Ms Marriott's claim to Workcover was rejected as being due to her own serious misconduct, following an independent psychiatrist assessment and an independent investigation. Ms Marriott's actions in making this false and retaliatory Workcover claim, required me as the employer to perform more than three days of compiling the employer response and interviews, along with this false claim creating considerable stress, apprehension and a fear that her vindictive reprisal for my lawful dismissing of her employment, will never end unless the Court order is enforced. Once again, Police have never investigated; he cannot dismiss me from my employment. I am the company manager; one of my many roles is employment. My husband and my partner have alleged that I have mental health issues, schizophrenia and Bipolar to many, many people. They have done it in writing and in meetings with business associates, employees, my adult children, Facebook friends. I have documentary evidence. WorkCover claim for a psychosocial injury My WorkCover claim is for a psychosocial injury, which I sustained from the actions taken against me after I reported an incident to Stawell police, which Police identified as Domestic Violence. However, I have documented the instances of workplace bullying and harassment, that I have been subjected to since 2018 in our workplace. A person, through their bullying behaviour, may be guilty of an offence under the OHS Act. However, the employer and other individuals may have breached the OHS Act by their failure to take action against bullying behaviour. For example, the employer has failed to take all reasonably practicable steps to provide and maintain a working environment that is safe and without risks to health associated with bullying or as a result of failing to respond to bullying behaviour, an employee, including a manager or supervisor, has acted in a way that fails to take reasonable care for the health and safety of others at a Workplace Workplace. Bullying Definition Workplace bullying is repeated, unreasonable behaviour directed at an employee or group of employees that creates a risk to health and safety. Employers have a responsibility under the OHS Act to maintain a workplace that is safe and without risks to psychological and physical health and safety, so far as is reasonably practicable. Complaints that are not true and made to cause harm or distress are known as vexatious or malicious complaints. If a report of bullying is found to be vexatious or malicious, disciplinary action or counselling may be considered against the Page of 12 44
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