SITXHRM002 ROSTER STAFF – Multiple choice

This document is a multiple choice assessment covering the topic of roster staff. It includes questions about the role of a roster, industry awards, minimum employment entitlements, and more. The document is suitable for students studying SITXHRM002 Roster Staff.

SITXHRM002 ROSTER STAFF – Multiple choice
Assessment Coversheet
Student Name CIT Number
Competency Title, Code and
Banner Code
CRN
SITXHRM002 Roster Staff
MGNT722
CRN 24629
Assessment Type ☒ Written ☐ Case Study ☐ Project ☐ Presentation ☐ Other
Assessment Name Assessment 2 – Short answer
Assessment Date
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acknowledged. I understand that by emailing or submitting this assessment electronically, I agree to this statement.
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accordance with the CIT Privacy Policy.
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Attempt 1 ☐ Satisfactory ☐ Not Yet Satisfactory Date / /
Attempt 2 ☐ Satisfactory ☐ Not Yet Satisfactory Date / /
Supplementary Assessment
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Assessor Name Assessor Signature
Note to Assessor: Please record any reasonable adjustment that has occurred for this assessment.
Instructions to Assessor
Work, Health and Safety: A work health and safety check of the assessment environment is to be conducted prior to the assessment and
any hazards addressed appropriately.
List the time, materials provided and assessment range and conditions on the next page
These sections should be detailed enough for multiple assessors to consistently implement the assessment and include details of location,
time restrictions, level of assistance permitted (if any), WHS, environment protocols, etc. The student should have access to techniques,
procedures, information, resources and aids which would normally be available in the workplace. Include if open or closed book.
Materials to be supplied may include: assessment paper, site plan, text, internet access, etc.
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SITXHRM002 ROSTER STAFF – Multiple choice
Information for Students: You may have two (2) attempts for this assessment.
 If your first attempt is not successful, your teacher will discuss your results with you and will arrange
a second attempt.
 If your second attempt is not successful, you will be required to re-enrol in this unit.
Only one re-assessment attempt will be granted for each assessment item.
Time Allowed: Students are required to complete this assessment task in their own time.
Materials Provided: Students are required to have access to the internet to complete this assessment.
This includes but not limited too the Hospitality Award 2010.
Assessment Range and Conditions: Students are to complete all of the short answer questions correctly
to successfully complete this assessment. Answers are to demonstrate a sound understanding of
operational practice in the hospitality industry.
They can use resources that are supplied in class including Didasko and the Hospitality Award 2010.
Students are required to upload their assessment using the Assessment 1 drop box. All files must be
submitted using a PDF version.
ASSESSMENT 1 – SHORT ANSWER
1. What is the role of a roster?
A roster is a planned list of employees and the times they are required to work, on any given
day, week, fortnight or month in a workplace.
A roster is essentially a plan for how you will best use your human resources over a particular
time period.
1. To communicate working hours or shifts effectively to staff. Staff can also see
their rostered days off, when they need to attend training, seminars or other
forms of professional development.
2. To fairly distribute work hours to staff and make the best use of their skills.
3. To ensure you make the best use of staff to meet product and service demands.
4. To better control labour costs.
2. What is an industry award?
Awards are legal documents that set out pay and entitlements for specific industries or
occupations. There are 122 modern awards that cover most jobs and employees in Australia.
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SITXHRM002 ROSTER STAFF – Multiple choice
In Australia, an industrial award is a ruling handed down by either the Fair Work
Commission(or its predecessor) or by a state industrial relations commission which
grants all wage earners in one industry or occupation the same minimum pay rates and
conditions of employment such as leave entitlements, overtime and shift work, as well
as other workplace related conditions.
3. Describe in detail each of the 10 minimum employment entitlements in the NES (National
Employment Standards)?
I. Annual leave. Four weeks paid leave per year, plus an additional week for workers who
meet the definition of ‘shiftworker’.
II. Maximum weekly hours of 38, plus reasonable additional hours.
III. Requests for flexible working arrangements. Employees with young and school- aged
children, those with a disability, carers and employees 55 and over can request flexible
arrangements.
IV. 4 Parental leave and related entitlements. Up to 12 months unpaid leave and the right to
request another 12 months.
V. Personal/carer’s leave and compassionate leave. This includes 10 days paid
personal/carer’s leave, two days unpaid carer’s leave as required, and two paid days
compassionate leave.
VI. Community service leave. This includes jury service and voluntary emergency work
leave.
VII. Long service leave.
VIII. Public holidays. A paid day off on a public holiday, except where reasonably requested
to work.
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SITXHRM002 ROSTER STAFF – Multiple choice
IX. Notice of termination and redundancy.
X. Provision of a Fair Work Information Statement.
4. Describe suitable sources used to provide current and relevant information on awards and
other industrial requirements.
1. ACT government websites FWO or awards and legislation.
2. The Fair Work Ombudsman (FWO) is an independent statutory office created to
administer the Fair Work Act 2009 (FW Act) and the supplementary Fair Work
Regulations 2009.
3. Employer or industry associations can help represent their member rights at a
state and national level. They provide an opportunity for employers and their
representatives (managers) to network with others in their industry and lobby for
legislation that benefits the industry and their business.
4. Trade unions represent the rights of their members (employees) in the industrial
relations arena. They help protect the rights of workers, negotiate pay and
conditions and provide expert advice and support to their members.
5. Employers and their representatives - In some areas of legislation an employer is
now referred to as a PCBU (Person Conducting a Business Undertaking).
Employer representatives include any employee within an organisation who has
authority and responsibility over other employee/s, i.e. managers.
5. What are the benefits of having an Award or agreement in the work place?
 Base pay rates, including piecework (glossary) rates. A base pay rate is the minimum
amount of pay for a period. It does not include penalty rates, allowances and overtime.
 Conditions and requirements for different types of employment, e.g., full-time, part- time
or casual.
 Overtime and penalty rates.
 Allowances, e.g., first aid and travel allowances.
 Leave and leave loading. These may be conditions that apply on top of the National
Employment Standards (NES).
 Hours of work, e.g., rosters, making changes to working hours, maximum allowed shift
hours, mandated breaks between shifts.
 Requirements for annual wage or salary arrangements.
 Superannuation entitlement and conditions.
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SITXHRM002 ROSTER STAFF – Multiple choice
6. When is an employee entitled to a 30min meal break?
If the employee is required to work a shift of more than six hours and up to eight hours, the
employee is entitled to an unpaid meal break of no less than 30 minutes. The unpaid break may
be taken no earlier than two hours after starting work and no later than six hours of starting
work.
7. Explain in detail each of the following types of leave and provide one key element from
the Hospitality award 2010 on each leave?
I. Annual Leave
Annual leave forms part of the National Employment Standards (NES). The NES apply
to all employees covered by the national workplace relations system, regardless of any
award, agreement or contract. The NES establish the minimum entitlements to annual
leave, how and when annual leave can be taken, and the pay rate employees should
receive. The NES also set out what happens with annual leave when there is a transfer
of employment, and the arrangements that apply to the cashing out of annual leave
II. Sick leave
Sick and carer's leave (also known as personal leave or personal / carer's leave) lets an
employee take time off to help them deal with personal illness, caring responsibilities
and family emergencies. Sick leave can be used when an employee is ill or injured. An
employee may have to take time off to care for an immediate family or household
member who is sick or injured or help during a family emergency. This is known as
carer's leave but it comes out of the employee's personal leave balance.
III. Maternity leave
Parental leave, or family leave, is an employee benefit available in almost all countries.
[1] The term "parental leave" may include maternity, paternity, and adoption leave; or may
be used distinctively from "maternity leave" and "paternity leave" to describe separate
family leave available to either parent to care for small children.[2] In some countries and
jurisdictions, "family leave" also includes leave provided to care for ill family members.
Often, the minimum benefits and eligibility requirements are stipulated by law.
IV. Carers leave
An employee can take paid sick leave when they can't work because of a personal
illness or injury. This can include stress and pregnancy related illnesses. An employee
can take paid carer's leave to care for or support a member of their immediate family or
household who is sick, injured or has an unexpected emergency
8. Using the information provided in the Hospitality Award 2010 describe each of the
below types of employment?
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SITXHRM002 ROSTER STAFF – Multiple choice
I. Casual - Casual employees are employed on a casual basis and paid by the hour, or
part thereof. As a casual employee, there is no guarantee of future ongoing hours of
employment. In fact, the contract of employment is terminated at the end of each
engagement or shift.
II. Part-time - Part-time employees work less than 38 hours per week, but receive the same
entitlements as full-time employees, on a ‘pro rata’ basis. For example, a part-timer
working 18 hours per week is entitled to five days of carer’s leave and ten days of annual
leave per year.
III. Permanent - A full-time employee generally works 38 hours per week. They are typically
employed in positions that have an ongoing, regular and somewhat predictable
workload. Permanent full-time employees are entitled to the minimum NES and other
statutory rights such as superannuation and paid parental leave.
IV. Contractor - Contractors are employed to perform a specific job for an agreed price, for
example, an IT specialist employed to develop the company’s website. Contractors get
paid for the job they are hired to do. They are not guaranteed additional work and are
not paid leave or superannuation. They set their own work hours, pay their own tax and
are usually responsible for their own insurance.
V. Apprentice/trainee - Apprentices and trainees participate in a combination of work and
training in order to receive a trade or qualification, for example, Certificate II in
Hospitality. An employee cannot be classed as a ‘trainee’ just because they are unskilled
or new to a job.
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SITXHRM002 ROSTER STAFF – Multiple choice
9. Rostering effectively to maximise efficiency and minimise labour costs begins with assessing
workloads. Describe three actions that can be used to determine employee workloads?
Step 1: Calculate productivity
Ensure positions are clearly defined and have position or job descriptions. Analyse jobs using
statistical, quantifiable methods to determine the amount of work expected by an employee on a
given shift, week or month, according to whatever productivity and/or service rates you use, as
outlined on the previous screen.
Step 2: Calculate employees
How many employees are required to manage workloads? Again, use a ‘scientific’ or
quantifiable method to determine your employee numbers.
Step 3: Predict demand
Use methods to predict the demand for your products and services and adjust employee
numbers, as required.
10. You have recently been promoted and you are now required to write rosters for several
Food & Beverage outlets. You need to improve productivity. Provide three actions that you
do to achieve this.
I. Track and limit how much time you're spending on tasks.
You may think you're pretty good at gauging how much time you're spending on various tasks.
However, some research suggests only around 17 percent of people are able to accurately
estimate the passage of time. A tool like Rescue Time can help by letting you know exactly how
much time you spend on daily tasks, including social media, email, word processing, and apps.
II. Quit multitasking.
While we tend to think of the ability to multitask as an important skill for increasing efficiency,
the opposite may in fact be true. Psychologists have found attempting to do several tasks at
once can result in lost time and productivity. Instead, make a habit of committing to a single task
before moving on to your next project.
III. Work in 90-minute intervals.
Researchers at Florida State University have found elite performers (athletes, chess players,
musicians, etc.) who work in intervals of no more than 90 minutes are more productive than
those who work 90 minutes-plus. They also found that top performing subjects tend to work no
more than 4.5 hours per day.
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SITXHRM002 ROSTER STAFF – Multiple choice
11. Ryan carefully applied the rostering steps and knew he had exactly the right number of
employees on each shift according to demand. However, some shifts really struggled to
finish their allocated duties and customers complained of slow service. Explain what Ryan
may have done wrong?
Ryan may have calculated the numbers wrong. The use of applications like Excel would
have helped Ryan in maintaining the shifts.
12. Which statement is true? Explain your answer.
(a) Flexible work arrangements are designed to benefit employees, but offer little value
to employers.
(b) The NES only applies to full-time workers.
(c) According to the NES certain employees have the right to request flexible work
arrangements.
(d) According to the NES any employee who requests flexible work arrangements must
have their requests granted.
13. Explain how managers can ensure rosters are fair and equitable to your employees.
Staff members have been rostered in compliance with the relevant award. The roster
meets demand template to ensure service delivery within approved budgeted Full Time
Equivalent (FTE). The applicable skill set is covered by the roster. The correct number of
FTE are rostered on annual leave to achieve the annual leave requirements. Roster
requests have been accommodated wherever possible as per the guideline for roster
request management.
14. Eric plans and writes his rosters by hand. This has worked well for him in the past, but
now that the business is growing, roster writing is becoming more complicated and taking
up too much time. Provide two suggestions for Eric?
Eric could use some help by hiring some assistance. This would be helpful in managing
the rosters. Eric could also use some applications that would help him in managing the
rosters of the employees when the business is growing.
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SITXHRM002 ROSTER STAFF – Multiple choice
15. Provide an example of a policy or procedure that could cover leave provisions or socio-
cultural issues?
Develop a policy around roster requests. Some organisations might have a policy of not
allowing any roster requests, but they could be in breach of anti-discrimination and Fair Work
legislation. A policy could state that employees can make one roster request that will be
accommodated (if reasonable) per roster period. The request needs to be in writing and be
submitted at least four weeks prior to the roster period, to allow for roster writing and adequate
notice of the roster.
16. According to most awards and EBAs, how far in advance should employees receive their
rosters?
Most awards and EBAs state that employees must be given two weeks’ notice of their
roster. This means the roster is available at least two weeks before the commencement of
that roster.
A roster can be altered seven days before the roster period, as long as you have
consulted with the employee and clearly communicated the change in writing.
17. Explain why it is important to complete records of shift times employees have worked?
Employee records may be inspected by the employee upon request and by an officer of Fair
Work Australia.
Record-keeping and payslip obligations are provided for by sections 535 and 536 of the Fair
Work Act.
It is essential you keep track of hours worked by each employee at the end of each shift. This
not only reduces the incidence of employees claiming payment for time they didn’t actually
work, but helps to ensure you pay your staff correctly.
Recording hours can be done in two ways timesheets and electronic methods.
18. Provide three record keeping obligations that employers have?
 Records must be in a form that is readily accessible to a Fair Work Inspector.
 Be legible and in plain English.
 Not be altered unless to correct an error.
 Not be false or misleading.
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SITXHRM002 ROSTER STAFF – Multiple choice
19. Describe three actions that would display an effective roster?
 Fill busy shifts with the most experienced and skilled staff.
Alerts to know whenever a day or shift is understaffed enables managers to fill busy shifts
This will help to prevent a gap in coverage. Typically, employees know which days are the
busiest, but may not always volunteer to be available.
 Continually monitor, review and evaluate your rostering practices help to adjust the
roster and staff wherever required like during busy hours if it’s a café then add more staff
from 7am – 10am.
 Ensure staff have adequate breaks on shift and between shifts so that they perform
better and not tired.
 According to the needs of your organisation balance the use of full-time, part-time
and casual employees for maximum flexibility.
20. You have a cyclic roster in place for your department, but you spend ages fiddling with it
to accommodate special requests and fluctuations in demand. List three actions that you
could do to reduce time?
1. Because arrival patterns change because of company priorities with
promotions, billing events or cycles, or the launch of a new product offering, it
is essential to ensure that you are fully staffed around your contact volume
peak times.
2. Consider different shift options: part-time shifts, split-shifts, extended shifts
and more. Remember, the goal is to ensure your workforce is appropriately
balanced to incoming contact volumes, not to create mayhem among your
employees.
3. Examine the systems that may be contributing to your center's contact
volume. Consider adding announcements that educate your callers on the
best time or best way to reach you. Or add more communication channels,
like email, chat, social media, or text messaging. Implement callback
functionality during peak times that will hold the caller’s place in the queue
line while protecting service levels. Priority is another option to explore.
Identify both customer and call types and give the preference to the most
important ones.
21. Problem Solving - Case study
Ryan has completed the roster for the weekend and has exactly the right number of
employees for each shift according to demands of the business. During one of the
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SITXHRM002 ROSTER STAFF – Multiple choice
nights a staff member calls in sick due to illness.
Explain how you could re-work the roster to ensure that customer service standards and
productivity do not get affected?
Ryan could make the roster in such a manner that the shift timings gets filled up by the absent
employee and the employee that have taken the shift in place of the absent employee.
22. What is the minimum number of hours a full time staff member must have off during shifts
as per the Award?
Full-time must receive at least 10 hours off between their ordinary hours on one day and the
start of their ordinary hours the next day. So, you must give 10 hours off between shifts
23. What is the difference between an Award and an Enterprise Bargaining Agreement (EBA)?
Awards are legal documents that set out pay and entitlements for specific industries or
occupations. There are 122 modern awards that cover most jobs and employees in Australia.
For example modern awards, hospitality award.
Enterprise bargaining agreements (EBAs) define the conditions of employment for a group of
employees at one or more workplaces. They involve workplace-level bargaining between
employers and employees. They are made under the Fair Work Act and must comply with the
minimum standards specified in the NES.
24. Provide an example of what a penalty rate?
A ‘penalty’ is incurred by the employer and paid to the employee for hours worked outside
whatever is defined as ‘ordinary hours’.
Jan worked from 07:00 to 15:30 without a break. She was scheduled to take her unpaid meal
break at 12:00 but an unexpected group arrival meant she couldn’t leave her station. Jan’s
ordinary hourly rate is $19.56.
The penalty rate is calculated from the sixth hour: 13:00 to 15.30. This means the penalty
applies to 2.5 hours.
2.5 (hours) x $19.56 x .50 (penalty) = $24.45
This is the additional amount of pay to be added to Jan’s normal pay for that d
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SITXHRM002 ROSTER STAFF – Multiple choice
25. Explain 2 ways (electronic and paper based) of how you could communicate rosters to
staff?
Electronic: Email or SMS the roster to each employee. Also we can upload roster to the
intranet
Paper Base: Place a printed roster on the noticeboard in your department or Place a copy
of the roster in each employee’s pigeon-hole
Feedback: …………………………………………………………………………………
……………………………………………………………………………………………...
Teachers signature: ………………………………………………………………………
Student Signature: …………………………………………………………………………
Result: Satisfactory / Not Yet Satisfactory
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