SA Employment Tribunal to assess whether an Adelaide Oval worker had a mental breakdown as a result of years of harassment

The Stadium Management Authority has been ordered to hand over documents relating to complaints against a manager accused of years of inappropriate behaviour leading to a worker’s mental breakdown.

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A female senior manager at Adelaide Oval has been accused of years of inappropriate behaviour, leading one worker to have a mental breakdown.

However, the Stadium Management Authority is maintaining that the worker suffered the psychiatric injury during a disciplinary process in 2019.

The South Australian Employment Tribunal has ordered the SMA to release emails and documents which could show another employee made similar complaints about the same manager as far back as December 2017.

In a statement to The Advertiser,the SMA confirmed that no one had been fired in relation to the complaints and subsequent investigation.

“Adelaide Oval SMA follows a best practice grievance resolution process in relation to any complaint,” a spokeswoman said.

“Given this matter is currently before the tribunal, we have no further comment at this time, other than to confirm that no employee has been terminated in relation to this issue”.

In 2019, the worker complained to both the head of HR and the Director of Cuisine.

The notes of his complaint to the head of HR have been provided to the Tribunal but the SMA has not provided notes of the previous complaint, saying they do not exist.

Return To Work SA awarded the worker compensation, but the SMA has launched a review of the decision in the Employment Tribunal.

The review will examine whether harassment in the workplace led to the worker developing a psychological injury.

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Tribunal deputy president Judge Leonie Farell ordered that emails regarding any complaints made against the manager be released ahead of upcoming hearings.

“I agree with the worker that documents that directly or indirectly provide evidence of the behaviour of the manager during the period when the worker and the manager worked together are relevant and discoverable,” she ruled.

“It is important that all relevant documents be disclosed.”

The worker contends the employer has not acknowledged the manager’s behaviour towards the worker was as described by the worker, or in any other way inappropriate.