Nine talent contract negotations had been leaked to the press as part of management tactics.
Nine’s workplace culture review by Intersection found recurring examples of abuse of power or authority within the Broadcast Division, including senior leaders inappropriately sharing confidential information (including complaint related information) about employees internally as well as ‘leaking’ information externally, often weaponising this information in the context of negotiating employment arrangements.
“It was certainly something that would happen,” a Nine star told news.com.au.
“Stories would be written up about the negotiations and the pay rise they wanted. Really specific details and you just knew there would only be a handful of people who knew the negotiations.
“When they were in the process of changing hosts it would be in the newspaper. The information was accurate.
“You would read about your career in the paper and go, ‘Right, so my job is on the line?’”
In 2017 then-CEO Hugh Marks confirmed Lisa Wilkinon’s salary negotiations, although it was after she had quit to join Network 10.
The review also heard staffers refer to, “[Individual] leaks to shut you up. [Individual] says: ‘We can ruin you.’”
Another said, “Contract negotiations with [Individual 1] were appalling. He said that he likes to keep people on edge and unsure about their future. He would ghost me. He refused to return phone calls in my last negotiations with him. But the attitude was, particularly from [Individual 2], ‘That’s just him.’”
Employees spoke about power imbalances and gender inequity when discussing these practices, including purposely delaying responses to queries in relation to contract negotiations.
“Nine has a problem with payment. People are made to work hours on end without payment,” said one employee.
“[There is] pressure to work different shifts, for no additional pay, only ‘days in lieu’ which are then very hard to take. Contracts always expire before there is any new contract offered … and there is rarely if ever a chance to negotiate or have a performance review. The culture [is] that we should be grateful for being here. [Employees are] often made to work in higher duties roles … with no extra pay. Dangling [a] carrot of an imminent promotion that gets pushed further and further into the future,” another complained.
The review has recommended an independent equity review of employment conditions, entitlements and remuneration of all employees in the Broadcast Division.
The independent review should have regard to:
-equity in employment conditions across roles, grades / seniority, types of employment contracts, remuneration and other working conditions
– conditions that may perpetuate gender inequality and the gender pay gap, or be otherwise indirectly discriminatory
– making recommendations to ensure remuneration and other employment conditions become a tool for attracting and retaining talent.
Nine Board has undertaken to accept all 22 recommendations.
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