<\/a><\/aside>\n
“There isn’t a lot of consideration to actually looking at the substance of the behaviour.”<\/p>\n
The AHRC does, in some circumstances, encourage applicants to report to police, but a spokesperson told the ABC it was not a mandatory reporter.<\/p>\n
Ms Schleiger said employers that did not recognise potentially criminal behaviour could be in breach of\u00a0legal obligations.<\/p>\n
“Employers have a duty of care. They can be prosecuted for criminal offences under work health and safety legislation,” she said.<\/p>\n
Delays and employer change uncertain<\/h2>\n After years of waiting, Sarah was largely happy with the outcome of her case. But she says more should be done to prevent matters from being drawn out.<\/p>\n
She said her former employer used delaying tactics.<\/p>\n
“They weren’t cooperative. They just wrung it out too long, and everything was really inaccurate,” she said.<\/p>\n
Sarah was eventually forced to take the employer to the Victorian Civil and Administrative Tribunal,\u00a0finally getting a result through more conciliation.<\/p>\n
“The time frame that I went through \u2014\u00a0years \u2014\u00a0seems outrageous and unethical and a waste of time,” she said.<\/p>\n
In a statement, the Victorian Equal Opportunity and Human Rights Commission said it was highly unusual for a matter to run longer than a year, and they aimed to close matters within six months.<\/p>\n
The commission said it tried to set timelines to avoid abuse and parties could withdraw and go to court if that happened.<\/p>\n
Sarah is not convinced her employer will change its practices as a result of conciliation, but says she would still go through the process again.<\/p>\n
“Someone needs to speak up for these things because it just shouldn’t happen,” she said.<\/p>\n<\/div>\n
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