Products & Merchandise
- 2015 Table Booking Diary incl Postage
- 2013 Hospitality Survey of Remuneration
- Health & Safety in Employment Manual
- Model Job Descriptions Handbook
- Sale and Supply of Alcohol Act 2012
- Holiday & Leave Record Pad
- Declaration of Age Pad
- Notice to Stay Off Premises Pad
- Evidence of Age Signage - Sale and Supply of Alcohol Act
- Restricted Area Liquor Supply Statutory Notice Signage - Sale and Supply of Alcohol Act
- Supervised Area Liquor Supply Statutory Notice Signage - Sale and Supply of Alcohol Act
- We Are Responsible Host Signage - Sale and Supply of Alcohol Act
- Undesignated Area Liqour Supply Statutory Notcie Signage - Sale and Supply of Alcohol Act
- Trading Hours / Duty Manager Sign - Sale and Supply of Alcohol Act
- Trading Hours / Duty Manager Slides - Sale and Supply of Alcohol Act
- Wage/Time Record Pad
- Restaurant Association Gift Vouchers
- 2013 Hospitality Industry Report
Health & Safety
1 February, 2014
Believe it or not, 2014 is here (and January has been and gone!). Now that the festivities have passed for another year, it’s time to turn to goals for the New Year. The Government has set itself a goal to pass legislation that will drastically change workplace health and safety obligations.
A recent Court case in Tauranga is a reminder that members need to vigilant in managing the safety of their staff.
When it comes to protecting employees from bullying, an employers responsibility extends beyond the physical workplace. That's the costly lesson one organisation in the USA learned.
It can be all too easy to assume that 'health and safety' is something for people chopping lumber, or working in factories. Similarly, it can be tempting to figure that "it'll all be covered by insurance if something goes wrong and there's a health and safety prosecution.
An Australian workplace bullying case has attracted media attention recently, where a caf and four of its employees were convicted and fined of failing to provide and maintain a safe workplace as well as failing to properly train and supervise employees.
Both the Human Rights Act 1993 and the Employment Relations Act 2000 make sexual harassment a form of unlawful discrimination. Anyone alleging sexual harassment may choose to complain to the Human Rights Commissions or to lodge a personal grievance claim. So it is important that employers know and understand their statutory obligations.
In our role as an industry advocate representing the interests of our members we have acted for three members in recent times who have been faced with allegations of sexual harassment in their operations