1. INTRODUCTION
To effectively meet the operational needs of our business Castle Hill RSL Club Ltd (CHRG) depends on the reliability of our team members. To ensure our operational needs are met we have a number of expectations of our team members regarding, rosters, attendance and punctuality.
The purpose of this policy is to provide guidance to team members and leaders our expectation and their responsibilities regarding time and attendance.
This policy applies to all team members of CHRG.
2. AVAILABILITY
Team members will be asked to provide their availability prior to the commencement of employment and will only be rostered within their availability.
Availability changes must be lodged with the relevant roster coordinator or department leader with as much notice as possible. As availability is a major factor influencing employment, significant changes in availability affecting times of busy operational requirements may render the employee incapable of fulfilling the inherent requirements of the role they were hired to do. As such, it should be noted that a significant change in availability may result in a reduction of shifts or termination of employment.
2.1.Public Holidays
All operational and essential services employees are expected to be available for rostered shifts on Public Holidays. These are often the busiest days within our venues and such availability is confirmed upon commencement of employment.
For more information about Public Holidays please refer to our Leave Policy
3. ROSTERS
CHRG operates on a 7-day week roster system. Shifts/Hours will be rostered as per volume of business and may be varied to meet the operational needs of the club.
Rosters commence Wednesday and conclude Tuesday and are available via our rostering/time & attendance system (Humanforce) online, in the mobile app and via finger scan units.
Rosters will be posted a minimum of 2 weeks and up to 5 weeks in advance with the exception of new employees, who’s first rostered shift/s may be appointed with less than 2 weeks’ notice.
Each team member is responsible for checking their roster on a weekly basis.
4. ATTENDANCE
Hours of work will be as rostered, unless otherwise notified or arranged. Rostered shifts are expected to be worked unless an employee is unfit to work.
4.1.Shift Replacing / Swapping
Annual leave/non availability applications will not be accepted for posted rosters. Any team member requesting to have a shift replaced once a roster is published is responsible for finding a suitable replacement
themselves, at which point they are required to contact the relevant rostering coordinator / department leader with the shift swap request and the name of the employee willing to cover their shift.
24 hours’ notice of a swap must be given to allow time for an appropriate response.
The request may be approved or declined. Reasons for a request being declined may include but is not limited to:
The person who has been asked to replace the shift will go into overtime.
The person rostered on may no longer meet minimum hours for the week.
The person rostered on may be a workplace trainer required to train a new employee.
The person who has been asked to replace the shift is not trained in the correct area.
Customer Service Managers may only be approached about a shift swap if the shift swap needs immediate action over the weekend, as the rostering coordinator may not respond in time over the weekend.
Continual attempts to pull out of rostered shifts may result in disciplinary action.
5. OVERTIME & ADDITIONAL HOURS
All approved overtime that is worked will be adjusted on the roster.
For full time team members, all hours that exceed 152 hours in a 4-week period is paid as overtime (unless contracted otherwise).
For part time team members, all hours that exceed 38 hours in a week is paid as over time.
For casual team members, hours that exceed 38 in a week is paid as overtime.
Part Time employees may have their rostered hours increased at any time by mutual consent. When this falls within their provided availability and is not longer than 38 hours a week, no overtime is payable. Part time team members may reserve their right to decline additional hours.
If an employee is so long on overtime duty that the employee has not had 10 hours’ rest before the employee’s next regular starting time, the employee will be allowed at least 10 hours’ rest without deduction of pay or will be paid at overtime rates for all time of duty until the employee has had at least eight hours’ rest.
6. ARRIVING AND DEPARTING
6.1.Parking
Employees may park their vehicles on site and must obey all driving rules and parking restriction.
6.2.Staff Entry and Exit
All team members are expected to enter and exit our venues through the main foyer.
6.3.Notification
All operational team members are required to notify a supervisor of arrival/departure, at the commencement of shift, at the start and end of breaks and on completion of shift.
For Castle Hill RSL&BC and Club Parramatta, this is to be completed by phoning the Customer Service Manager on duty.
7. PUNCTUALITY & LATE NOTIFICATION
All team members must be in their assigned working area, in complete uniform, by their rostered start time, both at the commencement of shift and following any shift break.
Team members who are late increase the workload of other their teammates, decrease the service levels to our customers and fail to fulfil their employment agreement to work their complete rostered hours.
If you are ever going to be late for a shift, you are required to call and speak with the Customer Service Manager or your department leader as soon as possible.
8. PERSONAL LEAVE NOTIFICATION
If you are unfit for work due to illness or injury you are required to call and speak with the Customer Service Manager or your department leader. Where possible we expect at least three (3) hours’ notice.
For more information on our evidence requirements for personal leave, refer to our Leave Policy
9. BREAKS
Break times are at the discretion of the Customer Service Manager on duty or your department leader and cannot be taken unless instructed to do so.
Team members must finger scan “out” and “in” for all unpaid breaks.
Breaks must not be taken in view of patrons while in uniform. Team members are not permitted to eat or drink in any ‘front of house’ areas.
10. BREACH OF THIS POLICY
Breaches of this policy may result in counselling and or disciplinary action, up to and including dismissal.
11. REVIEW OF THIS POLICY
This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.
12. POLICY COMMUNICATION AND EDUCATION
This policy will be stored on CHRG’s intranet site. It will be incorporated into induction/onboarding programs and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.
13. DOCUMENT HISTORY
Preparedby: Approvedby: Date: Version: Comments
Alison Brinkman Head of People & Purpose
David O’Neil Group CEO