Injury Management and Rehabilitation Policy ignored by the PCBU

On 5 November 2020, I received a letter from the workers compensation solicitor approved and funded by IRO. The solicitor was recommended to me by a lovely counsellor from a service connected with SafeWork NSW and SIRA NSW. I would not have even known how to do this, had she not recommended one to me. 

Not only was I not kept safe and protected in my workplace by regulators, no one was kind enough to provide information I needed to know, through this “process”. (Eg. The National Tertiary Education Union and the SafeWork NSW inspector. The WHS & Wellbeing manager and Return to Work coordinator had a legal obligation to communicate and inform me as per Injury Management Plan agreement, but they were coerced to engage in the offensive act of psychological terrorism by HR and the national manager of employment relations and SAFETY). 

My issue, at this point in time, was with SafeWork NSW. The SafeWork NSW inspector, whom I pleaded with to use her authority to stop the bullying, targeted me with more bullying.

And after the SafeWork NSW inspector added more injuries and emotional scarring, including victim blaming and discrimination, she then handed me over to a counseling service. Wow, right, readers?

This is not only systemic abuse. It is SYSTEMIC GASLIGHTING. 

I had no idea how this “process” worked. And as I review my documents to write my thriller story of workplace psychological terrorism by a PCBU committed to the dignity of the human person in its Mission and Identity, I realised, in my case, I did not need to enlist an IRO funded workers compensation solicitor. 

The responsibility lies with the regulator, the NSW State Insurance Regulatory Authority, when an employer and its self-insurer do not pass on workers compensation benefits, including weekly payments, while NOT cooperating to implement the injury management plan agreement, which is FRAUD. 

Both SafeWork NSW and SIRA NSW (who’ll soon enter my story), could have stopped the financial, professional and psychological damage by ENFORCING COMPLIANCE on ALL KEY STAKEHOLDERS AT THAT TIME! 

I became a soccer ball in a horrific system, that doesn’t take care of its taxpayers, so the taxpayers can continue being productive, while working in safety and with dignity and respect. 

I’ve come to realise that the objective of IRO funded workers compensation solicitors is to negotiate a lump sum payout, Whole Person Impairment (WPI) assessment for weekly payments and cost of medical expenses. I do NOT want a lump sum payout, I do NOT have a permanent impairment needing assessment, but I DO have an EMPLOYEE RIGHT to RECOVER IN MY JOB! 

I had told the paralegal that I didn’t want a lump sum for permanent impairment (and I had no idea the medical assessment had to do with this - I could have avoided more of that shit). I wanted my right to return and recover in my job. She said they do both medical expenses and lump sum together to save time, and that I needed to contact an employment lawyer if I want to be re-instated. 

I started hyperventilating from the trauma of having already enlisted the services of THREE employment lawyers who DID NOT give a damn to protect my rights as per generally protected rights under the Fair Work Act 2009 (Cth) - and likely couldn't with this level of abuse of power and undisclosed conflicts of interest, across jurisdictions. 

IT WAS THE THIRD EMPLOYMENT LAWYER I HIRED WHO ADVISED ME TO MAKE A CLAIM BECAUSE, TO USE HER OWN WORDS, “IT’S NOT WORTH YOUR HEALTH.” 

NO ONE WAS EXPLAINING HOW THIS WORKED. 

I was kicked around between employment and workers compensation solicitors with NO RESOLUTION, NO COMPLIANCE ENFORCEMENT BY THREE REGULATORS (SAFEWORK NSW, SIRA NSW AND THE FAIR WORK OMBUDSMAN), AND SERIOUS FINANCIAL DAMAGE CAUSED BY THE CRIME OF FRAUD! 

I repeat:

The NSW State Insurance Regulatory Authority allows self-insurers to continue this level of diabolical adverse action, including refusal to cooperate with the implementation of the injury management plan agreement, while also withholding legal entitlements including weekly payments at 95% of one’s salary for the first 13 weeks of a claim and beyond, thus committing WORKERS COMPENSATION FRAUD. 

Below are screenshots of the Injury Management and Rehabilitation Policy, one of several policies that were completely ignored. 

But as the SafeWork NSW inspector said to me, “Well all they’ll do is show me their policies and I don’t want to ruffle feathers.”

This post is based on documents 132 and 136a. The next post will be another horrific “doozy”.

Injury Management and Rehabilitation Policy the PCBU never applied - Image 1

Injury Management and Rehabilitation Policy the PCBU never applied - Image 2

Injury Management and Rehabilitation Policy the PCBU never applied - Image 3

Injury Management and Rehabilitation Policy the PCBU never applied - Image 4

Injury Management and Rehabilitation Policy the PCBU never applied - Image 5

Injury Management and Rehabilitation Policy the PCBU never applied - Image 6

See also blog posts describing the WHS violations by the very WHS duty holders for the entire 6 months in Intentional Infliction of Emotional Distress, reckless and wilful misconduct with intent to sustain harm! But the SafeWork NSW inspector also said to me, “I’m not here to play he said she said!”

• Employment lawyer #3 - Part 5 - Unacceptable and unfair legal advice - 2020

• The Unfair Work Commission - denying employees their generally protected rights - Part 1

• “I advise you make a workers compensation claim because it’s not worth your health” - May 2020

• Reasonable boundaries I attempted to request - 2020

• Injury management plan - a legally binding agreement - June 2020

• Gaslighting and harassment continue under workers compensation regulations - 2020

• Email address created strictly for Return to Work communication - July 2020

• Prohibited workplace surveillance - September 2020

• APVO & a court registrar’s response - September 2020

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

• The workplace harassment continued - September 2020

• Intimidating a family as “community engagement”

• Q Workplace Solutions - Misinformation and False Advertising

• Enter Independent Review Office - September 2020

• Catholic Church Insurance - October 2020

• WHS and Wellbeing manager negligence - October 2020

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

• Unmanaged psychosocial hazards - October 2020

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

• Proof of Medical Fraud - October 2020

• Theft of two decades of accrued leave entitlements - October 2020

• Psychological terrorism from WHS duty holders - October 2020

• Deception from CCI - October 2020

• NTEU - First complaint - October 2020

• Intentional Infliction of Emotional Distress in employment settings

Intentional Infliction of Emotional Distress in employment settings

On 2 November 2020, I received an email from the HR Director that displays proof of my multiple attempts to block their badgering, harassment and taunts, for my safety and wellbeing. 

This email creeped me out. Firstly, the WHS & Wellbeing manager, along with the RTW coordinator, had passed on yet another encrypted email address that I created because of the constant harassment, stalking and illegal interception of my personal email accounts by WHS duty holders within the PCBU. The WHS staff violated my privacy again, to allow reckless harm to continue. 

Secondly, why did the HR Director feel the need to use multiple email accounts of mine (four to be exact), to communicate an unlawful action? Could it be that, for my safety as per WHS policy and law, I had blocked their emails, to remove myself from the stressors, since no one protected me or stopped it, including many who had a due diligence and core responsibility to do so? Why did the Director of HR feel the need to send her message to four email accounts of mine, which only proves more torment of harassment and stalking?

I felt very violated and alone in my fear. To this day, I’m still being socially isolated from the community I’ve belonged to since 2001. It’s abuse. I’ve begged for it to stop. 

As part of the mission, community engagement and staff code of conduct, the university community, where I have served ethically and honourably for two decades, is meant to be my support network, assisting my recovery in my permanent secure work. I was failed (and betrayed) by an entire society and system. I made every effort to avoid this humiliation and indignity. It’s unlawful and I need continuity to recover in my work. It’s my workplace right. It’s my human right. It’s what we agreed as per Injury Management Plan. It’s also a legal obligation and a duty of care, beyond an alignment to the Identity and Mission. 

I felt as though I was having an out of body experience. It was an extremely surreal psychological thriller in what they were doing. The very WHS duty holders rendered me frightened, violated in my privacy, traumatised, helpless, vulnerable, and abused. Worst of all, no one protected me and kept me safe from this abuse I call psychological terrorism. I was distressed. I did everything I could as per WHS law, to protect myself and my family from this intentional reckless conduct, extreme WHS violations of the PCBU.

The cruelest irony was to be found in the email signature at the bottom of the HR Director’s abusive and unlawful email. 

Citation award as Employer of Choice for Gender Equality by the Workplace Gender Equality Agency  

Please take note of the university’s signature and message to society while the very emails and conduct are the extreme opposite by senior executive leaders that SHOULD lead by example in applying the staff code of conduct and Identity and Mission. 

Between 6-9 November 2020, there was more correspondence of deceit and lack of support from both the National Tertiary Education Union and employment lawyer #3. I’ve never felt so degraded and betrayed in my entire life. I can’t view such correspondence, even now. It’s not only reliving the trauma, I’m still experiencing the harm caused by the dereliction of SafeWork NSW, the NSW State Insurance Regulatory Authority and my local MP, Chris Minns and his government in office. 

There are, however, government inquiries currently in progress. One is an inquiry into the quality of governance at Australian higher education providers (see https://www.aph.gov.au/Parliamentary_Business/Committees/Senate/Education_and_Employment/UniversityGovernance); another is exposing a scam known as the NSW workers compensation “scheme” (see https://www.parliament.nsw.gov.au/committees/inquiries/Pages/inquiry-details.aspx?pk=3108).

In addition to this, it reveals so much failure in SafeWork NSW, which is still far from being an effective and transparent regulator in stopping WHS violations as soon as possible, to save lives. It must start with WHS compliance enforced on employers, especially large PCBUs that have been ignored for too long. The more power, the greater the potential for abuse. And that’s what has happened, on a systemic scale. 

This post is based on documents 127-129. 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.

————

It’s not just ANU

Cassidy, C. (2025, 17 September). ‘Almost 30 staff at ANU humanities school stop work after health and safety report warns of ‘serious harm’’. The Guardian. [Online]: https://www.theguardian.com/australia-news/2025/sep/17/almost-30-staff-at-anu-humanities-school-stop-work-after-health-and-safety-report-warns-of-serious-harm

Nothling, L. (2025, 27 May). ‘Review finds harassment and bullying 'widespread' at Australian National University's College of Health and Medicine.’ ABC News. [Online]: https://www.abc.net.au/news/2025-05-27/act-anu-health-and-medicine-gender-and-culture-nixon-review/105343268

Shirley, A. and Toomey, J. (2025, 12 August). ‘ANU academic accuses Julie Bishop of bullying and threats during Senate inquiry into university governance.’ ABC News. [Online]: https://www.abc.net.au/news/2025-08-12/anu-academic-alleges-julie-bishop-bullying-senate-inquiry/105641930

 

More Reading

Snow, W. (2023, 5 April). ‘What HR needs to know about the new psychosocial hazards at work Code of Practice’. HRM Online. [Online]: https://www.hrmonline.com.au/section/legal/new-psychosocial-hazards-at-work/

To quote from the article:

“As part of a new Code of Practice, employers will have a stronger obligation to manage employees’ psychosocial safety at work...The Code should be closely read by both HR and those with WHS responsibilities since it gives detailed advice on how employers can design work and provide interventions and support to reduce and manage work stress.

The Code is detailed and written technically and with reference to core legal obligations under safety laws. Helpfully, it identifies the separate components of work which contribute to stress.

These include:

Remote or isolated work (NOTE: what about mobbing, ostracism and forced social isolation?) 

Harassment/bullying. (NOTE: what if it’s the very HR / WHS unit that are the offenders, as in my case?)

Safety regulators are increasingly willing to investigate the root causes of safety incidents and fatalities when there are allegations or concerns about stress, worker isolation or interpersonal conflict. (NOTE: SafeWork NSW inspectors are rude bullies who allowed the safety risks, harm and negligence to continue).

“In the event of a serious incident (e.g a suicide which may have arisen from work stress), safety regulators will assess the extent of compliance by an employer against the Code”. (NOTE: this is where suicide CAN be prevented, if SafeWork NSW inspectors stop responding to serious incidents being reported with, “I’m not here to play he said she said” and then abandon targets so the offenders can finish the job!) 

How many have already died by suicide that we are not aware of? 

Where’s the safety regulator in my case? Still Missing In Action. 

How much longer am I going to have to beg the “safety regulator” to stop this psychological violence? 

How more serious does it have to be? Another death? What’s the point then? 

When are these “safety regulators” going to start respecting voices like mine with what’s needed for suicide prevention when the hazards are work-related? 

The SafeWork NSW inspector degraded me and compared me with the “type” of workers she dealt with (I’m angry about that discrimination). 

When will SafeWork NSW have trauma-informed and trained inspectors?  

SafeWork NSW added trauma when it was their core responsibility to stop more harm from happening!

SafeWork NSW left me and my family vulnerable and exposed to greater abuse by the national manager of employment relations and SAFETY and university governance. 

The SafeWork NSW inspector’s gross negligence left me frightened, vulnerable and isolated in my trauma, by doing NOTHING but add to the degradation and disrespect, in October 2020. 

Therefore, I don’t believe any of these new “improved” publications, until I see SafeWork NSW truly taking these WHS risks and violations seriously and enforcing compliance in action. When will SafeWork NSW repair the damage they caused to me and my family?

Ferguson, A. (2022, 14 October). ‘Workplace safety scandal: Auditor-General launches six-month investigation into failings.’ The Sydney Morning Herald. 

Safe Work Australia. (2022). ‘Model Code of Practice: Managing psychosocial hazards at work.’ Safe Work Australia. [Online publication]: https://www.safeworkaustralia.gov.au/doc/model-code-practice-managing-psychosocial-hazards-work

NTEU - First complaint - October 2020

On 28 October 2020, I made a complaint to the National Tertiary Education Union for having received no communication, or even an introduction, when I became a member, in late May 2020. 

To quote from my email:

“I finally have to complain. I joined the union in June [NOTE: late May] this year and to date, no one has explained what the union does and how the process works. I've been relentlessly bullied and harassed in serious adverse action taken by [the PCBU], when I finally had no choice but to explicitly ask for support to resolve an individual bullying and harassment issue. I used another email account yesterday because I'm almost certain even my personal email has been intercepted.

…If people don't tell me how the process of an organisation works (in this case, the union), I don't know. All I know is it's been 6 weeks and the NTEU haven't given me any advice regarding a legitimate and transparent investigation into my initial bullying complaint. I've used all my leave entitlements in my attempts to reason with HR (personal, annual and long service). I'm emotionally and financially exhausted.

This is urgent and important… My career is hanging by a thread. I'm trying to save my job to save my life. This has been going on since 2 July 2019, and it was the one time I had no choice but to ask for support in almost 20 years of service. The union won't assist me … I've had enough.”

Ultimately, there was also an alliance to protect the offenders and harm me within the National Tertiary Education Union.

I was cognitively overwhelmed and confused by the deliberate cruel game between industrial relations and workers compensation regulations and laws. The national manager of employment relations and SAFETY took advantage of this loophole and lack of cohesion, and so did the NTEU, to deceive and disadvantage me. 

The branch organiser’s response was that the initial bullying, harassment and discrimination complaint was a pre-existing issue, to becoming a union member.

Here’s my response to that excuse, for everyone to read: but the workers compensation claim was NOT A PRE-EXISTING ISSUE, before membership, nor the stalking and harassment that occurred by WHS duty holders, instead of devising a return to work plan, aligned to the injury management plan and communicating with my NTD.

The union withheld information and deceived me. I suspect the union was coerced by the national manager of employment relations and SAFETY, to also engage in mobbing and fraud against me. The fact the union chose to avoid answering my questions I sent in early 2021 (and more), supports my suspicions. 

But where do we go to report misconduct within unions?

See also http://mystory-myvoice.blogspot.com/2025/07/prohibited-workplace-surveillance.html

This post is based on document 114. 

Deception from CCI - October 2020

“The eighth commandment forbids misrepresenting the truth in our relations with others...”

Catholic Church. (1997). Catechism of the Catholic Church. (2nd ed.). Libreria Editrice Vaticana. (para.2464). Online: https://www.vatican.va/archive/ENG0015/__P8H.HTM

On 20 October 2020, I received responses from CCI after I complained, again, through WIRO. Each point from CCI was a web of deceit, in which I replied with evidence to refute each “dodgy” lie. 

With the responses from CCI forwarded to me, the WIRO staff member also wrote:

“It is worth to mention the 3rd point that you can request a copy of the report or relevant documents IF the insurer made an adverse decision on your claim based on this IME report. However, in your case the insurer is still waiting for the clinical notes to be provided by the nominated treating doctor and has not yet completed the liability decision. If you/your doctor have already formally requested a copy of the IME report via email, could you please kindly forward it again to the insurer?”

Later that day, I sent an answer to WIRO. My email included:

“I have a tele-consultation with my GP tomorrow, Wednesday 21st October 2020. I met with my psychologist yesterday and she had thought I was receiving weekly payments. She’s already provided reports CCI have requested. I told her I have no financial support having used all my leave entitlements from July 2019 in multiple attempts to reason with my employer regarding a workplace issue. I’m about to suffer financial hardship. Due to the current climate, GP appointments are 10 minutes and I hope CC Insurance can appreciate the difficulty for everyone involved. I’ll make sure this is a priority to discuss in Wednesday’s tele-consultation with my NTD to be actioned for CCI…"

What does IRO do other than be a middleman? Do they refer any serious matters of "NON-COMPLIANCE" to the regulator SIRA NSW? 

What kind of an inefficient, cruel, insanely messed up system is this? Our taxes pay for this!

Here is a screenshot of my responses, sent both directly to CCI and on record via WIRO, after I spoke with my NTD on 21 October 2020, that confirmed yet another lie from Catholic Church Insurance:

Self-insurer lies as answers on record for WIRO - WIRO just accepts the lies - so does SIRA NSW

I repeat some of this email correspondence below:

“CCI has not received a request for copy of IME Report (check the inbox of WorkersCompensation@ccinsurance.org.au on 6 October 2020 at 7:17 am); 

CCI requested Clinical notes from [the] NTD however NTD failed to provide a response or provision of clinical notes (I have spoken with my NTD today and he has not received a request for clinical notes - also a current medical release form signed by me is required. The last one is more than 3 months old and no longer valid);

CCI is in receipt of Claim form with its due date being the 23.10.2020 (first I must make sure all steps in the process and procedures have been actioned. I am ensuring transparency). 

Please note claim is currently reasonable excused with a liability determination to be made on 23.10.2020. (If you request clinical notes from my nominated treating doctor, this decision is to be made when this has now been actioned)”. 

Obviously they based this date on when the claim form was received by CCI - a claim form I only found out about and received because I complained to WIRO, who provided it! Not from the employer, not from Catholic Church Insurance, not from the National Tertiary Education Union who were also deliberately withholding information! 

(See https://mystory-myvoice.blogspot.com/2025/08/enter-independent-review-office.html ; https://mystory-myvoice.blogspot.com/2025/08/catholic-church-insurance-october-2020.html; and https://mystory-myvoice.blogspot.com/2025/08/whs-and-wellbeing-manager-negligence.html). 

That claim form should have been provided from the date I submitted the first certificate of capacity! That was on 22 May 2020!  

Given I called CCI out on the deceit, they declined liability one day sooner, on 22 October 2020, exactly 5 months from submitting a certificate of capacity and not in the 21 day deadline I kept hearing about, that was a legal requirement by the self-insurer. It was all for their benefit and the PCBU's HR / WHS team and executives, all suspiciously reckless, violating multiple laws, in collusion as a continuation of adverse action and exploitation. 

That was the day I was being illegally coerced (again) by the cause of my claim (the national manager of employment relations and SAFETY) who was STILL harassing me under workers compensation regulations, with wilful intent to cause WHS and Wellbeing harm, to attend yet another hostile and unethical IME. 

The immoral intentions from staff and "leaders" in organisations that should be modeling Catholic Social Justice principles, is surreal. That they could seriously fall to the lowest rung of the moral ladder, is horrific (actually they've completely fallen off the moral ladder, in moral bankruptcy). This is not God's work. 

Whatever people believe, it cannot be argued that this organisational behaviour is ILLEGAL and UNETHICAL. It is also CRUEL and INHUMANE. 

For my emotional safety, the decision letter from CCI is in my medical files with the GP, as is that defamatory and fraudulent medical report (see https://mystory-myvoice.blogspot.com/2025/06/a-doctor-full-of-innuendo-lies-and.html). 

CCI never “attempted” to contact my NTD to receive medical notes or a report. They made contact one time, in 2021, in desperate “attempt” at something illegal, because I demanded answers to my questions in writing, via IRO. CCI’s illegal “attempt” failed. Coming up in a later post. 

There is no reasonable excuse Catholic Church Insurance! 

There is no excuse for deception! 

This post is based on document 112. The fraud and theft includes ALL employee benefits, including accrued leave of two decades, wage theft, not passing on legal benefits as per regulations, to cause massive financial harm (ie. fraud), refusing to cooperate to implement the agreed injury management plan and deception.

If a self-insurer chooses to commit workers compensation fraud, that’s why we have a regulator, the NSW State Insurance Regulatory Authority! But they have allowed the offences to continue for years! 

Below is SIRA NSW’s hidden and vague information about medical notes requested by the insurer (that does nothing to stop the deception and harm):

https://www.sira.nsw.gov.au/resources-library/workers-compensation-resources/publications/health-professionals-for-workers-compensation/sira-nsw-medical-guide/essential-information-confidentiality-of-information/medical-notes-requested-by-the-insurance-agent

Psychological terrorism from WHS duty holders - October 2020

On 19 October 2020, I also provided notes for the employment lawyer. I requested a meeting, so that I could provide a brief on what happened. Although it was urgent, a meeting did not happen. I did the work, given all my compiled documentation, evidence, and research, but the law firm got paid. It’s as though they wanted to deal with my case as quickly as possible, and missed serious and significant details in their transaction with the HR “perpetrators”. The treatment felt like I was an unimportant side case. I now have trauma and distrust of lawyers.

This serious organisational misconduct was far beyond “harsh, unjust and unreasonable”. This entire psychological thriller is a big example of the most diabolical adverse action for requesting workplace rights generally protected, having started with some agreed boundaries for a psychosocially safe work environment. 

Since August 2001, there was never any misconduct and there were no performance issues (both being the opposite - the high achiever, well liked by staff and clients, a textbook case of who is targeted in this kind of workplace abuse). There was no disability, illness or “incapacity” that hindered my ability to do all the inherent requirements of my job. The hindrance was the manager. But then this safe work issue was followed by an incompetent, underperforming associate director at the “local” level. Then I was fobbed off by that individual to HR without any consultation, in a PCBU that had gone from a great and safe place to work, to the most toxic organisational culture imaginable under current leadership. 

Then came the frightening systemic gaslighting. My “elected” state representative for Kogarah, Chris Minns, was not only an enabler, but an instigator of this surreal experience of gaslighting. This harm would have been less, if the NSW Labor Party had not made him their “leader”, and had the people of NSW not been greatly disappointed in the previous government in office. But now, the NSW public, especially and ironically the workers - from the “workers” party - are paying a huge price. My family and I are paying for it, literally, in the continuation of workers compensation fraud by the self-insurer, Catholic Church Insurance and Chris Minns’ government. 

Perhaps the logo for CCI should honestly be :

Investing in their bright future by stealing ours in fraud

See http://mystory-myvoice.blogspot.com/2025/05/i-advise-you-make-workers-compensation.html.

See also https://mystory-myvoice.blogspot.com/2025/06/injury-management-plan-legally- binding.html and https://mystory-myvoice.blogspot.com/2025/08/whs-and-wellbeing-manager-negligence.html

These are breaches of the general protections provisions of the Fair Work Act 2009 (Cth).

General protections provisions breached in my case include my lawful entitlements stolen via harassment, or taken by me with retaliation for doing so, making complaints and requesting assistance from government agencies (a big systemic failure and seriously negligent, the lot of them), and for joining a union. 

Adverse action is against the law. 

I was targeted in adverse action for:

• making a complaint about psychosocial hazards eg. bullying, discrimination, harassment, being overworked, unsafe work conditions, treatment received from the manager;

• inquiring about my pay, benefits, superannuation payments, workers’ compensation “process”, Injury Management Plan cooperation, Return to Work Plan, a safety issue;

• taking the benefit of lawful entitlements, eg. sick leave, annual leave, long service leave, compassionate leave, refusing to work unreasonable overtime or be “on-call” whenever the manager expected something, no matter what was happening in my personal life outside unpaid work hours;

• filing or intending to file a workers’ compensation claim (and that includes way before I was left with no other option but to make a claim, when, in October 2019, the HR associate director wrote that “they” were “aware” that I was going to make a claim - it was news to me, and only shows, once again, how misleading “gossip” and bullshit rumours can be);

• intending to file a bullying complaint with the Fair Work Commission (Note: not an option. It will be ineffective and result in more traumatic abuse if the employer is the bully, as adverse action, especially if they are more powerful and well-resourced - see http://mystory-myvoice.blogspot.com/2025/05/the-unfair-work-commission-denying.html);

• making a complaint to the Fair Work Ombudsman and NSW State Insurance Regulatory Authority about self-insurer fraud, wage theft, and breaches of employee entitlements;

• making a complaint to SafeWork NSW and other law enforcement agencies about a safety issue; and

•  joining a union.

All of the above apply in my case, as I became a target of the most diabolical and extreme adverse action for requesting workplace rights generally protected. But for too long, the regulators and government have allowed large organisations to behave illegally and do whatever the hell they want in adverse action against employees and even their families. 

This is what regulators and the government have allowed in serious organisational misconduct, for too long:

• Malicious lies, threats to intimidate and privacy violations as vexatious motives;

• Disclosing multiple personal email accounts by WHS staff to the perpetrators in HR to continue the harassment;

• Human rights abuse;

• WHS & Wellbeing violations and breaches of duty of care;

• Zero honesty, integrity, ethics, transparency and accountability;

• Serious gross negligence and cover up attempts;

• Coercive control tactics and financial abuse;

• Falsified documents including a fraudulent medical report on a consultation that never happened (see http://mystory-myvoice.blogspot.com/2025/08/proof-of-medical-fraud-october-2020.html);

• Self-insurer conflicts of interest as even more immoral adverse action by committing workers compensation fraud (eg. http://mystory-myvoice.blogspot.com/2025/09/theft-of-two-decades-of-accrued-leave.html and I have yet to write about the financial damage caused by this criminal offence);

• A workplace culture of fear;

I had briefed the employment lawyer on all this, including what continued to happen under workers’ compensation regulations. I informed the employment lawyer that the PCBU’s national manager of employment relations and SAFETY had caused me so much distress, I tried applying for an APVO (see http://mystory-myvoice.blogspot.com/2025/07/apvo-court-registrars-response.html). 

But the law firm was seriously dismissive! I would have commanded greater respect and had more positive impact if I chose to bang my head hard on a double brick wall!!! 

No amount of money can compensate the indignity, humiliation and shock. There’s no monetary value on that.

This post is based on document 126. 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. 

Reading

Iles, R. and Sheppard, D.M. (2025). ‘Establishing key domains for measuring workplace mental health: The Indicators of a Thriving Workplace survey.’ Journal of Occupational Rehabilitation. [Open access]: https://doi.org/10.1007/s10926-025-10302-6

Employment lawyer #3 - Part 6 - Re-opening my case to stop the harm

On 19 October 2020, I re-opened my case with the last employment lawyer I used before becoming a union member, given the suspected collusion by staff within the National Tertiary Education Union. 

The NTEU allowed a member to be a victim of the crime of workers compensation fraud as wage theft. The NTEU also allowed the continuation of harassment by the main cause of my claim, the national manager of employment relations and SAFETY, repeatedly ignoring my pleas for help. The NTEU did NOTHING to even report this to SafeWork NSW and SIRA NSW. 

But this time, I don’t believe the employment lawyer acted ethically to serve the best interests of mine, their client. They didn’t give me the time to brief them. The advice was negligent and contributed to the financial damage, family conflict, and more injuries. 

I don’t think it is fair, in a confusing system and “processes”, to have unrealistic expectations from a fellow human being, who is an upstanding employee, but is being isolated and targeted in what is nothing less than psychological terrorism! 

https://mystory-myvoice.blogspot.com/2025/04/employment-lawyer-3-part-5-unacceptable.html

https://mystory-myvoice.blogspot.com/2025/05/lawyer-client-relationship-in-workplace.html

But the truth is, the resource and power imbalance, along with “connections” of undisclosed conflicts of interest or willing collusion across jurisdictions and system “processes” is too big for asserting one’s human and employment rights. Employees, workers in our once “fair go” democratic Australian society, will not be afforded procedural fairness and natural justice. It’s become an all too common story. 

Hence why I need to share my story, based on my volume of evidence, that even regulators like the NSW State Insurance Regulatory Authority had deliberately refused to review, investigate and enforce compliance on ALL KEY STAKEHOLDERS. The SIRA NSW Enforcement and Prosecutions unit returned my records registered post (the way I sent them), in 2021, with no investigation having ever been done. All I received was dodginess and deceit. Lies, lies and more lies. 

As public stakeholders contributing to the public purse, we must be informed WHY. 

I don’t know how others feel, but I WAS NOT SLAVE LABOUR. I’m directing this comment to the MINNS GOVERNMENT. 

I expect that there will be accountability and justice. I expect my concerns to be addressed as to why all this happened. It’s been a financial expense due to legal fees for zero ROI and being a victim of outright FRAUD, needing to use a large sum of my superannuation to save my home (money I must put back for my retirement).

My health and wellbeing have been compromised, as well as my right to feel safe, mostly under workers compensation regulations. There was no compliance from Catholic Church Insurance to abide by SIRA NSW guidelines and workers compensation regulations, including making a timely decision. Instead Catholic Church Insurance refused to communicate and cooperate and withheld legally owed benefits. 

I have a right to a voice in my own recovery. Denying my human and employee rights, including my own voice, is immense indignity of the human person, a violation of the PCBU’s own Mission and social justice principles. 

This post is based on documents 123-125. 

Theft of two decades of accrued leave entitlements - October 2020

“The seventh commandment forbids unjustly taking or keeping the goods of one's neighbor and wronging him in any way with respect to his goods. It commands justice and charity in the care of earthly goods and the fruits of men's labor.”

Catholic Church. (1997). Catechism of the Catholic Church. (2nd ed.). Libreria Editrice Vaticana. (para.2401). Online: https://www.vatican.va/archive/ENG0015/__P89.HTM

On 18 October 2020, I sent an email to the RTW coordinator and WHS & Wellbeing manager via the email account that I had set up strictly for Return to Work communication. These two duty holders remained silent and inactive in their RTW and WHS duties towards me. Even worse, this email address and the secure encrypted one, created for communication with the SafeWork NSW inspector and WHS and Wellbeing manager, were handed over to the HR perpetrators, to continue to harass and stalk me. 

Where was SafeWork NSW to follow up on all this continued psychological terrorism? NOWHERE! 

I tried to communicate, coordinate, seek advice or protection from multiple organisations (WIRO, Catholic Church Insurance, SafeWork NSW, an APVO application, Fair Work Ombudsman enquiries, NTEU, NSW Police, 3 x employment lawyers, etc). It can’t be argued that I didn’t try.

The image is a table from the staff portal, of all the leave entitlements I was harassed through and forced to use, as adverse action, from the date I reported the psychosocial hazards at work. It had taken a heavy toll on my health, safety and wellbeing. The PCBU went all out, complete theft of everything I worked for and accrued, in two decades of excellent service. 

Harassed through years of accrued leave entitlements as adverse action for requesting safety at work 

Theft by the PCBU 

Personal leave - 1,559.3 hours = 44.6 weeks (223 days) 

Annual leave - 224 hours = 6.4 weeks (32 days)

Long service leave - 350 hours = 10 weeks (50 days)

I was harassed, stalked, gaslit and targeted by HR and the WHS staff through 305 days of accrued leave entitlements as the most extreme adverse action, for requesting a safe work environment! And ongoing!

That’s not including accrued entitlements, salary and superannuation, stolen from 2021. I’m still waiting for both SafeWork NSW and the State Insurance Regulatory Authority to do their jobs and enforce compliance on ALL KEY STAKEHOLDERS WHO CHOOSE TO COMMIT WORKERS COMPENSATION FRAUD. 

All this theft because I requested some agreed boundaries for a psychosocially safe work environment! 

This was authorised harassment carried out by the national manager of SAFETY, through almost two decades of accrued leave entitlements from when I reported the psychosocial hazards on 2 July 2019 until the last drop of leave on 2 October 2020. 

Complete THEFT while being relentlessly harassed, stalked, threatened, intimidated, slandered and menaced - reckless and willful misconduct as severe adverse action for requesting generally protected workplace rights!

Who let the theft and harassment happen

- The RTW coordinator;

- The WHS and Wellbeing manager;

- The National Tertiary Education Union; 

- NSW Police;

- JFMLAW (due to the intentional negligence of the NTEU), when I reopened my case (coming up in the next post);

- Fair Work Ombudsman;

- NSW Ombudsman;

- SafeWork NSW;

- SIRA NSW, since 11 January 2021 (coming up);

- Secretary of NSW Department of Customer Service, Graeme Head;

- Ministers responsible for the regulators SafeWork NSW and NSW State Insurance Regulatory Authority;

- The NSW  “elected representative” for my electorate of Kogarah, Chris Minns, since October 2021 (coming up);

- Catholic Church Insurance.

WHY?!?

Everything stolen by the leadership of a PCBU that should be applying its Identify and Mission, WILL be restored back to its rightful owner! 

Restitution, reinstatement, recovery and return to work as per legally binding injury management plan agreement. The abuse of power, political interference and undisclosed conflicts of interest to engage in this level of fraud and theft MUST END NOW. 

I burnt out from exploitation and it was the only time I explicitly asked for support. I expect all my leave entitlements stolen to be re-credited from when I reported the psychosocial hazards, on 2 July 2019. 

I was not slave labour. This is completely against the Identity and Mission. 

Re-read http://mystory-myvoice.blogspot.com/2025/03/employment-lawyer-3-part-2-2020.html

This post is based on documents 111 and 115. The fraud and theft includes ALL employee benefits, accrued leave of two decades (in my case), wage theft, not passing on legal benefits as per regulations, to cause massive financial harm (ie. fraud), stalking, harassing, harming and menacing using a telecommunications carrier, and creating false documents or statements, which is deception, not to mention obstruction of justice in the relevant commissions.

If a PCBU and its self-insurer, Catholic Church Insurance, choose to commit WHS offences at the level of psychological terrorism, and workers compensation fraud, that’s why we have regulators with powers to intervene and stop it! 

That’s why we have SafeWork NSW and the NSW State Insurance Regulatory Authority! But suspiciously, they have allowed the offences to continue for years! 

Why? What’s the hidden agenda, Ministers of the Minns government?

Reading

Davis, N. (2024, 27 February). ‘More women may be psychopaths than previously thought, says expert.’ The Guardian. [Online]: https://www.theguardian.com/society/2024/feb/26/more-women-may-be-psychopaths-than-previously-thought-says-expert