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<p>The complainant is blind and unable to read information on signs and notification screens. He alleged he was refused sighted-guide assistance at a station to enable him to find and make his way to a platform.</p> <p>The respondent public transport provider considered that its station staff and conductors offer passengers with disability sufficient assistance to access station facilities, including locating train platforms.</p>

<p>The complainant was employed as an executive manager with the respondent corporate. She alleged that, after she informed the corporation that she was pregnant and would be seeking seven months’ maternity leave, she was informed her role would be made redundant, was offered an inferior role and was not offered a more senior role for which she was qualified. She further alleges that, when she returned to work after her maternity leave the corporation informed her that her new role would be made redundant and that there were no opportunities for redeployment. </p>

<p>The complainant alleged that an offer of employment as a support worker in a community organisation was revoked by senior management because of her criminal record. She said she disclosed her criminal record during the recruitment process. The complainant had been convicted of minor theft and fraud offences approximately nine years earlier. She claimed the organisation offered her no opportunity to discuss the circumstances surrounding her criminal record before making its decision. </p>

<p>The complainant is a 56 year old retiree and applied for a credit card with the respondent bank. He claimed the bank declined his application because he does not earn a wage or property income. He claimed the bank told him it did not consider a retiree’s assets or pension income when assessing a credit card application.</p>

<p>The complainant is paraplegic and uses a wheelchair. He alleged that the respondent council built a bridge that is not compliant with the relevant disability standard. He claimed pedestrians using wheelchairs were required to cross to roads, whereas pedestrians not using mobility aids were not required to do so.</p> <p><br><br> The council claimed the disability standard did not apply to the bridge, but that the bridge would have been compliant. The council claimed the bridge was accessible and safe for pedestrians using wheelchairs. </p>

<p>The complainant was 69 years of age and has osteoarthritis. He said his local supermarket changed its payment policy to only allow payment by credit or debit card. He alleged this practice was discriminatory because older persons and persons with disability were more likely to experience difficulties in obtaining and using credit and/or debit cards.</p>

<p>The complainant has post-traumatic stress disorder and was a student at the respondent vocational training organisation. He alleged he was required to undertake a video assessment for a subject, which he was unable to do because of his disability.</p>

<p>The complainant has anxiety, depression and panic attacks and worked as a security guard at the premises of a government entity. He advised he was required to take time off work to attend appointments with his psychologist and to attend hospital to manage his disability. He alleged the government entity asked his employer, a private security company, to remove him from the site, ‘get rid’ of him and ‘fire’ him because he required a prolonged period of hospitalisation to undertake treatment for his disability.</p>

<p>The complainant has Obsessive-Compulsive Disorder, depression and anxiety and was employed with the respondent local council. He said he experienced a panic attack at work arising from issues in his personal life. He alleged a manager disclosed information about his disability and attraction to a former supervisor without his permission. He also alleged the council did not permit him to return to his substantive role and required him to undergo numerous health assessments, despite him being deemed fit to return to work.</p>

<p>The complainant was employed with the respondent investment firm as a business partner in corporate trust. She alleged that while she was on maternity leave to have her third child, the firm employed someone to permanently fill her role without consulting her or discussing her return to work. She said that when she sought to return to work on a part-time basis, the firm asked her to move to a comparable role as a business consultant. However, the complainant alleged that when she commenced the role it became clear to her the role was a demotion.</p>

<p>The complainant was a member of the respondent travel club and has a mobility disability. He claimed he was unable to ascertain whether hotels and other accommodation offered by the club were accessible when booking online. He advised that, even when he contacted the club by phone, he was sometimes provided with incorrect information about accessibility of accommodation.</p>

<p>The complainant is employed as a retail assistant with the respondent retailer. She alleged the company’s appearance standards policy, which had recently been circulated, required female employees to wear make-up and used gendered language and stereotypes. For example, she said the policy required women to wear their hair tied back, rather than requiring any employee with long hair to tie the hair back. </p>

<p>The complainant took time off work with the respondent government authority and was diagnosed with motor-neurone disease. He said he contacted the authority to discuss a return to work and asked if the office was wheelchair accessible, given he now used a wheelchair for mobility. He alleged the authority required him to prove his diagnosis even though he had already provided a medical certificate. The complainant thought the authority was trying to delay his return to work because the office was not wheelchair accessible. </p>