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• Unfair dismissal. Get as much independent evidence as possible. This includes emails, text, documents and CCTV footage, rather than witness evidence.
• There are also likely to be limits on post-employment restraints, e.g. a chef not being allowed to work within a 5km radius of your venue.
• Take a pragmatic, risk-based approach to settle disputes. It is less costly, and you can use the time to focus on your business.
• Non-competes for lower paid people might be banned totally, or adopt the European system where employers compensate the worker, usually a percentage of salary.
• Performance management must be in writing, spelling out consequences and time frame. • Casuals and long service leave. If you're not going to employ them in non-peak times, considering ending the contract because if you don't and it goes on for seven years, they will be entitled to long service leave. Questions about whether warnings transfer when you sell your business. Andrew Stewart, Consultant Piper Alderman Lawyers & John Bray Professor of Law at the University of Adelaide: • When does a casual become permanent under the new casual definition? • Under the new employee choice provisions, casuals can trigger the employee pathway to permanency but based on past experience with casual conversion we know they often prefer to stay on casual. • Changes to fixed term contract arrangements - you can't have more than two fixed-term contracts no matter how short they are. • Continuing debate around flexibility and roster justice. • The right to disconnect includes client contact. • He looked into his crystal ball and said a future Labor government is likely to want to bring in new types of leave, including reproductive leave which covers areas such as IVF, menstrual cycles and menopause. 40 | Hotel SA | W W W . A H A S A . A S N . A U
• New rules on privacy and surveillance. Panel Discussion: Recruitment & Retention Strategies for the Hospitality Sector Moderator: Owen Webb, Deputy Chief Executive Officer, AHA|SA Sharni King – Vice President Operations, 1834 Hotel Group • There are more candidates than a few years ago across all roles. Regional is harder because of the lack of accommodation and they have bought houses on KI and in Port Pirie. • One of the issues is managing candidate expectations. • Having a migration agent helps. Sponsored employees bring a lot of joy. There is an investment at the start but they stay for a long time and they often stay in the group when they do move to another venue or location. • She reinforced the need to use a good migration agent. • Listen to your team's feedback and then go back to them with solutions. Ben Mayne – Chief Operating Officer, Alliance College: • There has been a drop in interest in hospitality management, but cooking is still strong. If you Back to Contents