SITXHRM002 Roster Staff Assessment: Short Answer Questions

Desklib provides solved assignments and past papers to help students succeed.

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
An 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 with the adjustments applied to this assessment
Signature Date
2nd Assessor to complete
I agree the adjustments applied to this assessment are reasonable
Name
Signature Date
SIT Version 1 1 of 11
©Futura Group 2016

Assessment Guidelines
What will be assessed
The purpose of this assessment is to assess your 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 the 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
 organizational policies which impact the preparation of staffing rosters:
o sociocultural-friendly organizational 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 organization:
SIT Version 1 2 of 11
©Futura Group 2016

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 the 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
Student Signature: Date: / /201
This assessment: First Attempt 2nd Attempt Extension – Date: / /
RESULT OF ASSESSMENT Satisfactory Not Yet Satisfactory
SIT Version 1 3 of 11
©Futura Group 2016

Feedback to Student:
Assessor(s) Signature(s): Date: / /
Student Signature Date: / /
SIT Version 1 4 of 11
©Futura Group 2016

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
SIT Version 1 5 of 11
©Futura Group 2016

1. leave including shift workers
Normally leave for the worker are allotted for four months for the paid leave for the employee and if the
employee is classified as shift worker than the leave entitled are belong to five weak per year according to the
policies of the company.
2. mandated breaks between shifts
Working Hours Break Time between shift
The shift for 5 Hour No break Is allotted
Shift between 5 to 6 No Break is allotted but the employee can
avail to break by request for the break to
governing authority
Shifts Between 6 to 8 Hours They are entitled to the break of 30 minutes
which is recognized as unpaid break
Shift Between 8 to 10 hours In this shift employee can avails the break of
30 minutes as unpaid break and in addition
they also able to take a 20-minute break as
paid breaks.
Shifts more than 10 hours In this shift employee can avails the break of
30 minutes as unpaid break and in addition
they also able to take a 20-minute break as
paid breaks
3. maximum allowed shift hours
An employee has a maximum limit of 38 hours of work in a weak. This indicates that employee can maximum 38
hours until any reasonable extra work is allotted by the employer to the employee on their work activities.
4. standard, overtime and penalty pay rates
The employee is entitled to the penalty and overtime for the work completed by the employee in various
holidays like a public holiday or national holiday. The employee also pays a higher rate on Sunday working
for the company until unless it is imposed by the management.
SIT Version 1 6 of 11
©Futura Group 2016

SIT Version 1 7 of 11
©Futura Group 2016
Particular Rate of Payment of overtime
On public Holiday
 Full time and part time employee working in
General
225% of their basic pay for the day of work.
Time off in lieu
In this case, if the employee agreed on two conditions
which are listed below then they are able to entitle for
the specified rate of payment for their overtime.
 The time of overtime also added in paid
annual leave for the employee.
 The employee can take one day paid time off
in the same weak as holiday
125% of their basic pay for the day of work.
Charismas Day
 If charismas day is falling on the weekend for
employee
 On Casual Day
Charismas Day
 25% additional for the pay of the day.
 250% additional on basic pay rates.
Sunday Work Employees are entitled to the payment rate of 175%
on their basic pay for Sunday working hours.

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 the
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?
Minimum Hours
Employee Payment Rate Number of Hours
John( Casual) $20.79 2.5
Jack ( Part-time) $18.91 2.5
Chenelle ( Full Time) 132.37 One day
Here the overall cost for the day to the company for three chefs is approx. 231.62 for the day further
companies have to pay the minimum wages to the worker which is 197.39. Companies have to pay the
amount whichever is higher from both to the employee. In this 231.62 is the pay entitlement for that
day to the company.
3. What are the leave provisions for the following instances?
 carers
 compassionate reasons
 illness or injury
 jury service
 long service
 maternity or paternity
 rehabilitation of injured workers
 study
Leave provisions
SIT Version 1 8 of 11
©Futura Group 2016

 Sick and carers – Employee can get 10 days each year paid leave and 2 days unpaid leave for medical
emergencies.
 Compassionate reasons – Employee is eligible for two days of compassionate reason leave during the
year.
 Injury and rehabilitation of injured workers - Employee can avail 3 months leave for injury during the
year.
 Jury service – For jury employee had no bar or leave. They can avail sufficient leave in which they can
travel and take rest after and during jury.
 Long service – There are different state law is implemented to identify the time period for a long time
left to the employee. In Australia ACT, NSW and Qld have the guidelines for long run leaves for the
employee.
 maternity or paternity – Employee can avail twelve months of maternity leave which is unpaid by the
company and also requested for further 12 month leave.
 Study - Study leave is allotted according to the management decision and also the course in which the
employee is engaged. Study leave provided for the examination or preparation for the exam.
SIT Version 1 9 of 11
©Futura Group 2016

4. One requirement of a business is to maintain and administer rostering records. Go to
https://www.fairwork.gov.au/employee-entitlements/national-employment-standards templates and
guides, and download the file >Pay slips and record keeping>Weekly time and wage records template
a. Complete the timesheet using the following information:
Joseph (Level 6 cook (tradesperson) grade 5) – will be working from 15.30 – 22.00 on Mon, from 6.00 – 14.30
on Thurs, Fri and Sat and from 13.30 – 22.00 on Sun.
b. Complete the payslip including superannuation info (any fund) and tax (tax calculator template
attached)
c. Attach the documents to this assessment.
5. What are the requirements for time and wage records? How long these records must be kept?
Time and wages record provides the details related to the workforce management and the cost which is beard
by the company on the maintenance of human resources of the company. This document plays a vital role in the
decision making of any strategic reform of human resource management of the company. Human resource is
identified as the most dynamic factor which can highly influence the performance of the company so it is
required to maintain the resources for the company for adequate utilization. Further Time and wages records
are provided various reports which reflect the productivity of the production unit and also estimation of human
power required for better performance of the company. This kind of records Help Company to evolve its
business unit process so that they can perform effective and efficient in the market to achieve their prospective
goals. Time and wages record identified any major variance in the production process by the human resource
and also help in identification of any major change which can majorly impact on performance and value of the
company in the mind of their employee and also in the market.
Time and Wages report is an important document which is used by management for their decision-making
process. Company or management need to keep the record at least more than 8 years or up to 8 year which
helps them to identified the trends of the workforce of the company and also major issue can be overcome
through timely analysis of past data of the company. Each company has their own perspective so storage of
records of time and wages report majorly depends on nature of the business or also on management decision
but in general 8 years is the time period for which company have to store their past record for future reference.
6. What is the importance of rosters for efficiency in an organization and how can a roster be used to control
staff costs?
Rooster can be identified as a detailed report which provides information about the production activities of the
company and also provides a detailed guideline to perform the task for the company. Rooster can be a dynamic
tool which helps management and company to identify the responsible person for the work in their operational
activities. Rooster identified the responsible person and set details timelines for the specific task which can help
in increase of productivity of the employee and also in operational activities of the company. Rooster also helps
management in allocation of cost and responsibility among the workforce which helps the company to the
recognized overall cost of the workforce which they have to bear for their production activities.
SIT Version 1 10 of 11
©Futura Group 2016

7. Provide 3 examples for benefits for using a social and cultural skill mix in the hospitality industry:
1. The hospital industry is highly dynamic and customer oriented so social and cultural mix can be a tool
which helps companies to attract and retain a customer in the market.
2. Many of the foods are not allowed in some of the area around the globe which needs to be understood
by the company. Social and cultural skill mix helps to identify the foods or services serves to their
customer in the market.
3. Social and cultural mix provides a unique image of hotels in the market which increase the brand image
and also generate brand value in the mind of the customer in the market.
8. Provide 3 examples for different religious and cultural beliefs of staff commonly working in the TH&E
industry and how these religions potentially need to be accommodated for when preparing rosters:
1. Each Employee from different religion had unique quality in their working which needs to be recognized.
2. The employee had many of the time religious belief conflict which can be needed to insert in the roster
so that work allocation is favorable for everyone.
3. Rooster needs to consider all factors which can impact on the mindset of the employee like religious or
cultural beliefs so that management can utilize their potential as a synergy to achieve their goals.
SIT Version 1 11 of 11
©Futura Group 2016