general conditions of employment - airport retail … · general conditions of employment ......

General Conditions of Employment

This Employment Conditions information has been prepared to:

•Ensure you understand our company, its values, its structure and its requirements, and

•Ensure you understand our commitment to employee safety and your responsibilities to your own safety and that of your co-workers.

This Manual is available on our Website as well as at ARE Site Offices and some Outlets should you wish to refer to it during your employment.

All enquiries regarding wages entitlements and employment conditions should directed to the National HR Manager.

Geoff Maltby

07 3268 4811

[email protected]


Dear Staff Member,

I am pleased to welcome you to Airport Retail Enterprises (ARE), and I wish you every success in your career with us.

At ARE we are very proud of our working environment, our outlets, and the diversity of products that we offer the travelling public. We currently operate Food and Beverage Outlets at 10 Airport terminals in Australia at the Melbourne, Sydney, Brisbane, Coolangatta, Townsville and Mt Isa Airports as well as at the Brisbane Central Train Station.

We are constantly growing and changing, and are glad you’re sharing the journey with us.

For more information on ARE’s brands, business and company history, please visit our website, www.airportretail.com.au

We trust that you will enjoy working with us, and that you will find your experience both satisfying and rewarding.

Yours sincerely,

John Chapman

Chief Executive Officer

Airport Retail Enterprises

http://www.airportretail.com.au/


ARE’s VisionWe ARE an Australian boutique catering company striving for excellence through quality products and service.

Our company vision encompasses everything we do; from fit-outs, to product and service, to sales and rents.

At ARE we are innovators, not followers.

ORGANISATIONAL CHART


Personnel Records

Payroll is required to maintain all employee records.

It is your responsibility to notify Payroll of any change of your email address, postal address, telephone number or emergency contact details.

Your personnel file is treated with the strictest confidentiality. Keeping your information current is a requirement as well as assisting us to ensure you receive your payslips and Payment Summary.


Industrial Awards & Agreements

ARE staff employed in our Airport and Central Station Operations are paid in accordance with the Fast Food Industry Award 2010 & the Restaurant Industry Award 2010.

Copies of these Awards are available on the ARE website and available at all ARE workplaces on request.

If you require further information regarding your award conditions please contact Payroll on (07) 3268 4811.

ARE will pay above Award conditions for its longer term and committed staff, recognising the value they add to our Business and their skill, loyalty and expertise.


ProbationAll new Staff members employed under Award conditions in accordance with Fair Work Act 2009 will complete a probationary period of 6 months at the commencement of their employment.

A final performance evaluation is conducted prior to the end of the probation to assess if the probationary period has been completed successfully.

Probation Performance Appraisals help to:

• Ensure you have been given adequate induction information.

• Confirm you are familiar with key aspects of ARE.

• Encourage you to critically appraise your own work and performance.

• Give you constructive feedback on your work and performance.

• Identify issues that may be impacting on your ability to perform your job.

• Set clear performance expectations and goals.

• Give both you and ARE the opportunity to review suitability for the position.

• Performance Appraisal


Pay DayARE employees are paid fortnightly. Our pay fortnight commences on Tuesday and finishes on Monday. Pay is deposited directly into your nominated bank account, and arrives on the Thursday following the end of the pay fortnight.

Any questions regarding your pay should be directed to your Supervisor or Site Manager in the first instance.

Pay slips are issued via email, if you do not receive this, inform Site Management to arrange to be resent.

Please ensure that you have correctly nominated your BSB and Bank Account Number online or on the Employee Details Form.

ARE is unable to pay staff until we have been supplied with your Tax File Number, Bank Account Details and Superannuation forms. If superannuation forms are not returned we will automatically put your superannuation into Hostplus.

Forms not being returned in a timely manner may result in your pay not being processed in the next payroll fortnight.


Working Hours & Rosters

Rosters setting out days of duty, and starting and finishing times will be advised and be displayed in a convenient place at each site.

Please ensure that you are aware of when rosters are advised and how and where this is.

Depending on your site, and the length of your shift, you may be entitled to a break. Breaks are to be taken at the discretion of your Supervisor/Manager and are organised to coincide with less busy periods.


Annual Leave & Casual Unavailability

Whilst we try to accommodate the dates you require for annual leave or have advised as unavailable, it may not always be possible to comply with your request.

Early advice of requests for annual leave and days you wish not to be rostered will assist in approval.

Due to the nature and location of our businesses the school holidays, especially Christmas & Easter, and Public Holidays are our busiest times. As such, annual leave is limited and on a first in basis for full time staff. Casual staff are strongly recommended to advise well in advance if you require particular days off during this period.


Punctuality & Attendance

You must always be present for duty on time, in accordance with your roster or instructions from your Supervisor/Manager.

In the instance that you may be running late you must phone your Supervisor/Manager.

If you are unable to attend due to illness you must contact your Supervisor or Manager on duty at least four hours prior to the commencement of your shift.

Failure to notify within reasonable timeframes and without a satisfactory reason and/or medical certificate may result in disciplinary action.


Aviation Security Identification CardAirport employees that require an ASIC to perform their duties with ARE will be required to make payment of half of the genuine cost of the ASIC.

ARE will make the payment in full for your ASIC and arrange for a deduction from your first 3 pay periods for the employee contribution.

ARE will make payment in full for all future subsequent ASICs as they are required every 2 years of your employment.

General Conditions of EmploymentPersonal GroomingYou need to maintain a physically clean and well-groomed appearance.

Hair must be tidy and if touching the collar, tied back. For hygiene purposes, hair must be washed and clean at all times. Hair accessories must be relevant to the departmental uniform, and at times hair nets may be appropriate.

Minimal jewellery should be worn. Large hoop or drop earrings are not permitted while working as they can present a danger in food and beverage preparation.

Name badge to be worn at all times during working hours where required.

Make-up should not be excessive. Perfume should not be overpowering.

Any visible tattoos or piercings (i.e. nose, eyebrow & tongue) must comply with each individual Site or Landlord standard requirements and may not be allowed.

You should not eat or chew gum in any area that is visible to the public.

Actively strive to avoid or address problems of offensive body odour.

Fingernails should be clean, short and neatly manicured.

Health regulations require that Food & Beverage staff do not wear nail polish or rings to avoid contamination of food products.

Shoes are to be clean, polished, non-skid, low heeled and in good repair

• All shoes should be closed in i.e. no open toes or sling backs

• No high heels are allowed

• Kitchen staff’s shoes must comply with safety regulations


UniformsWhile on duty for ARE you will be required to wear the outlet specific company uniform where applicable. Dependant on your employment position and the outlets you work in ARE may issue you with multiple uniforms.

Uniform/laundry allowance will be paid as prescribed by the Award. For Casual and Part Time Staff this will be to a maximum of 2 uniforms. If further uniforms are required these will be provided on a needs basis following discussion with individual Site Management.

Uniforms are to be laundered and cared for by employees. Before each shift, uniforms must be clean, neatly pressed, and worn in the specific way for which they have been designed. Uniforms must be worn intact between the car park, train station, bus stop and your workplace. Lost or damaged uniforms, excluding fair wear and tear, are to be replaced at the employees cost.

In accordance with the Hospitality Industry (General) Award 2010 Part 21.1(b) (vii) ARE will deduct the signed receipted value of all uniforms and property not returned on termination of employment from employee’s final pay entitlements.


Car ParkingARE does not operate the staff car park facilities and will make arrangements for a payroll deduction, not greater than the actual cost to ARE, to be deducted each fortnight.

These costs are specific to each Airport Site and are adjusted as the costs to ARE increase.

ARE will be charged and will deduct a $50 car park pass fee for cards not returned in a timely manner upon termination. Costs for the pass continue to accrue until such time as the pass is returned and cancelled and these costs may also be deducted from employee final pay entitlements.


TrainingARE recognises the importance of training in maintaining and improving the standards and efficiency of our business.

In view of this we provide training via internal ARE created and specific on-the-job training as well external providers.

You are encouraged to advise your Site Manager should you be interested in completing Hospitality Traineeships or any Certificate level courses that may be of benefit to you employment with ARE.

We are committed to:

• Developing a more highly skilled and flexible workforce

• Providing employees with career opportunities through appropriate training to acquire additional skills

• Removing barriers to the utilisation of skills acquired


Mobile Phones, Instant Messaging, Personal Calls & Personal Mail

We appreciate that people have lives outside work and we require people to be fully present and focused while at work. This balance can be achieved with some simple rules around the use of mobile phones, instant messaging & personal calls.

No private calls are to be received at work during working hours unless it is an emergency or is required for work/life balance (e.g.: a quick check in call when the children come home from school).

All mobile phones are switched off during working hours. Please use your breaks to check any messages and return any calls in your own time.

Instant Messaging is only to be used for work related purposes or under similar conditions as for private phone calls.

All mail delivered to the company is presumed to be related to company business. Mail sent to you at the company will be opened by the office and routed to your department. If you do not wish to have your correspondence handled in this manner, please have it delivered to your home.


SecurityARE staff are not permitted to bring sharp objects into the workplace. In the work environment, knives, openers, scissors etc will be supplied.

These items are to be kept well out of customer’s reach at all times. These items are to be kept in locked cupboards when not being used.

SmokingSmoking is not permitted in any part of Airport Retail Operations, including lunchrooms, storage areas, and restrooms or within boundaries of entries as stipulated by our Landlords (Airports).

Smoking breaks are not provided during working hours. Team members may smoke during unpaid meal breaks and before or after shifts.


Accidents at Work

If you are injured at work, you are required to report the incident immediately to your supervisor or manager.

You will be given instructions on the procedure that needs to be implemented and will be asked to fill in an Accident/Injury Report form.

Any claims for Workers Compensation that are made by you or a Doctor must be reported to Site Management immediately to ensure prompt attention and payment processing.

General Conditions of EmploymentGeneral Safety Hints• Do not leave your work area during working hours without telling

your supervisor or co-workers

• Be aware of any hazards and report them immediately

• Boxes, rubbish bins, bags or other objects are not to be left in passages, doorways or behind counters

• Walk, do not run

• Clean up spillages immediately

• Make others aware of any hazards as they happen

• Do not stand on chairs or furniture to clean – use a step ladder

• Open doors slowly and be aware of doors opening inwards or outward

• Report all accidents immediately, no matter how small to your supervisor

• Know the evacuation procedures for emergencies at your building

General Conditions of EmploymentDisciplinary ActionDisciplinary action, which may or could lead to dismissal, will result if employees commit any of the following actions. This list is an example and is not exhaustive:

• Arriving late for duty without a valid reason

• Leaving work without permission

• Intimidating a fellow employee

• Provoking or instigating a fight

• Physically hurting a fellow employee

• Using offensive language

• Being rude to customers

• Ignoring an order given by a Supervisor/Manager

• Purposely working slowly

• Sexual harassing staff or patrons

• Destruction/damage to company property

• Consuming liquor whilst on duty or arriving to work under the influence

• Posting or altering on notice boards or company property

• Sleeping whilst on duty

• Possession of firearms, explosives, illegal items, e.g. prohibited drugs or publications

• Wilfully violating any safety rules or practices

• Unauthorised statements to the media

General Conditions of EmploymentDismissalARE Managers and Supervisors may dismiss a worker without notice for serious misconduct at work.

Serious misconduct is taken to have its meaning as prescribed in the Fair Work Regulations 2009 Division 2 The Dictionary Regulation 1.07.

Conduct that is serious misconduct includes both of the following:

• Wilful or deliberate behaviour by an employee that is inconsistent with the continuation of the contract of employment;

• Conduct that cause’s serious and imminent risk to:➢ The health or safety of a person; or➢ The reputation, viability or profitability of the employer’s business.

Other inclusions:

• Deliberate falsification of reports, time sheets, records, or forms

• Use, sale, possession or being under the influence of toxicants or illegal drugs

• Unauthorised removal of company property

• Revealing confidential information without authorisation

• Criminal acts

• Improper behaviour towards a customer that reflects poorly on ARE or has a severe detrimental impact on customer service

• Improper behaviour towards a fellow employee that significantly damages staff relations

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