Activist To Advocate
Our Why
We are experts in industrial relations, with a humanistic approach, and a focus on the employee not the employer. We access and make use of employer-driven material from other firms and entities, we have noticed a tendency to paint the employee as more malignant than a simple misdemeanour calls for. From experience, the majority of the workforce is either unaware or unwitting in committing acts against an employer’s policies and procedures. It is the Blanket Approach method of resolving issues that creates future employer problems, continuing inappropriate behaviour, rather than addressing the core problem that created the conflict or risk of harm at work.
We are strong people who believe in the power of advocacy, the inherent resilience that is our birthright, and the fact we should not be placed in situations where we are required to call upon this inner power, particularly in the place of employment. Under the relevant piece of legislation in each state, referred to as the Workplace Health and Safety Act in most jurisdictions, every employer has a primary duty to your safety at work. According to SafeWork Queensland, the psychological well-being of workers is being furthe protected under the Managing the risk of psychosocial hazards at work code of practice 2022, a legally enforceable piece of legislation that addresses behaviour increasingly highlighted at work. Although Stop Bullying Orders have been made available in the Federal system, via the Fair Work Act, these can be hard to obtain and can result in adverse circumstances for the person who seeks remedy when faced with a perpetrator of bullying and harassment. It requires you raise the issue/s at work, prior to submitting an application, and the use of Form 72, but it can form part of broader documentation, if required in the future as part of any potential insurance claim against your employer.
“The legally enforceable Managing the risks of psychosocial hazards at work code of practice 2022 will directly address psychological health risks at work, which can be anything from exposure to traumatic events to remote or isolated working. The code commences from 1 April 2023.”
Our background in industrial relations, also known as employment law does not make us experts. In fact, be wary of any one individual or entity who claims to be an expert, as the field of employment law is vast and crosses into various other realms of law, encapsulating privacy law, corporation law and the like. There are elements of inappropriate workplace conduct that move the actions of the perpetrator of abuse (at work) into the private realm and, in many cases, criminal conduct that falls within a separate legal system, outside of the Fair Work Commission or relevant state-based Industrial Relations Commission.
When faced with an unknown area we outsource to those with expertise in their chosen field, including employment practices, law or other resource-heavy fields that buffer the blowout after toxic workplace experiences. Our content, aimed at being proactive and preventative, is what makes our work stand out from the rest, simply because a worker, damaged, can fully recover to their original safe state of being.
Trusted advocates, here to support you with your workplace matter, stress associated and a focus on solutions, not problems
Although this area of law seems simple, it can be complex, with specialised skillsets required. This does not capture the toll it takes on you and those close to you.
It is best to find someone you can rely on from the get go.