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The Advertiser
6 hours ago
- Business
- The Advertiser
'Doesn't pass the pub test': union questions Newcastle council over two high-paid roles
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."
ABC News
a day ago
- Politics
- ABC News
Snowy Monaro councillor Andrew Thaler suspended for second time over alleged misconduct
A Snowy Monaro councillor has been given another period of suspension without pay from local government over more alleged breaches of conduct. The Office of Local Government handed Andrew Thaler an additional three-month ban to begin the day before he was due to return to his Snowy Monaro Regional Council role. Office of Local Government deputy secretary Brett Whitworth signed a report into Cr Thaler's alleged breaches of the Local Government Act on July 28. The report referred to publicly available comments Cr Thaler made on social media and in online videos between March 12 and 30. Mr Whitworth said Cr Thaler's comments were directed at council staff and members of the public and "appear to be targeted and intentional". The report stated Cr Thaler's recent submissions about his conduct "indicate a lack of insight into the inappropriateness" of his behaviour. It claimed he did not express remorse for his actions and found his misconduct "very funny". Cr Thaler has been ordered to apologise for his "sufficiently serious" actions. It comes after Cr Thaler was suspended in May for three months over similar breaches committed in March, which was due to end on August 5. According to the Local Government Act 1993, a councillor can be disqualified from holding civic office for five years if they are handed three suspension orders. In June, Cr Thaler failed in an attempt to appeal the first suspension in the New South Wales Civil and Administrative Tribunal (NCAT). Cr Thaler said he would appeal against the decision to ban him for a further three months. "It's lawfare, it's unlawful and it's unreasonable," he said. He claimed his ban was an attack on democracy. "It's part of a broader agenda to remove councillors from council because councillors are seen as an impediment to the political agenda," he said. "I think I've proven myself in battle, as it were, so I'm not going to back down. I'm not the kind of guy you play chicken with." In the investigation report published on July 28, the Office of Local Government said it had the option to refer the matter to the NCAT, which could disqualify Cr Thaler from local government for up to five years. Mr Whitworth said the three-month suspension and an apology would suffice. "It enables immediate action to be taken to address the work health and safety concerns arising from Cr Thaler's conduct, particularly in relation to the councillors who were the specific targets of the comments," the report read. Cr Thaler was elected as a representative for the Snowy Monaro Regional Council last year and ran as an independent candidate at the 2025 federal election, gaining about 2,000 votes. He is not allowed to exercise any of his duties and rights as a councillor during the suspension period, which will now end on November 4.
RNZ News
2 days ago
- Politics
- RNZ News
‘Keep our Māori wards' campaign kicks off with security caution
Dinnie Moeahu says supporters of Maori wards need to know their stuff to counter deliberate misinformation. Photo: Te Korimako o Taranaki via LDR A bid to retain Māori representation at Taranaki council tables kicked off on the weekend with a call for whānau-level pushback against what campaigners say is deliberate disinformation. Speakers at Saturday's organising meeting also warned referendums on Māori wards across New Zealand would spark vitriol - and potentially worse. New Plymouth councillor Dinnie Moeahu called the hui, saying misinformation was causing misunderstanding and fear, while disinformation was dividing communities. He represents New Plymouth's five-councillor 'at-large' ward, having topped the poll with general roll voters in 2022. Likewise, he said, anyone could stand in a Māori ward to be elected by Māori roll voters. "Non-Māori can also stand in the Māori ward seat. Ōrite: it's the same." Moeahu said opponents were incorrectly labelling Māori council seats as 'race-based'. Māori wards were Treaty-based, he said: created to ensure effective representation and help meet Crown obligations under Te Tiriti o Waitangi, as spelled out in the Local Government Act. Almost all Māori wards and constituencies face being extinguished via referendum at October's local elections, including those at Taranaki's four councils. The government changed the law a year ago, requiring binding polls on local Māori seats to fulfil National's coalition deals with ACT and New Zealand First. They said the change was to restore democracy to communities on a significant change to local democracy. Moeahu said anti-Māori groups were ready with a campaign labelling the wards race-based as soon as the government reintroduced referendums last July. "It was well-resourced, it was strategised superbly and executed with perfection - and less than 24 hours after the law received Royal Assent." Former New Plymouth mayor Andrew Judd copped abuse when he backed Māori wards a decade ago - and he warns more is coming. Photo: Te Korimako o Taranaki via LDR Andrew Judd won New Plymouth's mayoralty in 2013, standing down at the next election after his unyielding support for a Māori ward drew persistent, often public abuse - including of his children. Judd said he predicted more of the same from opponents of guaranteed Māori representation. "My intel is that they are well geared-up, and they are going to be ... destructive," Judd said. "Because their hatred is real - and we cannot let hate win." Te Waka McLeod has agreed Moeahu will accompany her to meetings for fear of confrontation during election season. Photo: Te Korimako o Taranaki via LDR Moeahu said the escalating risk of physical threat prompted him and councillor Te Waka McLeod to agree he would accompany her to public meetings till the election ends. McLeod is the first councillor for NPDC's new Te Purutanga Mauri Pūmanawa ward. Despite attracting online and in-person abuse, McLeod said she had been supported by fellow councillors and staff, and the council was building stronger relationships with hapū. She said supporters from all communities must help family members better understand Māori wards with accurate information. "It's having those conversations with your nana, with your grandma, with your uncle at your whānau kitchen table," she said. "They may be sitting on the fence and they just need to hear a little bit of truth." The meeting drew people keen to join the fight to keep Māori wards. Photo: Te Korimako o Taranaki via LDR Other speakers included Labour MP Glen Bennett and NPDC councillors Amanda Clinton-Gohdes and Sam Bennett, who is running for mayor. Moeahu plans more meetings to galvanise helpers ahead of a public event when voting gets underway. Referendums must be held by 37 district and five regional councils. No other type of ward can be voted down. At the meeting, Margy-Jean Malcolm told LDR it was crucial to have clear information. "This is actually institutional racism, when we treat Māori wards differently from say a rural ward or any other ward. "We don't give the entire population a vote as to whether those wards should exist or not." Lance Mepham had seen candidates pushing misinformation. "I went to a few meetings here recently, and I was really surprised at the rhetoric and just some of the nasty things that were being said about the Māori ward." He said Māori brought good things to the table for everybody. "Economic and also cultural contributions - there's just so much that Māori can give and offer this community." EJ Barrett said the wards had already boosted Māori participation in local democracy by 22 percent. "My children are Māori so I have a vested interest to make sure there's always going to be a space for them in representative democracy - and so they can see themselves in democracy." "It's just the right thing to do, mate." LDR is local body journalism co-funded by RNZ and NZ On Air.
Global News
2 days ago
- Business
- Global News
Metro Vancouver blasted for shelving review of sewage treatment plant debacle
The North Shore Wastewater Treatment Plant is $3 billion over budget and will cost taxpayers for decades. Late Friday, Metro Vancouver directors held a secret vote and decided to shelve a review of the debacle. Metro Vancouver claims it's putting the review on hold because of ongoing litigation with the project's former contractor, Acciona. The trial isn't scheduled to start until 2027. 2:00 A tour of Metro Vancouver's controversial wastewater treatment plant 'Absolutely deplorable that they did this,' said New Westminster Councillor Daniel Fontaine. Story continues below advertisement 'Taxpayers are not going to get answers likely now until at least after the next civic election, which is completely unacceptable.' Get breaking National news For news impacting Canada and around the world, sign up for breaking news alerts delivered directly to you when they happen. Sign up for breaking National newsletter Sign Up By providing your email address, you have read and agree to Global News' Terms and Conditions and Privacy Policy BC Conservative MLA and municipal affairs critic Tony Luck also weighed in, saying, 'David Eby should be stepping in and asking for that review to continue. There's no reason for it to be shut down.' Over the past year, Eby has promised repeatedly to take action on Metro Vancouver's failures. On July 17, 2024, he said, 'It is high time for Metro Vancouver to bring in an auditor to have a look at that.' On July 24, 2024, he commented, 'If Metro Vancouver fails to meet those standards, the province will step in.' 1:59 Fired wastewater plant contractor fires back at Metro Vancouver On Sept. 10, 2024, Eby said, 'But if they fail to do it, the province will step in.' On Jan. 22, 2025, 'This review can't come a moment too soon.' And on July 25, 2025, Eby said, 'If they can',t then the province is prepared to step in.' Story continues below advertisement Monday morning, July 28th, he said, 'We'll have a look at the justification for the decision by Metro Vancouver and how to move forward. But the bottom line is that Metro Vancouver needs to ensure accountability for taxpayers and, we'll make sure that that happens.' For its part, Metro Vancouver refuses to say which directors voted to delay the review, and claims it 'has maintained a clear and consistent record of public disclosure.' Fontaine said Eby needs to call an inquiry through the Local Government Act or allow the auditor general to intervene.
Perth Now
23-07-2025
- Business
- Perth Now
Contractor misses out on $5m job despite highest rating
A Maddington business has asked why it was not awarded a $5.3 million local government contract despite receiving the highest assessment score. Dowsing was one of four groups that put in a bid for the three-year contract with the City of Cockburn to provide in situ concreting, such as footpaths, shared use paths, crossovers and concrete pads or footings. It was given an assessment score of 80 out of 100, but at its July 8 meeting the council gave the job to Axiis Contracting, which scored 79.94. Bids were assessed on experience, resources, methodology, sustainability, if they were local, and their price. The city's evaluation panel, which comprises six city officers, recommended Axiis because it considered its bid had the least risk or chance of variations, and the group had better references. 'Reference checking on Axiis Contracting referred to positive comments reflecting timely and quality work outcomes with no hidden charges,' its report said. 'Reference checking on Dowsing scored less than Axiis Contracting with potential issues raised for operators and their approach to safety. Overall a positive reference was provided.' Dowsing WA operations manager Sam Dowsing told the council he was surprised to read Axiis' references were rated as more favourable than Dowsing's and asked if they could be independently validated. 'This is not our experience talking to the market that we both serve in,' he said. 'In 40 years of business serving local governments, we've never seen a recommendation contradict the outcome of the tender assessment. 'We'd like to question the integrity of the over-ride of the outcome of the extensive assessment criteria, given Dowsing scored the highest ranking.' Infrastructure services manager Anton Lees said the city had followed Local Government Act regulations when assessing bids for the contract. He said the city had carried out reference checking on Axiis. 'We've taken that information on board and obviously provided that recommendation in the report on those references,' Mr Lees said. On its website, Dowsing says it has an 'uncompromising focus on high-quality workmanship, safety and creating positive outcomes'. It has been operating since 1985 and Axiis since 2013. Both groups are based in Maddington. No bids were received from groups based within the city or Perth South Metropolitan Alliance region.
