Other question/suggestions for Mrs Stallion...

Does the manager ever call you into one to one meetings to discuss her shortcomings? If so, you should be able to request a third, unbiased person present - a colleague, Union Rep or a manager from another department.

Are these meetings called at short - sometimes minutes notice? Disciplinary meetings should always have a reasonable amount of notice and a third person present (my manager called me to one at 11.59am, knowing full well that my set lunch time was midday. It's a flustering technique that often works because it catches you offguard).

Are your shortcomings discussed with other members of staff to your detriment? This is divide and conquer. If the manager can get colleagues to think twice about supporting you, then the manager has already won the battle.

There is always the option to quit, but if you're going to do that, make sure you have another job to go to that is a confirmed and solid offer before making a public stink about bullying in the NT, and a reasoned argument for leaving them.

There is also the option of being signed off sick long term. This helps enormously in any grievance, if you have a sympathetic doctor. It may not feel the right thing to do, but if the mere act of pulling up outside the door makes you vomit, you are sick and need to take a break. If you can prove it is affecting your health (and it sounds pretty convincing to me), you have a stronger argument. Even better if no-one does your work whilst you are away. Get counselling, get medical help and get your self back.

LTS