I have started dispute resolutions through Fair work against…

No
Just had a verbal overview last time

Not at the moment

First complaint (bullying) made by phone to Area manager in Aug last year
next day followed up by Email
Bullying Complaint based around Manager responding to a rostering query with "you are just a casual and I can do as I like"
Later (Oct)
I presented a email pointing out that the Rostering policy of BP was both a WHSE issue and unreasonable (bullying)
This lead to an informal discussion with the area manager (by phone) in front of another manager where We attempted to hash it out
long story short
I asked if the enterprise agreement was open to interpretation or did we have to take it absolutely literally
the response was that we had to take it literally
I pointed out that BP had therefore been in breach of the enterprise agreement with every Casual employee Australia wide for the length of time the agreement had been in place.
which is the first Breach
NO1 RIVERSIDE QUAY AND CENTREL NATIONAL ENTERPRISE
AGREEMENT 2016-2020
https://www.fwc.gov.au/documents/documents/agreements/fwa/ae423436.pdf
Section 15 Public Holidays
the word Employee is used, the word Employee is defined at the beginning of the agreement
The ONLY exception for payment of employees for non attendance on a public Holiday is for Part time employees that would not normally be rostered on for that day
All other employees are supposed to get public holiday pay for non attendance (no exception for casuals exist in the agreement)
when questioned as to why Casuals can not get "within reason" regular shifts the answer was "it is against BP policy" so I asked to see the policy only to be told that "No such policy exists". (you can imagine my confusion)I was then told that the "random roster policy" that BP enforces was defined in the Enterprise agreement
So I asked where
I was told it was in the definition of "Casual" So we went to the definition of Casual and the words were not there
the definition does not mention rostering policy at all
I pointed out that asking some one (24hr station) to consistently do 3 out of the 4 shifts (00:00-06:00, 06:00-12:00, 12:00-18:00, 18:00-24:00) and sometimes all 4 within a week (averaging 5 shifts a week) just based on the legality of having a 10hr break between them was Both a health hazard and unreasonable (bullying)
The area manager finished the conversation she said that it was bey9nd her and that she would pass it on to HR and get back to meI should point out that at this point BP was about to change management of our station (current manager retiring) and we were going to receive the manager that was involved in the discussion, who also was the manager that I placed the first bullying complaint against.The manager we had, had tried for the previous 9 month to have a regular roster in place (I was trying to get ahead of the forseeable problem)So the Next breach of enterprise agreement happened with the hiring of an assistant manager
This resulted in casual employee loosing a shift a weekBecause we were under regular rosters sections 23 and 24 of the agreement should have been upheld, the were notthen the manager was replacedAnd the new manager immediately implemented the random roster style without consultationAnother breach of sections 23 and 24Not long after this I noticed that I was being singled out and allocated a very short shift schedule while others were being allocated moreWhen this variance got to 8/9 shifts a fortnight for all others while I was on 4/5 per fortnight AND she was bringing in employees from other sites to fill shifts rather than give them to me we all knew it was another form of retaliation and bullyingWhen I mentioned this to the HR rep I was told that it was within the managers right to act in such a way.I followed all the resolution steps in both the agreement and the BP code of conduct and ended up at the Fair work tribunal