This study material covers award provisions, leave entitlements, and rostering records in the hospitality industry. It also provides insights on social and cultural skill mix and religious accommodations in roster preparation. The content is relevant to SITXHRM002 Roster Staff course under leisure management.
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SITXHRM002 Roster Staff Leisure management
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Contents INTRODUCTION...........................................................................................................................1 MAIN BODY..................................................................................................................................1 Big data and its characteristics....................................................................................................1 CONCLUSION................................................................................................................................1 REFERENCES................................................................................................................................2
MAIN BODY Question 1 - Identify the award provisions for: a.Leave including shift workers Most of the employees according to the NES get a detailed understanding of obtaining up to 4 weeks of annual leaves which can be extended up to 5 and this is regulated by the fair works act and is applied to all Australian workplaces. b.mandated breaks between shifts The mandated breaks are permitted up to a 10-hour gap between one shift finishing and the next one starting the next day. There are differing break provisions differing by industrial professions. For example, healthcare professionals are permitted for a 10 minute paid rest break. c.maximum allowed shift hours The NES and fair works act, Australia has created numerous provisions which have dictated the maximum number of shift hours allowed. This current cap on the amount of hours that an employee can be made to work in single shift is 12 hours. The maximum amount of work load that can be given to an employee is 38 hours unless extra pay and extra hours’ agreement is involved. d.standard, overtime and penalty pay rates The major standard pay rate which is being followed in Australia currently is 21.38 dollars per hour. For Monday to Saturday, the overtime wages are calculated at the rate of one and a half times the employee's ordinary rate of pay for the first three hours of overtime worked on any one day and at twice the ordinary rate of pay for any overtime worked thereafter. Penalty rates differ across industries and are standardly calculated at 150 or 200% of the base pay rate.
Question 2 - You employ 3 chefs. John is casual, Jack is part-time and Chenelle is employed full time. They all arrive for the morning shift. After 1 hour a storm hits the restaurant and the power goes off. The manager informs staff that they shall clean up and leave as power will be off at least for 2 days. After 1.5 hours all staff leave. What is their pay entitlement for that day? Answer 2 – Both Jack and Chenelle will be entitled to the full day of wage according to the fair works act and the amount they receive from the shift must match their standard pay rate. However, John being in a casual contract will not be entitled to the salary agreed but will still get the minimum standard wage pay out or on his agreed terms. Question 3 - What are the leave provisions for the following instances? a. Sick and carers– The fair works act and awards of Australia make the provision for granting 10 days’ worth of sick and carer leaves for full time employees. The balance of these leaves gets accumulated over the year and carries from one year to another. b. Compassionate reasons– Employees are entitled to 2 days of compassionate leave if they meet certain set criteria’s in the fair works act such as a death occurring in the family, a child being stillborn or in case of a miscarriage. c. Injury and rehabilitation of injured workers– These type of leaves depends upon the extent of the injuries received by the employees and amount of time needed for rehabilitation d. Jury service– It is the type of leave which is granted to the employees for the purpose of jury duty and it is based around the first 10 days of the initial jury process e.Long service– After 10 years of continued performance with a company, the employees are entitled to 82/3 weeks paid leave which they are entitled to as part of their long standing commitment to the company f. Maternity or paternity– The parental leaves in question which belong to both maternal and paternal departments are entitled at 12 months of unpaid leave and in case of additional emergencies, they can request up to additional 12 months. g. Study– An employee completing a special course or project work is entitled to 38 hours or 5 days of leaves per year for the purpose of taking such breaks for obtaining study related breaks. 5 days of additional leaves can also be taken by the employees as part of the pre-examination preparation period.
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Q.4 – One requirement of a business is to maintain and administer rostering records. Use the ‘Weekly time and wage records template’ downloaded from Fair Work website and a. Complete the timesheet using the following information: Joseph (Level 6 cook (tradesperson) grade 5) – will be working from 13.30 – 22.00 on Mon, from 6.00 – 14.30 on Thurs, Fri and Sat and from 15.30 – 22.00 on Sun at FUTURA Hotel. b. Complete the superannuation info (any fund) and tax deductions information Answer 4 - Hours worked Employee’s ordinary hours*:7 and a half hoursOvertimeLeave Day & date* (e.g. Day: Mon; Date: 21/3) Start time* (e.g. 8.30am) Break unpaid* (e.g. meal 12:30pm) Restart time* Finish time* Other times/ Breaks* Total (Hours minus unpaid breaks) Start time (e.g. 8:30am) Break unpaid* (e.g. meal 12:30pm) Restart time* Finish time Other times/ Breaks Total (hours minus unpaid breaks) Type* (e.g. personal leave, etc.) Hours (hours minus unpaid breaks) Monday13.30 – 22.0016:0016:3019:3019:30 – 20:00 7 and a half hours Thursday6.00 – 14.3010:3011:0012:0012:30 7 and a half hours Friday6.00 – 14.3010:3011:0012:0012:30 7 and a half hours Saturday6.00 – 14.3010:3011:0012:0012:30 7 and a half hours Sunday15.30 – 22.0018:0018:3020:0020:30 5 and a half hours Total: 35 and a half hours Total:Total:
Calculation schedules Deductions Taxation$0,000.00Superannuation contribution$0,000.00 Other – type (e.g. voluntary superannuation contributions)$0,000.00Number or name and number of super fund: Other:$0,000.00Where the entitlement comes from(why the employer is liable to pay it): Other:$0,000.00Period over which contributions were made: //to // Total deductions$0,000.00 Date paid into fund:// Note:Any election made by the employee in relation to the fund into which superannuation contributions are to be made must be kept, along with a record of the date of the election. Net pay$0,000.00 Q.5 - What are the requirements for time and wage records? How long does these records must be kept? 1
Ans.5 – According to the Australian law, the companies are required to keep a legal record of time and wages being given to employees for a minimum period of 7 years and the requirements include payslips, the contractual agreements and the remuneration being received. Q.6 – What is the importance of rosters for efficiency in an organization and how can a roster be used to control staff costs? Ans.6 – The roster of an organization is very important to ensure proper measures of efficiency as having a proper roster plan helps keep the business afloat and ensures that it consistently performs according to set expectations. Roster can be used to control staff costs by effectively planning shifts together to prevent wastage of resource and manpower sitting idle. Q.7 - Provide 3 examples for benefits for using a social and cultural skill mix in the hospitality industry Ans.7 – The 3 examples of using a social and cultural skill mix in hospitality industry are listed herein. Helps establish proper means of communication between the front office staff and back office workers in the organization Helps understand the requirements of customers without conversing with them using rudimentary language Gaining a diverse mix of employees and using them to progress the business forward in an ethical manner Q.8 - Provide 3 examples for different religious and cultural beliefs of staff commonly workingintheTH&Eindustryandhowthesereligionspotentiallyneedtobe accommodated for when preparing rosters Ans.8 – The religious beliefs need to be accommodate for while preparing a roster due to the following reasons. The roster preparation should provide dedicated leaves or breaks for religious reasons and activities as this builds the positive image of the company 2
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Providing holidays and considering leaves of people for their personal religious beliefs helps keep the shift productive add workers highly motivated and this in turn increases efficiency 3