Every week an average of three teachers and staff employed by the Education Department file workers’ compensation claims as a result of assaults in WA classrooms, reports the Perth Now. Overall, taxpayers footed a total bill of more than $32 million in workers’ compensation to education employees in 2011. Most were for physical stress, falls, slips and trips and mental stress. Education Department workforce executive director Cliff Gillam said almost half 88 of the 184 claims relating to assaults in 2011 happened in education support centres.
WorkCoverWA – teachers get knocked around
“The majority of the incidents happened in education support facilities where the actions of some students are unpredictable and possibly unintentional, however, result in a staff member being injured,” he said.
According to the latest statistics from the Education Department, 167 people filed 174 claims as a result of physical injuries sustained in an assault in 2011.
Another 10 people lodged claims for stress associated with exposure to workplace violence.
One employee lodged three claims as a result of assaults in a single year.
Five made two claims each in 2011.
The claims covered a range of injuries from fractures and dislocations to sprains, strains and superficial injuries, along with “multiple injuries and mental disorders”. In 2010, 165 people lodged 177 claims as a result of physical injuries, and eight people made claims for stress.
State School Teachers Union president Anne Gisborne said violence within education support centres should not be tolerated and violent students should be taught in “alternative settings”.
“There should be a zero tolerance to violence of any sort in schools whether it’s against teachers or students,” she said.
“These figures are very concerning and I think they suggest our education support centres aren’t resourced enough to deal with these issues,” he said.
Acting Education Minister John Day said principals reported that the independent public schools program had “revitalised schools”. [Yeah... right....]
[Source: http://www.perthnow.com.au/wa-teachers-get-knocked-around/story-fn6mh6b5-1226326489359]
Shortlink: http://aworkcovervictimsdiary.com/?p=6959
It’s true that Teachers, Nurses and police officers are all extremely vulnerable to workplace injuries, whether physical or mental – and yet nothing really gets done about it! These people work for very small salaries and for a good cause, and yet are often at the “front line” and thus the primary recipients of mental and physical injuries. And when one of these workers file a claim, they more often than not get “rejected”! How many teachers, nurses and police officers have had their claims rejected? Recently a police man’s claim for psychological injuries was appealed and rejected again!
http://www.abc.net.au/news/2012-03-28/assault-tribunal-sa-police-wheeler/3917872
In schools, children are taught to “just say no” to bullies. Walk away and ignore them because if a bully doesn’t get attention, they’ll stop.
This attitude sets a dangerous precedent for the workplace, where the bullying may involve a power imbalance and ignoring it may only make it seem acceptable, or allow it to escalate to the point where stress leave on this ground is prevalent. It’s alright to say “sticks and stones”, but when it’s making your job harder, it’s just as okay to find a way to speak up.
Medium to large sized workplaces now have a bullying and harassment policy, which is usually available in procedure manuals or the workplace intranet. It will usually give a brief definition of bullying and an outline of the internal complaint process. It is a good first place to look for your options, even if you end up deciding to go elsewhere. Some questions you might ask yourself when looking at the policy are:
A good policy will make these things clear. For example, a good policy will have a designated complaints officer and have clearly explained processes, including how to appeal an initial decision. There may also be counselling services available, or someone you can talk to without lodging a formal complaint.
If you choose to go through the complaints process and the bullying doesn’t stop, you might be able to lodge a complaint with the Equal Opportunity Commission (EOC). The EOC requires that you be victimised, or treated differently, to be able to complain. For example, you could be being excluded from social activities, or be “sent to Coventry” (where people do not speak to you or exclude you from general conversations) or being further harassed.
Another option is a General Protections claim with Fair Work Australia. If you suffer in your job, for example, by being excluded from training, or subjected to unjustified performance management, you may be able to argue that your employer has taken adverse action against you because you made a complaint. This extra qualification may be a bit difficult to show in some cases so it’s important you seek suitable and professional advice.
Alternately, if you feel the bullying is discriminatory, such as being based on your race or gender, you can make a complaint with the EOC or the Australian Human Rights Commission. Which forum is right for you depends on your situation as they differ slightly in their jurisdiction and processes. Both will usually begin with a conciliation process in an attempt to find a solution before referring your claim for a hearing. You don’t need to have already complained through work (internal process) to lodge an external complaint on these grounds.
It is important to remember that you are not alone if you are facing a bully at work. There are other people in your situation, and there are people who can help you deal with it. If you ask for help, or make a complaint, you’ve taken the first step to reducing the bully’s power over you.
It’s not a crystal clear area of law. It can be confusing and complex. But we urge you not to let bullying and harassment be a part of your work environment for these reasons. If you need to clarify where you might stand in relation to workplace bullying. Best is to get in touch with a lawyer or your union.
Bullying is nothing more than an intentional means of controlling another person or persons. The perpetrator chooses their methods carefully. They usually create the workplace to suit their bullying style. They know their workplace, school, social club, church or any other environment well. Especially if their environment will do nothing about their attacks. I worked in a business where the OHS protocols on bullying were viewed as a joke. The bullies could quote the protocols like memorised scripture. They knew every loophole they could do their power playing. They would pride themselves in their ability to slip through the protolcol cracks. They can be as organised and cunning as a crime gang. It takes some very brave and strong people to meet these people head on. Changing the law to make bullying a criminal offence is only a start. If a company makes an anti bullying policy and refuses to reinforce those policies. They should NOT be covered by Workcover. It should then become a matter for criminal law. These people are criminals who are encouraged and aided by those who have employed them. Workcover should support the victim but in the long term make the employer pay Workcover back for the damage their bullies have created. Then you will see policies re enforced and changed promptly. A clear message to businesses should be sent. If you employ a bully you will have to pay for the damage it does. Even if that means losing your business. Bullies are not wise financial investments.
Talking about bullying, do you know that I was, not that long ago, bullied & intimidated by THE DIRECTOR of Occupational Health and Wellbeing himself? We used to call him mister wellbeing… He was called to my office (when I still worked) re a “follow-up” on an in-house ergonomic assessment, of which the many recommendations were never implemented. He sat on the floor, with his legs spread and looked at me like I was some baboon and said ‘well, you’ll just have to take your own laptop and find a place to talk to your laptop elsewhere then…” (it was about the fact that I was still not getting dictation software nor a place to dictate, as per medical request x 100.) He did that in front of my colleagues, who were horrified.
And… a DIRECTOR of OHS and Wellbeing, an intimidating BULLY… yep!
An old nursing term for an idiot like him is f**ked in the head syndrome. (FITH) Spread legged on the floor. I think he was the baboon.
@trinny61 kindly tweeted us a very useful guide” Code of Professional Conduct for Nurses in Australia”
Thank you