive to trigger trauma, a repeated “tactic” and violation of WHS & Wellbeing laws to cause harm. 

Remember readers, there was no medical “consultation” on 14 November 2019! Deepinder Miller terminated that “consultation” within five minutes, because I asked questions to find out why I was there. For some reason, she and the HR associate director were “aware” that I was going to make a workers compensation claim. It was news to me at that time, because I never said I was going make a claim! Who misinformed them? Was it the OT, another hired gun? (See http://mystory-myvoice.blogspot.com/2025/01/a-doctor-who-commits-fraud-2019.html and http://mystory-myvoice.blogspot.com/2025/01/the-waiting-area.html). 

So how could this “practitioner” write a 7-page medical report when there was never a consultation? Now they are caught out in proof of medical fraud! 

I haven’t viewed the 7 pages of malicious and vexatious slander. I have my dignity to protect (there is also a commitment to the dignity of the human person in the mission of the PCBU), along with my emotional safety. The intention for this incident was to recklessly and wilfully harm me, again by the very WHS unit, under the national manager of employment relations and SAFETY, along with a corrupt practitioner getting paid to commit medical fraud! 

What is AHPRA and the HCCC doing? Have lives been lost because of this “practitioner”? I found out from a friend of mine, Deepinder Miller used to work for Centrelink. Her medical malpractice almost cost the life of my good friend from high school! 

Lucky for my dear friend, her life was saved by a decent local state MP at that time, the NSW Labor MP for Oatley, Kevin Greene, along with his staff. He had his staff take urgent action in communicating with the head doctor of Centrelink. The head doctor met with my friend and her mother and profusely apologised. She couldn’t comprehend what had happened with Deepinder Miller and informed my friend that she would not have to deal with something like that ever again. 

The former NSW Labor MP for Oatley, the Hon. Kevin Greene, saved my friend's life. I hope, in time, he reads this. I'd love for Kevin to know what his ethical leadership, compassion, integrity and empathy for the electorate constituents under his care, has achieved. It literally saved a life. (https://www.parliament.nsw.gov.au/members/Pages/member-details.aspx?pk=2146).

Soon my own NSW Labor MP for Kogarah, will enter my story. Where one NSW MP, Kevin Greene, and his brilliant staff, saved the life of an electorate constituent, Chris Minns and his toxic staff are doing what they can to destroy the life of an electorate constituent, repeatedly and relentlessly. 

What does Chris Minns want my fate to be, in the end? (See https://www.parliament.nsw.gov.au/lc/papers/Pages/qanda-tracking-details.aspx?pk=104730, but this has a backstory. It starts on 15 October 2021. Given the dismissive "response" to 19 serious questions, nothing is private for me anymore).  

___________ 

Going back to the offences being committed by "leaders" in the PCBU, the harassment and bullying, including “information exchange” without my knowledge and permission, made me feel extremely violated. It is serious abuse. 

As I also identified later, it seems that Deepinder Miller’s history of medical misconduct bears no weight on the NSW State Insurance Regulatory Authority, having placed her on the “approved” list of their IME "practitioners". Is SIRA NSW OK with giving “approval”, for Deepinder Miller to continue destroying the lives of hardworking citizens in the state of NSW? I'm not OK with it, as are many other people living with trauma caused by Deepinder Miller.

Again, there was no duty of care from the PCBU, to pay for transport to get me to this appointment, by “coercion”, safely, and that gross negligence now includes the SafeWork NSW inspector. The trauma had paralysed me so much from greater harm caused by SafeWork NSW. I could not go. Nor was it necessary. IT WAS COERCION. CCI had already made me go to “Deepi’s” friend, Melissa Barrett, on 23 July 2020, only three months earlier (see http://mystory-myvoice.blogspot.com/2025/06/a-doctor-full-of-innuendo-lies-and.html). 

The power abusers found a loophole: the lack of cohesion between industrial relations laws and workers compensation laws. No matter where the target of workplace abuse goes, they are not safe. They are not protected. There is NO PROCEDURAL FAIRNESS and NATURAL JUSTICE. 

CLOSE THE LOOPHOLES!

I knew what they were trying to do with “practitioners” willing to go along with the fraud, whether under industrial relations without cause whatsoever, or workers compensation. I knew what the national manager of employment relations and SAFETY, under the “authority” of a VC, wanted to achieve, and I was extremely frightened. 

But no agency who had authority and power, stopped the relentless psychological violence by this PCBU. No one protected me, no one kept me safe. That recklessness is still ongoing, both from SafeWork NSW, the NSW State Insurance Regulatory Authority, and the local member of my electorate for Kogarah, Chris Minns, and what is now his government. 

There is no reasonable excuse for any of this. THERE IS NO EXCUSE. 

Legal Matrix - Sham medical report breaches

This post is based on documents 117-121. Document 121 is a seven page made up report on a consultation that never happened. It is MEDICAL FRAUD. 

Harassment continued - a violation of psychological guarding on medical record - October 2020

“No man is above the law and no man is below it: nor do we ask any man's permission when we ask him to obey it.” 

Theodore Roosevelt

Despite now having sent both the WHS & Wellbeing manager of the PCBU and senior claims specialist of Catholic Church Insurance an updated certificate of capacity, with psychological guarding from the national manager of employment relations and safety, HR Directorate, recorded, Rena Christmann CONTINUED TO HARASS ME. 

She contacted my nominated psychologist again! The harassment, privacy invasion, badgering and gaslighting was relentless. The PCBU was in breach of a medical certificate of capacity where there was now a legal requirement for psychological guarding against this person. 

The harassment was intentional to prolong poor health and repeated fear and distress for my safety. I sent distress signals at these times for someone to save me and to stop the harassment, bullying and gaslighting. The illegal adverse action was extreme. I was not left alone to heal, to recover and to feel safe. I couldn’t take it anymore. 

I now had psychological guarding on an updated certificate of capacity, which LEGALLY REQUIRED her to STAY AWAY from me IN ANY ENVIRONMENT. 

THE PCBU must seriously think they are above the law to continue to be so reckless and harmful. It was incident after incident of harassment, gaslighting and distress as diabolical adverse action, ironically, for requesting some agreed boundaries for a SAFE WORK ENVIRONMENT! 

On 12 October 2020, I forward the email from Rena Christmann to the WHS & Wellbeing manager. 

Here’s what I wrote: 

“Can you please call me tomorrow.

I told you I have psychological guarding on my certificate of capacity regarding this individual. She is to leave me alone and STOP bullying me...

What are you doing to ensure my safety…? Bullying by any staff at [the university] is unacceptable. I am distressed again. Enough. I am speaking with the SafeWork consultant tomorrow. Make the bullying and harassment stop NOW.

VICKI”

No phone call. No safety from the WHS & Wellbeing manager. Nothing. 

But as we now know, to quote the SafeWork NSW inspector, “I’m not here to play he said she said”. 

The repeated WHS violations were distressing and surreal. But good luck getting protection and safety from SafeWork NSW. 

That trauma and gross negligence was worse because they are the regulator. They run campaigns ad nauseum, that have workers and key public stakeholders believe and trust that they take such WHS violations being reported to them, seriously. I’ve never felt so degraded, disrespected, insulted, harmed, bullied and belittled as I did by SafeWork NSW. I was extremely frightened and vulnerable due to the serious nature of psychological violence authorised to occur within the PCBU. 

See the post Enter unSafeWork NSW & “that” RTW plan I drafted - October 2020 - http://mystory-myvoice.blogspot.com/2025/08/enter-unsafework-nsw-that-rtw-plan-i.html. The post includes a screen shot of the updated certificate of capacity that records psychological guarding from the national manager of employment relations and safety - HR Direcorate. Dated 8 October 2020! So what the hell was I meant to do to be protected and guarded by offenders in a PCBU who think they are above the law? 

A PCBU has a legal obligation to ensure compliance of WHS laws and regulations! 

Why did the regulators (both SafeWork NSW and SIRA NSW) allow this to happen and chose to target the compliant employee, the victim of WHS violations and workers compensation fraud, instead? WHY? 

Prior to the updated certificate of capacity with psychological guarding recorded, Rena Christmann informed the SafeWork NSW inspector that industrial relations is separate from workers compensation, to justify yet another IME, after only three months from the one full of innuendos (the one on 23 July 2020, under workers compensation “process” for CCI). See http://mystory-myvoice.blogspot.com/2025/06/a-doctor-full-of-innuendo-lies-and.html.

The national manager of employment relations and SAFETY was desperate to achieve her illegal goal, in attempt to write me off, in suspected collusion with another paid unethical “practitioner” to do so. 

But so many were colluding: the RTW coordinator, WHS and Wellbeing manager, the NTEU including the branch president, the senior claims specialist and Catholic Church Insurance generally, and in time, SIRA NSW, and my local state MP. 

I also proved the NSW police don’t care and ultimately victim blame, the registrar at the local court was dismissive of my APVO application as per advice from the police, fobbing me back to the Fair Work Ombudsman who were the ones who advised that I go to the police in the first place. WOW. 

This entire thriller nightmare, also proves that the massive lack of cohesion between industrial relations / employment law and workers compensation law is a big loophole that allows such perpetrators to exploit and abuse, in serious adverse action. 

In time, I wasn’t just a ping pong ball between SafeWork NSW and SIRA NSW, the employment and workers compensation lawyers started treating me like a ping pong ball too. ENOUGH. 

All because a SafeWork NSW inspector was not there to play he said she said, and because the NTEU sacrificed me and my legal workplace rights as part of enterprise bargaining negotiations. 

I feel sick at the unconscionable conduct of so many people. 

On 26 October 2020, in a consultation with my nominated treating psychologist, it became clear to us that Rena Christmann made contact without my consent. I provided a copy of the updated Certificate of Capacity that had a note of “psychological guarding, national manager, employment relations and safety - HR Directorate”. 

But the NSW regulators allow this psychological terrorism and workers compensation fraud from some key stakeholders, to happen! For how long SafeWork NSW and SIRA NSW?!

This post is based on document 116.

Reading 

Given how serious and severe the psychological violence has become, seemingly normalised in Australian workplace organisational cultures, we need to call it out and speak more openly about what’s truly going on.

For me I’ll openly say it. Shame on the Minns government for perpetuating such psychologically violent organisational cultures, shame on SafeWork NSW for not taking it seriously for years and also victim blaming vulnerable and frightened employees, shame on NSW State Insurance Regulatory Authority and NSW Department of Customer Service for repeatedly refusing to enforce compliance on ALL key stakeholders who choose to commit the crime of workers compensation fraud. 

In my case, it’s a self-insured employer, withholding weekly payments, as a continuation of the most diabolical adverse action. The self-insurer also refused to cooperate to implement the agreed injury management plan, despite my beyond reasonable efforts to get cooperation, communication and collaboration. 

But the bigger shame is on the regulator, NSW State Insurance Regulatory Authority, who failed to enforce compliance on these key stakeholders, for years! Why SIRA NSW? 

There’s no reasonable excuse. There’s no excuse!

Trigger warning: for anyone targeted in workplace psychological violence, the article below is to be read with caution. The case studies can be distressing for anyone who’s been a victim of workplace organisational abuse. It was very difficult for me, as I read it, isolated and alone. 

Because I’m still being mobbed. Mentally healthy workplaces indeed, SafeWork NSW. Or rather, the latest campaign : Irreplaceable. That message is not protecting the target victims, in action. It’s just another “slogan”.

Shallcross, L. and Bland, S. (2025). ‘Silent wounds : Unmasking emotional abuse and psychosocial risks in Australian organisations.’ In J. Vveinhardt. (Ed.) Breaking the cycle : Insights into violent and aggressive behavior - from personality traits to social movement. DOI: 10.5772/intechopen.1009152. [Open access chapter] : https://www.intechopen.com/chapters/1214609

NTEU - more betrayal & gross negligence - October 2020

“Our lives begin to end the day we become silent about things that matter.” 

Martin Luther King Jr.

On 8 October 2020, I completed a National Tertiary Education Union Workplace Issue Form and emailed it to the NTEU branch organiser. 

I tried every approach I could find, to get help from my union, since they neglected to have an introduction meeting with me. Silence again.

NTEU Workplace Issue Form - a screen shot of my submission

On 16 October 2020, I emailed the NTEU branch organiser again, begging for a meeting, urgently. I received more silence and neglect. The union were intentionally ignoring me and not applying their policies and agreement with me, as a member. To quote my email:

“I need to finally organise a meeting to discuss how the processes work Eg. how the union assists etc. and to look at my case, to be informed of my rights and what actions I can take. I’m mentally, emotionally and financially exhausted…”

NOTHING. SILENCE. DELIBERATELY IGNORING ME. 

The National Tertiary Education Union take membership fees and agree to collude in wage theft via workers compensation fraud, omitting and withholding important information about legal entitlements under workers compensation. The NTEU also allowed the cause of my claim, the national manager of employment relations and SAFETY, to continue harassing and stalking me through ALL MY ACCRUED LEAVE ENTITLEMENTS OF TWENTY YEARS. 

Complete theft of everything I worked for ethically and honourably within the university community. That’s coming up in the next post. I’m completely traumatised at the level of abuse and offences WHS duty holders committed, all because I requested some agreed boundaries for a safe work environment. That’s all I asked for! But every agency and individual agreed to go along with it, and let it happen. WHY?

The NTEU agreed to ostracise and mob me too, allowing the CRIME OF FRAUD AS WAGE THEFT TO OCCUR, FOR A QUARTERLY FEE. 

On 27 October 2020 I received NTEU communication about the upcoming enterprising bargaining. I wasn’t an object to be sacrificed as part of the negotiations, for the NTEU. I was not a bagraining chip for the NTEU. This all applied to me too and I had a right to a voice and a right to advice and information as a member, of which were withheld, to disadvantage me. 

The NTEU email and "message" - the NTEU agreed to isolate me and omit informing me of my legally owed benefits and rights under WHS and workers compensation laws and regulations - Who were the NTEU "in solidarity" with? It wasn't with its members.

 

The NTEU were there to fight against wage theft and harassment, not be coerced by senior executives of the PCBU, to allow it to happen to a member. See also Prohibited Workplace Surveillance - http://mystory-myvoice.blogspot.com/2025/07/prohibited-workplace-surveillance.html.

This post is based on documents 109-110 and 113.

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Some reading: 

Menzies Research Centre. (2025). ‘Unions Inc: The corporatisation of the Australian union movement.’ [Online] : https://www.menziesrc.org/latest-reports-and-submissions/unions-inc

“In the nearly 20 years for which records are available, since 2006-07, Australian unions have pocketed a grand total of $528,769,384, from worker entitlement, training and superannuation funds identified in this report.”

Unmanaged psychosocial hazards - October 2020

"The opponent is wise. Whenever he can, he makes use of the easiest and most effective of his weapons: gossip. It doesn't take much effort to use it because others do the work for him.” 

Paulo Coelho in The Manual of the Warrior of Light. 

On 8 October 2020 at 3:36pm I sent an email to the WHS and Wellbeing manager. 

The subject was: the claim # - updated certificate of capacity (with psychological guarding from the national manager of employment relations and safety). 

I wrote:

“…Now that the harassment must legally stop from the individual in this role, I can focus entirely on my health and wellbeing. However, if no one provides the support I need, now both financial and a legitimate return to work plan to return to my professional role, I'll have to return full time on 2 November 2020. I'll inform my health professionals of this also. I've been inconvenienced for long enough and the initial workplace hazard was never addressed. At best, it's been a waste of time for me and I'm not going to be inconvenienced by a broken compensation system either. I've been deliberately marginalised and isolated for too long, but I will not be displaced as well or suffer financial hardship. 

I’ve been gossiped about, slandered, judged, discriminated, harassed, violated, disrespected, offensively labelled, demeaned, humiliated etc. My intelligence has also been insulted and I've been denied input and respectful communication to return to work in a safe environment. I've had enough. 

I'll go back to the toxic hazard that was never investigated and minimised, if not eliminated, but in the injured state I'm in because of the serious injuries caused by HR executives. They all failed me the one time I asked for support. They've wasted resources, time and caused greater health, wellbeing and safety issues. I'll go back full time, in the same environment… [The university] have wasted my time for trying to reasonably resolve a SafeWork issue. 

…I prefer to go back to work and be a voice for a safer, more ethical organisation & I'll join the relevant committees to make it happen. This is better than be another broken human being in a broken system. I'm not too broken, l'm definitely not ill, but stubborn and resilient. Real empathy does not equate to weakness or illness, a great misconception that needs to be corrected. And I'm also not another number. Behind "the system" are human beings. If people don't give up from all the bullying, they give up because of "the system". How unjust, inefficient and expensive. 

If I can share a brilliant quote from a book by Paulo Coelho, the renowned Brazilian author: "The opponent is wise. Whenever he can, he makes use of the easiest and most effective of his weapons: gossip. It doesn't take much effort to use it because others do the work for him. A few misdirected words can destroy months of dedication, years spent in search of harmony. The warrior of light is often the victim of this trick. He does not know where the blow came from and cannot prove that the gossip is false. Gossip does not allow him the right to defend back at his opponent. The warrior of light is not a coward." (Coelho, in The Manual of the Warrior of Light, p. 128). 

I'll also forward this updated certificate of capacity to CCI. The first action in my letter to you was easier than expected, when given the right information. It's done…please support me to return to my work.”

Later that day, at 6:21pm, I emailed the senior claims “specialist” (?) at Catholic Church Insurance with the updated certificate of capacity that included the special request of psychological guarding (see http://mystory-myvoice.blogspot.com/2025/08/enter-unsafework-nsw-that-rtw-plan-i.html). I had not been appointed another case manager since about July / August 2020. 

“Please find attached an updated certificate of capacity... The special consideration includes a note that requires I have psychological guarding from the individual who was still harassing me, by listing the position title on the certificate. It is now a legal requirement that this individual does not contact me again. I spoke with [my NTD] to extend the inability to work until Friday 30 October 2020, allowing me enough time to now properly focus on my health and wellbeing. I have also sent this certificate to [the university’s] Manager, WHS & Wellbeing, because I need to ensure I am guarded for safety and wellbeing and to now have a return to work plan communicated with me. Please communicate with [the WHS & Wellbeing manager] so we can organise a RTW plan…

… it's been very difficult for me to have endured slander from those few at my work during this time (mostly from HR people who don't know me and have deliberately isolated me) and then have all this independent assessment of my "health" without having ownership or being part of the conversation, when it is regarding my health. I know the compensation system is broken and I never wanted to rely on this. All I needed were reasonable adjustments to ensure I could function in my work in a safe environment. The environment is still a psychosocial hazard. There was no risk assessment done whatsoever. Just harassment and bullying directed at me.

… I also informed [the WHS & Wellbeing manager] if I don't have support soon with a RTW plan and I am not financially compensated so I don't face this hardship as well, I will return full time to the same environment I left on 2 July 2019. I will do so on 2 November 2020… I am resilient and I persevere, determined to be a voice in my workplace… to ensure a safer, respectful and ethical place to work and study in. Now that the harassment must legally stop as per special consideration on the attached certificate, I can return to my pre-injured state quickly and fairly.”

I repeat a 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."

Catholic Church Insurance were fully informed and aware of all this serious misconduct and WHS violations from the PCBU. I WAS DELIBERATELY IGNORED BY THE SENIOR CLAIMS MANAGER FROM CATHOLIC CHURCH INSURANCE.

Why would they do this rather than comply with WHS and workers compensation regulations and ensure I recover in my job? It would have minimised the risks, financial damage and liability CCI agreed to cause! They must have assumed I was an easy target to destroy. How immoral and evil. 

Catholic Church Insurance have proven to be the most immoral insurers in an already abusive and corrupt system. The hypocrisy and moral betrayal of the Catholic Social Justice principles and Catholic ethos and values is the most harmful of all. 

But the NSW STATE INSURANCE REGULATORY AUTHORITY have gone out of their way to allow this self-insurer workers compensation fraud to happen for around five years! Why? 

It’s in the public interest that we all know the truthful answer to this question. 

This post is based on documents 104 and 108. It displays adverse action for requesting generally protected workplace rights, privacy violations, deception, workers compensation fraud 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.

———————

Further reading from regulators, NSW Government and even a fob off to the Fair Work Ombudsman (and we saw how that turned out for me. There’s more to come. See http://mystory-myvoice.blogspot.com/2025/07/apvo-court-registrars-response.html).

Legal obligations and rights

https://www.nsw.gov.au/employment/mental-health-at-work/legal-obligations-and-rights

Enter unSafeWork NSW & “that” RTW plan I drafted - October 2020

“I’m not here to play he said she said.” A SafeWork NSW inspector 

On 7 October 2020, I emailed the Manager (WHS & Wellbeing), regarding an updated certificate of capacity, that recorded Psychological guarding from the National manager of employment relations and safety, HR Directorate. I asked him to keep me safe. He didn’t. He chose to be complicit in reckless conduct too.

I wrote:

“I’ll be sending an updated certificate of capacity tomorrow with certain instructions. Finally I’ve had some explanation on how documents like Certificates of Capacity work.

Can you also inform me if there’s a RTW plan / program you can send me…

I have been away from my work (not by choice, and others may be reading this private email I send you, I suspect, but I’m not sure), since 2 July 2019. I went in on 5 August 2019 to meet with the Associate Director, Client Services, Library to report the bullying and harassment. The “system” is very frustrating because it’s broken. Also, I can’t change what I’ve been put through, what’s happened is what it is. But I need a team effort and clear communication for positive steps forward to ease me back into my role.”

Certificate of Capacity with psychological guarding from the national manager, employment relations and safety / HR directorate - signed 8/10/2020 - but too late and not respected by the self-insured employer 

 

That information came from the SafeWork NSW inspector. But I’m disgusted that the “job title” of the perpetrator is recorded. A person doesn’t need psychological guarding from a non-human job title. They need psychological guarding from the named individual in that job title. 

How much longer are bullies and abusers in the workplace going to be protected for committing WHS violations and engaging in reckless conduct? If such individuals repeatedly refuse to behave reasonably and comply with WHS codes as duty holders, and instead, do what Rena Christmann did, the best deterrence is to name the INDIVIDUAL that an employee requires psychological guarding from, on the medical certificate of capacity. 

Let’s see if employers violate WHS codes, laws and regulations with that on record. Let’s reduce WHS violations, along with a need to make workers compensation claims and having to record psychological guarding from WHS duty holders. 

I had organised a teleconference with the WHS & Wellbeing manager and the SafeWork NSW inspector, to devise a “RTW plan”. I was so confused with what was going on, because information I had a legal right to know, had been withheld from me. Information, along with legal entitlements, weren’t only deliberately withheld by HR and the WHS duty holders within the PCBU, but from the National Tertiary Education Union, as a member. 

The SafeWork NSW inspector commented that it was an odd way of doing things. Did she think why? She was abrupt with me as to working it out with my GP. With Covid lockdowns, I only had sporadic 10-minute telehealth sessions and it wasn’t easy for overworked GPs. The PCBU, Catholic Church Insurance and the NTEU omitted to inform me that allied health professionals were given authority by SIRA NSW, to submit subsequent certificates of capacity, after the initial one from the GP. 

I found out on my own, through my own research, and all of it, too late. 

I called SafeWork NSW to be protected from bullying, harassment and stalking and for them to save me from an unlawful motive. I thought that’s what SafeWork NSW were meant to do. 

Did the SafeWork NSW inspector reflect on why the psychological guarding recorded on my certificate of capacity against Rena Christmann? 

What’s worse, the SafeWork NSW inspector was communicating with the very perpetrator, treating her like royalty (because of her job title, as written on that certificate of capacity), and me, the abused target, was treated like shit. I, the frightened employee, who reported this abuse to SafeWork NSW, so they use their power and authority to stop the abuse, was further bullied and grossly neglected and harmed by SAFEWORK NSW. 

In between conversing with me and the perpetrator, the SafeWork NSW inspector shocks me with yet more words I’ll never forget. 

“I’m not here to play he said she said.” 

But she did. She took the word of a pathological liar, the perpetrator, over mine. Also there is clearly no “he said, she said”, given the evidence I provided to SafeWork NSW at the time. To this very day, SafeWork NSW couldn’t care less to view those records, including my attempt to take out an APVO. 

I’m about to become a soccer ball, kicked around between SafeWork NSW and SIRA NSW, in sick pleasure. It’s obvious to many people that something stinks in all this. Is it a “broken system” or “systemic design” to abuse and break people? 

SafeWork NSW are liable for causing WHS risks, rather than what they advertise to the NSW Public they do: take WHS violations seriously, conduct legitimate inspections and ENFORCE WHS COMPLIANCE. 

And we’re back to telling abused women, “I’m not here to play he said she said”, are we? 

SafeWork NSW victim blames! That inspector also kept comparing me to other cases and individuals that had nothing to do with me or the psychological terrorism happening in the university sector! She judged me based on her own “baggage” and it cost me everything, for years! 

How dare SafeWork NSW staff treat frightened workers with degradation, disrespect and lack of empathy and understanding! 

Is the entire government “system” a failure, negligent, dishonest, and disassociated from humanity and what they are meant to do to protect workers?

The rude behaviour from the SafeWork NSW inspector is indescribable. It was very harmful. 

Here’s something else the RTW coordinator had deliberately withheld. It was provided to me during the teleconference with the WHS & Wellbeing manager and the SafeWork NSW inspector: a form to obtain signed consent from the employee to contact the treating doctor. This was never provided to me until this meeting in October 2020. The RTW coordinator would continue to not cooperate, never contacting my treating professionals as per her legal responsibility, duty and RTW obligations. 

Furthermore, with what right did Rena Christmann, who I had attempted to legally restrain, contact my treating psychologist, without my signed consent? It was harassment to cause distress and make me feel unsafe even in this personal space. This is the new form of workplace abuse: GASLIGHTING on a whole new and extreme level!

Now I have in my possession the form I was meant to be provided with months earlier, regarding signing consent for the RTW coordinator to communicate with my nominated health professionals. 

I’ll conclude this post with a screen shot of the RTW Plan I drafted, but the DUTY HOLDERS HAD NO INTENTION OF COOPERATING TO IMPLEMENT. 

Return to Work plan that I drafted but the PCBU refused to stop the serious abuse as adverse action and cooperate to implement as per legal obligation and Injury Management Plan agreement

The above image is a redacted version of the RTW Plan that I drafted. But the employer and self-insurer had no intention of cooperating and complying with either the injury management plan agreement or any RTW Plan, including this one. 

I put these ideas together to begin with, but I had no idea what a RTW plan was meant to look like. There was no communication from the RTW coordinator to help me, nor from the WHS & Wellbeing manager post our tele-conference with the SafeWork NSW inspector, nor was any contact made by the RTW coordinator with my NTD, as per injury management plan agreement. Catholic Church Insurance never replaced the case manager, if, indeed, she had left CCI. 

The WHS unit had no intention of implementing a RTW plan aligned to the injury management plan. 

What they did plan is yet another hostile IME and revealed a 7 page report of twisted false statements by that very disturbed “practitioner” Deepinder Miller, from 14 November 2019, on a non-existent consultation. This document is evidence of MEDICAL FRAUD. We’ll leave that incident for another post. 

SafeWork NSW would continue to cause more harm in gross negligence from hereon. 

How does SafeWork NSW’s own attitude and conduct achieve mentally healthy workplaces? IT DOESN’T. 

This post is based on documents 106-107 and 122. It displays adverse action for requesting generally protected workplace rights, privacy violations, deception, workers compensation fraud 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.

_______________________________

 

SafeWork NSW. (updated 2021, May). ‘NSW mentally healthy workplaces: Strategy to 2022.’ NSW Government. Online: https://www.safework.nsw.gov.au/__data/assets/pdf_file/0006/362274/NSW_mentallyhealthyworkplacesstrategy_2018_22.pdf 

I emphasise for the reader to notice the photographs of "happy" workers, and my horrific experiece that proves that even SafeWork NSW and its inspectors, that should model a mentally healthy workplace, don't. I'm still in shock with what happened. I know I’m not an isolated case. People need an opportunity to speak up and voice their traumatic experiences. 

Oh look, below! More SIRA NSW guidelines, a regulator that is either too incompetent or corrupt to enforce regulations mentioned in the guidelines. 

 

Guideline for workplace Return to Work Programs - https://www.sira.nsw.gov.au/resources-library/workers-compensation-resources/publications/help-with-getting-people-back-to-work/guidelines-for-workplace-return-to-work-programs 

"Employers must comply with these guidelines, which are made and enforced by the NSW State Insurance Regulatory Authority (SIRA), under section 52 of the 1998 Act."

Here is a link to section 52 of the Workplace Injury Management and Workers Compensation Act 1998 (NSW).  https://legislation.nsw.gov.au/view/whole/html/inforce/current/act-1998-086#sec.52

And what does SIRA NSW do in practice? NOTHING. What they do instead is torture and financially abuse the compliant worker, for almost 5 years, since the date a complaint was submitted, and then try to cover up the gross negligence with a fake inquiry. The NSW State Insurance Regulatory Authority are the biggest abusers in this scam, subjecting customers to years of fraud and psychological terrorism, with their customers’ own tax contribution. 

THIS IS WHAT THE NSW PUBLIC IS PAYING FOR. WE ARE ALL PAYING A HEFTY PRICE.

My personal story - Part 7 - St. Mary’s Star of the Sea

“I want to be the best version of myself for anyone who is going to someday walk into my life and need someone to love them beyond reason”.

Jennifer Elisabeth

Virtus Scientiae Corona - The Virtue of Knowledge is the Crown

My first four years in high school were good years. I went to St. Mary’s Star of the Sea, the Catholic high school in my suburb. 

I have good memories of those years. I’m still in contact with friends going back to our high school days, some even going back to primary school. Many have become kind, strong, caring women. Socially just women. 

One of my fondest memories was of Bishop David Cremin, who resided in the Presbytery of St. Michael’s church next to the school.

I remember the morning greeting ritual. As my friends and I arrived at school, we’d sit in the schoolyard and chat. Bishop Cremin would ride his bicycle through the schoolyard and stop to greet us, with his down-to-earth Irish humour. He was the coolest bishop I’d ever met. He was kind, funny, and compassionate. 

Fast forward, years later to 2009, at St. Mary’s Cathedral, for a Graduation Mass. I was graduating, along with my brother. I was being awarded the Graduate Certificate in Higher Education and my brother, the Master of Religious Education, both from the Australian Catholic University. 

I was so happy to see that Bishop Cremin, my dear bishop from those high school days, was presiding at our Graduation Mass. 

He had the same Irish humour, same down-to-earth nature that I remembered from my teenage years in high school. He still called the Bishop’s mitre, his “party hat”. “Just let me put on my party hat.” I smiled. Yes, that’s Bishop Cremin. 

And then he started his homily with this, “Someone once told me that a homily must have a good beginning, a good ending, and the two must come together quite quickly.” 

He hadn’t changed a bit. There’s nothing more comforting than an approachable bishop. Someone who cares about the flock. A bishop who cares about his flock’s suffering, their adversities, their sorrows, their despair, their fears, their joys, their families, their hearts, their souls. And that’s how it should be. That’s how it was intended to be from the foundation of Christianity. 

I had amazing teachers, like my history teacher, Ms. Thompson. We had an amazing principal who epitomised for me what authentic leadership was truly about. Ms. Hudson was down-to-earth, kind, fair and inspired us to be true to our values. She was supportive of girls who spoke up against social injustice. Ms. Hudson modelled what women in leadership was meant to look like. And like many authentic and socially just leaders, she ultimately suffered for it too, as would some of us I know about, myself included, decades later. 

If you demonstrate authentic leadership, the biggest risk you’re taking is to be silenced, cast out, defamed, shamed, slandered, mobbed and discredited. But would any of us choose to conform to unethical conduct, or compromise our values in caring for the dignity of the human person and common good? If we did this, we wouldn’t be authentic leaders. 

The most difficult thing I tackled in life were narcissists. I’ve already written a post describing some of this harm - see http://mystory-myvoice.blogspot.com/2025/06/my-personal-story-part-6-early.html. 

At this time in my life, growing up, to escape such toxic behaviour, I loved reading and stories, music, dance and animals. I loved to learn and to write. I was very focused on my schoolwork. All this was my escape. I kept away from gossips and toxic people (as best as I could, given I was only a child and couldn’t always escape from it), I helped those I could and spread kindness where it was welcomed. 

I found it amusing when one of my high school teachers told me the school staff nicknamed me St. Vicki of Bourbous. There could be worse ways to be remembered. I’ve written another post about how my parents raised me, to respect and be obedient to my teachers. They also taught me to value education. These virtues, along with my nature of being reliable, conscientious, my love of reading and writing, supportive of others and not someone the teachers had to worry about, both academically and behaviourally, I can see how I earned that nickname - see http://mystory-myvoice.blogspot.com/2025/01/my-personal-story-part-1.html.

At our year 10 graduation awards night, Ms. Hudson surprised me with something I never expected. She had a special award presented to me that night she called the Principal’s award. I remember Ms. Hudson saying all these nice things but not who it was about until the end of her speech. I was honoured when she revealed it was me. I’m moved to this very day by her kindness and really seeing us for who we were. I wasn’t going out of my way to be someone I’m not. I was just being me. 

My friends still with me know this. At the time, it was difficult to believe all the beautiful things Ms. Hudson said, because many times, I was hearing the exact opposite in my personal life from toxic narcissistic people. As a teenager, it’s easy to believe the lies. You don’t have the life experience, the maturity and wisdom, not to. 

How people perceived me was not how I perceived myself. Only now, in hindsight, do I realise how damaging it was to be surrounded by toxic “relatives” growing up. It blinded me from seeing who I was. It blinded me from seeing my true potential.

Ms. Hudson’s acknowledgement reminded me that it’s your actions that show who you are. Not words without substance. And when words are used, it’s a choice to use words for kindness, respect, inspiration and empathy or to use words for vexatious or malicious purposes. It’s always a choice. 

It was only a few years ago that I learned from a friend since those high school years, that Ms. Hudson passed away from breast cancer. I felt immense sadness. In Ms. Hudson’s memory and legacy of authentic leadership, I hope that I have become someone she’d be proud of today, as she was in her speech and award presentation that night at year 10 graduation. 

I haven’t included photos in this post because they’re all at my mum’s, my family home. I haven’t been to my family home in over a year, because of something that was caused by our elected state representative for Kogarah, Chris Minns. That’s the professional part of my story that I’m writing about, and the greater fight to end social injustice and hypocrisy. 

It pains me, however, that my dear mother had to watch her daughter be harmed and betrayed by our elected member of NSW parliament. Sometimes even when I want to get away from narcissism and, more broadly, dark triad personalities of narcissists, Machiavellians and psychopaths, I can’t - especially if there is power imbalance and suspected political interference involved. 

I just want such politicians to get out of my way, out of my life, and, let’s face it, out of the Kogarah electorate community, my community. The problem with dark triad personality types is that they believe themselves to be above the law and they have no boundaries.

I know my mother is praying for me, and for this evil encounter of structural violence, to finally go away and leave me alone. 

Let’s be real. It’s another example of misogyny, another example of many men’s poor behaviour towards women. This is something that has been normalised in our society, and it must stop. 

Perhaps, in a later post, I’ll share some photos and memories from my high school years - once the systemic, structural and gender-based violence finally stops, along with the crime of self-insured employer fraud, as immoral and illegal adverse action. It is wage theft to the extreme. 

Today is the Feast Day of the Dormition / Assumption of our Blessed Holy Mother in Heaven.

St. Mary, Star of the Sea, pray for us. 

WHS and Wellbeing manager negligence - October 2020

“Remember, a fact is a fact, no matter how hard the liars amongst you might try hushing it up.” Billy Childish

On 6 October 2020, I also posted the claim form to the WHS & Wellbeing manager, because I no longer trusted the Return to Work coordinator. Enclosed was also a letter of complaint. I wrote:

“This is a letter of complaint regarding the management of my workers compensation claim. It has been almost five months and I have not had any form of communication from [the RTW Coordinator] regarding a return to work plan. I have remained isolated and marginalised and I continue to be exposed to the harassment and intimidation from Rena Christmann that poses a threat to my safety and wellbeing. You may recall I called you when I first made a claim and you referred me back to [RTW coordinator] who knew more as she was managing my case. I’m not sure if it is due to incompetence, negligence or she’s also been bullied by Rena Christmann in some way (I wouldn’t be surprised), but you must take over this case now as Manager, WHS & Wellbeing. It has become very serious and I depend on your responsibility for the legal obligation the organisation always had for my safety and wellbeing.

I therefore send you the worker’s injury claim form that should have been processed months ago. I only found out because I made enquiries with WIRO. A WIRO consultant sent it to me, which I immediately completed and emailed to Catholic Church Insurance. I also attach my last two emails to Catholic Church Insurance because their delay is now going to cause me financial hardship as well. For serious safety and privacy reasons, I did not add my details on the express post envelope as the sender. But I will have tracking confirmation that it was delivered.

I am going to provide you with a summary of the hell I was put through by HR executives… Read this carefully and take it very seriously… I will also be contacting the SafeWork NSW [inspector] I had spoken to a few weeks back, to liaise with you regarding my case.

I officially reported the bullying on 2 July 2019. The negligence of Library executive astounds me. I didn’t go to HR. I was fobbed off to HR with no communication or understanding what I needed to do via established procedures. The alarm bells went off regarding … adverse action began around October 2019 when I received a letter from [the HR associate director]…She just kept copying and pasting the same Enterprise Agreement clause to go to an IME without any meeting to discuss her reasons. Believe me, I tried…It’s all documented. My full-time job since July 2019 has included collecting all the evidence that reveals my intended outcome as opposed to theirs. That clause seems to be the go to line as a scapegoat to avoid their legal obligation to take bullying complaints seriously and instead, take adverse action against the victim.

Moving forward to March 2020, in a “dispute” resolution, Rena Christmann takes my advocate to another room (an “unorthodox” decision, more aligned to a calculated plan), to present a text message from 6 months prior that I’d sent in confidence, part of a string of communication, to the staff campus minister…, for support. Apart from having no recollection of that message when my advocate told me later, why was my private communication in the hands of HR without my knowledge or permission? I went back that night and retrieved the entire communication, to find the one taken out of context, and entirely irrelevant to my work issue…

…my family became fired up for the privacy violation that implicated them in a work-related matter. They chose to make their own complaint of all the harassment [they] tolerated from [the manager] over a number of years, the worst one was coming into our home the morning after my dad’s suicide and ambushing my mother, out of all people, harassing her as to when I would be expected to return to work because it was a busy time of the year. 

There are other incidences. Some of my own include having her call me for work-related matters when I had serious respiratory issues because I pushed myself so much at work I ended up with pneumonia; Or the time I had to take one day carer’s leave end of 2018 to take care of family and liaise with doctors in hospital. The usual my “obligation to the university” and “can you come in for half the day” and “family is affecting my work” was said. This is a pattern of behaviour that I haven’t been the only staff member to have experienced.

Moving on, Rena Christmann has sent a threatening email, to my family with intent to intimidate, with all the big wig lawyer “stuff” in an attempt to silence them in case they go public with how [the university] handles serious complaints from the community. 

(NB. I wasn’t disputing anything. I made a complaint of workplace bullying and harassment and discrimination and expected a risk assessment to eliminate such psychosocial hazards for a safe work environment. For all the staff, but especially for me because I was on the verge of collapse when I finally had to explicitly ask for support on 2 July 2019).

About 6 weeks later, I come back with a new employment lawyer, catching them all off guard. The last letter to my employment lawyer from Rena Christmann had serious lies, that my team felt afraid and in danger around me. That would be laughable, had she not made a claim, in this letter, that she can produce a statement signed by my team. A falsified document is yet another very serious thing. Only by coercing and threatening the staff, could this happen (and where’s the confidentiality in my case if she did something so immoral, not to mention it would open up a bigger can of worms for the organisation, if she’d do this), or, most likely, she would just have a fake document produced. It was this very serious threat that made me so distressed and traumatised I immediately applied for workers compensation on the advice of the lawyer. I had actually sent her a text message asking if it was safe to open her email because I’ve been relentlessly harassed and bullied by HR (note: see http://mystory-myvoice.blogspot.com/2025/04/dangerous-psychopathic-letter-2020-part.html)…There is definitely a dangerous individual here, and it’s not me.

Even though I explicitly demanded she leave me alone, she ignored my demand. I forwarded the last email to my psychologist and deleted it from my account. I nearly ended up in an argument with my psychologist in my distress because it seems Rena Christmann is still demanding an IME (BTW. I’d already been to one organised by the employer, and it was terminated by the “practitioner” within 5 minutes, probably feeling threatened by all my questions to understand why I was there. I had a support person, a witness…). Rena Christmann has continued to harass me and even my family…

The advice of a WIRO consultant is to immediately apply for a stop bullying order against Rena Christmann… (NOTE: see http://mystory-myvoice.blogspot.com/2025/05/the-unfair-work-commission-denying.html why that would fail and be more abuse towards a target). I had a right to personal leave, whether carer’s, sick, or compassionate, but my personal privacy and boundaries were repeatedly violated by my manager... My work was affected from 2017, by a poorly implemented restructure that ultimately left me exposed to more of her bullying, harassment and discrimination, but now I was being bullied to do this to my team. I’ve been through hell because I’ll never do this to anybody…

For now, I’ve blocked emails from Rena Christmann, both from her personal [university] email and the HR-notifications one, to my gmail. Please be aware of this, it’s the only way to stop her sickening harassment. I also inform you of this action in case she tries to use her “power” in other threatening ways toward me. I request you make sure she respects my request to leave me alone now, and HR executives are to NEVER disrespect, threaten, intimidate and harass my family again. Otherwise my family may have no choice but to publicise how this university handles serious complaints from members in the community…

Not only did they cause tension in my family, it placed their health and wellbeing at risk too…

I think, in time, my family are owed a formal apology (at the very least), for having being dragged into a work-related matter of mine in such an immoral way. The mission of the university includes a commitment to the dignity of the human person. The university tore shreds off an entire family’s dignity. How are they going to repair this damage, restoring my dignity and extending this courtesy to my family, implicated unfairly and unethically in desperate attempts to destroy my career? Whoever heard of such a thing?

If someone can show me a clause in my employment contract where it states I’d be playing strategic war games, my mistake for missing it and signing the contract… I’m sure there was no such clause. I’ve also made enquiries with NTEU because there has been suspicion that my personal email account has been intercepted, which is prohibited by Workplace Surveillance legislation. I’ve been isolated, marginalised and denied a support network for too long by manipulative tactics of Rena Christmann, [the associate director and director in HR]…

Can you identify any of the values and SafeWork practices [the university] boasts about in its brand and image in this entire case? As I mentioned in an online union meeting in August, the upcoming VC needs to begin by restoring the integrity [the university] once had.

I need to return to my job in a safe work environment free from such a toxic nightmare, and so I can do my job with dignity once more…

By Friday 9 October 2020 can you please:

• Make the relentless harassment and threatening emails from Rena Christmann stop. Escalate this matter, speak to the relevant people, but make it stop…There have been serious breaches in WHS & Wellbeing laws, privacy, discrimination, and generally, human rights beyond employee rights under general protections in Fair Work legislation. The reason for repeated Certificates of Capacity of not being fit to work is due to the gaslighting, manipulative tactics of Rena Christmann. According to my psychologist, I should be focused on my health and wellbeing. That’s been impossible because I keep getting harassed, victimised, intimidated and I live with trauma, feeling paralysed with fear. I don’t feel safe because of this person. I demand that [the university] respect my request that she is to stop bullying me... I need confirmation by Friday.

• Escalate the decision regarding financial compensation from Catholic Church Insurance and communicate with me regarding a return to work plan. Make sure I am not in financial distress because I have used all my leave entitlements in my attempts to be fair to [the university] and to the insurer and to everyone. And the return was a serious denial of my human rights, immoral actions and inhumane treatment.

• Take over my case and communicate ethically, honestly and respectfully with me for my goal to return to work…this issue regarding my health, safety and wellbeing has become urgent. On my part I will contact SafeWork NSW’s consultant who offered to assist me, if needed. I will ask her to liaise with you.

• I need to reconnect with colleagues who value and respect me as I respect them. I have been in solitary confinement long enough. As I had mentioned to a manager of staff campus ministry whom I asked for pastoral support and was ignored: What’s my crime, my integrity? I’d rather this persecution, judgement and injustice than be bullied to do my job in an unethical manner.

Please call me on Friday to give me an update…I can’t email you until I have confirmation regarding my email account being intercepted. Rena Christmann has proven she is capable of anything…You are responsible for my safety and wellbeing as the manager of WHS & Wellbeing. Everyone else has been extremely negligent or unethical. Please cooperate and communicate with me as I have been willing to do all this time. To date, I have been the only one making an effort. I need support and to feel safe.

Kind regards, 

Vicki”

The WHS & Wellbeing manager was reckless and grossly negligent as a WHS duty holder. 

So was the SafeWork NSW inspector. That experience was degrading and horrendous. To be continued in the next post. 

Below is the claim form enclosed in the express post envelope addressed to the WHS & Wellbeing manager. To this very day, the employer details section is blank. 

The self-insured employer is withholding my legally owed weekly payments. They are committing fraud. 

I have been committed to the university, its Identity and Mission, in my employment since 2001. And stealing everything I worked for in fraud as wage theft and entitlements, is how I’m treated in return. This is the Vice Chancellor’s commitment to the dignity of the human person and common good. 

This post is based on documents 103a-104. It displays adverse action for requesting generally protected workplace rights, privacy violations, deception, workers compensation fraud 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. 

Document 103a

This was in my scanning app. Dated 5 October 2020. It is annotated, addressed to the Return to work coordinator. I sent this in hard copy, express post to the WHS & Wellbeing manager, with a pseudonym for my safety & due to relentless privacy violations from the national manager of employment relations and safety, Rena Christmann. 

The Employer still has not filled in their details to this day - it's incomplete

Reading material:

NOTE: Government agencies love producing their glossy publications. But when it comes to enforcing compliance ON ALL KEY STAKEHOLDERS, the likes of SafeWork NSW and SIRA NSW cause serious harm to the target instead. 

This is what happened in my story. 

I still live in fear. And I can’t live in fear anymore.

SafeWork Australia. (2019). ‘National Return to Work Strategy 2020-2030’. Online: https://www.safeworkaustralia.gov.au/doc/national-return-work-strategy-2020-2030