Roster Staff: Understanding Award Provisions and Roster Management in Hospitality

Assessment Tasks and Instructions
Student Name
Student Number
Course and Code
Unit(s) of Competency and Code(s) SITXHRM002 Roster staff
Stream/Cluster
Trainer/Assessor
Assessment for this Unit of Competency/Cluster Details
Assessment 1 Short Answer Questions
Assessment 2 Assignment
Assessment 3 Project
Assessment conducted in this instance: Assessment 1 2 3
Reasonable Adjustment
1. Has reasonable adjustment been applied to this assessment?
No No further information required
Yes Complete 2.
2. Provide details for the requirements and provisions for adjustment of assessment:
Student to complete
My assessor has discussed the adjustments with me
I agree to the adjustments applied to this assessment
Signature Date
2nd Assessor to complete
I agree the adjustments applied to this assessment are reasonable
Name
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Signature Date
Assessment Guidelines
What will be assessed
The purpose of this assessment is to assess you underpinning knowledge to complete the tasks outlined in the
elements and performance criteria for this unit of competency and relating to the following aspects:
sources of information on awards and other industrial provisions
industrial agreements and other considerations which impact the preparation of staffing rosters:
o single or multiple awards and enterprise agreements
o award provisions for:
 leave
 mandated breaks between shifts
 maximum allowed shift hours
 standard, overtime and penalty pay rates
o overall number of hours allocated to different staff members
o use of:
 contractors and consideration of fees
 permanent or casual staff
key elements of applicable awards and enterprise agreements:
o leave provisions
o mandated breaks between shifts
o maximum allowed shift hours
o standard, overtime and penalty pay rates
organisational policies which impact the preparation of staffing rosters:
o sociocultural-friendly organisational initiatives
o family-friendly workplace initiatives
o leave for:
 carers
 compassionate reasons
 illness or injury
 jury service
 long service
 maternity or paternity
 rehabilitation of injured workers
 study
o recreation
industry sector:
o role of rosters and their importance in controlling staff costs
o system capabilities and functions of rostering software programs
o different formats for and inclusions of staff rosters
o different methods used to communicate rosters, both electronic and paper-based
specific organisation:
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o social, cultural and skills mix of the team to be rostered
o full details of human resource policies and procedures that cover leave provisions and socio-cultural issues
o operational requirements of the business activity, department or event subject to rostering
o wage budget for the business activity, department or event subject to rostering.
Place/Location where assessment will be conducted/Timeframes
RTO to complete
Resource Requirements
Pen, paper, computer, Internet access, template ATO (Tax withheld), timesheet and payslip template
Internet Links:
Award:
http://www.fwc.gov.au/documents/modern_awards/award/ma000009/default.htm
National Employment Standards:
https://www.fairwork.gov.au/employee-entitlements/national-employment-standards
Instructions for assessment including WHS requirements
You are required to address all questions to achieve competence. Your trainer will provide you with instructions
for time frames and dates to complete this assessment.
Once completed, carefully read the responses you have provided and check for completeness. Your trainer will
provide you with feedback and the result you have achieved.
Statement of Authenticity
I acknowledge that I understand the requirements to complete the assessment tasks
The assessment process including the provisions for re-submitting and academic appeals were explained
to me and I understand these processes
I understand the consequences of plagiarism and confirm that this is my own work and I have
acknowledged or referenced all sources of information I have used for the purpose of this assessment
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Student Signature: Date: / /201
This assessment: First Attempt 2nd Attempt Extension – Date: / /
RESULT OF ASSESSMENT Satisfactory Not Yet Satisfactory
Feedback to Student:
Assessor(s) Signature(s): Date: / /
Student Signature Date: / /
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Assessment 1
Your task: Answer the following questions. Each question must be completed.
1. Go to https://www.fairwork.gov.au/employee-entitlements/national-employment-standards and identify
the award provisions for:
a. Leave including shift workers
b. mandated breaks between shifts
c. maximum allowed shift hours
d. standard, overtime and penalty pay rates
Responses
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1. Leave including shift workers
For shift workers, the leave provisions are different from the regular employees as they work rostered 24/7 and
also changing shifts, they even work on Sundays and the public holidays. Regular employees get four weeks of
paid annual leave while shift workers are provided with an addition week of leave due to their extra working
efforts. The leaves are required to be provided to them so that they can maintain the work-life balance and can
also maintain the health conditions.
The condition that has to be followed is that if the workload is high in an organisation and the shift worker is
asking for the paid leave, then the management needs to manage the situation according to work requirement.
2. Mandated breaks between shifts
In the hospitality industry, the breaks are given based on time worked. There are two types of break allotted to
every employee that rests break and meal break. The rest break is of 20 minutes while a meal break is of 30
minutes. The 10 minutes rest break is paid for every employee while the 30 minutes meal break is paid only for
the shift workers. There are two types of rest breaks given that are if the employer works for more than 8 hours
than they are allowed to have one paid rest break and if the employer works for more than 10 hours than they
can have two paid rest breaks.
There is also some time foundation on the employees for taking the break that is the meal break is only allowed
to be taken only in the second hour of the work or the sixth hour of the work after starting a six-hour working
shift. The employees are allowed to take a break within five working hours.
3. Maximum allowed shift hours
The maximum time allowed to work is different for different categories, which are full time, part time and casual
workers.
 Full-time employees
For a roster cycle of four weeks on an average 38 hours per week working is mandatory, 11.5 hours of working
each day, and ten hours working for eight days for a roster of four weeks.
 Part-time employees
Ordinary hours as rostered, 11.5 hours of working each day, and ten hours working for eight days for a roster of
four weeks.
 Casual employees
The casual employees have to work for 12 hours a day and on average of 38 hours per week in a roster of four
weeks.
4. Standard, overtime and penalty pay rates
The pay rates of the employees increase when they work overtime, on weekends, on the day of public holidays.
They pay scale also increases in the case of working late night shifts or early morning shifts as well. For a hotel
manager to be working full time, the hourly pay rate as calculated is $24.09, and for the part-time, it is the same
as for the full-time employee. For the casual employee, the pay rate is $30.11 per hour.
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