I found that the management (as a generalisation) at Townsville RSL preferred to hide bullying and harassment of staff by members of their team, than to actually solving the issue. I also found the duty managers to be liars, making false accusations to prevent them from bearing the consequences of their unprofessional and possibily illegal behaviour (possible: breach of Duty of Care, harrassment, bullying, etc).
Possible examples of these issues could include: Having a General Manager identify that a staff member is ill (without the staff member approaching them) and notifying the HR manager to send them home. The HR manager telling the staff member they could go home early (in a couple of hours) then when the staff member gets to that time, the Duty Manager refusing to let them go home, claiming that they only have the staff members word that the HR manager said they could (hmmm... Two breaches of Duty of care by two members of management. Send em home sick when they're dead???).
Another example could be a casual employee (a few hours a week) being told at the end of their shift that they have to stay until closing because two other staff members have called in sick (I wonder why?) and threatening to sack the staff member (which they don't have the authority to do) when they inform the duty manager that they already have plans and are unable to stay back (if that happened it would really annoy me because this is a casual employee who the RSL has made the minimum commitment to in relation to their employment). Then the employee gets a phone call the week after if they are returning (sorry, yeah we sacked you but we're not sure if we really meant it???? WTF) then the staff member going in to meet the HR manager, she pulls out an email from the duty manager who claims that the staff members partner threatened violence rather than the actual conversation which was that they would contact the AIRC and take the matter further. NB: these are hypothetical examples only.