Restaurant Association THE Thymes - February 2013 by Nicola Waldren

THE VELVET ROOM, SALE ST, AUCKLAND

FEBRUARY 2013

International trends help to

set strategies for 2013

2013 is upon us and with a new year comes a time of planning for the coming year. So what are some of the key trends internationally that may help you to strategise your business’ growth in 2013?

think your café is the best? new year goals for 07 small businesses

uying locally grown produce and locally sourced meats and seafood is a key international trend already gaining traction here. Local farms and food producers have become an important source of ingredients for chefs and restaurateurs wishing to support their business community and highlight seasonal ingredients on menus. And it can be highly cost effective. We’ve noticed some taking this a step further with a hospitality businesses developing their own gardens, a movement called “hyper-local” sourcing. You can’t get much fresher than that!

With each new year comes a new set of goals. In light of this yearly tradition of creating lists, here are five attainable new year business goals for the small business owner.

are your employees entitled to work here? preparing for the new alcohol rules

To assist operators to prepare for the new rules around the sale and supply of alcohol we look at some of the key implications for businesses over the coming months.

who can enter a business on business

SALE ST, AUCKLAND

Restaurant gardens are also a way to minimize your carbon footprint, which links to another key trend – environmental sustainability. If this is your focus start by addressing some of your biggest environmental impacts: food purchasing (as above), the use of energy, waste and water, packaging and use of toxic cleaning chemicals. To get started check out Conscious Consumers—a way for you to gain environmental accreditation and promote your green sensibilities to consumers. A recent American survey which asked how to best handle the increasing cost of ingredients found that only 4 percent said that raising menu prices is the best strategy. However a key trend to come as a result of increasing food prices (and the economic difficulties of the past few years) is the use of different, or new, cuts of meat. Culinary creativity is also a factor driving this trend. Social media, loyalty programmes and the use of table technology are also key technology trends internationally. With this in mind the Association is running a social media webinar and working with EFTPlus, who offer a sophisticated loyalty programme to help drive loyal customers to your business. Not every international trend can be adapted locally, however it pays to look overseas at some of the key factors influencing business to see how you may use them to effect in your operation.

ceo update

November 2011

FROM THE CEO’s DESK The year looks like it is off to a good start for many... BY MARISA BIDOIS

igures released in January by Paymark, which processes about 75 per cent of all electronic transactions in New Zealand, show that December 2012 spending was up on the year previous. The seasonally adjusted total spend through the Paymark network increased 0.5 per cent from November to December 2012, the third consecutive monthly gain. Annual spending growth throughout December was high amongst:  cafes and restaurants (+7.1%)  liquor retailers (+8.0%)  department stores (+6.3%). Nationwide, during December, the volume of card transactions was 3.6 per cent higher than a year ago, with debit card value (+3.1%) increasing faster than credit card value (+1.4%). This information confirms the conversations I have had with many members about how the summer season is going. There is some light at the end of the tunnel, which is great news. Many are still struggling out there but it’s great to hear some positive stories to start the New Year. www.dinefind.co.nz We have started the year off at full speed with our (and your) new www.dinefind.co.nz dining guide nearing completion. It would be great if you could please take the time to update your business’ details and send through some photos, so we have all the information we need to launch the site. A reminder has been sent to everyone via email this week. Gift vouchers and restaurant gift cards We will also use this site as a platform to promote the gift voucher and gift card programmes. A reminder about these schemes – they are one of the ways we aim to drive potential customers to your business, so make sure you are signed up to accept both the vouchers and restaurant gift cards. If you are not sure whether you are set up just give us a call.

Submissions and advocacy The Association have also submitted a recommendation this month to Watercare in Auckland who are undergoing a review of their wastewater tariffs. Currently hospitality businesses pay a wastewater tariff calculated on 100% of the water that flows through their meter. It is our recommendation that this calculation should be reduced by at least 25% as hospitality business use a large amount of water in the preparation of food and drink. Please let us know if you notice something up for review in your local area. We can sometimes miss things. It would be great to have some of our members more actively in the lobbying action. If you are particularly passionate about an issue affecting the industry let us know, so we can get you more involved. We have had interest from some of our members lately and I would like to open this up to all. It’s great to have our members involved in the issues that are affecting our industry. Webinar series and professional development Our webinar series starts again in March and we are very excited about this. With webinars everyone across the country can log in and join in on the learning, wherever you are! Have a look at the list of great topics—the latest professional development calendar is included with this issue of THE Thymes. You could even get a group of staff members together and join in as a group. Our breakfast seminars are hitting the main centres this year too. Make an effort to come along to these as they are a great way to get updated Marisa Bidois on important issues and at the same time meet some of the hospo professionals in your neighbourhood. As always we are working on new ways to help you save money in your business too and look forward to releasing more benefits in the coming months.

proudly brought to you by Outdoor Concepts

THE THYMES February 2012

ceo’s update

PRESIDENT’SVIEWPOINT 2012 WAS TOUGH YEAR FOR MANY OPERATORS HERE IN WELLINGTON AND AROUND THE COUNTRY. THE LOCAL MEDIA LOOKED TO PROFILE OPERATORS THAT HAD EITHER VOICED AN OPINION ON THE TOUGH MARKET CONDITIONS, OR WERE CLOSING. BY MIKE EGAN

wice in a month our sector made front page news, relegating the murderers and rapists to the inside pages. Who would have thought the closure of a 35 seat bistro in Petone would warrant front page headlines and photos! Another impact was the constant barrage of various discount deal offerings. These companies have no long term stake in our business and swoop in to prey on the vulnerable with a quick fix of cash flow which leads to a minor influx of low, or no, margin business. Often referred to as “crack cocaine for business“ these quick and immediate highs come with a price. The following 20th of the month you realise you barely covered your cost of goods, and maybe the wages, and there was nothing left for overheads. You are then forced to go back to these dealers for another dose the next month. The ramifications of these discount merchants affect us all. Operators report that even though they never offer these deals they still receive enquiries every day asking “what sort of discount deal are you are offering”. It’s as though a segment of the market have been weaned off ever paying regular prices at any time. Whilst these professional bargain hunters are not our target market, as discounting is unsustainable, nevertheless the rise in the numbers of these sites in 2012 was disconcerting. The good news is that I believe they are a passing fad and already in the USA, Groupon, the Chicago company that started this trend off in 2009, is in deep trouble as they have found that very few merchants in our sector willingly go back for a second dose. As a result they are fast running out of restaurants and cafes to offer up. Another worrying trend in 2012 was the change in attitude to honouring bookings over the Xmas period. Operators reported that bookings either cancelled at the last minute, reduced their numbers with very short notice, or just turned up with less in their party. It seems as though there has been a change whereby we should all

be grateful for any business they give us and if they chop and change without notice so be it. I guess the way to counter this is to take deposits and have stricter terms and conditions but this can put potential customers off. On a more positive note; the team at the Restaurant Association have had a great year. Marisa has shown great leadership in building a fantastic culture within the organisation. The team as always have provided invaluable assistance and support to our members as well as growing the memberships and providing effective advocacy to the powers that be. One of the coming challenges this year is the new Sale and Supply of Alcohol Act which gives individual territorial authorities the power to set certain things such as hours of operation and fee structures for licensing and relicensing. In Wellington the council have initiated a licensee forum whereby a group of industry stakeholders as well as police and city officials come together to work on a mutually beneficial framework that we can operate under. It works really effectively and there is much greater understanding of our needs as small business operators as well as wider understanding of our responsibilities of reducing the harm caused by alcohol. I would encourage other regions to follow this model as we have already seen good results, including the reassignment of obstructive individuals from the bureaucracy. The realisation that our sector plays a role in the vitality of a region and that we are to be encouraged to thrive and innovate is a refreshing change . I wish all of our members a prosperous 2013 and hope that there is an oversupply of hungry and thirsty customers for us all to share as well a constant supply of motivated, friendly, well spoken, trained and hardworking hospitality professionals to assist in our quest for consistently excellent service and cuisine.

proudly brought to you by S tarline president’s viewpoint

THE THYMES February 2013

...donâ&#x20AC;&#x2122;t forget to support the people who support your Restaurant Association key partners...

MEMBERINITIATIVES SAVE WITH THE COKE VIP PROGRAMME +receive a $200 membership credit!

The Restaurant Association is focused on providing members with relevant services and benefits to add value to your businesses. The Association is in partnership with Coca-Cola Amatil which offers some key benefits to those operators who join the Coca-Cola VIP Restaurant Partnership Programme. The Coca-Cola VIP programme provides discounted beverage pricing, a free order and delivery service, support to help you improve beverage sales and a single Coke sales representative as primary point of contact for the operators who participate in this programme. Those in the VIP restaurant partnership programme will also receive a contribution towards menus to accommodate their new beverage listings and provide glassware, aprons and bottle openers to use when serving Coke brands.

associate+ partners...

In addition, current Restaurant Association members joining the VIP restaurant partnership programme will receive a $200+gst credit towards their membership which will be able to be used towards Association services such as products, professional development courses or other events.

NEED MORE INFORMATION?

Call the Restaurant Association on 0800 737 827 or go to www.restaurantnz.co.nz for more information & conditions. member initiatives

THE THYMES February 2013

HAVE YOU GOT

A PLAN?

The new year is a great time to review your business and set out your goals for the coming 12 months. If youâ&#x20AC;&#x2122;re searching for some inspiration check out the articles on the following pages...

NEW YEAR GOALS FOR SMALL BUSINESSES With each new year comes a new set of goals. As humans, we’re constantly aspiring to improve ourselves, whether it’s wanting to lose weight, exercise more, get organized, spend less money, etc. In light of this yearly tradition of creating lists, here are five attainable new year business goals for the small business owner. BY NELLIE AKALP, CORPNET

Delegate More

When you’re just starting out with your business, money is usually tight and it’s natural to want to tighten your purse strings. However, small business owners are also notorious for having trouble handing over the reigns. Trying to take care of everything yourself can be harmful to both your well being and your business. With only one person in charge of the whole show, there’s only so far you can scale. This year, consider tasks that you can delegate down, such as the countless tasks that are easy to do and don’t require specific expertise. If you’re worried about costs, just remember how much of your valuable, revenuegenerating time you’ll be freeing up. Your business can’t grow when you’re focused on busy work. In addition to delegating down, think about areas of your business that you should delegate up. These are the tasks that require special knowledge and skills and ones not related to the core wheelhouse of your business. While DIY may seem easier on the wallet in the short term, it’s typically better in the long run to hire a specialist to handle complex issues, such as an accountant for bookkeeping or taxes or an expert for handling your legal paperwork like incorporation.

Get Your Books Ready for Tax Time Early This Year

Are you guilty of waiting until the last minute to organize and file your taxes? Do you find yourself wading through emails, drawers, and your car to find any stray business receipts you can expense? Do you need to try to remember a full year’s mileage expenses in March? Don’t wait to start on your tax forms this year. Start fresh by organizing your books from day one of the new year and start gathering what you need for your prior year’s taxes now (even if that means outsourcing your accounting or signing up for a new cloud-based application). business initiatives

3. Protect Your Assets with an LLC or Corporation While legal fine print isn’t the most exciting part of running a business, forming an LLC or Corporation can be critical to your business and personal financial health. These business structures protect your personal assets from any liabilities of the company. This means that if your business can’t pay its debts or happens to be sued, your own personal property may be shielded from any judgment. In addition, these formal business structures can improve your tax situation and carry other benefits that you may want to discuss with your tax advisor. If you’re not quite ready to take the plunge to incorporate, you should at least register your business name. This simple step does two things:  It makes sure that you’re legally able to use a business name.  Ensures that no one else can use your business name. CONT INUED ON FOLLOWING PAGE

Source: www.smallbiztrends.com THE THYMES February 2013

F ROM PREVIOUS PAGE, Ne w Yea r Goa l s For S mall Bu sin e sse s

F E A T UR E D PR OD U CT . . .

international update

Put Your Customer First

As a small business owner, you know you wouldn’t be anywhere if not for your customers. As you move into the new year, put your customers first in all that you do. A small business can stand out in a crowded market by offering impeccable, personal, and customercentric service. Treat your customers as people, not numbers or sales figures. Listen to your customer’s needs and bend over backwards to make them happy.

Set Aside Time for Yourself

As an entrepreneur, you probably suffer from little separation between your personal and work life. This year, make a point to set aside time for yourself each and every day. Go to the gym, do something you enjoy or just turn off your phone and other devices for a half hour each day.

November 2011

TOP

MANGEMENT

TIPS

If one of your business goals for the new year is to manage your time more efficiently (and let’s face it, it probably should be), we share these top tips from time management expert Robyn Pearce. No' is your most powerful time management tool. When we know what our values are, and when we have a clear set of goals in all areas of our lives, we're in a much stronger position to politely and appropriately say 'no' to potential time-stealers and less relevant activities.

How can I do this task more efficiently?' Become a 'walking question mark'. There are always better ways to do things. Every time you do a task, look for a shortcut, a way to trim a few seconds or a minute off the task. They mount up to a surprising total over a week. How do you manage your paperwork? Do you put things It’s important to recharge your away when finished with them? How many unnecessary batteries in order to stay steps do you take in a day? Notice how often you say in focused and motivated frustration, ‘Bother it. I forgot to get (or do) ..... '. TimeTwo throughout the year. A saving efficiencies are all around us, but most people experts change of scenery can stoke agree! don't go looking for them. your creativity. Who knows what brilliant plan you’ll Block in regular sanity gaps. dream up when you step Why be wonderfully efficient if we don't take time to enjoy outside your daily grind. life and the amazing world we live in? When did you last Sticking to a goal is tough for anyone. The most important thing is to create realistic ones that make sense for you and your business. What are the goals you’ve set for your business in the new year? Nellie Akalp is CEO of CorpNet, Free guides, advice and videos on small business legal topics are available at her Small Biz Corner.

THE THYMES February 2012

Holiday & Leave Record Pads Under the Holidays Act 2003 there is a requirement to maintain a holiday and leave record containing very specific information about each employees employment, including:



Every week, block in a few important non-urgent actions. It's too easy to get caught up in everlasting deadlines. Change that emphasis by making appointments with yourself, written into your diary or organiser, to work on one or two activities per week of long-term and longlasting value. Not sure what you could do? Think of the big tasks put off until you 'have time'. Almost certainly they can be broken down into small chunks.

take a complete weekend off - no email, no business calls, no responsibilities other than the people you're with? Many of us know it's important to clean out old files and regularly defrag our computers - it's a house-keeping process that helps them run better. Think of taking regular time off as a defrag of your brain. You'll come back fresher and you'll also produce better results (just like the computer!) Give your conscious and sub-conscious time to talk to each other - you'll be amazed at the results. Robyn Pearce CSP (Certified Speaking Professional) is the Time Queen. She mastered her own time challenges and now helps people around the world overcome theirs. She can show you how to transform your time challenges into high productivity and the life balance you desire.

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the name of the employee and the date employment commenced the days on which an employee works, if the information is relevant to entitlement or payment under the Holidays Act the date the employee last became entitled to annual holidays the employee's current entitlement to sick leave and annual holidays the dates any annual holiday, sick or bereavement leave was taken the amount of payment for any annual holidays, sick leave and bereavement leave taken the dates of and payment for any public holiday worked the number of hours worked on any public holiday the date on which the employee became entitled to any alternative holiday the dates and payment of any public holiday or alternative holiday on which the employee did not work, but for which the employee had an entitlement to payment the cash value of board and lodgings provided the cash value of any alternative holidays that the employee has surrendered for payment the date of termination and the amount of pay for holidays on termination

ORDER NOW… The Restaurant Association’s Holiday & Leave Record and Time / Wages record pads satisfy all these requirements & are available for just $12.00 (incl of GST and P&P) - order online through www.restaurantnz.co.nz.

international update

November 2011

DOING GOOD BUSINESS

Many hospitality business owners have indicated a goal in 2013 of becoming more environmentally conscious in their business. However, in a tough market with a glut of choices, being ‘sustainable’ and ‘ethical’ can seem like a waste of time and money. But this is rarely the case...

en Gleisner has worked in hospitality for ten years and had his own place in Dunedin for three years, so he knows it’s hard work to run a successful business in the sector. ‘In my experience, adopting environmentally and socially responsible practices actually improves your bottom line,’ says Ben. Simply put: ‘doing good’ has a triple bottom line - good for business, good for the environment, good for your community. Here are five examples of how ethical business practices can work for you.

1 2 3

Recycling and composting reduces the amount of waste sent to landfill, while decreasing your waste disposal costs. It can be up to 10% cheaper to have your recycling collected, and composting your organic waste can halve your waste disposal costs. Buying local, seasonal products reduces food miles and supports your community’s economy. It also saves you money. The out-of-season price of some frequently used fruit and vegetables can be 5-6 times higher than the in-season price. Free-range and fair trade products may cost a little more, but there is a growing market of consumers who will pay the premium. Between 2010 and 2011 sales in fair trade goods in New Zealand increased by 24%. It’s easy to see just by taking a trip to your supermarket how much more common free-range products are becoming.

Having vegetarian options on your menu reduces environmental impacts such as water pollution and land degradation. Vegetarian dishes are cheaper to make, which means higher profit margins for your business.

You will have more productive and happier staff. Research in New Zealand and the US has found that 65% of workers in businesses which voluntarily adopt “green” practices value that decision, and the workers are 16% more productive than average!

business initiatives

The proof is in the pudding: research from Colmar Brunton indicates that 88% of New Zealand consumers are influenced by sustainability in their purchasing decisions. The challenge for businesses who adopt sustainable practices is to know how to promote what they are doing, and how to ensure their efforts are recognised and celebrated. After five years working at the New Zealand Treasury, Ben recently started as CE of Conscious Consumers, an accreditation programme for the hospitality sector which makes it easy for consumers to support ethical and sustainable businesses. The programme provides business members with the latest marketing technologies (including a smartphone application) and a robust and easy-to-understand accreditation system. After a successful launch in the café sector in 2011, the programme is now expanding to the wider hospitality sector.

The Restaurant Association is working with Conscious Consumers and encourages members to become accredited businesses. Membership is free until April 2013 and $29-$49/month thereafter – with a 10% discount for all Restaurant Association members in the monthly fee. Visit the website, www.consciousconsumers.org.nz, and join award-winning restaurants such as Pegasus Bay and Logan Brown by becoming accredited.

THE THYMES February 2013

SPOTLIGHT ON

THE NOURISH GROUP Still looking for some new year inspiration? We talk to three key players from The Nourish Group, who offer insight and wisdom on how to run a successful hospitality business.

November 2011 S POTLIGHT ON

international update

RICHARD SIGLEY - OWNER

HAYDEN – HEAD CHEF

ROBBIE J—FOH MANAGER

How long has the Nourish Group been operating? What motivated you to make a move to owning restaurants? Nourish has been operating for around 10 years. People always ask, ‘what was your motivation to move?’, which to me is the wrong question as generally once you have decided, the move is easy. The motivation is to fulfill your own promise, to leave a ripple, albeit in a small pond, and maybe, if you are really fortunate, to motivate and inspire others.

Where have you travelled/worked that has given you the most inspiration? Having the opportunity to work in London as Sous Chef for a Marco Pierre White restaurant, under the guidance of Curtis Stone, was a turning point in reference to products, balance of flavours and how he constructed dishes. This experience has carried me through till now…especially working for Simon Gault, where he expects nothing but the best from his chefs. His passion and vision for the industry, people and products is contagious.

What are the biggest challenges managing hospitality staff? Maintaining the level of professionalism that is expected by our discerning customers.

Did you anticipate the growth of Nourish? Was it always part of a long term plan or did you see a formula that worked and explored it further? Our growth has been fairly organic and not planned. However we have always tried to predict trends and look for gaps within the market that could add value to the on premise market; as category growth is the way forward and everyone prospers. Do you have a marketing ‘plan’ or department or is it on an ‘ad hoc’ basis? How do you feel about social media? We do limited marketing due to Simon <Gault>’s involvement in Masterchef and the awareness/profile we get from this. We do however actively use social media and in-house below-the-line strategies. What is the biggest challenge of the hospitality industry? The biggest challenge, WTF… it's everything!! Margin management, staffing, battling retarded local bodies, or the uncontrolled growth of on-premise license proliferation. It's these and more. What do you see as the most common mistake people make when opening a restaurant? What is the best advice you could give to someone buying a restaurant? Personally I think the biggest mistake when opening a new restaurant is thinking ‘because I like the idea, everyone will’ therefore, ego. The best advice? Take your time, do the research, location, location, location, find a gap in the market or do it better than the competition and get some great people working for you. And you have business initiatives to love what you do, otherwise what's the point?

What’s the best thing about the NZ industry? The great quality fresh local ingredients we have to use. There are a lot of small companies, often family owned and operated, businesses specialising in their product. I enjoy having a close working relationship with the producers. What can NZ’ers learn from overseas operations/trends? The confidence to not over-complicate dishes, to limit each dish to a couple of key balanced flavours. Do you find that the popularity of reality food/ restaurant shows has changed the dynamic in commercial kitchens or changed the type of people that the industry attracts? Yes, and for the better. These shows have given home cooks a lot more confidence to go outside their comfort zone and try new dishes and cooking techniques. Therefore when they go out to eat, they expect more. Which in turn makes us in the industry improve our product and push the boundaries a lot more. The fact that Simon & Euro are very high profile, a lot of customers arrive at the restaurant with very high expectations. The pressure is on us to not only deliver, but exceed expectations. Has kitchen culture changed in recent years? Yes they have become a lot friendlier places. The amount of work and hours hasn’t changed much, but we are getting people from diverse backgrounds adding their experience, which is great. Having said that, people that come in thinking a kitchen is like a TV show are quickly weeded out in a high pressure environment where there is nowhere to hide!

How do you recruit? Is it word of mouth or do you advertise or use a recruitment company? We’ve used all of those methods…word of mouth is always the most effective and we’re lucky; Euro has always been regarded as a good place to work so staff approach us. How do you feel about the 90 day trial period? Great! Because you can never tell in the first instance – prospective staff are always an unknown entity. With Euro there is a lot to take on – and it always takes a while for staff to find their mojo. Staff can’t be expected to reach their full momentum instantly and you can never predict from the initial meeting how they will cope. How do you inspire and retain your staff? Nourish staff are ‘incentivized’…we run a lot of competitions and have ongoing product training. We always try to maintain a fun and happy environment. At the moment we have a great team; really interactive and social. We really try to employ mature staff. When Euro first opened, part of the ideal criteria was that wait staff were over 30 and had a minimum of 6 years floor experience. Do you feel the industry (FOH) is gaining credibility? Absolutely. Finally wait staff are being taken seriously. The ethos is there… to be a professional in the profession of hospitality. Have you deliberately up-skilled in management i.e. undergone additional education, or is it something you’ve learnt as you went along? It’s something that I’ve learnt through trial and error over the years. Definitely something I’ve had to work hard on, finding the best way to run the type of kitchen I want. I’m still learning on a daily basis and the Nourish Group have great systems in place. Management was not the appeal at all, but as I’ve moved on in the industry it’s become the part of the job I enjoy the most. Mentoring the THE THYMES young ones and watching them September develop as2012 chefs.

EMPLOYMENT MATTERS From one end of the employment relationship (the all important offer of employment), to the other (an unfortunate, and costly, case of unjustified dismissal), we examine some of the latest employment news.

HAVE WE GOT AN OFFER FOR YOU Let’s talk about offer and acceptance etiquette. If you’ve offered a potential candidate a position with your team, what timeframe do you need to allow for them to accept your offer of employment?

ou would hope and expect that your chosen candidate is excited to be offered employment with you. However, the decision to accept or decline a job offer can be challenging, and there are many factors for a potential employee to consider. It is best for you, and for them (as well as being law), if they carefully evaluate all of the terms and conditions on which the offer is made before accepting the role. Neither of you want to discover a week later that this wasn’t the best decision for them. With this in mind employers need to remember that as with any part of an employment relationship, you must act as a fair and reasonable employer. Avoid the use of undue pressure. Allowing someone just one day to accept the offer is probably not giving them reasonable opportunity to consider it, but a week is a more reasonable timeframe.

Put it in writing... After undertaking the recruitment process and selecting the chosen candidate an employer should make a formal offer, set out in writing, advising the conditions of the offer. You can indicate in the offer of employment how long the offer will remain open for. At this point also provide the employee with a copy of the intended agreement and advise them to seek independent advice about the terms and conditions outlined. The employer must require the employee to sign the agreement or acknowledge acceptance of the terms and conditions before the employment begins.

We’ve put together a sample letter of offer of employment (right) 

<date> Dear <insert name>, RE: Offer of employment as <insert job title as shown on job description> Following your interview on <insert date> I am pleased to offer you employment in the above position. This offer is subject to your written acceptance of the terms and conditions of employment, which are set out in the attached Employment Agreement and Job Description. You are entitled to a reasonable opportunity to seek independent advice about the terms of your employment and we encourage you to do so. Please note that you will be required to serve a trial period of 90 days. The main purpose of the trial period is to give you an opportunity to establish your suitability for the job, and to help you become familiar with and competent in performing the work you have been appointed to do. This period is itself subject to termination under the terms of clause three of your employment agreement. I hope that you will accept this offer of employment. To do so, please return the signed agreement by <insert date>. Our offer will remain open for 7 working days from the date of this letter. If this is not convenient, please let us know before the expiry date. If we have not heard from you by <insert date>, this offer of employment will be withdrawn.

If you have any queries, or there are any issues that you wish to raise, please do not hesitate to contact me. Yours sincerely...

employment matters

THE THYMES February 2013

employment matters

DISMISSAL OF CHEF “GROSSLY UNJUST” An Employment Relations Authority (ERA) decision which recently awarded a Christchurch chef nearly $30,000 for unjustified dismissal should come as a wake up call for employers to ensure they follow due process. s observed with this case, the monetary exposure for unjustified dismissal can be substantial and for a small business even crippling. The compensation was awarded after the chef’s employer mismanaged the restructuring process that disestablished her role.

He said the authority did not want to condone the employees behaviour, but thought it was understandable. "It is hardly surprisingly that she flew off the handle and behaved as she did. She saw the situation for what it was, a fait accompli."

The employee was called to a meeting in October 2011 where she was told her position was being merged with another, and one person would be made redundant. The business said this was because of financial difficulties.

The employee was awarded $5000 compensation, $20,900 for lost wages for the time she was out of work after her dismissal, and $4000 for her final pay.

The employee allegedly became belligerent and verbally cursed and attacked her employer and called the presentation a "f****** ruse".

WHAT CAN WE LEARN FROM THIS CASE?

The employer’s lawyer advised him to suspend the chef on pay. During that weekend, the employee attempted to contact her employer several times by phone and email. He claimed he was harassed by the employee so much that he eventually issued a trespass notice and considered involving the police. The employee never returned to work and regarded herself as being unjustifiably dismissed. Employment Relations Authority member James Crichton said he had no hesitation concluding that she was. In his ruling, Crichton said: "The authority is persuaded that by the time of the termination of the relationship, the predominant motive for its end was not the redundancy at all but the various concerns (the employer) had about (the employee’s) behaviour." Had this been a genuine restructuring situation the employer had an obligation to enter into a robust and genuine process of consultation. This did not happen and as a consequence the employer failed absolutely in their obligations to undertake a fair and just process in accordance with New Zealand law.

employment update

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Employers can’t use redundancy or restructuring as a ruse to get rid of a troublesome staff member. If the problem is behaviour or performance, or other issues, these need to be addressed seperately. With any genuine business reason for redundancy the “reason” must justify the removal of the position. You will need to provide information about the justification, so choose your rationale carefully. A fair process (consultation) must also take place when considering a restructuring - provide information about the proposal prior to a meeting - allow employee’s feedback - consider alternatives to redundancy - make decision

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The process an employer must undertaken to manage performance and behavioural issues is outlined in the Restaurant Association’s employment guideline: “guidelines to disciplining and dismissing employees”. We also advise that you seek advice and consult with the Restaurant Association on any redundancy situations through our 24/7 HELP LINE on 0800 737 827 .

THE THYMES November 2012

employment matters

EMPLOYEE PAYS $13,000 FOR THE PRIVILEGE OF WORK Unfortunately this recent employment authority case simply serves to highlight just how bad some employers are...

n employer has to pay more than $46,000 in a decision handed down by the Employment Relations Authority, after charging a migrant worker to work at a restaurant, and paying him only five times during his eight months of employment. It's the latest case to have found in favour of migrant workers who are being paid less than the minimum wage, and are paying fees to secure a job. Employment advocate May Moncur, who represented the employee in this case, predicted the practice would continue because migrant workers were scared to speak out. Harbit International was ordered to pay migrant Hong Zhou $32,328 in unpaid wages, holiday pay, lost remuneration, distress compensation and the illegal employment premium it received from him. It also had to pay another $14,000 in fines for other breaches on the employment relations act. In June 2011 Zhou took a chef job he saw advertised on a Chinese website. But when he was offered the job Ying Hui Zheng, one of the business’ advisors, asked Zhou to give him $8000 "to help with the business". The sole director, Ben Wong, then asked for another $5000 as the business was facing hard trading conditions.

Zhou felt Wong had indicated he could lose his job and his work visa could be affected if he did not pay, so he handed over both large sums. He was then not paid wages for the first three months of his employment, and in the following months he received only five wage payments. In February 2012 Zhou was told to take some time off and not return to work until further notice. When he went back to the premises, after not hearing anything, he found the business had closed down. This was not the first case of its kind and at least three more cases with allegations of employers exploiting migrant employees on temporary visas are before the authority. David Milne, acting northern labour inspector manager of the Ministry of Business, Innovation and Employment, said the Ministry was aware that such cases were occurring, and it had a programme underway in the hospitality sector, particularly focusing on Chinese employers. It had also been working with Immigration New Zealand compliance officers and visiting businesses to determine whether there are any non-compliance issues. Action would be taken for non-compliance, ranging from substantial fines to "significant" jail terms, said Milne.

WHEN CASUAL BECOMES PERMANENT Our HELP LINE has assisted with a number of situations recently where employers have been caught out by not taking care to conduct disciplinary process procedurally carefully because they considered the employee in question was a “casual”. The first flaw in this is that casuals are still defined as employees for the purposes of the Employment Relations Act and as such have access to the personal grievance and disputes provisions that Act contains. You shouldn’t treat them differently to your permanent staff. The second mistake is that although some hospitality businesses do legitimately have a selection of casual employees, more often than not in the cases that we assist with these “casuals” are more accurately permanent “part-time” employees. Casual employment can be defined as where an employee is employed when and if needed, where there is no particular expectation of continuing employment. The employee may refuse the shift if they are not available. True casuals usually form part of a group of employees upon whom the employer can call – to help out on a busy night, to assist at a function, or to fill in for a sick employee. Let us make this clear, someone who works one shift per week (and that day may vary from week to week) would be considered a permanent part-time employee. Not a casual employee. As there are differences between leave and other entitlements for casual and part-time employees it is important to get an employee’s employment status right and we encourage you to seek advice from the Association. Phone our 24/7 HELP LINE on 0800 737 827.

employment matters

THE THYMES February 2013

managing your business

November 2011

ARE YOUR EMPLOYEES ENTITLED TO WORK HERE?

The hospitality industry is a hotpot of different workers from different countries and nationalities. However, ensuring compliance with the Immigration Act 2009 can be a minefield for employers looking to hire a new employee. When recruiting or hiring a new employee, employers must take active steps to ensure that the person is entitled to work in New Zealand, before they are employed. It is an offence to allow or to continue to allow someone to work for you who is not entitled to do so. BY ASHLEY AYTON, Solicitor, Hesketh Henry

ew Zealand and Australian citizens and residents are entitled to work in New Zealand. But there are a number of ways by which citizens and residents of other nationalities can become entitled to work in New Zealand. Below we have set out some useful information to help you navigate the Immigration Act requirements.

Skilled Migrant Category criteria Skilled employment is work that uses specialist, technical or management expertise, gained through either relevant qualifications or previous work experience. Workers who apply under this category are allocated points based on a range of criteria, but most importantly, the offer of work in skilled employment. They then go into a ‘pool’ where they are ranked alongside others in this category. Applicants are then selected by the Minister of Immigration and are invited to apply for residency. Having obtained residency they are entitled to work in New Zealand.

Talent work visas These are appropriate for people who have a job offer from an accredited employer, a job offer in an occupation on the Long Term Skill Shortage List or an exceptional talent in the arts, culture or sport. People who obtain visas in this category may apply for residence after working for two years in New Zealand.

Essential Skills work visas Where an employer is unable to find suitable workers in New Zealand and no New Zealanders can be readily trained for the work, an employer may be able to employ an oversees employee through the Essential Skills work visa. The work the oversees employee will do must be necessary to the employer.

Specific purpose visas Specific purpose visas are appropriate for those who need to hire someone for a specific purpose or event. There must be proof that the employee is required for the specific purpose and of the employee’s ability and experience to do the job. INZ must be satisfied that there are no New Zealanders able to do the job.

Students Students studying in New Zealand may be entitled to work visas to allow them to undertake work for up to 20 hours per week required to be undertaken to complete their course. Having completed their course, students may be entitled to apply for a work visa, if necessary, to fulfil practical training requirements. Alternatively, they may apply for a work visa if they have completed a qualification in New Zealand of no less than three years’ duration, or have a qualification that would have earned them points under the Skilled Migrant Category criteria.

Working holidays New Zealand has reciprocal agreements in place with a number of countries to allow persons aged between 18 and 30 years old to work temporarily while on holiday in New Zealand. The jobs cannot be permanent, but employees may have several different jobs while in New Zealand. CONT INUED ON FOLLOWING PAGE

In addition, the employer must be able to demonstrate that they cannot find appropriately skilled or qualified New Zealand workers and that they have made genuine attempts to attract and to recruit New Zealand workers. INZ will carry out a labour market test to confirm this.

THE THYMES February 2012

legal viewpoint member benefits

FROM PREVIOUS PAGE, Are your employees entitled to work here?

industry sales report

How do you find out if a person is entitled to work in New Zealand? There are several steps employers can take to ascertain whether a prospective employee is entitled to work for them. In respect of New Zealand citizens, INZ recommends that the employer sight the employee’s passport, sight their birth certificate and some form of photo identification or sight a certificate of New Zealand citizenship and photo identification. In the case of a non-New Zealand citizen’s work entitlement, INZ recommends sighting the person’s passport to confirm their residence class visa or their work visa and its conditions, sighting their Australian passport or sighting their Australian permanent residence visa or a current returning resident’s visa. Alternatively, registered employers can check a prospective employee’s work entitlement using INZ’s VisaView programme, which can be accessed at www.immigration.govt.nz/visaview. Employers should take careful note of the person’s visa conditions. Where conditions cannot be met, the employer should not employ the person, unless and until the person obtains a variation to their visa conditions or, if necessary, obtains a new visa.

About the author This article was written by Ashley Ayton, Solicitor at Hesketh Henry email: ashley.ayton@heskethhenry.co.nz

YEAR LONG REPRIEVE FOR MANAGERS

immigration make decision on skill shortages The Restaurant Association has scored a small victory after successfully arguing that café, bar and restaurant manager positions should remain on Immigration New Zealand’s Essential Skills in Demand list. However they have recommended that it remain there for only another 12 months and I doubt this is enough time to solve a nationwide shortage of skilled workers. BY MARISA BIDOIS

he Association will continue to apply pressure to ensure these positions remain on the Essential Skills list until the shortage has been solved. Despite the highest unemployment figure in more than a decade, our sector is facing a critical shortage of skilled managers, with many businesses struggling to find suitable candidates and positions remaining vacant.

2011 statistics showed there were more than 7,000 restaurants and cafés in New Zealand and just over 1,600 bars, pubs and taverns. On average each of these businesses requires at least one senior manager, even if there is an owner/ operator actively working in the business. Larger businesses, naturally, require two or more managers.

With our industry losing skilled workers to Australia and others leaving the sector, removing these key roles from the Essential Skills list and preventing businesses from recruiting offshore is a move that will hurt the hospitality sector and New Zealand.

While our industry are committed to developing, training and promoting from within as well as incentivising staff to stay by providing additional benefits, it has not been enough to stem the rising tide of shortages.

We have spoken to a number of our members about this matter. Jodie Cameron, HR and Training manager for Barworks, a company with 19 venues in Auckland and Christchurch says her company – despite investing in in-house training and internal promotions – still finds recruiting for these roles very difficult. Michael Turner, restaurateur from Christchurch, says that his city has lost a generation of hospitality workers. Prior to the earthquake his business employed 32 staff. Within a fortnight of the February 2011 quake all but five had left the city and none have returned. Eighteen months later, Café Valentino has reopened, but due to staff shortages, Turner has had to reduce opening hours.

The Restaurant Association has also played a role to assist with training; since 2006, we have run professional development programmes for the industry ranging from induction workshops for front-of-house staff through to emerging and first time manager workshops.

Despite the sluggish economy, the hospitality sector is growing, with more than 200 new businesses opening up. This organic growth, plus people leaving the industry, has created a severe, widespread shortage of skilled staff. ceo’s update

Despite the efforts of business owners and the Restaurant Association, there is strong evidence of continuing difficulties in recruiting for these positions. An informal survey of Restaurant Association members found that 90% of respondents reported an unacceptable level of difficulty in recruiting for these positions. Tourism is major export earner and food and culture is a key part of a tourist’s experience in New Zealand. We can be proud of our hospitality sector, but we need to do all we can to ensure it remains strong. Removing café and restaurant managers from the list in twelve months will do our industry no favours.

THE THYMES February 2013

HAVE YOUR SAY

STOP PRESS!

Have you got something to say?

Dates confirmed for the 21st NZ Culinary Fare

We welcome your feedback and comments: by email to info@restaurantnz.co.nz or by post to PO Box 8287, Symonds Street. Auckland.

17th—19th August, 2013 Details coming soon...

rent

wage costs…

We received this query from a café owner member who was undergoing a rent review...

e are about to go into a new round of rent negotiations with a new landlord.

Obviously cafes with lower income per customer will need a lower rent per customer than a high end restaurant.

A statistic I would really like to have at my disposal is the average, or suggested ratio, of ‘rent to customers served’.

As a bench mark:  Rent and rates as a % sales for the best bars is around 5-6% (the average is probably 9- 10%)  Rent and rates as a % sales for the best restaurants is around 7-9% (the average is probably 12- 14%)  Cafes tend to have the highest % of rent vs sales.

For example I have our rental (excluding opex, marketing & gst) and have calculated an average customer count per 30 day month. Then I can calculate the ratio of rent divided by the number of customers to get a dollar figure of ‘rent per customer’ per month. Are you able to assist with this query? Our partners, Grant Thornton, answered this query for us:

o be honest it is not something we track as you can’t benchmark that measure across customers – it is too variable depending on the make up of the business.

Going back 5 years the rent used to be a lot lower as a % of sales (anecdotally 3-4% less). Through the recession, with sales declining and rent costs remaining static, or edging up, the cost of rent as a % sales has risen dramatically and that comes straight off the bottom line. The same can be said for most fixed costs.

ur wage costs seem to be creeping up at the moment and I suspect that the target of years past with regards to labour costs no longer apply. Can you let me know what my wage costs should be? Restaurateur, Auckland Our partners, Grant Thornton also assisted with this query for us:

his is an indicative % of Direct Wages / Sales (being all wages baring the office and shareholders):  Restaurants 29%-33%  Pubs & Bars (little or no food) 15% 24%  Pubs & Bars (with significant food, say more than 25%)22% 28% There is quite a wide range at present based on turnover. Going back 5 years the %’s of wage cost to sales would have been about 2% less. The wage costs are quite fixed in some cases up to a certain level of turnover as there is a base level required – particularly when you’re running a kitchen.

THE THYMES February 2012

member viewpoint

CHANGES TO KIWISAVER FROM 1APRIL From 1 April 2013, the following changes may affect your payroll calculations and the details you enter on your employer monthly schedule (EMS). KiwiSaver contributions change: The minimum contribution rate for employers and employees will change from 2% to 3% of gross salary or wages from the first pay period commencing on or after 1 April 2013. The rate change will also apply to employees with a complying fund. If advised by your employee or Inland Revenue, you will also need to deduct KiwiSaver employee contributions for existing KiwiSaver members under 18 years of age. You don't need to make employer contributions. New employees under 18 are not subject to automatic enrolment.

PAYE FOR KIDS If you pay salary/wages or scheduler payments to primary and secondary school children, you must deduct tax and record them on your EMS from 1 April 2013. You can continue to either deduct a reduced PAYE rate or exclude children from your EMS until the end of the tax year (31 March 2013). A limited exemption will be introduced for children undertaking certain types of work. However, this exemption will not apply to children who have source deductions (eg, PAYE) made from their payments.

employment matters

THE SERGEANT MAJORâ&#x20AC;&#x2122;S RUDE PARROT STORY... This amusing short story takes a look at different management styles...

retired sergeant major inherited a talking parrot from a recently departed relative who had run a busy dockside pub. For the first few days in his new home the normally talkative parrot was distinctly shy. The old major, despite his stern and disciplined ways, felt sorry for the bird, and gently encouraged it with soft words and pieces of fruit. After a week or so the parrot began to find its voice - a little at first - and then more so. Responding to the kind treatment, the parrot's vocabulary continued to recover, including particularly the many colourful expressions it had been taught in the dockside pub. The old sergeant major began to be quite irritated by the parrot's incessant rudeness, and after a few more days of worsening profanities, decided action was required to bring the bird under control. The sergeant major tried at first to incentivise the parrot with the promise of reward for good behaviour, but to no avail. He next tried to teach the bird a lesson by withdrawing its privileges, again to no avail; the parrot remained stubbornly rude. Finally the old major flipped into battleground management mode; he grabbed the bird, clamped his hands around its beak, and thrust the struggling, swearing parrot, into the top drawer of the freezer, slamming the door tightly shut. The swearing and struggling noises continued inside the freezer for a few seconds and then abruptly stopped. The sergeant major listened for a while and then, concerned that the parrot's shock might have been terminal, carefully opened the freezer door and opened the drawer to look. The parrot slowly clambered out of the drawer and perched on its edge. "I must apologise for my rude and disrespectful behaviour," said the parrot, "I promise never to use bad language again. And by the way, what did the turkey do?".

THE THYMES February 2013

What’s On WHAT’S ON!

FEBRUARY

...

FEBRUARY-APRIL

Waitangi Day (national public holiday)

Marlborough Food and Wine Festival, Blenheim

Restaurant Association Auckland Branch Golf Day, Muriwai Golf Course

www.marlboroughwinefestival.co.nz

www.restaurantnz.co.nz

-15 9th Annual Syrah Workshop @ Bayview Chateau Tongariro

Valentines Day

Scallop season ends (central and south east areas)

-18 More FM Devonport Food and Wine Festival, Auckland

www.syrahworkshop.co.nz

www.devonportwinefestival.co.nz

23 The Great Kiwi Beer Festival, Hagley Park, Christchurch

MARCH

-17 Melbourne Food & Wine Festival, Melbourne. Australia

Bluff oyster season opens

www.melbournefoodandwine.com.au

www.greatkiwibeerfesitval.co.nz

Restaurant Association Front of House Induction Workshop @ taste, Mt Eden, Auckland 10am-12pm

-10 Ellerslie International Flower Show, Christchurch

Taranaki Anniversary Day (regional public holiday)

Feijoa season! (main supplies from now until June)

www.restaurantnz.co.nz

www.ellerslieflowershow.co.nz

St Patricks Day

Restaurant Association national webinar “Employment mistakes to avoid”, presented by Alison Maelzer

Sydney International Wine Competition top 100 exhibition, Sydney. Australia

Otago Anniversary Day (regional public holiday)

Restaurant Association professional development Emerging Managers, presented by Krishna Botica @ taste, Mt Eden

www.restaurantnz.co.nz

www.top100wines.com

Good Friday (national public holiday)

Scallop season ends (Auckland / Kermadec areas)

-16 Fine Food Western Australia, Perth. Australia

Restaurant Association professional development “Finding Money In Your Trash”, presented by Stephen Thompson @ taste www.restaurantnz.co.nz

-21 Food and Wine Expo, Auckland

School Holidays start

www.finefoodwesternaustralia.com.au

www.restaurantnz.co.nz

THE THYMES February 2012

APRIL

Easter Monday (national public holiday)

Restaurant Association national webinar “Embracing Social Media”, presented by Eva-Maria www.restaurantnz.co.nz

www.foodandwineexpo.co.nz

events—national & international

PREPARING FOR THE NEW

ALCOHOL RULES To assist operators to prepare for the new rules around the sale and supply of alcohol we look at some of the key implications for businesses over the coming months.

need help? call us on 0800 737 827

hanges to the sale and supply of alcohol in New Zealand are underway after legislation reforming New Zealand’s alcohol laws was passed into law by Parliament at the end of December. The new Act, the Sale and Supply of Alcohol Act, replaces the Sale of Liquor Act in stages. Most of the changes come into effect on 18 June 2013 and (the majority) on 18 December 2013.

WHAT’S NEW? A new Alcohol Regulatory and Licensing Authority (“ARLA”) The ARLA has already replaced the Liquor Licensing Authority. During the first 12 months ARLA will consider all contested licensing applications and managers certificates, while district licensing agencies will continue to consider all uncontested applications.

Draft local alcohol policies (LAPs) The new Act allows territorial authorities to develop local alcohol policies (LAPs), which can come into effect after 18 December 2013. Through local alcohol policies, communities will be able to:  restrict or extend the maximum opening hours outlined in the Act (8am - 4am for pubs and restaurants, and 7am – 11pm for bottle stores and supermarkets)  limit the location of licences in relation to broad areas or facilities of particular kinds, such as schools or churches  limit the density of licences by specifying whether further licences or types of licences should be issued for a particular area  impose conditions on licences, such as a one-way door condition that would allow patrons to leave the premises but not enter or re-enter after a certain time. If a territorial authority wants to develop a LAP it can take the following steps before 18 December 2013:

1. develop a draft LAP in consultation with Police, licensing inspectors and Medical Officers of Health 2. consult the community on the draft policy 3. prepare a provisional policy based on consultation feedback. A territorial authority cannot adopt the provisional policy until after 18 December 2013, when regulations governing public notice requirements and the appeal process take effect.

KEY DATE: 18 June 2013 KEY IMPACTS ARE AROUND APPLYING FOR A NEW LICENCE If you are applying for a new licence, or renewing your licence, before 18 June 2013, applications will be considered under the old Sale of Liquor Act. For new licence applications filed during this period, only interim licences can be issued. See the sidebar right for more information on interim licences. As at 18 June 2013 the criteria in the new Act come into effect. These expand the current criteria to include:  the object of the Act eg, whether the licence is likely to increase alcohol-related harm  whether granting the licence will negatively impact the community and neighbourhood. So, new applications filed in the transition period between 18 June 2013 and 18 December 2013 will be considered under the old Act, but using the broader criteria in the new Act. Applications filed after 18 December will be subject to the new Act. Managers certificates remain largely unchanged, except that a person must be over 20 years to be a manager. New applications or renewals filed for managers certificates prior to 18 December will be considered under the old Act. CONT INUED ON FOLLOWING PAGE

legislation update

November 2011

WHAT IS AN INTERIM LICENCE? An interim licence is a temporary licence that may be granted to people who apply for a new licence (except for special licences) between 19 December 2012 and 18 June 2013. During this time, the criteria in the old Act, the Sale of Liquor Act 1989, are still in effect. An interim licence will only last for one year. If the holder wants to continue selling alcohol, they will have to apply for a new licence under the criteria of the new Act before the interim licence expires. There is no guarantee the holder of an interim licence will be granted a new licence under the broader criteria of the new Act just because they have held an interim licence. Interim licences will affect all new licence applications between the set time period. This includes people who apply for a new licence for existing premises (eg, if a bar has a new owner who is applying for a licence). The new Act’s criteria will be used to decide applications received after 18 June 2013. Interim licences will not affect current licence holders or licence renewals. What should applicants do? If you are applying for a new licence between 19 December 2012 and 18 June 2013 you have two options:

Defer the application until 18 June 2013 If you choose this option you will need to notify your district licensing agency that you would like to defer your application. You will not be able to sell alcohol in the meantime. The district licensing agency will hear your application after 18 June 2013. The new Act’s criteria and grounds for public objection will apply. If you are granted a licence, it will last for one year and can be renewed for up to three years. OR Continue the application The district licensing agency will hear your application under the criteria of the old Act. If your licence is granted, it will be an interim licence that expires after 12 months. The costs of applying are the same regardless of which option you choose.

THE THYMES February 2013

F E A T UR E D PR OD U CT . . .

need help? call us on 0800 737 827 FROM PREVIOUS PAGE, Preparing for the new alcohol rules

KEY DATE: 18 December 2013 KEY IMPACTS ARE AROUND TRADING HOURS & LOCAL ALCOHOL POLICIES:

Maximum trading hours

National maximum trading hours apply from 18 December 2013. These are:  8am - 4am for on-licences  7am – 11pm for off-licences. Premises that currently open for longer hours will have to comply with the maximum trading hours from this date. Premises with shorter hours will continue to operate to the hours of their licence. Note that the council can alter these hours though a Local Alcohol Policy, but until the Policy has been adopted, those hours will apply to all licences.

Local alcohol policies (LAPs)

District Licensing Committees

Local alcohol policies can be adopted from 18 December 2013.

The existing district licensing agencies are to be replaced by district licensing committees (DLCs) on 18 December 2013. DLCs will be responsible for all licensing, including contested applications. ARLA will deal primarily with appeals and enforcement.

Applying for a licence after 18 December 2013 Any application filed after 18 December 2013 will be subject to the new Act.

Applying for a manager’s certificate after 18 December 2013 The new Act applies to all managers certificates filed after 18 December. Under the new Act, a person must be 20 years or older to be a manager, and there is no longer a separate club managers certificate. All managers will have the same certificate.

THE THYMES February 2012

New requirements for licensees and managers From 18 December 2013, on-licences will have to supply or make available water, low-alcohol beverages, food and information about safe transport. A range of other conditions can also be imposed by the district licensing committee.

Supplying alcohol to young people

The purchase age remains at 18 years. From 18 December 2013 a person can only supply alcohol to a person under the age of 18 years if:  they are the parent or guardian of the minor; OR  they have express consent from the parent or guardian; OR  the young person is married, in a civil union or living with a de facto partner. Anyone who supplies alcohol to a person under the age of 18 years must do so responsibly. The penalty for failing to do so is a fine of up to $2,000.

Offences: irresponsible advertising and promotions The following types of promotions are offences under the new Act:  promoting excessive drinking  promoting alcohol in a way that has special appeal to minors  advertising free alcohol or discounts of 25 percent or more  offering free goods or services with the purchase of alcohol.

November November September 2011 2011 2011

10 24 23

Sale of Liquor Signage The Restaurant Association has a range of signage and resources related to the sale and supply of alcohol which are available to members. Sale of liquor signage comes in an attractive gold or silver brushed metal finish and comes ready to be affixed to the wall. Choose from:  Trading Hours / Duty Manager signage  Responsible Host signage  Evidence of Age signage  Liquor supply statutory notice (Restricted, Supervised or Undesignated available) Also available:  Restaurant Association business resources: Developing a host responsibility policy (guideline and sample policy) - FREE of charge ORDER NOW… The Restaurant Association’s sale of liquor signage is available from just $34.75 (incl of GST and P&P) - order online through www.restaurantnz.co.nz or call 0800 737 827.

Help is never far away!

Repeat offending by managers and licensees A three strikes rule will now apply. Licences and managers certificates can be cancelled for five years if the manager or licensee has committed any specified offences three times within three years.

The Restaurant Association appreciates that hospitality is a 24/7 industry and as a result employment issues can occur at a variety of times. A reminder that we have a HELP DESK, capably managed in-house by CEO, Marisa Bidois, which is contactable Monday to Friday 8.00am6.00pm on

The Association will keep you informed on any other important updates. Our major concern is that the fee structure is set to increase, with councils likely to propose a move to a new risk based system.

and outside these hours on 027-559 7777.

0800 737 827

The service is for members with urgent employment problems..

DINING WITH

MAN’S BEST FRIEND

SPRAY-ON SUNSCREEN Non-greasy lemon fragrance with insect repellent

Hospitality operators may soon be able to decide whether dogs are allowed on their premises.

urrently the Food Hygiene Regulations 1974 say that “no animal is permitted” on premises where food is prepared or sold however the proposal to change that is part of the Food Bill which is now before Parliament. Primary Industries Minister, David Carter, said the bill would require operators to take responsibility for food safety in a way that was appropriate for their businesses. “Obviously they will need to keep unwanted animals out of their restaurants, and especially the kitchens and foodhandling areas, but in many cases there will be little risk to food safety if, for example, pet dogs are allowed into outdoor dining areas.” Certainly there will be some challenges involved. A Facebook poll conducted by the Association found a mixed response to the proposals which will work for some types of businesses, but not all. Concerns were raised over handling “unruly” dogs and there is some disquiet over safe hygiene practices. Businesses won't have to accept dogs in their premises. However, some businesses may find there's a niche in their market for their customers' four-legged friends. As one member commented online: “This is a huge opportunity to market to a solid niche with a high discretionary income. Dog people to meet up with like minded souls. Like it, hope it passes.”

...BUT CAMERA’S NOT WELCOME Meanwhile, The New York Times recently reported that some chefs are now banning patrons from taking photos of their food, or have instituted a no-flash policy.

legislation update

HYTEK SOLUTIONS LTD 0800 4 hytek or (09) 442-2403 www.hytek.co.nz

Apparently, too many people are taking photos of their food with smartphones or other cameras, to post them online, and it's ruining the ambiance and dining experience for others. The New York Times listed several restaurants in New York City and others in the United Kingdom, Australia and Canada. A restaurant in Brooklyn is among the restaurants banning photos, with the owner telling the Times that photo-taking was not only distracting other customers, but also the chef (!?) What do you think? While we can understand that flash photography and a giant SLR camera in a small intimate restaurant may not be appropriate, we can’t see the harm in general in customers sharing their dining experiences. We put it to you in a post on Facebook this week and enjoyed some of the feedback: “The chef being distracted by people taking pics of the food? Chefs should be flattered, I know I would be. As for the flash being annoying to fellow diners, you could say the same thing about the business man at the bar trying to chat up a young waitress, or the lady with the loud laugh, or the "finger-snapper" vying for attention.”

THE THYMES February 2013

WHO CAN ENTER A BUSINESS

ON BUSINESS?

We understand that representatives from the IRD are presently visiting hospitality businesses on unexpected visits. It prompts the question, who can come into your workplace, what are they entitled to do and do they need your consent?

managing your business

e hear a lot about employee rights these days, but let’s focus on a business owners rights? Here is an outline of some of the people or organisations that have a right to “visit”.

IRD Investigator

An Inland Revenue audit is an examination of your financial affairs to check you have paid the correct amount of tax and you are complying with the tax laws. It might simply be a check of a GST registration, or it could be a full examination of business and personal records. You can expect the IRD to give you reasonable warning of an audit. However, they will sometimes make an unannounced visit and if they do you are required by law to let the investigator into your business premises. All investigators carry identification showing their name and photograph, and stating their legal authority to check your records. You can ask to see this at any time, and we recommend that you do so before you give them any information. You can have someone with you at an interview, or at any other time during an audit. This might be your tax agent, solicitor or a friend. But you will need to provide written authority before an investigator can discuss your tax affairs with another person present. The penalties for obstructing the IRD in carrying out its lawful duties are up to $25,000 for the first offence or $50,000 for subsequent offences.

TIPS FOR PREPARING FOR AN AUDIT 1. 2. 3. 4.

6. 7. 8. 9. 10.

Register for all the taxes that apply to you (eg, income tax, GST, PAYE). Make sure you’re up-to-date with filing your returns and paying your taxes. Confirm that you’re paying tax on all your income, including income received in cash. If you’ve paid expenses “out of the till” or out of cash takings, don’t forget to add the expenses back when you’re calculating your income for the day. Test that there’s a clear trail from the figures in your tax returns to your invoices, receipts and bank records, so you can readily prove your figures are accurate. Check that you’re claiming only business-related expenses. Make sure you’re accounting for private use of business assets and expenses (are you making private use adjustments or paying FBT?). Confirm your logbook is up-to-date if you’re making private use adjustments for a motor vehicle. Tell us if you’ve filed an incorrect return before the IRD find out about it—a “voluntary disclosure” will probably save you money. If you’re unsure about anything, talk to your tax agent or call the IRD.

For more information, go to www.ird.govt.nz and click on “Audits”.

November 2011

Environmental Health Officer – Local Council

With the advent of food safety plans it is now customary for the Council’s Environmental Health Officer (EHO) to make an appointment to meet with you to discuss food safety in your business. They will normally come once a year and inspect the premises – this appointment can take up to 3 to 4 hours and will include them talking to various staff members while on site. An EHO will also need to come and inspect your business prior to granting your food licence for a new business.

DLA Inspector (sale of liquor act)

Under the Sale of Liquor Act Section 131 an inspector may at any reasonable time enter and inspect a licensed premises to ascertain whether the licensee or any manager is complying with the conditions of the licence. Any inspector who enters your premises needs to: carry a warrant of authority and evidence of identity, and produce those documents either when first entering the licensed premises or at any subsequent time if requested by the manager or the licensee (or by any person appearing to be in charge).

Police (sale of liquor act)

Under the Sale of Liquor Act Section 175 any member of the Police may at any reasonable time enter and inspect any licensed premises to ascertain whether the licensee is complying with the provisions of the Sale of Liquor Act and the conditions of the licence. The Police may also enter at any time when they have reasonable grounds to believe that an offence against the Sale of Liquor Act is being committed. In addition a District Court Judge, Justice or Community Magistrate may issue a search warrant if it believes that any liquor is being sold, or exposed or kept for sale, on any premises in which that liquor may not lawfully be sold, exposed or kept for sale; or any premises is being kept or used as a place of resort for the consumption of liquor in contravention of the Act. This authorizes the Police (and anyone they call to assist them) to enter the premises on one occasion within 14 days of the warrant issue, at a time that is reasonable, in a search pertaining to the conditions of the warrant. They are required to carry the warrant with them, and shall produce it for inspection when first entering the licensed premises or at any subsequent time if requested. CONT INUED ON FOLLOWING PAGE

business guidance

THE THYMES February 2013

F ROM PREVIOUS PAGE, Wh o c an v isit y ou r bu sin e ss?

managing your business

Health and Safety Inspectors

Under the Health and Safety in Employment Act 1992, any inspector may at any reasonable time enter any place of work and  conduct examinations, tests, enquiries, inspections  be accompanied and assisted by any other people and bring into the place of work any equipment necessary  take photographs and measurements, make sketches and recordings  request that a place of work that is to be inspected is not disturbed for a reasonable period of time  require the employer to produce documents or information relating to the place of work or the investigation  require the employer, or any other person who is in control of the place of work, to provide about conditions, materials, or equipment that affect the health or safety of employees who work there

November 2011

A TASTE FOR

PROFESSIONAL DEVELOPMENT The Restaurant Association’s regular professional development workshops provide essential updates on the huge range of issues that affect both owners and staff in the hospitality industry.

heck out the latest calendar, which is included with this issue of THE Thymes. Subjects include ways to minimize your food costs, effective marketing strategies that work for restaurants, staff training, recruitment and retention and updates on legislative changes. The workshops are presented by people who are active in the industry and generously share their experiences, techniques and systems that do, or don’t, work for them.

Landlord or Landlord’s representative

Under a commercial lease there is no specified notice period that a landlord must give prior to coming on to the property, but for the purposes of “inspection” they will generally be guided by the Residential Tenancy Act which requires 48 hours notice to be given to a tenant, unless in the case of an emergency or to carry out repairs. However, your “Deed of Lease” does cover off some points as noted below (as outlined in the Auckland Law Society Deed of Lease): Section 13.1 – Landlord’s Right of Inspection The Landlord and the Landlord’s employees, contractors and invitees may at all reasonable times enter the premises to view their condition.

Investing in staff training reminds your employees how valued and important their contribution is to the business. And if one staff member comes back to work with renewed enthusiasm and morale it will generally pay back the money invested tenfold. Even for those that have spent years in the industry, new ideas and perspective can be inspiring. For those unable to travel to taste in Auckland to attend workshops our webinar series ensures that important information is available to everyone regardless of location. Webinars will still allow attendees to ask lots of questions and engage with presenters, and a recorded version will be available to attendees. More information is available online at www.restaurantnz.co.nz or to book phone 0800 737 827, or email jo@tastenz.co.nz.

Section 15.1 – Access for Repairs The tenants shall permit the Landlord and the Landlord’s employees and contractors at all reasonable times to enter the premises to carry out repairs to the premises or adjacent premises and to install, inspect, repair, renew and replace any services where they are not the responsibility of the tenant. All such repairs, inspections and work to be carried out with the least possible inconvenience to the Tenant. Section 32.1 – Quiet Enjoyment The tenant paying the rent and performing and observing all the covenants and agreements herein expressed and implied shall quietly hold and enjoy the premises throughout the term without an interruption by the Landlord or any person claiming under the Landlord.

THE THYMES February 2012

business guidance

new members

November 2011

WELCOMENEW MEMBERS... we would like to welcome the following new members of the restaurant association who have recently joined us:

congratulations... you have joined the only organisation that exclusively assists you to safeguard the viability of your café or restaurant. We will help guide you through the regulatory minefield that exists in today’s business environment. You have joined 1700 of New Zealand’s most dynamic and profitable hospitality businesses. Artisan by Rangiora Bakery, Rangiora Baha Original Korean Restaurant, Auckland Base Auckland, Auckland Bel Aire Tavern, Nelson Bolero Tapas Bar, Auckland Burger Fresh, Auckland Burger Fuel Mission Bay, AUCKLAND Burgers and Beers Cranford Street, Christchurch Burgers and Beers Colombo Street, Christchurch Cafe Ahuriri, Napier Caffe Massimo Albany, Auckland Caffe Massimo Newmarket, Auckland Capers Café, Rotorua Casablanca Caffe, Auckland China Café, Auckland China Restaurant, Auckland Chocolate Brown, Warkworth Columbus Coffee - Air NZ Columbus Coffee - Lincoln Road, Auckland Columbus Coffee Mega Cafe - Lunn Ave, Auckland Corogate Café, Thames Eden Garden Café, Auckland Eighthirty, Auckland Fat Dog Cafe and Bar, Rotorua Flames International Hotel Fred Bourke, Auckland Gorgeous Restaurant, Auckland Hilton Auckland (Fish Restaurant), Auckland Iberia Restaurante, Masterton Jack & Jill, Greytown Jagz of Village Green, Invercargill Kokoya Sushi, Auckland Krave Catering (Paihia) LTD, Paihia Lake Tekapo Lodge Leinster Road Bistro, Christchurch Licorice Cafe Ltd, Turangi Little Bread and Butter, Auckland

Luciano Espresso Bar, Christchurch Maggie's Kitchen, Greymouth Mangonui Fish Shop, Mangonui Mega Cafe Masterton Metropolis Caffe, Hamilton Midori Sushi Bar and Restaurant Mount Ocean Sports Club Mozaik Cafe Victoria Park, Auckland Mums Restaurant, Christchurch Namaskar India, Hastings Nandos Newmarket, Auckland Paper Moon Café, Auckland Picnic Café, Rotorua PiPi Café, New Plymouth Pita Pit Manukau,Auckland Pita Pit Newtown, Wellington Pita Pit Tauranga, Tauranga Pukeko's Nest Café, Pukekohe Subway Te Irirangi Drive, Auckland The Bay, Auckland The Coffee Club – Queensgate, Wellington The Coffee Club - Wairau Junction, Auckland The Coffee Club Greenlane, Auckland The Coffee Club Manukau Supa Centa, Auckland The Coffee Club Silverdale, Auckland The Coffee Club Stoddard Road, Auckland The Coffee Club Victoria Street, Auckland The Fish & Chip Shop, Millwater, SILVERDALE The Food Room, Auckland The Green Room Café, Gore The Roost Café, Oamaru The Spicy Affair, Auckland Three Beans, Auckland Torpedo Bay Café, Auckland Urban Soul, Auckland Vivo Party World, Auckland Zavito, Auckland

REGIONAL UPDATES

REGIONAL ROUNDUP… WELLINGTON & NELSON

nelson news

regional updates

November 2011

from the capital: from the capital:

hot plate coming through Rumours, happenings and events Pan de Meurte, a 150 cover Mexican restaurant, has opened on Tory St. Gusto Bistro in Petone has closed.

The purchase and total remodeling and refit of the 1000 sq m former warehouse space reflect the confidence in the Wellington café market.

Things that make you go mmmmmmmmmm One of our members received the following advice on dietary requirements for a Christmas booking of 5. Maybe they should be eating in a hospital instead of a restaurant! For your reference the group’s dietary requirements are as follows:

Hogs Breath Café has closed in the Reading Cinema complex in Courtenay place and is being replaced by Steer n’ Beer. Nick Mills, the owner of a number of establishments in the city, is to open a seaside café in Lyall Bay on land owned by the airport company. An estimated $4m has been spent by the former owner of Caffe L’affare, Jeff Kennedy, on a new café, coffee roasting and bakery concept in Jessie St. The new venture called Pre-Fab is possible due to the restraint of trade clause expiring.

Nick – Ian – Ben – Jess –

allergic to all nuts, shellfish and sesame seeds vegetarian, doesn’t eat meat except for seafood allergic to strawberries, raspberries and lima beans vegetarian, doesn’t eat meat or seafood or any meat related products such as beef or chicken stock

Courtney – lactose intolerant, allergic to milk and dairy products, doesn’t eat pork or certain shellfish

Jeff Kennedy & Bridget Dunn at the new Pre-Fab

Kind regards Mike Egan, Restaurant Association National President e: monsoonpoon@actrix.co.nz m: 021 966 667

THE THYMES February 2012

PHOTO: KEVIN STENT/Fairfax NZ

ummer so far has been slightly busier than last season. The weather has definitely been a bit more favourable and there have been more campers in the region because of this. December provided a bit more trade than last year but business has not improved by a lot and there doesn’t seem to be much consistency in day to day trade. Hopefully we will see some good settled weather in February and March and with it some more tourists visiting the region. It seems that once school goes back the weather is certainly more stable. The Jazz and Blues festival at the beginning of January created a good opportunity for people to get out and about in town. The next Summer event coming up is Buskerbergoo, the Nelson Buskers’ and Street Theatre Series. Running from Feb 7th to the 10th there are daily shows at the top of Trafalgar St and evening events at The Boathouse and at Fairfield Park. On the restaurant and bar scene we have seen the opening of Rhythm and Brown on New St. Scott and Resina Bradley opening a pleasant craft beer bar in the site formerly operated as Sachi Seafood and Sushi Bar. Krauts German Eatery are still finishing off the build in Montgomery car park having been held up with earthquake strengthening that needed to be carried out. The Sprig and Fern have opened in Tahunanui in the old Amigo’s site. They managed to get open just before all the campers turned up. Let’s hope that the summer still has a couple of month’s left and that the locals and tourists can get out and enjoy all the hospitality that we have on offer. Happy New Year to all, Harry President Nelson Branch / Harrys Bar e: harrys.nelson@xtra.co.nz m: 027 525 8665 regional round up

REGIONAL ROUNDUP… ROTORUA

F E A T UR E D PR OD U CT . . .

November September 2011 2011 24 Model Job23

Descriptions

Handbook kia ora from

rotorua

I would like to take this opportunity to congratulate members for their hard work and creative ways to get customers moving through their doors. The lead up to Christmas and summer is very busy.

The whole family also attended the Seafood Festival in Tauranga which my goddaughter Caryn and her husband Dan a (commercial fisherman) run every year. The ambience was great and the weather was even better; crayfish in abundance (yum), great music as well and we all had a great time.

Skyline Rotorua recently celebrated the opening of the latest venture which sees a very fine wine cellar added into the mix. The wine is Volcanic Wines. It is good to see something here locally (and no the grapes are not grown here).

Feedback from local members is that business is up on last year. The weather was a lot kinder, hence more customers. Staffing levels are holding well here. People are a lot more positive and spending a bit more on dining out.

ell Happy New Year!

I am not sure of this new Bill which is currently before Parliament that would give hospitality businesses the option of allowing pets on the premises. Could this eliminate potential future customers who could choose to stay away for the safety of their children? Can the industry really afford that? In a recent poll held here in Rotorua, 71% were not in support of the Bill and just 16% were. I love animals but not around food etc. Skyline has been very busy and just added 45 more staff to its roster over summer - more than double the number of seasonal staff it took on last summer. They have also won their first Beef & Lamb Excellence Award. Head Chef Fred Krueutmayer, said the team were constantly working to develop innovative flavours and techniques. I took some visitors to a couple of our cafes recently and on the whole they were very impressed with the food and the service. It was a change for me as everyone usually prefers to dine at “Kerswell on the Terrace” regional round up

Planning is now taking place for the 2013 Rotorua Hospitality Awards which will be held on the 23rd of June. Meantime it is back to work and looking forward to seeing my new intake of students. Naku noa na Sharon Wallace Rotorua Branch President Waiariki Institute of Technology e: Sharon.Wallace@waiariki.ac.nz m: (027) 233 4146

The Restaurant Association have developed a Model Job Descriptions handbook for members. This provides a valuable resource for creating position descriptions to help businesses hire the most qualified applicants for their operation. The Handbook includes Job Descriptions for 24 positions. Job descriptions are intended to help an employer determine whether a person is qualified to perform a job. This handbook provides generic position descriptions, which can be customised to reflect the specific tasks and responsibilities of the employees in an operation. We have identified the attributes, experience and competencies that could be associated with the various positions. ORDER NOW… The Restaurant Association’s Model Job Descriptions handbook is available for just $12.27 (incl of GST and P&P) - order online through www.restaurantnz.co.nz or call 0800 737 827.

Help is never far away! The Restaurant Association appreciates that hospitality is a 24/7 industry and as a result employment issues can occur at a variety of times. A reminder that we have a HELP DESK, capably managed in-house by CEO, Marisa Bidois, which is contactable Monday to Friday 8.00am6.00pm on

0800 737 827

and outside these hours on 027-559 7777. The service is for members with urgent employment problems.

THE THYMES February 2013

REGIONAL ROUNDUP… HAWKE’S BAY

September 2011

news from

wine country

awke’s Bay is having a good old fashioned hot summer to remember. Over Christmas and New Year we had many days over 30 degrees which brings in the visitors & keeps them hungry & thirsty. Leading up to Christmas there was also plenty of action… EVENTS Official domestic visitor numbers were up for November. A major contributor to the rise was the inaugural Food And Wine Classic – or F.A.W.C. The event was held in November and was conceived and run by the team at Hawke’s Bay Tourism. F.A.W.C was a huge success with 55 events. The opening at Craggy Range sold out with over 300 guests celebrating in style. The Lacovoure Lunch at the Farmers Market was also a hit. Tables were allocated their own guest chef & farmers market vouchers, which they used to buy ingredients to bring back to their chef who then had to make a three course lunch. Guests chefs included David Griffiths,

THE THYMES November 2012

Paolo Pancotti, Dan Pistone plus three TV chefs. The lunch was organised by Food Hawke’s Bay.

Heritage whilst modernising the space. The team at Emporium is led by Shaye Bird, formerly from The Old Church.

Other highlights included The Oyster Salon at Advintage; Homage BBQ at Trinity Hill; Syrah Tasting at Elephant Hill; Seafood and Eat it @ Mangapapa Lodge; 15 course degustation dinner @ Taste Cornucopia; Magnificent Martini @ Milk & Honey ; A Taste of Spain @ Deliciosa; The Black Barn Comedy Feast & Tuatara’s in the Bay @ Crossing Bier Garden at Westshore Beach Inn.

Jennifer Le Compte, owner of Opera Kitchen in Hastings has opened a second cafe / restaurant in Ahuriri called FG Smiths. A strong team is in place, with Hayden Esau leading the kitchen and Dan Norman managing the business. Both Hayden & Dan came from The Farm at Cape Kidnappers.

Planning is under way for WINTER FAWC and dates around 20 June are being locked in. Watch out for an announcement in the next week or two on www.fawc.nz. The successful Kai in the Bay was held in the middle of November for the third year. The celebration of Maori food is held at Perfume Point in Ahuriri and attracted around 5000 people. The event included cooking demonstrations, competitions & wild food stalls. Once again weddings are contributing to the local economy and are a growing part of our hospitality industry. Wineries and venues like Mission Estate, Craggy Range and Black Barn have been heavily booked with brides and mother of the brides taking over for 3 months. Many other businesses are also reaping the benefits; from cafes, photographers and accommodation providers to tour operators and hairdressers. NEW & OLD The owners of the iconic Masonic Hotel in Napier employed Tom Skyring to help them to redesign the restaurant and bar areas and reopened as The Emporium at the end of last year. The space respects the building Art Deco

Winemaker Rod McDonald has taken over the Cellar Door at Te Awanga Estate (formerly Kim Crawford Cellar Door) to provide a home for his wines under the brands Quarter Acre and Te Awanga Estate. The Cellar Door is managed by globetrotting Imogen Throp (former Maitre D at Deliciosa) who sailed back from Fiji to look after wine sales over summer. Clearview recently launched a new bubbles called “Bella”. The wine is named after owners Tim & Helma’s youngest daughter Bella. Liquor King have opened their new concept store in Onekawa, Napier. This is only the second store to undergo the major refit (the other is in Christchurch). The store features a fill your own bar area with craft beers including Lion’s newly acquired Emerson’s. Rumour is Dennis Buckley, owner of Shed 2 in West Quay, is opening a new Mexican Restaurant next door. Here’s to a long hot Indian summer, Sean Burns Hawke’s Bay Branch President Milk and Honey e: sean@themilkandhoney.co.nz m: 027 623 2223 re

REGIONAL ROUNDUP… TARANAKI

tales from

taranaki

e are having a very hot summer here in Taranaki.

Leftovers from the heat in Australia – or perhaps global warming has finally hit us here? Who knows. Whatever is causing it, we’re loving it and along with abundant rain at times, the region is green, green, green and keeping the farmers happy as well. That bodes well for us in this dairying province, as with any luck we’ll see the trickle down effect of the increased milk production go right into our tills! Speaking of money in tills, even though it doesn’t feel like the economy has improved much to me, my figures have indicated a hopeful 1.49% increase in turnover so far this financial year, accompanied by a bigger drop in food costs. I have been working hard on those so my accountant should be happy. He gave me a bit of a verbal slapping over my gross margins for last year so looking better so far. In Oakura (where I happen to live), we’ve been very pleased to welcome Café Mantra, an offshoot of India Today, who have taken over the local restaurant here. Without being too rude about it, the eatery scene in our village has been sadly lacking over the past couple of years. Jasse and Roman have worked very hard giving the establishment a completely new look, along with their new menu, (a combination of European and Indian dishes). This has seen the locals wending their way there in a steady stream. The Federal Store has opened in Strandon (northern New Plymouth) and also appears to be doing a steady trade. They’ve created a kind of rustic look inside, with old weatherboards lining the walls, a big TipTop poster covering one end wall and a mix of formica and other old tables. regional round up

Completely different to Zanzibar which it took over and Jeremy seems to be enjoying his new business back in the café trade. I see the premises that used to house The Grumpy Mole are being completely stripped back/covered up, ready for another new bar to open there. I think they hope to be up and running by February and I see the workmen are working late into the night trying to get the work done. Cobb and Co (the company), now have a new franchisor with experience in both business and hospitality. Ben and Sue Gower are the new franchisors. They have owned and operated the Cobb & Co in Tauranga and took over the chain in November 2012. Melanie and Glenn (our local owners), are very excited about it and believe that with the drive and commitment to the brand of the new franchisors, there will be great things ahead.

congratulations

restaurant indonesia

Hawke’s Bay hospitality institution, Restaurant Indonesia are celebrating 30 years of business. Owners Kees Peters and Joss Lamers are celebrating the occasion by putting together some great prizes for customers to win over the year, including monthly prize draws and the grand prize— a dinner for 30 at Restaurant Indonesia. Congratulations on reaching this milestone.

Now on a completely different note, I received a summons to jury duty the other day and thought I could get myself off it as I have done with various staff members in the past, by writing and saying I can’t be replaced at work. However apparently that is no longer a valid excuse! They say I have to arrange a month sometime in the next year where I can commit to be on duty! I’m not happy about that I can tell you. Whilst I probably can organise this for myself and burn the candle at both ends doing my real work outside of courthouse hours, the same cannot be said if one of my chefs gets a summons. Has anyone else had this problem – and if they have – do they have a solution? I’d be very interested to know so I can prepare myself in advance. Barbara Olsen-Henderson Bach on Breakwater e: barbara_olsen@xtra.co.nz THE THYMES February 2013

REGIONAL ROUNDUP… CANTERBURY

regional updates

canterbury viewpoint

NEW OPENINGS ABOUND The trickle of new openings that started before Christmas is turning into a virtual flood as operators vie for the best central city positions. Hot on the heels of Fiddlestix, Dux dine and Café Valentino, which got opened before Christmas comes a rebuilt Lone Star on their old site in Manchester Street, Venuto in Colombo Street, Winnie Bagoes in Allen Street, Jonny Schwass’s new restaurant in the old Ironside House in Victoria Street and an as yet unnamed venture in St Asaph Street. Landlords are sharing in the action with prime sites being hotly contested between prospective tenants and landlords watching as they outbid each other for the good sites. The city’s most prolific hospitality landlord, Anthony Gough, has announced plans for a ‘mega strip’ along Oxford Terrace with the intention to be up and running by the end of next year. For those with interest in this, remember nothing is for nothing and the rents will be substantial. If I was interested in taking a lease on one of these spaces I would be looking at a turnover based lease as it may be some time before the crowds return to the city. The top end of Cranford Street has emerged as a hospitality hub with at least half a dozen operations opening their doors. From all accounts trade is good though there has been the odd customer niggle about getting back on to Cranford Street. Wait staff too are sharing in the rewards (and about time too) with one establishment reportedly offering $17.50 as a starting rate. The upward pressure on pay rates will only increase as competition for experienced staff heats up. SAD PASSING It is with sadness that I pass on the news of the passing of Di Frost after a long and courageous battle with cancer. Di was associated with the local hospitality industry over many years as a wine rep with Distinguished Vineyards and more recently Epicurean Wines.

UPCOMING BRANCH MEETING It’s time for a revitalisation of the Canterbury Branch of the Restaurant Association and so on Wednesday 6th March at 2 p.m. we will hold a meeting to discuss the focus of the local Branch over the coming year. We will be looking for a new set of office bearers, so this is a great opportunity to get more involved with the Association at an interesting time for the region. There will be nothing stuffy here though; no past minutes, no financial reports, just a bit of a round up of what has been happening over the past 18 months, some sound advice from CEO Marisa Bidois and an election of office bearers. Following that it is down to the social business with your fellow members. The date is Time Venue

Wednesday 6th March 2.00-4.00 P.M. Café Valentino 168 St Asaph Street, Central City

As I don’t intend to stand for re election at the AGM this will be my last contribution to the newsletter. It has been an amazing 24 months, longer if you count September 2010 as the start. I would like to thank those members that have offered support over this time and thank those many that have shared their experiences with me. There have been lots of harrowing moments and many long, late night phone calls with distraught members in the aftermath of February 2011. It has been a wild ride and one I do not want to repeat. I feel it is the right time to stand aside given the expansion in the hospitality industry that will take place in 2013 and look forward to having a drink with members after the AGM on the 6th. Thank you all, Michael Turner Acting Canterbury Branch President Café Valentino e: info@cafevalentino.co.nz m: 021 441 205

THE THYMES February 2012

November 2011

mainly of interest to

auckland members... news. One of the next big things to happen in hospitality in Auckland is the development of the City Works Depot area. By the end of the year, the precinct’s spacious, architecturally designed sheds will be home to a new Al Brown restaurant and Michael Van De Elzen’s Foodtruck Garage as well as the existing Brothers Brewery and Shed Five Café.

City Works Depot

The City Works Depot was purpose built for the Council in 1968 and over the past 50 years has been home to things as diverse as workshops, parking, fashion shows and parties. It will be interesting to see the reinvigoration of these industrial buildings. Cornwall Park Restaurant owner, Dean Johnson, has taken over the café at Eden Gardens on the side of Mt Eden. Look out for an overall revamp of the venue and menu – with High Tea set to be a key feature at the site. The Hampton’s

The Hampton's is a pop-up restaurant based on the 'Hampton's' within the State of New York. It is a 4 month project bought to you by Tony Stewart and Des Harris (both of Clooney Restaurant) and Tom Mayo, Grant Calder. The pop up eatery is housed on the front courtyard of one of Shortland Street’s high rise towers. Due to the strictly outdoor nature, The Hamptons will only be open until the end of May where patrons can seek a respite from the hectic pace of the city, “rest and find calm within a scene of madness”. Scott Brown and Jackie Grant from The Hip Group (who also own the Takapuna Beach Café, Rosehip in Parnell, Richmond Rd Café in Grey Lynn and Café on Kohi), have recently opened St Heliers Bay Café. This café and bistro is open first thing in the morning for breakfast right through to dinner and drinks. Heading up the kitchen is renowned chef, Mark Sycamore, former NZ Chef of the Year and Executive Chef at Blanket Bay Resort who was lured north a few years back to work at Hotel de Brett.

Little Bead & Butter, Ponsonby Central

2013 will be a big year for the group as they also prepare to open not one but three eateries in the Britomart precinct, including a 90 seat casual Italian bistro called Ortolana; The Store, which will focus on great takeaway food, fresh pastries and bread plus takeout meals in the evening; and a dessert restaurant-wine bar called Milse. Ponsonby Central is now up and running with a quirky array of eateries and establishments including Jimmy Gerard’s (ex Harbourside Restaurant) Jimmy the Fish, Little Bread and Butter Bakery, Tokyo Club (from the people that bought us Soto and Cocoro), Toru (from the owners of Teed Street Larder and Wai Kitchen), Maldito Mendez, Neat Meat and more… Jeremy Schmid, owner of Mt Eden’s Two Fifteen is set to take over the historic “Officers Mess” building at Narrowneck Beach with the aim to turn the space into a family-oriented restaurant and weekend cafe. The building will also be available for weddings and functions. THE Thymes has been told that Luke Dallow’s Red Hummingbird on Federal Street is set to be taken over by Sean Connolly (The Grill).

auckland members

THE THYMES February 2013 Toru, Ponsonby Central

November 2011

mainly of interest to

auckland members... news.

upcoming auckland events.

CHEFS ACROSS NEW ZEALAND CALLED TO JOIN GOOD FORK WEEK

2013 06

Waitangi Day (public holiday)

With almost 65 per cent of adults in New Zealand either overweight or obese there is no doubt obesity is one of the biggest public health problems that we face. New Zealand chef, Michael Van de Elzen, is calling on chefs to join the fight against obesity by participating in the inaugural Good Fork Week.

Restaurant Association Auckland Branch Golf Day, Muriwai Golf Course www.restaurantnz.co.nz

Valentines Day

16-18

More FM Devonport Food and Wine Festival, Devonport www.devonportwinefestival.co.nz

February

The week, which is being launched by Unilever Food Solutions in partnership with the New Zealand Nutrition Foundation, will be held from 4 – 10 March 2013.

March

Good Fork Week encourages all chefs and food operators to commit to making small changes to at least one dish on their menu to provide a more nutritious option to their diners and in turn take a step forward in tackling the obesity epidemic.

Restaurant Association Front of House Induction Workshop @ taste, 45 Normanby Rd, Mt Eden www.restaurantnz.co.nz

Michael Van de Elzen is excited to be the official Good Fork Week Ambassador and explains how easy it is for chefs to participate in the initiative. “As chefs we pride ourselves on our culinary skills and creativity when producing the perfect dish, I really feel it’s important that healthy food forms an essential part of our restaurant offering. Are you up for the challenge?” Mr Van de Elzen said.

Restaurant Association Visiting Hour @ Westpac “Level 9”, Britomart

Participation in Good Fork Week is free of charge and all registered participants will receive a Good Fork Week Registration pack, including Michael Van de Elzen’s own Good Fork Week menu item recipe, posters, stickers and wrist bands. For more information on Good Fork Week and to participate, visit www.goodforkweek.co.nz or call 0800 367 756.

www.restaurantnz.co.nz

Restaurant Association webinar series: “Three employment mistakes to avoid”, presented by Alison Maelzer To register email jo@tastenz.co.nz

Restaurant Association professional development: “Emerging Managers”, presented by Krishna Botica www.restaurantnz.co.nz

Good Friday

THE EBS GREASE ERADICATION SYSTEM Not only does the system extend the life of the plumbing, but it also dramatically reduces the need for grease trap pump outs. The bacteria colonize on the build-up and continue to consume it until the line is clear. As they eat, the sugar, starch, grease and oil is converted into harmless air and water.

Contact 0800 258 373 mike@ebsnz.co.nz

THE THYMES February 2012

April 1

Easter Monday

Restaurant Association webinar series: “Embracing Social Media”, presented by Eva-Maria To register email jo@tastenz.co.nz

Restaurant Association professional development: “Finding Money In Your Trash”, presented Stephen Thompson www.restaurantnz.co.nz auckland members

Valentines Day

More FM Devonport Food and Wine Festival, Auckland www.devonportwinefestival.co.nz

The Great Kiwi Beer Festival, Christchurch www.greatkiwibeerfestival.co.nz

16-18

Restaurant Association Front of House induction workshop taste, 45 Normanby Road, Mt Eden. Auckland www.restaurantnz.co.nz

WOODED

0800 737 827

NON-WOODED

Cellaring & Serving

New Zealand Sauvignon Blanc is famed for its pungently aromatic green capsicum (bell pepper), gooseberry & lush passionfruit characters. Styles can vary from this traditional style to those showing fresh-cut grass, tomato stalks, melons & lime. The Marlborough region represents 80% of all plantings. North Island styles tend to show soft, ripe, more tropical characters, whereas the more southerly styles show crisper, lighter more vibrant styles.

Food Matching Sauvignon Blanc’s crisp acidity is delicious with a crunchy summer salad featuring capsicums, cherry tomatoes and vinaigrette.

Pungent, Exuberant, Intense…The varietal that awoke the world to New Zealand wine.

Wine Facts...

WWW.RESTAURANTNZ.CO.NZ

THERE’S NO NEED TO GET STUCK. There is such enormous scope within the hospitality industry that there’s never any need for you to get stuck in one niche.

NOT 9-5. . It involves a great deal of variety, not only in terms of the hours you work, but also the work you do during those hours.

IT OPENS A DOOR TO THE WORLD. Every country in the world has a hospitality industry, and the skills you learn here are readily transferable, meaning that a career in hospitality can be the key to discovering new countries, new culture and new people.

IT’S CREATIVE. As well as being a people-oriented industry, hospitality is creative. You are creating a product — be that food, drink, or an experience.

YOU MAKE PEOPLE’S DAY. every time you come into work you’re making someone's day that little bit better. Your business is all about people. It’s not about widgets or spreadsheets; it’s about making people happy.

5 reasons why hospo jobs are great!

Call Jo Birdsall on 0800 737 827 or email jo@tastenz.co.nz for a copy of the calendar or go to www.restaurantnz.co.nz for more information (look under the training tab).

The Restaurant Association Professional Development calendar for March—June 2013. Now available!

Check Out…

R E S T A U R A N T A S S O C I A T I O N OF N E W Z E A L A N D

Did you know onions are part of the lily family?

Did you know only 4 out of 20,000 species of bees produce honey?

Did you know it takes 1 week to make a jelly bean?

Did You Know?

Bluff oyster season opens!

www.melbournefoodandwine.com.au

01-17

Melbourne Food & Wine Festival, Melbourne. Australia

Marlborough Food and Wine Festival, Blenheim www.marlboroughwinefestival.co.nz

march

Waitangi Day (public holiday)

february

Key Dates…

rip it out and pin it on your noticeboard etc...

Industry update for hospitality staff, bought to you by the Restaurant Association of NZ

Hospo Thymes staff page

Marisa Bidois

Boulcott St Bistro, Osteria Del Toro, Wellington)

Bart Littlejohn (Sails Restaurant, Auckland) Steve Logan (Logan Brown, Wellington)

Andrew Targett (Elizabeth Café & Larder) Michael Turner Sean Burns (Milk and Honey, Napier) Marcel Rood (Raupo Cafe, Blenheim) Howard Morris (Harry’s Bay, Nelson) ) Cam Mitchell (The Bunker Restaurant & Bar, Queenstown) Joe Deegan (Pacific International Hotel Management School, New Plymouth) Hayley Scott (Zinc Café, Hamilton) Boulcott St Bistro, Osteria Del Toro, Wellington) Poverty Bay: Grant Bailey (Fettuccine Brothers, Gisborne)