HOSPITALITY NEWS

AHA achieves important Penalty Rate Win

AHA takes QANTAS to task on flight cancellations

AHA backs Conventions for WA

Need a hand in the Kitchen?

LIQUOR LICENSING NEWS

Producer's and Wine Tastings at Other Licensed Venues

EVENT NEWS

Awards for Excellence Submissions

Hospitality Expo & Conference 2016

WORKPLACE RELATIONS NEWS

Giving Notice when Terminating an Employee

HOSPITALITY NEWS

AHA achieves important Penalty Rate Win

Early this year the Productivity Commission to undertook a public inquiry in relation to the performance of the

Commonwealth Workplace Relations Framework. The AHA submission called for reform in a number of key areas such as

penalty rates, flexibility in the workplace and public holidays.

Yesterday the Productivity Commission released its draft report and recommendations.

The draft report contains a number of positive recommendations including issues the AHA covered in its submission:

1. Penalty Rates: The report recommends more flexible working arrangements for workers in the 24/7 hospitality

industry, arguing that Sunday work should attract the same penalty rates as Saturday, reflecting the fact that the

industry operates under totally different conditions from when penalty rates were first introduced 50 years ago;

2. Unfair Dismissal: The report makes recommendations in relation to the unfair dismissal system, including amending

the Fair Work Act so that employees can only receive compensation when they have been dismissed without

reasonable evidence of under-performance or serious misconduct. This is a positive amendment which would prevent

those cases where the employee receives compensation only because of the fact that the employer has not followed

the correct procedure in dismissing them

3. Public Holidays: The report recommends that there should be greater flexibility in Modern Awards to allow for public

holidays to be substituted for an alternative day. Further, it also recommends that employers should not be required

to pay for leave or penalty rates for newly designated state public holidays; and

4. Flexible Agreements: The report also recommends greater flexibility in the area of agreement making. In particular,

the report suggests the creation of a new form of enterprise contract, which allows employers to vary particular

clauses of a Modern Award for a group of employees.Overall, the draft report contains a number of positive

recommendations for reform which would help create a more flexible system for both businesses and employees.

The Commission’s final report will be provided to Government in November 2015. In the meantime, interested parties are

encouraged to review the draft report and make submissions in relation to these before 18 September 2015.

The AHA will be reviewing and making a further submission on behalf of the industry.

Click here to listen to Tourism Accommodation Chair Martin Ferguson speak with Fran Kelly on ABC Radio National

AHA takes QANTAS to task on flight cancellations

QANTAS has dropped flights between Melbourne and Perth and downgraded some of its Sydney flights.

From October 25, the airline will cancel one Airbus A330 Melbourne to Perth service from eight to seven a day. A service

from Perth to Melbourne will also be dropped.

The airline will also swap six of its seven flights a week between Sydney and Perth from the Airbus A330 to the smaller

Boeing 737 between Sydney and Perth.

Australian Hotels Association WA chief executive Bradley Woods said it was “devastating news” for the state’s economy

and the tourism sector.

“It’s disappointing that Qantas is reducing services to Perth so as to increase and benefit the Queensland and New South

Wales routes,” he said.

“Qantas continues to treat WA with contempt by not consulting with the hotel and hospitality industry before it makes

such dramatic changes.

“These changes directly impact on future visitation, hotel room nights, car hire, tours of regional WA, retail and food and

beverage spend.

“Decisions like these have the potential to damage WA’s economic tourism 2020 targets.

“Qantas has not learnt from its previous mistakes of poor industry stakeholder engagement when it withdrew Perth

international services with no consultation.”

You can read Bradley Woods’ comments in onlibe new sources at the following links:

CIM Magazine

Perth Now

This is Money (United Kingdom) & Daily Mail Australia

AHA Backs Conventions for WA

The AHA has backed calls by the State Opposition to reinstate the Perth Convention Bureau’s (PCB) funding slashed in the

State Budget earlier this year.

Speaking to The West Australian, AHA(WA) CEO Bradley Woods said, “hospitality operators already marketed themselves

individually and PCB played a critical role in helping Tourism WA achieve its target of doubling visitor expenditure to $12

billion by 2020.

“The last thing needed is for Treasury to be cutting back on business growth opportunities for the State,” he said.

Click here to read the full article.

Bradley also spoke to Adam Shand on 6PR radio, you can listen to the full interview here.

Need a Hand in the Kitchen?

Looking for apprentice Chefs? HGT has several keen apprentice chefs looking for work and keen to finish their trades.

Recruiting staff is a year round activity for Hospitality Group Training (HGT). HGT pre-screens candidates who are looking

for work within the hospitality industry so they are ready to start work when people like you need them urgently.

Who are HGT?

HGT are a Group Training Organisation which means we will employ the apprentices/trainees on your behalf, this

means you don’t have to commit to employing apprentices/trainees over long periods, apprentice placements can be

provided anywhere from 3 months onwards. You also have the flexibility of sending them back to us if you no longer

require them and we will source alternative venues to allow them to complete their apprenticeship or traineeship.

If you are an employer click here to view Available Candidates. The HGT Apprentice Chefs and Hospitality Trainees list is

updated regularly.

Please call Emma or Gavin at Hospitality Group Training on 9481 1602 or by

emailing emma@hgtwa.com.au or gavin@hgtwa.com.au if you have any questions.

LIQUOR LICENSING NEWS

Producer's and Wine Tastings at Other Licensed Venues

A Producer’s licence authorises the licensee to sell liquor that has been produced by, or under the

control or direction of that licensee. Producers are required, amongst other things, to be the sole

occupier of the vineyard, orchard or apiary, and must have sufficient produce to enable thelicensee to be regarded

as a genuine producer of liquor.

Under the terms of a Producer's licence, producers are not permitted to provide samples or tastings of their product away

from their own premises.

Licensees of Hotels, Taverns and other licensed premises have often asked about the requirements when it comes to a

Producer conducting wine tastings attheir hotel, tavern etc.

As we have seen time and time again, the Liquor Control Act 1988 is heavily regulated and there is no exception to a

Producers conducting tastings at licensedpremises and below are a few common scenarios;

1. A Producer may only conduct tastings away from their licensed premises if:

the tasting takes place by way of a free sample at another licensed premises; and

the tasting is for consumption by the licensee, approved manager or an employee or agent of the other licensed

premises.

2. If the Producer wants to conduct tastings away from their licensed premises and provide tastings to anyone else,

other than the licensee, approved manager, employee or agent of the hotel, tavern etc;

then the event must be managed and staffed by the licensee of the hotel, tavern etc.

Staff managing the event must have RSA

All the alcohol provided for the event must belong to the licensee of that licensed venue and cannot be the producers

stock.

Orders cannot be placed on the day with the producer. However an order form may be distributed on the day, for

completion and submission at another time.

3. If the proposed event were to be held in any other variation than scenario 1 & 2 above, then some additional

requirements mayinclude;

As you cannot dual licence a venue, the licensed venue where the Producer would be stationed would need to request

a one-off AVC from DRGL to de-licence the particular space that the event is taking place.

Either an occasional liquor licence or one-off ETP be lodged by the producers dependant on how the event was going

to be run.

o If either a One-Off ETP or Occasional Liquor License were to be granted, then orders could be placed with the

producer on the day – they would be permitted to trade as per normal.

Click here for the Directors Policy on Producers License and Tastings.

EVENT NEWS

Awards for Excellence Submissions

With over 115 venues participating across 42 award categories in this year's AHA Awards

for Excellence, the level of hospitality excellence is set to reach an all-time high!

A reminder that submissions are due on Friday 21 August.

An official invitation will be coming soon to your business and the online ticket booking

system opens next week.

Hospitality Expo & Conference 2016

Save the date for WA's Largest Annual Hospitality Expo & Conference, returning in 2016 on 10th and 11th May.

In its eighteenth year, Hospitality Expo brings together all sectors of the hospitality industry over two exciting days of

demonstrations, competitions and conference sessions. Hospitality Expo attracts over 2,000 delegates, 75% whom are key

decision makers for their business.

For expo booth booking enquiries please contact Sanya Jankovic on crm@ahawa.asn.au or call 9321 7701.

WORKPLACE RELATIONS

Giving Notice when Terminating an Employee

A notice period is the length of time that an employee or employer has to give to end an employee’s employment.

HOW TO GIVE NOTICE

To end an employee’s employment (also known as firing or terminating employment), an employer has to give the

employee written notice of their last day of employment.

An employer can give notice to the employee by:

delivering it personally

leaving it at the employee’s last known address, or

sending it by pre-paid post to the employee’s last known address.

Employees who are resigning don’t need to give notice in writing - they can give it verbally.

Employment can be terminated during leave, but the correct amount of notice still needs to be given.

CAN NOTICE BE PAID OUT INSTEAD OF WORKED?

Yes. An employer can either:

let the employee work through their notice period, or

pay it out to them (also known as pay in lieu of notice).

If the employer pays out the notice, the amount paid to the employee must equal the full amount the employee would

have been paid if they worked until the end of the notice period.

This includes:

incentive-based payments and bonuses

loadings

monetary allowances

overtime

penalty rates

any other separately identifiable amounts.

NOTICE DURING PROBATION PERIODS

If an employee’s employment is ended while they’re on probation, they still have to get or be paid out notice based on

their length of service.

SERIOUS MISCONDUCT

When an employee is terminated on the grounds of serious misconduct, the employer does not have to provide any

notice of termination, therefore does not need to pay out the Notice Period.

However, the employer does have to pay the employee all outstanding entitlements such as payment for time worked or

annual leave.

Serious misconduct is when an employee:

causes serious and imminent risk to the health and safety of another person or to the reputation or profits of their

employer’s business, or

deliberately behaves in a way that is inconsistent with continuing their employment.

Examples of serious misconduct include theft, fraud, assault, or refusing to carry out a lawful and reasonable instruction

that is part of the job.

Source reference: Fair Work Act 2009 (Cth) Section 117

Source: Fair Work Ombudsman Website

http://westjobs.com.au/ahawa_free_job_offer.html