Bullying at the University of Newcastle (Australia)

We are working to highlight and stop academic workplace bullying at the University of Newcastle, Australia. We are a group of staff and students who have been bullied for speaking out about misconduct.

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This will help us gather as much information as possible so that we can put an end to this bullying with its’ decades-long history.

“Systemic bullying, hazing and abuse generally are identified with poor, weak or toxic organizational cultures. Cultures that are toxic have stated ethical values that are espoused but not employed, and other non-ethical values which are operational, dominant, but unstated.

Such cultures thrive when good people are silent, silenced, or pushed out; when bad apples are vocal, retained, promoted, and empowered; and when the neutral majority remain silent in order to survive. Those who are most successful in such a toxic culture are those who have adapted to it, or adopted it as their own”. (McKay, Arnold, Fratzl & Thomas, 2008)

Friday, August 9, 2013

Personal injury claim against employer


Noosa News reports the following

AN employer has been ordered to pay nearly $600,000 dollars in loss and damages after a long-serving employee was successful in her personal injury claim against her employer.
The employee successfully demonstrated that the employer had unreasonably exposed her to a consistently unsatisfactory work environment that "cumulatively broke her back" resulting in a severe psychological condition.
The employee had been employed since 2002 as a retail sales assistant. During the trial, it was alleged by the employee that her manager had embarked on a mission of intimidation, harassment, belittlement and violence against her, including throwing a book at her head during one particular incident. In 2003, she made a complaint about the manager's conduct to the board.
In response, she was advised that the employer would implement workplace policies and employment contracts, presumably as a preventative measure.
They did not approach the manager regarding the alleged conduct.
In 2007, the employee again raised her concerns regarding her working environment, with those concerns again being met with promises to install proper workplace documents.
Ultimately, matters came to a head after the manager told the employee to leave the employer and find another job.
Upon a further complaint, a director of the board appointed an investigator. The manager was subsequently subjected to discipline that culminated in his resignation.
In awarding $292,554 in pecuniary loss and $300,000 in damages for pain and suffering, Justice Dixon noted that the employer should have anticipated the risk of psychological injury when the first complaint was made in 2003, and that the failure to act ultimately resulted in their liability."

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