A teacher's long-standing battle for justice has finally come to an end, with a significant outcome that raises important questions about workplace rights and responsibilities. The story of Susan Mowat, a former educator at Christchurch Boys' High School, is a testament to the power of perseverance and the need for fair treatment in the workplace.
Mowat's journey began in 2017 when a series of anonymous letters critical of the school's headmaster, Nic Hill, were submitted to the board. Hill suspected Mowat as the author, citing past conflicts and similarities in language and handwriting. An independent investigation, however, could not conclusively determine the letters' origin.
But here's where it gets controversial: Mowat claimed that the board's handling of this situation, along with other disputes, created an intolerable work environment. She resigned in 2019, citing the significant impact on her well-being, reputation, and ability to work. The school and board denied her allegations, deeming them vexatious and untimely.
A five-day hearing before the Employment Relations Authority in 2025 addressed Mowat's claims of unfair dismissal and unjustifiable disadvantage. The authority found that while the school board had not adequately addressed Mowat's concerns about being blamed for actions she hadn't committed, they had not unjustifiably dismissed her.
In a recent determination, authority member Lucia Vincent ruled that Mowat was unjustifiably disadvantaged when the board took a 'shutdown approach' to her concerns. Vincent stated, "This approach unjustifiably disadvantaged Mrs. Mowat who felt unheard and her concerns minimised by the board during a vulnerable time for her following the investigations."
However, Vincent also noted that there was no evidence to suggest the board's actions were intended to force Mowat's resignation, and thus, she had not been unjustifiably dismissed.
Mowat and her lawyer, Kathryn Dalziel, welcomed the decision, emphasizing the impact these events had on Mowat's well-being, reputation, and ability to work in an environment she cherished for 18 years. Dalziel added, "No employee should experience what Susan went through simply for raising concerns in good faith."
The school's board chair, Emily Flaszynski, expressed satisfaction with the authority's findings, focusing on moving forward and committing to fair and respectful employment practices. Flaszynski acknowledged Hill's dignity and leadership.
In light of this personal grievance, the Employment Relations Authority awarded Mowat $25,000 in compensation for the physical and mental symptoms she endured during her final years at Christchurch Boys'.
This case highlights the fine line between employer duty of care and employee rights, leaving us with a thought-provoking question: In situations like these, where does the responsibility lie, and how can we ensure a fair and respectful workplace environment for all?
