Interlude - Mrs. Harris goes to Paris

“It’s not sewing. It’s making moonlight.”

Mrs. Ada Harris

A couple of weeks ago I watched the movie Mrs. Harris goes to Paris. 

It’s a beautiful movie that offered me a tiny break from a genre that’s not a movie but my reality: a psychological thriller. (Read my blog posts so far). 

There was something nostalgic and magical about this movie. 

I relate so much to Ada Harris, and some of the other characters. 

The dreamer

Ada Harris was a dreamer. She was determined to save her “pennies” and go to the House of Dior in Paris to buy a gorgeous haute couture dress. 

An elegant haute couture Dior dress was a symbol of dreams: of elegance, grace, style and being visible. 

Set in 1957, it was also a time where societal values included greater respect and dignity, even though society was still recovering from the damage caused by WWII. The movie portrayed a time of hope, brighter future, joy, community and healing.

It was a time of chivalry and manners. Where has this gone? Are we even aware how much our contemporary society has changed in how people treat each other? 

I think a huge contributing factor that causes harm is unrealistic overwork in our jobs and careers, including unmanaged and unregulated overreach by too many toxic organisational cultures. It is unhealthy for individuals, families and society. 

That leads into how most people in our society now meet and date, which I also find risky. See http://mystory-myvoice.blogspot.com/2025/02/my-personal-story-part-2-there-is-no.html.

This movie touched on the theme of work and industrial action. Now, we have a new WHS and fair work issue. It’s worse because it stems from toxic organisational cultures and unethical governance practices everywhere. 

My story is but one confronting reality of institutional betrayal and moral injury. It’s too common. Many of us had to become revolutionaries to stop the harmful organisational behaviour and hold our governments accountable to fix the system. 

Ada Harris was viewed as a “revolutionary” by Madame Colbert. When you watch the movie, you wouldn’t initially perceive her as a “revolutionary”. But she became revolutionary. 

Ada Harris was a dreamer, an inspiration, an honest and kind hearted woman, grounded in values. She needed to find the courage to stand up for what she knew was right and inspire others to do the same. That courage came. 

Paris taught her more than how ateliers construct haute couture dresses. 

Ada Harris was both a dreamer and a revolutionary. 

Kindness taken for granted

For too long, Ada Harris’ kindness and generosity were taken for granted and even exploited by those who thought only about themselves, like Pamela Penrose and Lady Dent.

When Marquis de Chassagne invited Mrs. Harris to tea, he said to her, “You give comfort to those in need without asking for anything in return.” 

“Is that how you see me?” was Ada’s reply. 

In my own life, I do wonder:

Is that how people see me too? 

The pastoral associate at my work said to me once, “Everyone needs you Vicki.” I replied, “Yes, that’s good and well. But what’s coming back to fill me up to keep giving?” This was before I was exploited and defrauded beyond being completely stripped of my dignity by “leaders” in a university committed to the dignity of the human person in the very Mission. 

On her return from Paris, Ada Harris finally said to Lady Dent:

“Them days are over when you can treat people like scum and expect loyalty in return.”

Well done to Mrs. Harris for finally standing up for herself. 

Satre, existentialism and feeling invisible

Natasha, the beautiful Dior model, the “face” of Dior”, felt “invisible”, despite a seemingly glamorous image. She wanted something more than being paraded around like a beautiful accessory, an ornament. She loved philosophy, studying the French philosopher Jean-Paul Satre. She was reading Being and Nothingness when she met Mrs. Ada Harris. 

“Is there another person behind the facade?” Natasha asks at dinner with Ada Harris and Andrè Fauvel, as they discuss the themes of Satre’s Being and Nothingness. 

Natasha finds herself dining with Dior investors as part of her work obligations, or accompanying movie stars to premieres, when she’d prefer to be at home reading a good book. In the evenings, the Dior accounts manager, Monsieur Andre Fauvel, was at home reading a good book from his book collection. 

“Why does he tolerate the fashion house compared to his world of Satre and the intellect?” Natasha asks. 

He remained at Dior because he was secretly in love with Natasha. They had more in common than appearance and perception would allow. 

And so I ask:

Are we what people label us as and perceive us to be or is there more that truly defines us? 

 

A guy I dated had said to me, "I'm authentic and not another so-so and I want to get to know everything about you." But was he what he said or perceived himself to be, and did he truly take the time to find out who I am? 

How I dreamed of love, joy, and some magic in my life, in a world that’s become so farcical and shallow. 

“We need our dreams, now more than ever,” said Mrs. Harris.

Monsieur Fauvel replied, “Perhaps it is you who wishes to be in love. You must attend to your own heart.” 

Very true. But for me, after all I’ve been put through by the “modern man”, who only attends to himself, my dreams have been shattered. It’s been too much reality of how men treat women. Where have kindness and respect gone?

Make the invisible visible

Ada Harris felt invisible. 

She finds that she shares this feeling with Madame Claudine Colbert. It shows how women hold the fort together, sometimes feeling like an invisible woman behind the great man. Good women get taken for granted many times, both at work and in their personal relationships. When will “great” men recognise, appreciate and respect "great" women? 

The “modern man” excels at making a good woman feel invisible. It’s heartbreaking and tragic. I can only talk from personal experience. 

After another betrayal or disappointment, I once asked my dad, “Am I not good enough?” My dear dad said, “No Vicki. You’re too good.” 

Good women are made to feel invisible, only “seen” and there when others “need” something, for their own needs without respecting the needs of the woman they keep taking from. 

“Them days are over when you can treat people like scum and expect loyalty in return.”

The most tragic thing is that I feel the dreamer in me is dead. Can that be resurrected? Brought back to life? Ask each selfish narcissistic man I had the misfortune of meeting. They’ll give you an answer that’s insensitive and focused solely on themselves. 

I despise what our society has become. It’s a dark lonely world for those who dared to dream. 

When everyone takes a good woman’s kindness for granted and makes her feel invisible:

Do something. Don’t snuff out the light of kindness, generosity and the dreams of great women. 

“It’s what you do that defines who we are”

“If they are breaching their own Code of Conduct.

You are not in a safe workplace.” Steve McDowell. 

https://www.linkedin.com/in/steve-mcdowell-471a29184

The quote above was posted by Steve McDowell on LinkedIn. He went on further to say: 

“Rules that are supposed to guide behaviour become meaningless if leadership treats them as optional. 

If the standards they proudly publish don’t apply to those in power, then integrity, respect, and accountability are illusions. 

A workplace that breaks its own promises isn’t just inconsistent. It’s unsafe. 

Pay attention to the gap between what’s written and what’s lived. That gap is where trust erodes, and where harm begins.”

—————

The title of this post is the slogan that introduces the staff code of conduct. Many staff have been loyal and committed to abiding by the staff code of conduct, the mission and values espoused. For me, what’s written is a way of being. 

Once upon a time, the leaders were role models in applying the staff code of conduct. Not anymore. The abuse inflicted on staff, who do apply the staff code of conduct, is horrendous. 

It is called the code of conduct for all staff - does that not include the senior leaders? 

Let’s unpack some of the staff code of conduct for all staff: 

“…It’s your values, action and passion that makes the difference. … We expect the highest standards of social and ethical conduct, and believe all our staff deserve a fair workplace, and treatment with the utmost dignity and respect.”

But leaders are treating those staff who displayed the highest standards of social and ethical conduct with contempt. The VC and senior executives are ostracising and harassing staff, isolating them while engaging in malicious and vexatious actions, defrauding them as though they were slave labour for twenty years, tearing to shreds the staff member’s dignity, and even intimidating and disrespecting family members in greater WHS violations. 

“[The] Mission is central to the University, and informs every area – integrating the dignity of the human person, the common good, and ethical and social justice considerations...

…It complements our policies, employment and industrial agreements, and relevant legislation.”

But the VC and senior executives don’t apply the policies or honour the employment agreement with staff, nor the injury management plan agreement or relevant WHS and workers compensation regulations and other legislation, including privacy and anti-discrimination laws. 

“This Code outlines the behaviour we expect of all our staff and affiliates of the University... We expect our people to take ownership of their actions, and accept responsibility for any inappropriate/unethical behaviour or wrongdoing.”

But the VC and senior executives DO NOT take ownership of their actions, nor accept responsibility for seriously inappropriate and unethical behaviour and extremely serious wrongdoing. They “connect” with other “leaders” in the system, going to extreme immoral lengths to cover up the offences committed, rather than compliance with WHS Regulations and their legal obligation to ensure a safe work environment. 

“Our managers should be modelling proper and principled behaviour in all that they do.

We know that there may be times when you have a question, or experience an issue in the workplace. If there is anything you’re unsure about, please run it by the appropriate person, which in most cases will be your nominated supervisor.”

I DID RUN IT BY THE APPROPRIATE PERSON. AND LOOK WHAT THEY DID TO ME! 

READ MY BLOG POSTS SO FAR. http://mystory-myvoice.blogspot.com/

——

People are not garbage, especially in an organisation that has a commitment to the dignity of the human person in its mission. Where is the commitment and integrity? 

I was all alone trying to figure it out myself. Without mental clarity due to bullying, harassment and discrimination, I couldn’t make the best decision. I was thrust into the realm of HR to be victimised and taunted further. Why aren’t the policies and procedures followed and applied? How does this display zero tolerance for harassment, discrimination and bullying behaviour?

My work was never the issue. Unreasonable and unrealistic work expectations and bullying, harassment and discrimination were the issue. So much for policies and zero bullying tolerance.

I want to go back to my job. I had said repeatedly, I just want to do my job with dignity, in a safe environment, with a clear and realistic workload. Any logical and reasonable attempt I made to resolve this was ignored and I was taunted and harassed. 

In the end:

o How do you put a monetary value on all the additional injury suffered from HR and WHS staff, who also chose to bully, harass, victimise and NOT apply the staff code of conduct?

o How do you calculate the value of having one’s dignity torn to pieces from an organisation that has a commitment to the dignity of the human person in its very mission statement?

o How do you calculate the value of the effects of humiliation, taunting, hostile behaviour, feeling isolated and abandoned, treated like a criminal for requesting a right to a safe work environment?

o How do you calculate the value on the damage from gaslighting, malicious rumours, vexatious gossip, judgement and disrespect from leaders and managers who don’t apply the staff Code of Conduct or the Policy and Procedures for bullying, discrimination and harassment?

I need to finally be truly protected from further bullying and ensure I do return to a safe work environment.

Those who have committed these offences need to be investigated and held accountable. 

—————

This will be my last post on my professional psychological thriller story for this year. I’ll continue to unpack the code of conduct for ALL staff in 2026. 

The last thing I’ll do is begin listing the financial damage caused by ongoing self-insurer fraud as severe adverse action for requesting a safe work environment.

Let’s start with a total cost of employment law fees paid for a non-existent matter, but something that is the employer’s legal obligation and duty of care to comply with WHS regulations.

Total employment law fees for $0 Return on Investment regarding any procedural fairness (and unnecessary given the university’s WHS legal obligations):

TOTAL = $16, 231

I now have added distrust and trauma caused by lawyers.

Other than professional negligence / negligent advice from three employment law firms, I was betrayed, harmed and failed to be protected by NSW Police, the local court registrar, SafeWork NSW and the National Tertiary Education Union. Some assumed I knew the workers compensation “process” (SafeWorkNSW) or deliberately omitted information regarding my workers compensation entitlements being withheld (NTEU). The union also deliberately ignored my distressing pleas to stop the harassment from the national manager of employment relations and SAFETY.

The university is grossly negligent and intentionally reckless to continue the abuse rather than comply with WHS regulations.

This is an “at fault” claim or whatever legal jargon describes the cause of my workers compensation claim (still unprocessed) for continuing to harass and intimidate me and even my family, under workers compensation regulations. The very WHS senior executive responsible for the “wellbeing” of an entire national university community went to great immoral lengths, even hiring Clayton Utz lawyers as “hitmen”. But the VC and senior executive group authorise this reckless conduct with intent to cause harm. 

Does the staff code of conduct for ALL staff not apply to these leaders? 

—————

Reference

Vedelago, C. (2020, 22 December). ‘Catholic Church’s insurance company in financial trouble over abuse payouts’. The Sydney Morning Herald. Online: https://www.smh.com.au/national/catholic-church-s-insurance-company-in-financial-trouble-over-abuse-payouts-20201222-p56pg0.html

This article was published not long after leaders in Catholic Church Insurance, a self-insurer registered non-profit with the Australian Charities and Not for Profit Commission (ACNC), agreed to continue the most immoral adverse action for having requested a safe work environment. CCI, as you now know from my story so far, agreed to do so by committing the crime of workers compensation fraud. They have not passed on legally owed weekly payments and refuse to cooperate to implement the injury management plan agreement drawn up by them! See http://mystory-myvoice.blogspot.com/2025/06/injury-management-plan-legally-binding.html.

Thank you to the lovely and ethical case manager for doing her job efficiently, before “leaders” in Catholic Church Insurance removed her, never to be replaced. 

One would think CCI committing workers compensation fraud by withholding legally owed compensation payments, is not good business sense. They caused me massive financial damage on top of greater injuries for which they are now liable to compensate.

Had they complied with regulations, like they were meant to, it would have been minimal cost for everyone involved. And “businesses” should be held accountable and liable as any company. They shouldn’t be registered as charities or be given religious charity privileges. They need to be de-registered and forced to pay tax like everyone. Given I’ve documented all the evidence, the “risk” of theft from an injured worker wasn’t worth it.

But NSW State Insurance Regulatory Authority (SIRA NSW) let’s it happen. They are equally responsible and reckless for allowing such serious self-insurer misconduct and workers compensation fraud to happen.

Silence is complicity

“In the end, we will remember not the words of our enemies, but the silence of our friends”. Martin Luther King Jr.

On 21 December 2020, I attempted to communicate with colleagues for support. I received more silence. 

Why did this happen and how was it achieved? 

I sent this email via yet another personal email account, an old Hotmail account, for security and privacy reasons. It included four colleagues, two of whom were union reps.

The subject was: WHS & Safety risks even under workers compensation law to be reported to SIRA.

To quote from my email, “I had to fight for my rights and for all of our right to a safe work environment, on my own. No support was offered to me, even when I joined the union, at the same time I made a workers compensation claim. Ironically, I was charged my quarterly membership fee last week. No employment lawyer assisted me either, and I went through three legal firms. 

What I have fought for, on my own, could present bargaining power for the union regarding a clause in the current Enterprise Agreement that was repeatedly used in an attempt to destroy my career, my reputation, my dignity and my life. Yet I had no support when I needed it from my colleagues and the union. I will complain to the union next year, and ask why I and other professional staff, should be members. I don’t want it sold to me with words (I’m done with talk but no action), I want an action plan and communication…

What my employer has done is serious and could result in penalties and prosecution. I have an obligation and my right to report it to SIRA. And we all have a right to be respected, supported, valued and work in a safe environment…

Part of the RTW Plan will include a support network - you, my colleagues…it’s important for you to know what I’ve been put through and how serious the unsafe practices of the university have been.

I wish you a good Christmas and let’s hope for a healthier, safer and productive new year, with no more bullying and bureaucracy.”

I feel exploited, used as a bargaining tool by the National Tertiary Education Union, for better conditions for everyone else, excluding my employee rights. Refer to http://mystory-myvoice.blogspot.com/2025/10/unconscionable-conduct-is-choice-nteu.html.

Further to the above, I received a letter in the post from the PCBU around 22 December 2020 (likely HR, but there was no indication of who sent it on the envelope). I’m unaware of its contents. I did not open the envelope. I wrote “return to sender” and posted it back. 

It was Christmas, and they had caused harm to the wellbeing and safety of my family, beyond me. I don’t accept immoral and unlawful mail as further harassment and cruelty, at Christmas. I have a right to recover in my job as per injury management plan agreement, with the support I was denied to do so. I need the workplace mobbing to stop and for support to begin. It is a legal obligation of my employer. They have a duty of care.

This post is based on document 133. It shows the harm caused when people choose to be bystanders.

References 

‘Don't be a bystander: It's time to speak out against workplace harassment.’ (2023, 10 August). Human Resources Online. [Online blog post]: https://www.humanresourcesonline.net/don-t-be-a-bystander-it-s-time-to-speak-out-against-workplace-harassment

But what happens when HR and WHS leaders are authorised or coerced to engage in workplace harassment against a target, as adverse action? What if staff are threatened into silence and fear by a very abusive organisational culture created by the “leaders” at the top? What is the answer to this? SafeWork NSW do NOTHING to stop the organisational terrorism towards employees and even extended to the families! 

“The way to deal with bullies is to unite with your co-workers. Grouping against a bully will provide victims with support for their feelings, since victims of bullies are at risk of becoming isolated. Through joining together and discussing the bully’s behaviour, co-workers can contain the bully, who, with their behaviour exposed, loses the power to terrorise – and faces the threat of isolation.”

The above is a quote from: Lamia, M. (2017, 28 March). ‘The psychology of a workplace bully.’ The Guardian. [Online]: https://www.theguardian.com/careers/2017/mar/28/the-psychology-of-a-workplace-bully 

Ng, K. and Niven, K. (2021, 30 October). ‘Workplace bullying and the role of bystanders.’ CIPD Manchester Branch. [Online blog post]: https://cipdmanchester.wordpress.com/2021/10/30/workplace-bullying-and-the-role-of-bystanders/

Ng, K. and Niven, K. (2022, 28 April). ‘Bullying: why most people do nothing when they witness it – and how to take action.’ Alliance Manchester Business School. [Online blog post]: https://www.alliancembs.manchester.ac.uk/original-thinking-applied/original-thinkers/bullying-why-most-people-do-nothing-when-they-witness-it--and-how-to-take-action/ 

Unconscionable conduct is a choice - NTEU

“In our glorious fight for civil rights, we must guard against being fooled by false slogans, such as 'right-to-work.' It provides no 'rights' and no 'works.' Its purpose is to destroy labor unions and the freedom of collective bargaining…. We demand this fraud be stopped.” Martin Luther King Jr.

On 11 December 2020, the university branch president of the National Tertiary Education Union finally communicated by email, but only to insult my intelligence by lying to me. It was demeaning and patronising. The deceit has been obvious. I’m disgusted by such unconscionable conduct above and beyond any other offence in this entire case. 

The calculated lies and manipulation from the National Tertiary Education Union to cover up the withholding of important information about my legal entitlements under workers compensation was horrendous! That’s abuse! 

I’m not going to quote the manipulative and calculated lie from the NTEU branch president (a senior lecturer in PSYCHOLOGY), with the branch organiser and someone else from the NTEU copied in, likely the branch organiser’s boss! 

My response to that bullshit that’s cost me so much, is in this post: http://mystory-myvoice.blogspot.com/2025/09/nteu-first-complaint-october-2020.html

On 22 January 2024, this individual was STILL the NTEU branch president. I hope that is not the case now. 

The NTEU must be publicly exposed for what it does to members who are professional staff. Colluding in the crime of fraud and mobbing while being vocal about wage theft and WHS. Why didn’t anyone inform me how all this worked? Why was I the target of so much fraud, deceit and abuse the one time I needed support in my work in twenty years? I will keep speaking up until accountability happens!

On 18 December 2020, the NTEU sent an email of their achievements, that excluded my employee rights to be protected as a member. I felt traumatised by so much inhumanity and hypocrisy. I’m lucky I’ve survived so far, but others may not have been so lucky to get this far in similar circumstances of workplace mobbing and self-insured employer fraud. 

The national president of the NTEU has a lot to answer for. I was subjected to all this because I burnt out from serious psychosocial hazards and having no choice but to ask for help, to ensure a safe work environment. I need to get back to my job, with all my entitlements that were defrauded, returned to me. 

Can someone enforce compliance of NSW workers compensation regulations, on ALL stakeholders? SIRA NSW does not enforce compliance on all stakeholders. It makes exceptions when it comes to the crime of workers compensation fraud.

I share the log of claims for upcoming enterprise bargaining in 2021, while the NTEU were complicit in sacrificing my entire life’s work and accrued entitlements in fraud as wage theft. Professional staff, don’t join the NTEU. 

This post is based on documents 135-136.