'Doesn't pass the pub test': union questions Newcastle council over two high-paid roles
Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive.
United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies.
"This is a slap in the face to the hundreds of casual workers who keep these venues running," he said.
"Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces.
"Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process."
The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission.
A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes.
"An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said.
"In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals.
"There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries."
When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues.
"City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said.
In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process.
The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed".
The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply".
The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy.
"Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said.
"These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria."
The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation".
Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position.
"... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said.
The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants.
Mr Hutchinson said the "hypocrisy" was "staggering".
"They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said.
"It reeks of favouritism and undermines the principles of equal opportunity."
The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process".
"Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said.
"They deserve respect, transparency and a fair go, not backroom deals."
THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year.
Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive.
United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies.
"This is a slap in the face to the hundreds of casual workers who keep these venues running," he said.
"Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces.
"Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process."
The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission.
A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes.
"An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said.
"In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals.
"There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries."
When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues.
"City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said.
In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process.
The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed".
The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply".
The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy.
"Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said.
"These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria."
The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation".
Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position.
"... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said.
The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants.
Mr Hutchinson said the "hypocrisy" was "staggering".
"They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said.
"It reeks of favouritism and undermines the principles of equal opportunity."
The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process".
"Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said.
"They deserve respect, transparency and a fair go, not backroom deals."
THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year.
Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive.
United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies.
"This is a slap in the face to the hundreds of casual workers who keep these venues running," he said.
"Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces.
"Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process."
The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission.
A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes.
"An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said.
"In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals.
"There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries."
When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues.
"City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said.
In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process.
The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed".
The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply".
The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy.
"Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said.
"These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria."
The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation".
Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position.
"... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said.
The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants.
Mr Hutchinson said the "hypocrisy" was "staggering".
"They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said.
"It reeks of favouritism and undermines the principles of equal opportunity."
The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process".
"Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said.
"They deserve respect, transparency and a fair go, not backroom deals."
THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year.
Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive.
United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies.
"This is a slap in the face to the hundreds of casual workers who keep these venues running," he said.
"Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces.
"Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process."
The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission.
A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes.
"An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said.
"In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals.
"There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries."
When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues.
"City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said.
In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process.
The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed".
The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply".
The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy.
"Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said.
"These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria."
The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation".
Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position.
"... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said.
The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants.
Mr Hutchinson said the "hypocrisy" was "staggering".
"They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said.
"It reeks of favouritism and undermines the principles of equal opportunity."
The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process".
"Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said.
"They deserve respect, transparency and a fair go, not backroom deals."
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THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year. Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive. United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies. "This is a slap in the face to the hundreds of casual workers who keep these venues running," he said. "Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces. "Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process." The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission. A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes. "An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said. "In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals. "There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries." When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues. "City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said. In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process. The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed". The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply". The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy. "Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said. "These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria." The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation". Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position. "... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said. The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants. Mr Hutchinson said the "hypocrisy" was "staggering". "They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said. "It reeks of favouritism and undermines the principles of equal opportunity." The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process". "Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said. "They deserve respect, transparency and a fair go, not backroom deals." THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year. Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive. United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies. "This is a slap in the face to the hundreds of casual workers who keep these venues running," he said. "Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces. "Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process." The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission. A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes. "An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said. "In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals. "There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries." When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues. "City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said. In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process. The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed". The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply". The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy. "Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said. "These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria." The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation". Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position. "... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said. The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants. Mr Hutchinson said the "hypocrisy" was "staggering". "They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said. "It reeks of favouritism and undermines the principles of equal opportunity." The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process". "Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said. "They deserve respect, transparency and a fair go, not backroom deals." THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year. Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive. United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies. "This is a slap in the face to the hundreds of casual workers who keep these venues running," he said. "Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces. "Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process." The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission. A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes. "An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said. "In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals. "There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries." When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues. "City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said. In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process. The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed". The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply". The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy. "Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said. "These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria." The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation". Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position. "... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said. The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants. Mr Hutchinson said the "hypocrisy" was "staggering". "They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said. "It reeks of favouritism and undermines the principles of equal opportunity." The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process". "Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said. "They deserve respect, transparency and a fair go, not backroom deals." THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year. Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive. United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies. "This is a slap in the face to the hundreds of casual workers who keep these venues running," he said. "Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces. "Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process." The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission. A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes. "An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said. "In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals. "There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries." When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues. "City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said. In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process. The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed". The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply". The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy. "Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said. "These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria." The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation". Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position. "... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said. The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants. Mr Hutchinson said the "hypocrisy" was "staggering". "They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said. "It reeks of favouritism and undermines the principles of equal opportunity." The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process". "Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said. "They deserve respect, transparency and a fair go, not backroom deals."
Sydney Morning Herald
3 days ago
- Sydney Morning Herald
Ex-council boss denies he fuelled protests sparked by job loss rumours
Ousted Liverpool Council chief executive John Ajaka has denied he failed to correct false rumours the organisation planned to sack 150 workers, which sparked fiery protests led by union members, because he was worried his own job was at risk due to escalating tensions with Mayor Ned Mannoun. Union members chanted 'Put some pork on your fork' and held up a toy pig at the protest directed at Mannoun, who is Muslim, before police were called to a chaotic council meeting on April 24 last year, when Ajaka was stood down pending an independent investigation into his behaviour at a meeting. Ajaka on Wednesday faced cross-examination in a public inquiry into alleged dysfunction and maladministration at the council in south-west Sydney. The inquiry has previously heard Ajaka was hired in late 2022, and his working relationship with Mannoun had deteriorated by the time Ajaka told the mayor to 'shut the f--- up' in a meeting about staff employment on April 16 last year. Ajaka, a former Liberal MP, this week told the inquiry he became aware an email about the false rumour was circulating, and had met a senior union delegate, the day before United Services Union advocate Steve Donley told 2GB Radio host Ray Hadley that 150 jobs at the council were 'on the line', and workers and union members were to protest outside a council meeting the next day. The inquiry heard Donley had told Hadley on air: 'The CEO, John Ajaka, has been told that there will be a council meeting tomorrow at [2pm]. They'll go into a closed session and the so-called mayor, Ned Mannoun, will sack him.' Loading Hadley said that 'according to Steve Donley, the mayor is doing his best to remove John Ajaka', before he declared a conflict of interest and said he had known Ajaka and his family for a long time. Ajaka said multiple people had called him about what was said in the interview, which he did not hear, and that although he knew Hadley, he would not describe him as a friend. Ajaka said he knew there would be a demonstration, but he did not expect it would be volatile.
