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, May 30, 2014
This included the cost of Human Resources personnel, internal legal staff and employing external lawyers.
One university (Cranfield University) paid out the largest total amount over the four years: £1.44 million.
We know that the University of Newcastle has a large internal legal unit to deal with employee disputes. We also know that the University employs barristers, external lawyers and "independent" investigators to defend the university against disputes including complaints about bullying and gagging/silencing clauses. There is also the cost of additional Human Resources staff, a complaints department and numerous marketing and public relations staff to promote the various anti-bullying programs that the University rolls out.
How much public money has the University of Newcastle spent in defending its staff at all costs against claims?
Wednesday, May 28, 2014
Tuesday, May 27, 2014
Monday, May 26, 2014
Sunday, May 25, 2014
For the University of Newcastle bullies and for those bullied by staff at the University of Newcastle
"There comes a point in everyone's life when you realize that nothing will ever be the same, and you realize that from now on time will be divided into two parts: before this and after this." (The Fallen).
But at least we, who suffered the bullying and harassment, have our conscience and integrity intact.
stop bullying at UoN stop bullying and university of newcastle
Friday, May 9, 2014
From Caroline McMillen on the University of Newcastle blog - November 29th 2012
This begins with the following paragraph:-
"This week saw the tabling of an important report on workplace bullying by the House of Representatives Standing Committee on Education and Employment. Bullying in the workplace is a topic that often generates polarised discussion. Some fail to appreciate that bullying can occur in any workplace, while others strongly believe that bullying is a problem in every workplace."
and on and on .....
From Caroline McMillen on her "From the VC's desk" blog - May 8th 2014
This begins with the following paragraph:-
"This week saw the tabling of an important report on workplace bullying in Australia by the House of Representatives Standing Committee on Education and Employment. Bullying in the workplace is a topic that often generates polarised discussion. Some fail to appreciate that bullying can occur in any workplace, while others strongly believe that bullying is a problem in every workplace."
and on and on EXACTLY THE SAME as in the blog of November 29th 2012. .......
"This week" was Monday 26th November 2012.
Self-plagiarism? Deja vu? - Check this for yourselves.
195 people have reported their bullying experiences at the University of Newcastle to us
If ONLY ONE HUNDRED of those 195 who reported bullying to us got a payout from the University of Newcastle (like Sussan had to do), the Uni would have to pay out $23,500,000 ($235,000 X 100).
23,500,000 reasons for the University of Newcastle to destroy those people who report bullying, harassment and victimisation.
Wednesday, May 7, 2014
The aim of this coalition was "to develop a university integrity ranking, both to name and shame those failing in their duties, and to celebrate and spread good practice.
The assessment focuses on four categories.
1. Transparency and responsiveness – looks at general information that should be freely available to all including universities’ ethics codes, sources of funding, recruitment procedures and a list of faculty, their CVs and the curriculum they teach.
Well we know that the University of Newcastle prides itself on its vast number of policies and codes of conduct - why do we receive so many reports of ethical breaches (theft, misuse of uni credit cards, soft marking, plagiarism, favouritism and bias in recruitment etc etc) ? Liz Spencer
2. Academic integrity, - the rules for reporting fraud, addressing misconduct and dealing with whistleblowers. It is by now well-known that the University of Newcastle states that misconduct must be reported BUT, in reality, anyone who reports any form of misconduct is harassed, victimised and hounded out of the University (contact us for many detailed reports of this).
3. Governance quality, evaluates procedures for recruitment, teaching and decision-making. Are jobs and fellowships properly advertised? Well, sometimes but policies and procedures for recruitment are often "flexible" with favouritism and policy breaches frequent. Are examinations fair? (not always - but just "adjust the marks"). Is promotion merit-based or nepotistic? (we have many reports that academics at the University of Newcastle who are willing to cover up the misconduct of other academics are rewarded with being fast-tracked to the top).
4. Financial management, looking at the risks of embezzlement or other financial irregularities.The University of Newcastle has had issues regarding the misuse of university credit cards (Newcastle Herald and NSW Auditor General) and fraud as well as the huge salaries and bonuses paid to the senior managers of the university. For example, in 2011,
Friday, May 2, 2014
According to Riggio (2013), there are "two other workplace evils that together with bullying constitute an "unholy trio" that when combines can make a workplace a living hell. I have been made aware of leaders, bullies themselves, but who are able to attract cronies who will side with them and deny that the leader is a bully. In fact, these cronies will represent to higher authorities that the bully-leader is a "caring and compassionate" leader, and that the victim is really the problem. In exchange, the bully-leader gives favors and resources to these cronies, and the cycle of persecution continues for the poor victims."
"Bullying, cronyism and narcissism thrive in the workplace because other employees (“bystanders” to the bullying process), and higher-level leaders, refuse to get involved. ..In the case of some higher-level leaders, the bully and cronies are able to dupe them with their assertion that the victim is the real problem When that happens, it is usually because the leader is not doing his or her job of monitoring what is really going on at the lower levels of the organization. In any case, the unholy trio continues ultimately because of a failure of leadership." (Riggio 2013) John Germov Alison Ferguson