Perth
Burger Collective
The Contents Of
This Document Are The Property Of Perth Burger Collective And Cannot Be
Copied, Released Or Used For Any Purpose Unless Authorized By Directors.
All Intellectual And Property Rights Remain With The Property
Holders.
Commercial and In
Confidence
Prepared By:
Taylor Moore, Beth & Les Graham-Aumua
Date of Update:
January 14, 23
Perth Burger Collective
Street Address:
3 Rocca Way, Wanneroo, WA 6065
Postal Address:
P.O. Box 555, Wanneroo 6946
Telephone Numbers
Landline:
(08) 9404 5493
Perth Burger Collective Mobile:
0401 952 929
Taylor Moore
0421 460 388
Beth Graham-Aumua
0414 277 080
Les Graham-Aumua
0416283169
Dani Pickett
0409 112 039
Email:
perthburgercollective@gmail.com
Website: -
www.Perth Burger Collective.com.au
Facebook:
www.facebook.com/Perth Burger Collective (Public)
Staff Group
????
Instagram
Perth Burger Collective
How to Contact Us.............................................
2
Who We Are!........................................................
4
Welcome.............................................................
4
Who is Perth Burger Collective.............................
4
Mission Statement...............................................
4
Perth Burger Collective’s Core Values:..................
4
Business Hours....................................................
4
Show me the Money!..........................................
5
Payroll...............................................................
5
Superannuation...................................................
5
Lateness..............................................................
5
Absence due to illness...........................................
5
Changing Contact Details.....................................
5
Recording your Attendance..................................
5
Breaks/Meals......................................................
5
Probation...........................................................
6
How Things Work...............................................
7
First Aid..............................................................
7
Accident/Incident report......................................
7
Tools of Trade.....................................................
7
Tips.....................................................................
7
Invoices...............................................................
7
Work Areas.........................................................
7
Security..............................................................
7
Staff Bathroom...................................................
7
Bins....................................................................
7
Parking...............................................................
8
What makes the Wheels go Round!..................
9
1. Code of Conduct Policy Summary......................
9
2. Occupational Health and Safety Policy - Summary.........................................................................
10
3. Dress Code Policy - Summary...........................
13
4. Conflict of Interest Policy Summary................
14
5. Communication & Social Media Policy – Summary.........................................................................
15
6. Leave Policy - Summary...................................
16
Hierarchy Flow Chart......................................
18
Policies Declaration.........................................
19
Welcome
Congratulations on your
appointment and welcome to the team at Perth Burger Collective. We are
excited that you have decided to join us and look forward to a long,
happy and successful partnership together.
Our business is about delivering
exceptional customer service, serving fantastic and well-priced meals,
amazing coffee in a warm and friendly environment. You have been hired
because we believe you can help us to maintain Perth Burger Collective’s
high standards and well-deserved reputation.
The purpose of this handbook is
to introduce you to Perth Burger Collective, give you some information
about our history and what we do. You will also find
information about your terms and conditions of employment, our
expectations regarding your behavior and an introduction to our policies
and procedures. The manual should be read in
conjunction with your contract of employment.
This handbook is by no means an
exhaustive guide to your employment with us. It has
been developed to act as a resource and reference for you and will be
updated as required as our business grows. You will
be notified of any changes as they occur. If you have
any questions about the content please do not hesitate to call Beth
Graham-Aumua on 0414 277 080.
Who is Perth Burger Collective
The story of Perth Burger
Collective starts in 2009 when Taylor Moore, Beth Graham-Aumua and Les
Graham-Aumua saw that Wanneroo was missing something.
There was a need for a place where the food is mouthwatering, fresh and
good value, the customer service outstanding and the ambiance welcoming
and familiar. Since its commencement, Perth Burger
Collective become a focal point of the community and throughout this
time we have seen consistent growth through word of mouth, repeat
customers and people hearing about us and visiting from outside the
region. We are renowned for extraordinary customer
service, where our customers experience that “little bit extra” and in
addition to our regular menu, we also offer High Tea known as our Tea
Parties as well as finger food/cocktail style catering. We are always
looking at different areas for potential growth.
Mission Statement
Wanneroo’s Perth Burger
Collective is recognized a one of Perth’s premier Perth Burger
Collectives, serving great coffee, delicious food of consistently high
quality in a warm friendly environment. Our reputation is built on
exceptional customer service and the personal and courteous way it looks
after its customers.
Perth Burger Collective’s Core Values:
Customer and the Perth Burger
Collective Team are No 1
·
Accountability
Acknowledging and assuming responsibility
for ones actions, products, decisions & policies.
·
Balance-
Taking a proactive stand to create and
maintain a healthy work-life balance for all workers.
·
Commitment-
Committing to providing a great
product, great service and to be the best that you can be.
·
Diversity-
Recognising
and respecting diversity, showing dignity and respect to all.
·
Empowerment
Encouraging and applauding examples of
initiative.
·
Integrity-
Acting with honesty and
honour without compromising the truth
·
Ownership-
Taking care of the company and customers
as they were one’s own
·
Safety-
ensuring the health and safety of
employees and going beyond the legal requirements to
provide an accident free
workplace.
·
Have fun
To take time to play.
Business Hours
Perth Burger Collective operates
seven days a week.
Monday – Wednesday
7.00am - 5.00pm.
Thursday & Friday
7.00am - 5.00pm
Saturday
8.00am - 5.00pm
Sunday
8.00am - 5.00pm
Public Holidays
8.00am – 12.00pm
Your employment with Perth
Burger Collective is essentially governed by your contract of employment
and Perth Burger Collective’s policies, in conjunction with this manual.
The following section provides general information regarding your
pay, conditions, and our expectations of you.
Payroll
Your pay cycle is weekly.
Our pay cycle runs from Tuesday to Monday and wages are processed
on Tuesdays or Wednesdays. Perth Burger Collective guarantees that your
wage will be in the bank by the close of business Fridays. You
may often find that your wages arrive in your bank earlier, but do not
count on them until Friday afternoon COB. Wages will be automatically
deposited electronically into the bank account details provided to Perth
Burger Collective. It is your responsibility to ensure that your banking
details are accurate and that we are informed if there are any changes
by the method described below. Taxation payments are automatically
deducted from your pay. Superannuation payments are
paid into your nominated fund.
Superannuation
You will receive superannuation
contributions in accordance with the Government’s Superannuation
Guarantee Levy. Under the choice of superannuation legislation you may
nominate the superannuation fund into which employer superannuation
contributions are paid. If you wish to nominate a superannuation fund,
please complete a Standard Choice Form and return it to us upon
commencement of employment. If you do not complete this form, your
superannuation will be paid into our default superannuation fund, Host
Plus. You will still be entitled to nominate a
superannuation fund for your superannuation contributions at a later
date.
Lateness
It is essential that you are
ready to commence work at your normal time as other employees and the
business depend upon you and your contribution.
Late arrival to work, due to
illness, injury or any other reason must be personally reported, by
telephone, to your supervisor as soon as practicable (and prior to your
normal starting time wherever possible). If you unable to
do this personally, you are required to ask someone to telephone on your
behalf. Subsequent to this, you must keep your
manager informed of your progress. Wherever possible you should make
dental, medical, business or other appointments outside your normal
working hours.
Absence due to illness
Any absence due to illness,
injury or any other reason must be personally reported, by telephone, to
your supervisor as soon as practicable (and prior to your normal
starting time wherever possible). If you unable to do
this personally, you are required to ask someone to telephone on your
behalf. Subsequent to this, you must keep your
manager informed of your progress as well as the expected duration of
leave. We require an original copy of your Medical Certificate before we
can arrange payment of the days of work that is missed.
Changing Contact Details
We require you to advise us of
any personal details that you originally provided on your Employee
Detail Form when you first started working with us. This includes
changes to mobile and home phone numbers, both physical and email
addresses, your banking details, any changes to your next of kin contact
details etc. Please ask your supervisor for a new Employee Details Form.
We also require you to keep us informed of any changes to your email or
postal details until the end of the financial year, especially if you no
longer are employed by us. You will require a Payment Summary
Certificate to complete your taxation return and we need a current
address to get it to you!
Recording your Attendance
We use a point of sale system
called Kounta and aside from recording our sales, inventory etc.; it
also records your attendance details. You will be provided with a login
number when your first commence and it you will be shown how to log on
and off. It is essential that you are logged off after each shift, so
that we can pay you for your efforts. You will also need to log off and
back on when you take your breaks.
Breaks/Meals
Breaks are taken accordingly
with the current award. You are welcome to bring food
from home, however, if you eat this in the dining room, we ask that you
put it onto Perth Burger Collective plates and any drinks are put into a
glass. The top shelf in the fridge in the back room is allocated for
staff food.
In addition, Beth, Taylor & Les
have subsidized a selection of meals from our menu and these are
available for purchase for a nominal amount. Your supervisor will
explain the process.
Probation
The 3 month probationary period
applies to permanent and part time, permanent staff and is a time for
both the employee and the business to assess suitability, fit and
competency within the role. During this period Perth
Burger Collective commits to reviewing employee performance and at the
end of this time ongoing permanent employment will be confirmed. This
probation period may be extended for a further three month period should
management not be fully satisfied with performance, but feel that, with
an extension of the probation and training period improvement could be
made.
Probation does not apply to
casual positions
First Aid
The first aid box can be found
in the staff lockers/toilet.
Accident/Incident report
All accidents/incidents must be
reported on the form provided. Ask a supervisor to help you fill this
out. The forms are to be filed in the appropriate
folder in the staff lockers/toilet.
Tools of Trade
Kitchen
We have a supply of knives
available, but they are of low quality and usually chefs prefer to
supply and maintain their own basic knife set. Remember to have your
name or another identifying mark on each knife and wash and put away at
the end of your sift.
Front of House
We require you to provide your
own pen.
Dishwashers
We have a waterproof apron
available, if you choose to use it.
Tips
All tips collected in the tip
jar will be split between all staff pro-rata. If you
are personally given a tip, it is up to you whether you would like to
keep this tip or add it to the tip-jar.
Invoices
You might sometimes be required
to receive and put away stock. Wherever possible, do this whilst the
driver is present. The stock is checked for damage, the invoice ticked
that all goods have arrived in good condition and all stock charged for
is present. Once this has been done please write your
name clearly on the invoice and place it in the office in-tray.
If any stock is missing, write it on your copy and the drivers.
Also let the appropriate manager know what was found to be
missing. We require some drivers to wait while this happens.
Work Areas
During peak periods of business
we may have many staff rostered on at one time that our workspace
becomes confined. It is important that your workstation or the area
around where you work, remains clean and tidy, and free of any items
unnecessary to the task at hand at all times. Our
expectation is that your workstation will be cleared and cleaned at the
end of every day. Any items that require storage
should be put away properly.
Security
Entry to the business for staff
on an opening shift will be by the way of key. An
alarm code will be supplied to those who hold keys. It is the
responsibility of every key-holder to ensure that their key is kept in
safe custody. It must be returned on demand. If keys
are lost or misplaced, you must notify your manager immediately so the
appropriate action can be taken.
Employees must ensure that any
personal belongings are secured at night. Personal
property is not covered by Company insurance.
Staff Bathroom
Although this is a staff
bathroom, for the purpose of complying with our liquor licence “toilet
to patrons” ratio technically, this can also be a public access toilet.
This bathroom needs to be kept clean at all times and the cleanliness is
a responsibility of all staff. Out of respect to your
fellow team members, please clean up after yourself after you have used
both the toilet and hand basin.
Bins
There are general waste bins
located in the bin storeroom behind the Perth Burger Collective.
The bins are emptied daily, Saturday excluded. Rubbish removal is
very expensive – up to $8.00 per bin per night. You MUST compress
rubbish such as crushing milk cartons, cake boxes and cartons. We also
can save costs by making sure that each bin is full before you put
rubbish into an empty one. So please check that all used bins are full
BEFORE you put rubbish into an empty bin.
We also have on large bin for
cardboard. It is emptied once a week, but you MUST
ensure that all boxes opened out flat and then put into the
bin, stacking around the edges where possible. Please use the bins for
their correct purposes- the only exception being if there is space in
the general waste bins the night before being emptied you may top them
up with cardboard to clear congestion. Broken glass, ceramic or sharp
objects should be placed directly into the outside bin to avoid any
potential injuries.
Parking
We have an agreement in place
with the locals businesses that our staff will not park in the car park
in the immediate area around the Perth Burger Collective as it is for
use by customers only. There is ample parking
available behind the gyms and between the to the shopping center or
behind the fish and chip shop across the road. Please make use of this
at all times.
We have provided below our key policies,
summarised. Perth Burger Collective has
a number of policies in place that ensure a safe, efficient and fair
workplace. Over the course of your probation period, it is expected that
you read and familiarise
yourself with all of Perth Burger Collective’s policies in detail
and this should be completed prior to your being signed off from your
probation period.
1. Code of Conduct Policy Summary
Purpose
This policy affirms Perth Burger
Collective’s belief in responsible social and ethical behavior from all
employees. This policy clarifies the standards of
behavior that Perth Burger Collective expects from all employees.
Policy
Our Code of Conduct policy
applies to all employees and provides the framework of principles for
conducting business, dealing with other employees, customers and
suppliers. The Code of Conduct does not replace
legislation and if any part of it is in conflict, then legislation takes
precedence. The policy is based on the following:
·
Act and maintain a high standard of
integrity and maintain an harmonious working environment at all times;
·
Be responsible and scrupulous in the
proper use of Company information, funds, equipment and facilities;
·
Be considerate and respectful of the
environment and others;
·
Exercise fairness, equality,
courtesy, consideration and sensitivity in dealing with other employees,
customers and suppliers;
·
Avoid apparent conflict of
interests, promptly disclosing to a Perth Burger Collective senior
manager, any interest than may constitute a conflict of interest;
·
Promote the interests of Perth
Burger Collective;
·
Perform duties with skill, honesty,
care, diligence and carry out all work to the highest of standards;
Abide by policies, procedures
and lawful directions that relate to your employment with Perth Burger
Collective;
·
Avoid using foul language or
engaging in behaviour
that offends, harasses, or unfairly discriminates clients, members of
the public or staff both in the workplace and outside of the workplace
including social media, i.e. Facebook;
·
Be honest, polite, courteous,
professional and helpful to other employees, customers and members of
the general public at all times;
·
Ensure your actions do not bring
Perth Burger Collective into disrepute;
·
Refrain from canvassing for private
business during work hours;
·
Only transact and approve
expenditure for which you are authorised;
·
Refrain from abusing, defacing or
willfully damaging company property;
·
Ensure your appearance is neat,
clean and appropriate to the job and that you wear a uniform as
required;
·
The use of mobile phones, including
smart phone devices is expressly prohibited whilst you are on duty;
·
The use of multimedia, including
social media, i.e. Facebook is expressly prohibited while an employee is
on duty;
·
Any employee, who in good faith,
raises a complaint or discloses an alleged breach of the Code, whilst
following correct reporting procedures, will not be disadvantaged or
prejudiced. All reports will be dealt with in a timely and
confidential manner.
Perth Burger Collective expects
co-operation from all employees in conducting themselves in a
professional, ethical and socially acceptable manner of the highest
standards. Any employee in breach of this policy may be subject to
disciplinary action, including termination. Should an employee have
doubts about any aspect of the Code of Conduct, they must seek
clarification from Management.
This policy is regularly
reviewed by Perth Burger Collective and any necessary changes will be
implemented by Management.
2. Occupational Health and Safety Policy - Summary
Over the
course of your probation period, it is expected that
you read and familiarise yourself with this and all of Perth Burger
Collective’s policies. This should be completed prior to your being
signed off from your probation period.
Purpose
Perth Burger Collective is
committed to Occupational Health & Safety and to provide a safe working
environment to all employees, contractors, visitors and members of the
public. You have a legal obligation under the Occupational Safety and
Health Act 1984 to take reasonable care of your own safety and
health at work and to avoid adversely affecting the safety and health of
other employees through any act or omission. Any hazards, equipment
failures, accidents, injuries and near misses must be reported to your
supervisor immediately.
To do this Perth Burger
Collective will
·
Develop and maintain safe systems of
work, and a safe working environment;
·
Consult with employees and health
and safety reps on safety;
·
Provide protective clothing and
equipment, and enforce its use;
·
Provide information and training for
employees;
·
Assess all risks before work starts
on new areas of operation, for example, buying new equipment and setting
up new work methods, and regularly review these risks;
·
Remove unacceptable risks to safety;
and
·
Provide employees and contractors
with adequate facilities (such as clean toilets, cool and clean drinking
water, and hygienic eating areas).
Ultimately, everyone at the
workplace is responsible for ensuring health and safety at that
workplace.
All persons responsible for the
work activities of other employees are accountable for:
·
Identifying practices and conditions
that could injure employees, members of the public or the environment;
·
Controlling such situations or
removing the risk to safety. If unable to control such practices
and conditions, report these to their manager;
·
Making sure workers use personal
protective equipment (PPE), training workers to use PPE correctly; and
·
Making sure PPE is maintained and
working properly.
Perth Burger Collective demands
positive, proactive attitudes and performances with respect to
protecting health, safety and the environment by all employees,
irrespective of their position.
Manual Handling Policy
It is Perth Burger Collective’s
policy to provide all employees with a safe and healthy workplace by
identifying, assessing and controlling manual handling risks.
·
While management is responsible for
the health, safety and welfare of all staff, all employees must report
potential and actual manual handling hazards; and
·
Never lift or manually handle items
larger or heavier than you can easily support. If you are in any
doubt, do not hesitate to ask for help.
Workers Compensation
Policy
All employees may be eligible
for workers compensation benefits while injured at work.
Section 79 of the Western Australian
Workers’ Compensation and Injury Management
Act 1981 gives an arbitrator
discretion to refuse to award compensation which would otherwise be
payable where it is proved that the worker has, at the time of seeking
or entering employment in respect of which he or she claims compensation
for an injury, wilfully and falsely represented himself or herself as
not having previously suffered from the injury.
Injury Procedure
If there is an injury
·
The first priority is medical
attention. The injured worker or nearest colleague should contact
one of Perth Burger Collective’s first aiders. For a serious
injury also call an ambulance.
·
Any employee who is injured on the
job, experiences a safety incident or a near miss, must report the
incident to their manager.
·
The manager must write a report in
the Register of Injuries and Incidents The standard report must
include:
- Employee’s name and job
details;
- Time and date of injury;
- Exact location the
injury/incident occurred;
- How the injury/incident
happened;
- Details of the
injury/illness and the part/s of the body injured;
- Names of any witnesses;
- Name of the person entering
details in the Register;
and
- The manager must report
serious injuries to Work Safe immediately.
All relevant information and
forms are kept in the Occupational Health and Safety Folder on the
bookshelves above the staff lockers.
Smoking Policy
Perth Burger Collective has a
non-smoking policy. Smoking is not permitted on Perth
Burger Collective property at any time.
Smokers who need to take breaks
should do so in their allotted breaks. These breaks
must not be taken at any of the entrances to Perth Burger Collective.
We kindly ask that you walk across the street, away from view of
our customers (also please do not stand at the entrance to the
council building next door as we will incur a fine). Excessive
smoking breaks will be regarded as absenteeism and performance
improvement action may be taken. HANDS MUST BE WASHED AFTER SMOKING
Alcohol and Drugs
Policy
Perth Burger Collective is
concerned by factors affecting an employee’s ability to safely and
effectively do their work to a satisfactory standard.
The business recognises
alcohol or other drug abuse can impair short-term or long-term work
performance and is an occupational health and
safety risk. Possession or intake of illicit drugs on Perth
Burger Collective’s property is strictly prohibited. Attendance at work
in an intoxicated or drug-affected state is also prohibited. It is a
condition of employment that you comply with the fitness for work
standard. This includes the requirement to participate in alcohol and
other drug testing. A copy of relevant Policies will be available
to you and your non-compliance will result in termination of your
employment. If you have any concerns regarding your fitness for work or
the fitness for work of another person you must notify your supervisor
immediately. Perth Burger Collective may require you to undergo such
medical tests that it deems appropriate and it is a condition of
employment that you agree to undertake such tests as directed by the
employer.
Perth Burger Collective does not
tolerate attending work under the influence of alcohol or drugs.
This may result in performance improvement action or dismissal.
Equal Employment
Opportunity & Diversity
Western Australia has an
increasingly diverse population, which is reflected in our workplace.
Perth Burger Collective believes that the wide array of perspectives
that results from such diversity promotes innovation and business
success. Managing equal opportunity and diversity will allow us to be
more creative, flexible, productive and competitive in the long-term. It
is of paramount importance that Perth Burger Collective’s workplace and
services are developed and delivered by people who understand and are
sensitive to the gender, cultural and linguistic differences of our
employees, members, suppliers and other stakeholders and who will
enhance the performance of the business as both an employee and a
service provider.
Equal Opportunity and Diversity is at the heart of what and who we are
and as a company, which values equal opportunities and diversity we
therefore need to focus on driving high performance and capability
around this and not on discrimination. Perth Burger Collective also
believes in treating all people with respect and dignity. We strive to
create and foster a supportive and understanding environment in which
all individuals can realise their maximum potential within the company,
regardless of their differences.
An
equal opportunity workplace is a workplace where all employees:
·
Have equal access to jobs opportunities and careers based on their
knowledge and skills;
·
Are diverse in their attributes;
·
Are treated with dignity and respect; and
·
Are free from discrimination;
It
is the intent of this policy that all Perth Burger Collective employees
will acknowledge, accept and accommodate the differences of their
colleagues, customers and all other stakeholders regardless of their
attributes. Employees will be selected or promoted according to merit
with major importance being placed on the expected future performance of
the employee, irrespective of personal attributes.
This
policy applies to the advertising of positions, recruitment and
appointments, training, conditions of work, pay and every other aspect
of employment. The policy also applies equally to the treatment of our
members and other stakeholders. Equal Opportunity and Diversity is not
just about increasing visible differences in the workforce; it is about
the strategic advantages that come from incorporating a wide variety of
approaches and perspectives.
Managing diversity is about creating an environment in which everyone
can achieve his or her full potential. Employees are happier and more
productive if they are appreciated and included, not assimilated or
tolerated.
Any person found in breach of
this policy could face disciplinary action which could lead to
dismissal.
Discrimination, Sexual
Harassment and Bullying
Perth Burger Collective is
committed to providing a workplace free from discrimination, sexual
harassment and bullying. Behavior that constitutes
discrimination, sexual harassment or bullying will not be tolerated and
will lead to actions being taken, which may include dismissal.
For the purposes of this policy,
the following definitions apply:
·
Direct Discrimination occurs when
someone is treated unfavorably because of a personal characteristic that
is protected under Western Australian law.
·
Indirect Discrimination occurs when
a rule seems neutral, but has a discriminatory impact on certain people.
For example a minimum height requirement of 6 foot for a particular job
might be applied equally to men and women, but would indirectly
discriminate on the basis of sex, as women tend to be shorter than men.
·
Sexual Harassment includes unwelcome
conduct of a sexual nature in circumstances in which it could reasonably
be expected to make a person feel offended, humiliated or intimidated a
reasonable person, having regard to all the circumstances, would have
anticipated that the person harassed would be offended, humiliated or
intimidated.
·
Workplace Bullying may include
behavior that is directed toward an employee, or a group of employees,
that creates a risk to health and safety e.g. physical and/or verbal
abuse, excluding or isolating individuals; or giving impossible tasks.
Perth Burger Collective provides
equal opportunity in employment to people without discrimination based
on personal characteristic protected under state and federal equal
opportunity legislation.
Under State legislation they
include
·
Age
·
Breastfeeding
·
Carer status
·
Disability
·
Employment activity
·
Gender identity
·
Industrial activity
·
Lawful sexual activity
·
Marital status
·
Parental status
Any employee found to have
contravened this policy will be subject to disciplinary action, which
may include dismissal as outlined in the complaint procedure below.
Employees must report and behavior that constitutes sexual harassment,
bullying or discrimination to their manager. Employees will not be
victimized or treated unfairly for raising an issue or making a
complaint.
3. Dress Code
Policy - Summary
Purpose
Perth Burger Collective’s
objective in establishing a safe and comfortable environment includes
setting some standards for workplace dress code. This
is to enable all people to project a professional image that is in
keeping with the needs of our customers to trust us.
Because our industry requires the appearance of trusted professionals, a
standard dress code is necessary for everyone.
Front of House
Front of house employees are
expected to dress smart casual during work hours. All
employees must wear a long length black apron. Tops
must be plain black (no patterns). Bottoms, either
pants,
or skirts
or conservative length shorts must be black or black denim. Non-slip
shoes are a safety requirement- runners are preferred, must have
enclosed toes and be non-slip and rubber soled. PLEASE CHECK THAT
YOUR SHOES ARE NON-SLIP. Staff must be well presented with long hair
tied back at all times. Facial hair must be neat and
presentable and moderate piercings and tattoos are acceptable, if
approved of by Management.
Kitchen
Chef jackets, black or white,
must be worn, along with checkered or black pants.
Aprons are optional. All clothing must be clean and
neat at the commencement of your shift. Non-slip, enclosed shoes are a
safety requirement. All kitchen employees must wear a
Perth Burger Collective branded bandana, showing the Perth Burger
Collective branding. Hair that is long enough must be
tied back.
Kitchen hands/
Kitchen Attendants
Tops must be black. Bottoms
should fall below the knee. Non-slip,
enclosed toe shoes are a safety requirement. There is
a protective, waterproof apron in the staff lockers for those who wish
to wear it.
Prohibited Clothing
Employees should not wear ripped
clothing of any kind, coloured
clothing other than black, low cut or see through tops, or short shorts,
track pants or opened toed shoes. You may be asked to return home to
change.
Supply and Purchasing
Employees will be supplied with
their mandatory uniform (apron and bandana) upon commencement of work.
$25 per apron will be deducted from your pay as deposit and $10
per bandana deposit will be deducted from you first wage. If this causes
financial burden, we can spread the payment over a couple of wages.
When an employee leaves the company and returns the apron/bandana
washed and ironed, the deposit will be retuned in the final wage.
Maintenance
All clothing worn should be
clean and neatly pressed at all times. We advise that a pre wash soaker
be used to keep your apron looking clean and bright.
4. Conflict of Interest
Policy Summary
Policy
Conflict of interest arises
whenever the personal, professional or business interests of an employee
are potentially at odds with the best interests of Perth Burger
Collective.
All employees are required to
act in good faith towards Perth Burger Collective.
Employees need to be aware of the potential for a conflict of interest
to arise and should always act in the best interests of Perth Burger
Collective.
As individuals, employees may
have interests that from time to time conflict, or appear to conflict,
with their employment with Perth Burger Collective.
Employees should aim to avoid being put in a situation where there may
be a conflict between the interests of Perth Burger Collective and their
own personal and professional interests, or those of relatives or
friends. Where such conflict occurs (or is perceived
to occur), the interests of Perth Burger Collective will be balanced
against the interests of the staff member and, unless exceptional
circumstances exist, resolved in favor of Perth Burger Collective.
It is impossible to define all
potential areas of conflict of interest. If an
employee is in doubt if a conflict exists, they should raise the matter
with their manager.
Procedure
Employees must:
- Declare any potential, actual
or perceived conflicts of interest that exist on becoming employed
by Perth Burger Collective to management.
- Avoid being placed in a
situation where there is potential, actual or perceived conflict of
interest if at all possible.
If an employee declares such an
interest, Perth Burger Collective will review the potential areas of
conflict with the employee and mutually agree on practical arrangements
to resolve the situation. If a resolution can’t be reached, Perth Burger
Collective reserves the right to terminate employment.
Employees must disclose any
other employment that might cause a conflict of interest with Perth
Burger Collective to their manager. Where there are
external involvements that do not represent a conflict of interest,
these must not affect performance or attendance whilst working at Perth
Burger Collective. If such involvement does affect
performance or attendance it will be considered a conflict of interest.
Engaging in other business
interests during work hours will result in a strong performance
improvement action.
Failure to declare a potential,
actual or perceived conflict of interest or to take remedial action
agreed with Perth Burger Collective, in a timely manner, may result in
performance improvement proceedings including dismissal.
5. Communication & Social Media Policy – Summary
Perth Burger Collective uses a
variety of ways to communicate with our staff and our customers.
Landline Telephone (08) 9404
5496
The Perth Burger Collective
landline is used only for incoming calls only.
Outgoing calls must be made on:
·
Perth Burger Collective
mobile 0401 952 929
·
Taylor
0421 460 388
·
Beth
0414 277 080
·
Les
0416 283 169.
If you need to make a call out,
please ask to use one of the mobiles listed above.
Internal Internet Policy
Perth Burger Collective’s
internet service is provides our EFTPOS and our CCTV, as well as limited
customer use. It is NOT for staff use under any circumstances.
Any staff found using the Perth Burger Collective Internet service may
find their employment terminated. If a customer requests the password
for access onto the net, ask a supervisor for the password.
This password is changed weekly.
Facebook Policy/Social Media
Policy
Perth Burger Collective has a
closed group on Facebook. We find that our Facebook group is the
easiest, most direct way to contact as many staff as possible, as
quickly as possible. We also post rosters on our
Facebook site. As a member of our staff you will be required to keep
updated with all postings. You can choose to:
·
Use your personal Facebook
account
·
Create an account
specifically for our Facebook group
·
Check in via the Perth Burger
Collective mobile.
If you need assistance with any
of these options, ask a supervisor. Whatever method you choose, the most
important thing is that by the commencement of your shift, you are
current with the latest posting.
When you have seen a post you
MUST please click the ‘like button’ or leave a comment to
acknowledge you have read the post. Failure to do so can lead us to
assume that you have not read the post.
Our Facebook group is for all
staff to post. It is used to put comments, requests, leave messages,
pass on compliments, and advise of something missed, advice lost
property, required shopping items or booking requests. Negative
comments about specific staff should be left to discuss with management
confidentially.
Additionally, you are prohibited
from sharing any confidential or protected information that belongs to
or is about Perth Burger Collective. You are strongly encouraged not to
share disparaging information that places Perth Burger Collective or its
or co-workers in an unfavorable light. Perth Burger Collective’s
reputation and brand should be protected by all employees and personal
information or discussion about the lives and actions of
your coworkers should never be shared online.
In social media, participation
from work devices or during working hours, social media content that
discriminates against any protected classification including age, race,
color, religion, sex, national origin, disability, or genetic
information is prohibited. It is our company policy to also recognise sexual
preference and weight as qualifying for discrimination protection. Any
employee, who participates in social media, who violates this
policy will be dealt with in accordance with the Perth Burger Collective
Disciplinary Policy, which could lead to dismissal. Failure to follow
the above could have legal implications.
Personal Communication Policy
Perth Burger Collective
understands that the relationship of our employees to an online world
that you spend time in 24/7 can lead to the blurring of work time and
off work time. We strongly encourage you to limit the use of social
media to work-related content and outreach during work hours.
Unless otherwise authorised,
employees may only use personal mobile phones for an emergency.
If there is a particular reason for you to have access to your
mobile during service during a shift, please request permission from the
supervisor.
Text messages are an
inappropriate means of passing on all information. Non-attendance or
sick leave should be reported by telephone to your supervisor. Telephone
calls are the expected standard communication in all situations.
6. Leave Policy - Summary
General Leave policy
Unless specified otherwise,
employees referred to in this policy mean permanent full-time or
part-time employees.
All employees are entitled to
leave in accordance with the relevant awards or agreements and statutory
provisions. All planned leave has to be mutually agreed and is not
automatic, it must take into account needs of both the Business
and the employee. Leave must be approved in advance and signed by
your supervisor, except when the employee can’t anticipate the
absence. Any documents regarding leave will be kept on the employees
personnel file.
Annual Leave
Annual Leave accrues at the rate of 20
working days per completed year of service, such entitlement accruing on
a pro-rata basis. Annual leave can only be taken at a time, which
is mutually convenient to both yourself and Manumalo Pty Ltd, and
request for leave must be made of a “Leave Application” form.
Casual employees are not entitled to annual leave.
Personal/carer’s Leave
You are entitled to ten (10) days paid
personal/carer’s leave per annum, cumulative. You will be required
to provide a medical certificate as satisfactory evidence in order for
personal/carer’s leave to be approved under the following circumstances:
·
Where you are absent for 2 or more consecutive
work-days; or
·
If you are absent from work on the workday before
or the workday following a public holiday.
Employees are to ring their Perth Burger
Collective Management Supervisor in person (wherever possible) to notify
them of the absence and reason for the intended absence. SMS and email
are NOT suitable means of communicating absences.
Unpaid personal/carer’s leave
In the event that your entitlement to paid
personal/carer’s leave is exhausted, you will be entitled to two (2)
days unpaid personal/carer’s leave for each occasion a member of your
immediate family or a member of your household requires care or support.
You may be required to provide satisfactory evidence in order for unpaid
personal/carer’s leave to be approved.
Compassionate Leave
You will be entitled to two (2) days paid
compassionate leave per occasion for the purpose of spending time with a
member of your immediate family or a member of your household who:
·
Contracts or develops a personal illness that
poses a serious threat to his or her life; or
·
Sustains a personal injury that poses a serious
threat to his or her life; or
·
After the death of a member of your immediate
family or member of your household.
Unpaid Parental Leave
Employees who have completed at least 12
months continuous service are entitled to up to 52 consecutive weeks of
unpaid parental leave in respect of the:
·
Birth of their child or their
partner’s child; or
·
Adoption of a child who is
not the child or the stepchild of the employee or their partner, is
under the age of sixteen, and has not lived continuously with the
employee for six (6) months or longer;
·
The employee has or will have responsibility for
the care of the child.
Paid parental leave
In addition to unpaid parental leave,
employees may be eligible for the Commonwealth Government’s paid
parental leave scheme. The Commonwealth’s paid parental leave
scheme is in addition to and does not affect an employee’s entitlement
to unpaid parental leave.
Long Service Leave
The employer recognises the statutory
entitlement granted to employees after a period of continuous service
under the Long Service Leave Act 1958 (the
LSL Act):
- Employees are entitled to take 8.667 weeks of
paid leave after ten (10) years of continuous service. For every
five (5) years of continuous service after the initial ten (10)
years, employees are entitled to another 4.334 weeks of paid leave.
LSL is paid out at the employee’s ordinary rate of pay.
- Employees are entitled to
a proportionate entitlement on termination after seven (7) years of
continuous service.
Community Service Leave
An employee who engages in an eligible
community service activity is entitled to be absent from his or her
employment if the period consists of one or more of the following:
- Time when the
employee engages in the activity;
- Reasonable
travelling time associated with the activity;
- Reasonable
rest time immediately following the activity; and/or
- Unless the
activity is jury service – the employee’s absence is reasonable in
all the circumstances.
Eligible community service
activity includes:
- Jury service
(including attendance for the purpose of jury selection); and
-
Carrying out a voluntary emergency management
activity within the meaning of the Fair Work
Act 2009 or its Regulations.
Leave Entitlements – Casual employees
Unpaid Personal/Carer’s Leave
A casual employee will be entitled to two (2)
days unpaid personal/carer’s leave for each occasion a member of your
immediate family or a member of your household requires care or support.
You may be required to provide satisfactory evidence in order for unpaid
personal/carer’s leave to be approved.
Unpaid Compassionate Leave
A casual employee will be entitled to two (2)
days unpaid compassionate leave per occasion for the purpose of spending
time with a member of your immediate family or a member of your
household who:
- Contracts or develops a
personal illness that poses a serious threat to his or her life; or
- Sustains a personal
injury that poses a serious threat to his or her life; or
- After the death of a
member of your immediate family or member of your household.