My paralegal let me know I had a call waiting from a woman who teaches broadcast journalism. She wanted to discuss serious issues facing university students who find themselves caught in a trap because of the employment contract they signed when they were hired as a broadcast journalist.
I took the call, from “Rachel,” who first wanted assurance that our conversation would be confidential. After I assured her it would be, she told me that she was calling about employees on the news teams of local TV stations owned by giant corporations “being forced to continue working when they want to quit.
“Viewers have no idea of this abuse, and depending on where you live and which local television stations you watch, often the nice young people — typically in their first job in TV news right after graduation — realize it isn’t for them and don’t want to be there, but they are, practically speaking, forced to continue working or suffer thousands of dollars in penalties.
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“One of my former students is going through a serious depression as we speak, mugged financially by management at a television station she wants to leave. “Mr. Beaver, your column is popular in university mass communication departments, and you can do so many young people a great service by writing about this abuse.”
So, how can this happen in today’s America? Two things: Supply-and-demand and a corporate management philosophy among some broadcasters that views their employees as disposable.
It’s not all glamor
If you live in almost any U.S. city with a population of less than 500,000 and watch local television, no doubt you’ve seen a revolving door of new “talent” delivering the news.
Every few months, new faces appear — some are absolute standouts — only to vanish, sometimes within months, for greener pastures. Often, viewers see people who just do not belong on the air. So, why have they been hired?
“There is a very good reason,” Rachel explained. “There is an absolute glut of students majoring in broadcast journalism. When we ask our students why they chose this field, the most common answer comes down to their perception of television news as ‘glamorous.’
“In reality, a broadcast newsroom is often one of the most toxic places in journalism, and sadly, it isn’t until the graduates land jobs that the truth hits some of them.
“There is, in addition, a perception that these people we see on our local news are extremely well paid. So many students see young people like themselves on the news wearing what appears to be expensive clothing and do not realize this is fantasy.”
TV reporters qualifying for food subsidies
How much would you figure is reasonable pay for a new graduate in a local television news department in cities with population of less than 500,000?
“First-job reporters in small markets are paid from $12 to $16 an hour, and many across the country (receive SNAP benefits). The low pay and exploitation in television news would shock viewers if they knew,” Rachel said.
“This is a shrinking industry,” she added, “with massive consolidation, layoffs and contractual traps. Sixty-five percent to 75% of broadcast graduates never enter TV news, and among the 25% to 35% who do, about 50% to 60% leave within two to three years.
“Only about 10% to 15% of broadcast journalism majors stay in TV news long term.”
Reimbursement is required
Rachel sent me several employment contracts that her students have signed with a number of broadcasters. Most of them had this type of a clause:
If you quit before the expiration of your contract, we have the right to recover from you up to one half of your last six months compensation to reimburse us for publicizing you as a team member, training, clothing allowance and much more.
It isn’t rocket science. From what I have seen, the repayment amounts are not tied to actual costs or a justifiable estimate of damages, and the intent appears to be to punish the employee for quitting, plain and simple.
Many of these provisions are unconscionable.
States have differing laws in the area
In California, it is illegal to require repayment of wages, and virtually none of this is legal, but that is not the case in several other states where employer rights dominate.
The effect of this language is clear: It restricts employee mobility and violates public policy in some jurisdictions.
As far back as 1911, in Bailey v. Alabama, the Supreme Court struck down a law that criminalized quitting after receiving an advance, holding that, “You cannot force someone to work or punish them for quitting in a way that effectively forces them to stay.”
The court said this created a system of involuntary servitude, which, as we all know, was outlawed with slavery in 1865 when the 13th Amendment to the U.S. Constitution was ratified.
My recommendation
When offered a job and handed an employment contract, any broadcast journalism graduate — or anyone — needs to schedule a consultation with a labor and employment attorney who represents employees.
Don’t just sign the contract!
Often, employers will include language in employment contracts that they know is not enforceable, hoping that, out of an applicant’s desperation to get a job, they will sign anything.
For several years, I was an “action reporter” in local television and enjoyed the experience, but I know too many people who grew tired of being nomads, going from city to city every two to three years, station to station, discovering it wasn’t what they’d ever expected. They opted for a more normal life with family, kids, a promise of tomorrow and a real home.
Dennis Beaver practices law in Bakersfield, Calif., and welcomes comments and questions from readers, which may be faxed to (661) 323-7993, or e-mailed to Lagombeaver1@gmail.com. And be sure to visit dennisbeaver.com.
