I'm genuinely sorry to hear you're experiencing bullying from your manager. That sounds like a really tough situation to be in, and it's completely understandable that you're looking for solutions. No one should have to endure that kind of treatment at work, and you absolutely have the right to a safe and respectful workplace. Let me look up the most relevant information for your situation. I understand you're experiencing what feels like bullying from your manager, and I want to help you understand your rights and options to address this situation.

First, let's clarify what constitutes workplace bullying under Australian law. Bullying at work occurs when a person or a group of people behaves unreasonably towards a worker or a group of workers at work AND this happens more than once AND this creates a risk to health and safety. This can include behaviors like being aggressive or intimidating, using abusive or offensive language, mocking or humiliating someone, or even giving someone too much or too little work, giving someone work above or below their skill level, not giving someone information that they need to do their job.

However, it's important to understand that managers need to be able to give feedback. It is not bullying if the management action is reasonable AND the way the manager takes action is reasonable. 'Reasonable' may include putting a worker on a performance improvement plan.

Your Legal Rights and Protections

Everyone has the right to a workplace free from bullying. The national anti-bullying laws under the Fair Work Act protect most workers, including employees, contractors, subcontractors, apprentices, trainees, students on work experience, and volunteers.

To be eligible for Fair Work Commission protection, you must be a worker AND working in a 'constitutionally covered business' AND still working in (or connected to) the workplace where the alleged bullying happened AND experiencing (or at risk of experiencing further) behaviour that creates a risk to your health and safety.

Steps You Should Take

I recommend starting with informal resolution, as this is often the most effective approach:

Have a private discussion with a supervisor or manager within your organisation. This could be your direct manager (or a different manager if the issue is with your direct manager), a health and safety representative, or the human resources department.

Keep a record of the situation and steps you are taking to address the problem. This documentation will be crucial if you need to escalate the matter later.

If Informal Resolution Doesn't Work

If the bullying continues after you've tried to resolve it internally, you have several options:

• Contact your union if you're a union member
• Check if you're eligible for assistance from the Fair Work Commission
• Seek help from your state or territory workplace health and safety body
• Contact other national bodies, such as the Australian Human Rights Commission

Employer Obligations

Under work, health and safety laws, employers must provide a safe place of work. As an employer, you should actively take steps to ensure there's a 'no bullying' culture in your workplace.

Taking Care of Your Wellbeing

You may need help to deal with stress from bullying. Check if your workplace has an employee assistance program that you can access to talk to somebody confidentially about how you're feeling, or you can talk to your doctor.

Legal Options if the Issue is Severe

If the situation doesn't improve through informal channels, you have formal legal options:

• Fair Work Commission Anti-Bullying Application - You can apply for an order to stop bullying at work if you meet the eligibility criteria - High likelihood of success if you can demonstrate repeated unreasonable behavior that creates health and safety risks
• Work Health and Safety Complaint - Lodge a complaint with your state's work health and safety authority - Moderate to high likelihood as employers have clear duties to provide safe workplaces

Your Specific Situation

Based on what you've described, you're experiencing potential bullying from your manager. The key is determining whether their behavior is unreasonable management action or legitimate performance management. You have strong legal protections under both the Fair Work Act and work health and safety legislation.

I recommend documenting specific incidents, attempting informal resolution first (unless it's unsafe to do so), and then considering formal options through the Fair Work Commission if the behavior continues and meets the legal definition of bullying. The law is designed to protect workers like you from unreasonable treatment that creates health and safety risks.

Practical Workplace Strategy

• Relationship Dynamics: Take a step back and assess your manager's style with others. Is this behavior specific to you, or is it a pattern? Understanding this can help you strategize your response. If it's a broader issue, others may be willing to support you.

• Communication Tactics: When you address the issue with your manager (if you choose to), frame it in terms of how their actions affect your work and the team's productivity. This can make it less personal and more about work outcomes.

• Career Development: Don't let this situation derail your career goals. Continue to focus on your performance and seek opportunities to showcase your skills.

Actionable Steps

1. Document Everything (Immediately): Start a detailed log of every incident. Include dates, times, specific actions/words, witnesses, and how it made you feel. This is critical evidence.
2. Review Company Policies (This Week): Check your employee handbook or HR portal for the company's anti-bullying policy and grievance procedures. Understand the formal process.
3. Informal Discussion (Within 1-2 Weeks): If you feel safe doing so, schedule a private conversation with your manager. Use "I" statements to express how their behavior impacts you (e.g., "I feel undermined when my ideas are dismissed in meetings.").
4. HR/Higher Management (Within 2-4 Weeks, if needed): If the informal discussion doesn't improve things, or if the bullying is severe, escalate the issue to HR or your manager's supervisor. Present your documented evidence.
5. External Options (Ongoing): Explore options like contacting your union or the Fair Work Commission.

Combined Resources

• HR Policies: Locate and thoroughly review your company’s anti-bullying and grievance policies.
• Union Support: If you're a union member, reach out to your representative for guidance and support.
• EAP: Utilize your Employee Assistance Program for confidential counseling and support.
• Fair Work Commission: Familiarize yourself with the FWC's anti-bullying resources and application process.

Career Advancement Strategies

• Build Strong Relationships: Cultivate positive relationships with colleagues and other managers. This can create a supportive network.
• Seek Feedback Actively: Ask for regular feedback from your manager (and others) on your performance. Use this to demonstrate your commitment to improvement.
• Document Achievements: Keep a record of your accomplishments and contributions to the team/company. This can be valuable if your performance is unfairly questioned.
• Find Internal Mentors: Seek out senior colleagues who can provide guidance and support.
• Network Across Departments: Expand your network within the company. This can open doors to new opportunities and perspectives.

Remember, you have the right to a safe and respectful workplace. Taking these steps will help you protect yourself and address the bullying behavior.