Restaurant Association newsletter, The Thymes (August 2015)

MAY 2015

AUGUST 2015

05 the professional customer redundancy refresher

09

We have seen an increase in questions regarding redundancies and thought it might be timely to remind everyone of the basics...

PHOTOS: SOCIAL KITCHEN, NEW PLYMOUTH

www.restaurantnz.co.nz

INSPIRATION ON THE MENU!

Hospitality business owners around the country are encouraged to attend the Restaurant Association’s Hospitality Summit in September for two days packed full of food, inspiration and advice from some of our finest hospitality leaders.

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his year’s event is supported by principal sponsor, American Express and associate sponsors Crombie Lockwood, EFTPOS New Zealand, Goodman Fielder, Gilmours and OneMusic. It will feature, along with local presenters, international guest speaker Larry Nadeau, formerly from renowned restaurant The French Laundry and chef Daniel Wilson, from Melbourne’s Huxtable & Huxtaburger.

Listen to key insights packaged in quick fire sessions aimed to give practical tools delegates can take away and implement into their businesses.

Session topics include: • Operational Excellence • Inspire Me - a panel Discussion • Principles of Gastronomy • Staff Retention and Recruitment Strategies • Evolve or Die - a panel Discussion

12 helping you to find the right staff Do you need work-ready staff who are keen to learn? Do you struggle finding them? The Restaurant Association’s ProStart programme introduces students to the basics of hospitality.

They graduate with a great attitude, basic skills and a desire for a career in hospitality...

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events

CONFIDENTIAL - MEMBERS ONLY

Day 2 of the Summit includes more presentations and tours of successful establishments and businesses; butchery tutorials, tastings of signature dishes and CONTINUED... behind the scenes operational tours.

...FROM PREVIOUS PAGE

Daniel Wilson

Chef and Partner, Huxtable

& Huxtaburger, Melbourne

Daniel Wilson was born in Auckland, and has worked at a number of renowned restaurants in Australia and the USA, including New York’s Daniel, and Melbourne restaurants Arintji and The Graham Restaurant.

If you plan on attending the Hospitality Summit why not make the most of it and enjoy Feast by Famous Chefs in the evening on Day 1 of the Summit (13th September)?

The hospitality industry will have the opportunity to don their black ties and dinner dresses, for the Feast

by Famous Chefs dinner, where four of New Zealand’s top chefs will wow their peers with course after course of mouthwatering culinary delights. At Feast you’ll experience a ‘night of New Zealand’. Experience the cultural performances of local talent, with a four course lavish feast matched with boutique beer and wine. The evening features a stellar line up of chefs...

Jinu Abraham

Executive Chef, Heritage Auckland

Originally from New Delhi, Jinu joined Heritage Auckland in 2003 as demi chef de partie, and has been executive chef since 2008.

Jinu has picked up an impressive range of accolades since first donning his Heritage apron. These include winning the New Zealand Vegetarian Dish Challenge 2012, New Zealand Culinary Fare winner of Unique New Zealand Dish 2005, a silver medal in Restaurant of the Year 2006, a silver in Chef of the Year 2009 and more!

Tom Hishon

Head Chef and Owner, Orphans Kitchen, Auckland

A childhood spent in rural Southland prepped Tom for a career in food, instilling in him the belief that food is not only for nourishment, but for bonding over, celebrating with and bringing family together.

After time spent at culinary school in New Zealand, Tom journeyed abroad to further his training, working in the kitchens of Michelin-starred restaurants including Wild Honey and Club Gascon. After several years, a desire to return home surfaced, and Tom further honed his talents at Clooney restaurant in Auckland before the move to open a place of his own. need help? call us on 0800 737 827

Daniel, along with two partners, opened Melbourne restaurant Huxtable in 2010. Huxtable is a modern eatery influenced by the cuisine of Europe and Southeast Asia. In December 2011 Daniel & his partners opened Huxtaburger over the road and there are now four Huxtaburger locations around Melbourne.

Catherine Adams

Pastry Chef, Whitebait, Wellington

Pastry Chef Catherine Adams has owned a number of restaurants in Australia, including Gunyalgup restaurant in the wine region of Margaret River and Sydney’s Cipro restaurant which she owned with husband Khan Danis. Catherine was also the Executive Pastry Chef for Neil Perry’s Rockpool group.

In 2014 Catherine and Khan moved to Wellington, to join Paul Hoather’s new venture Whitebait.

At Feast the industry is also recognised through the presentation of the following awards: The Hall of Fame Award recognises individuals who have made a significant contribution to the hospitality industry.

The Innovator Award is awarded to an individual or company who has shown outstanding innovation. The Good Neighbour Award - the Restaurant Association, and sponsor American Express, recognise and award an industry member who is involved in outstanding community service.

Both the Hospitality Summit and Feast will be held at Auckland Museum. The Hospitality Summit is 13th & 14th September and Feast is on the evening of Sunday 13th September.

Tickets now on sale!

Purchase your tickets to Hospitality Summit and Feast now to ensure you don’t miss out!

Tickets for Feast are: $120 (gst inclusive) for Restaurant Association members & $250 (gst inclusive) for non members. Hospitality Summit is $100 for 1 day or $170 for 2 days for Restaurant Association members.

PLUS, for members attending both the Hospitality Summit and Feast take advantage of our special package deal just $258 for Feast and 2 days of the Hospitality Summit (member price or $531 for non members).

Phone 0800 737 827, email info@restaurantnz.co.nz, or order tickets by visiting www.restaurantnz.co.nz (Events).

THE THYMES AUGUST 2015

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FROM THE CEO’S DESK MARK THE 13TH AND 14TH OF SEPTEMBER IN YOUR DIARIES FOR THE RESTAURANT ASSOCIATION’S ANNUAL HOSPITALITY SUMMIT... BY MARISA BIDOIS

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e have a fantastic line-up of speakers, a self-tour of the city’s hot spots in Auckland and our annual gala dinner Feast by Famous Chefs is on to complete an action packed two days.

At Feast, the prestigious Hall of Fame award will be bestowed on a deserving industry professional. Our Innovator Award will also be presented, along with the Good Neighbour Award, which grants a good samaritan in our industry with $2,000 towards their charitable cause.

Our keynote speaker for the Hospitality Summit is Larry Nadeau, formerly from The French Laundry in California, who will be talking to us about a variety of interesting and relevant topics. Larry was here in 2009 and spoke to sell-out crowds about staff training and team building and we are very excited to have him back for the Summit. All the details are in this issue of The Thymes. Tickets are now on sale and will sell out fast, so be in quick to secure your place.

I was recently in Chicago representing New Zealand at the Global Summit where Association leaders from around the world get together to discuss and talk about ways we can work together globally. We are not alone with many of the challenges that face New Zealand hospitality operators - many from around the world are faced with similar issues. In particular, recruitment of staff is certainly on the top list of challenges from those represented at the Global Summit. There is a tightening of the labour market in the US with the economy slowly improving… mirroring the trends that are happening here in New Zealand with restaurant operators planning to invest more in training and retention of staff. Crowd funding was also a hot topic and an alternative to raising equity in your business. This is outlined in the business insights section.

market through our new programme ProStart.

If you are advertising entry level positions let us know and we may be able to assist you with some of our great trainees completing the course. The Pro-start training course is a new initiative of the Restaurant Association and we look forward to working with our members and the wider industry on this exciting project. We cover off more of the details of the initiative in this issue of the Thymes.

We have a number of member activities happening around the regions with golf days and Meet Me’s happening around the country – be sure to check out what is going on in your region.

We are also pleased to be working on the Bay Hospitality Awards with our Tauranga branch. The purpose of the event is to recognize the outstanding hospitality talent in this region. We will keep our members in this region updated on the progress of these awards.

In this issue of The Thymes we have also included a number of updates on Employment law, tips for your business culture, dealing with food waste, liquor licencing, immigration updates and so much more.

I look forward to catching up with many of our members at the Hospitality Summit and Feast this year.

In other exciting news the Restaurant Association is working with the Ministry of Social Development to bring more employees into the hospitality employment

Marisa Bidois marisa@restaurantnz.co.nz

proudly bought to you by Outdoor Concepts CEO’s update

THE THYMES AUGUST 2015

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We’ll Be Booking 1,000,000 Diners Into New Zealand Restaurants In 2015

need help? call us on 0800 737 827

THE THYMES MAY 2015

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PRESIDENT’S VIEWPOINT THE PROFESSIONAL CUSTOMER

WORTH WAITING FOR...

THE PAST 30 YEARS HAS SEEN TREMENDOUS IMPROVEMENTS IN THE FOOD, SERVICE, WINE LISTS AND AMBIENCE OFFERED

BY RESTAURANTS AND CAFES. AS RESTAURATEURS, WAIT STAFF, BARTENDERS, CHEFS AND MAITRE D’S WE MUST ALSO APPLAUD THE RISE OF THE PROFESSIONAL CUSTOMER....

BY MIKE EGAN

T

he Professional Customer is a person who understands exactly what is happening to them in a restaurant. They know from their experience, knowledge and common sense that they also have a vital part to play in making their dining experience enjoyable for all involved.

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Professional Customers…

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Phone a restaurant to let them know they will be late for their booking. They will also let the restaurant know in advance any increase in their numbers as they understand that restaurants are finite spaces and have finite furniture.

Conversely they also understand that turning up with less than the number of guests they booked for can adversely affect a restaurants turnover as they may have turned away potential business to accommodate their booking.

Do not ask for discounts at the end of the evening as they think a table of 6 is large group.

Understand that mark ups on wine are there to make the business viable. They realise that there are other costs involved such as glassware, breakages, glass washing, staff training, refrigeration, liquor licence compliance costs, stock holding and even a margin for the restaurant.

Know that restaurants are not fast food outlets and that meals take time to prepare cook and plate.

Either split the bill or do quick mental arithmetic at the table if necessary, they do not waste a large amount of time ruining an evening by dissecting the bill down to the last item.

Also take responsibility if someone from their party left early and did not make the correct contribution to the bill.

That restaurants cannot do separate bills for each person.

Don’t try to rewrite the menu with substitutions or want ingredients that don’t even feature on any other dish on the menu.

Know that the portion size for each dish is often designed to enable you to enjoy 3 courses.

Will tip for a great night out when all their expectations were exceeded.

Will ask questions of the menu if unsure of a dish or ingredient.

Will use the waiter’s knowledge of the restaurant’s food and wine to make the best choices for themselves.

Will tell the staff straight away if something is not right or what they expected.

Will inform the staff on arrival or when booking of any time restrictions they may have.

When bringing children to restaurants they ensure they behave in an appropriate manner.

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Professional customers are great customers to have in your restaurant, they are friendly, interesting and enjoy interacting with the staff. And if we get everything right they become regulars. Professional customer we salute you.

Mike Egan mike@monsoonpoon.co.nz

proudly bought to you by Starline president’s report

THE THYMES AUGUST 2015

05

... don’t forget to support the businesses that support you & the Restaurant Association STRATEGIC PARTNERS...

MEMBERSHIP

BENEFITS HELPME! Legal enquiries

Redundancy and restructuring

Immigration advice Policies and procedures

Holiday pay questions

Liquor licensing questions

Leasing and contracts queries

Handbooks

Don’t suck lemons, talk to us!

KEY PARTNERS...

• • • • • • •

24/7 Helpdesk Legal advice Employment Law Lease Agreements and Contracts Liquor licensing Templates and Guidelines Confidential support and advice

Offering expert business guidance and the tools and resources to help your business are some of the many ways the Restaurant Association supports our members.

If you haven’t used these services before please feel free to call up on 0800 737 827 for a chat.

ASSOCIATE+ PARTNERS...

THE THYMES AUGUST 2015

06

EMPLOYMENT MATTERS

We check out some of the latest employment news and updates, including a redundancy refresher, tips on getting the culture fit right and who we can assist with your staffing issues...

REDUNDANCY REFRESHER We have seen an increase in questions regarding redundancies and thought it might be timely to remind everyone of the basics.

BY JODI SHARMAN, SENIOR ASSOCIATE, HESKETH HENRY Redundancy Defined In the Restaurant Association employment agreements, redundancy is defined as a situation where an employee’s employment is terminated because the employee’s position is no longer required by the employer.

A redundancy is about a position and not a person. It is the work that makes up an employee’s role and the particular set of functions or tasks that the employee must perform.

There are two aspects to a redundancy; its genuineness, and the way it is carried out. The test is whether the employer’s actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances at the time.

Reason for Redundancy Common proposals that may result in a redundancy include: • The work is no longer required • Contracting the work out • Merging two or more positions • Splitting one position into two or more positions • Reducing the number of the same positions • Selling or closing the business However, an employer cannot just assert that a redundancy was a genuine business decision – the employer must present evidence to justify that decision. An employer will need to be able to justify its overall business reasoning for the redundancy, why it decided on the particular redundancy or redundancies and why any alternatives were rejected.

Process to Follow Proposal: The process must start with a proposal to restructure and not a decision. No decision should be made at any level; whether management, directors or owners.

Consultation: Provide all potentially affected employees with detail of the proposal and all relevant information.

Advise the employees that they may seek legal advice, representation, assistance or support. Allow each employee the opportunity to provide feedback and present alternative employment matters

proposals or suggestions. Consultation should not be constrained by predetermined time frames.

Selection Criteria: Where a redundancy proposal affects some of a number of identical positions an employer will need to consider how it will select those employees to be made redundant. The limits on selection criteria are only those that are unlawful, like a breach of the Human Rights Act, some other legislation or the employment agreement. Selection criteria can be as complex as a skills and experience matrix or as simple as ‘last on first off’.

Employees are to be consulted with about the proposed selection criteria before any decision on it is made.

Decision: Take time to genuinely consider the proposal and all feedback received. Decide what action should be taken; that is, whether the proposal goes ahead as is, or with amendments, or not at all. A significantly modified proposal will require further consultation. Notify the affected employees of the decision.

Alternatives: Alternatives to termination should be considered before notice of termination is given. Vacant or new positions, whether created by the restructure or not, should be offered to an employee, to avoid termination, if the employee has the skills and experience for the role (even if it is a lesser role) or could be trained or up-skilled for the role.

Termination: Once a decision has been made that results in a position being redundant an employer should consult about how the redundancy will be implemented.

An employer may consult on timing, notice, redundancy compensation (if any) and how the decision will be communicated to others.

These are the basics. If you require further or specific advice, please contact the Restaurant Association or Hesketh Henry. We are here to help.

ABOUT THE AUTHOR

Jodi’s principal area of practice is employment law and she has experience in working with employees, employers and unions on a range of employment law issues and litigation matters.

E: jodi.sharman@heskethhenry.co.nz T: + 64 9 375 7637

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HIRING TIPS:

GETTING THE CULTURE FIT Culture fit in a hospitality business is essential; when you have the right team together, service can be seamless and targets are reached. However, when hiring a new person for your business, how do you really know whether they will fit into your current team or not? BY SABRA MOORE

H

ere are some tips to help you to scope out whether someone is right for you and your business or not.

1

Get onto a social media platform that you think potential employees will follow

Many businesses set up Twitter, Facebook, Instagram and Snapchat accounts for their teams and these can be a successful way to help to drive positive team culture.

You could also use these mediums to set up a careers page as a tool to attract those people who you think would fit into your business. One thing to bear in mind is that if you are using social media as a means to attract prospective employees, ensure that your posts and messages on each of these platforms are consistent with the story you want to tell about your business. Think of it as a free marketing and soft recruitment tool, offering an opportunity to attract and engage new staff.

Don’t forget too that these days, just like you, as an employer may check potential employees’ Facebook accounts, so do they. Anyone who is looking at applying to work for you could be looking at your pages and this is the perfect way to get them hooked!

2

Use a culture fit mapping tool within your recruiting process

A good way to analyse culture fit is to make a list of all the best skills, experience, behaviours and values that your favourite team members possess. Make yourself a quick checklist and when you meet someone you like, match their CV against your list. Consider the traits that are most important for your business; you may find a candidate with all the right skills and experience, but not the right culture for your team.

Get a Second Opinion: use your best staff as part of your hiring process. Get them to spend 10 minutes with a potential new team member and let them get a feel for that person’s personality and motivations. Often the applicant will feel more relaxed with a team member instead of an owner or manager and your team will be able to tell you their gut feel on the person.

3

Get Specific!

When interviewing an applicant, ask them for some specific examples of traits that match your unique work culture.

For example, quite a common interview question is “are you a team player?” But take this question a step further.

Why not ask them to name a specific situation in which they were able to put their employer’s interests ahead of their own. This will allow you to cut through the typical job interview “sales tactics” by making the candidate think and then provide an example. Another good thing to ask to probe a candidate’s personality is what they learned from some of their difficult situations in their last role and what they would do differently next time. Again, ask for examples.

Human Resources reps often conduct culture fit interviews in larger organisations, but in small companies this responsibility will typically fall on the owner or manager. Some helpful examples of specific culture fit questions to consider adding to your interviews are: • • • •

“Describe your ideal work environment.”

“Explain a work environment or culture in which you would NOT be happy.”

“Describe the behaviour and characteristics of the best boss you’ve ever had.”

“Tell me about your preferred work style - e.g. alone or on a team, with close supervision or allowed to work independently, fast-paced or slower paced.”

For any questions or concerns on culture fit or putting together the right team, contact the Restaurant Association Help Line on 0800 737 827.

NEED HELP? Call us on 0800 737 827

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HELPING YOU TO FIND

THE RIGHT STAFF Do you need work-ready staff who are keen to learn? Do you struggle finding them? A ProStart recruit could be for you! The Restaurant Association’s ProStart programme introduces our students to the basics of hospitality. They graduate with a great attitude, basic skills and a desire for a career in hospitality...

T

he Restaurant Association is committed to assisting our member employers who are challenged to find people with the right skill set to enter our industry. Over the past year we have been finalising a partnership with the Ministry of Social Development to start a new programme which will work with people to get them started in a professional career in hospitality. We are excited to announce the four week programme - ProStart - is now underway.

It is widely recognised in the industry that there is currently a skill shortage of key hospitality staff - for both kitchen and front of house. As an example, a recent survey of this sector showed that 66% had advertised for a manager role over the last year, with 90% of those indicating an unacceptable degree of difficulty in filling these positions.

Through ProStart we are working on a long term solution - first addressing the need to introduce more staff into the industry. We will be training and working with beneficiaries over four weeks to ready them for work (or get them back into work) in hospitality, with an overall goal of employment upon completion. The training provided by the Restaurant Association will be employer driven and has been created in consultation with the hospitality industry and it’s needs. Trainee participants will gain valuable insight into a career in the hospitality industry and gain key skills for entering employment and further education in our industry. We designed this course to reflect the key skill set required for job seekers in our industry – it is practical and hands on learning.

Our learners will graduate the programme having learned and experienced a variety of roles in the food and beverage and kitchen sectors. However our main focus of the programme is to graduate students who have the right attitude about working and the drive to learn, as well as basic hospitality skills.

Upon completion we will be actively helping to recruit the graduates into employment but our programme will continue in the form of pastoral care and mentorship in the first 6 months of their employment.

WHAT DO THEY GET?

WHAT WILL WE PROVIDE?

Are you interested in talking with a ProStart graduate?

An introduction to:

Targeted services:

• Hospitality • Customer service • Food safety training • Barista training • Food preparation • Beverage service

• • • • • •

There are two ways you can become a supporter of ProStart:

A recruitment service Matched candidates Work ready graduates Ongoing support Frequent contact Mentoring

• •

Accommodate one or some of our ProStart students with a volunteer work experience week Consider our ProStart graduates for any entry level employment opportunities that you may have

Call us today on 0800 737 827 or contact Ian McLaughlan to discuss, email ian@restaurantnz.co.nz.

NEED HELP? Call us on 0800 737 827

THE THYMES AUGUST 2015

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TOP 10 TIPS FOR DEALING WITH MISCONDUCT If you are an employer, it is almost certain that you will have to deal with an instance of employee serious misconduct at some point. Serious misconduct includes actions like theft, drug use and assault. The situation may seem clear-cut, for example, when you have video footage of what appears to be employee theft, but it is important to resist the urge to “rush ahead” and form conclusions before investigating fully.

BY VANESSA BAINBRIDGE, HELPLINE ADVISOR

F

ailure to resist this urge can be extremely costly as employers often face harsh consequences due to procedural flaws, even where an employee clearly deserved to be the subject of formal disciplinary action.

Here are my top ten tips for dealing with serious misconduct in the workplace.

1 Make preliminary enquiries

It’s okay to make preliminary enquries. In fact, you should. Enquiries should be made as soon as possible after the alleged incident, on the same day if possible. An initial enquiry is not the same as a formal disciplinary meeting.

2 Diarise

You should diarise the steps taken, times, places and names of persons interviewed and so on. The more detailed your records are, the better. This is because if your employee brings a personal grievance, you, as the employer, will need to defend your investigative procedure.

the employee’s employment agreement 3 Review

This is a very important step. In particular, you should review any clauses in the agreement that relate to disciplinary procedures and termination. It is also important to review any house rules, internal policies and procedures that you have and you must be careful to follow these.

4 Consider suspension of the employee

You may want to consider the suspension of the employee but this can generally only be done if there is a suspension clause in the employee’s agreement. Fair process must be followed here also and the employee should be given the opportunity to comment on the proposed suspension.

employment matters

Suspension should almost always be on full pay.

5 Do not threaten with criminal prosecution

If you do this, you must be conscious of the privilege against self-incrimination. This privilege gives the employee the right to refuse to answer your questions if doing so would incriminate them.

6 Conduct interview/s

All interviews, including any interviews with the employee in question, should be recorded in some way. Having someone from the business sit in and take notes is a good idea.

the employee with all the relevant information 7 Provide

You should invite your employee to a disciplinary meeting via a letter which should detail:

CONTINUED ON NEXT PAGE

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FROM PREVIOUS PAGE, Rugby World Cup 2015..

• • • •

Time, date and venue Who will be present The allegations Breaches of policy and the employment agreement • The possible outcome of the meeting (disciplinary action up to and including dismissal) • The employee’s right to bring a support person or representative

In addition to the invitation letter, you should provide the employee with any evidence related to their alleged misconduct. For example, witness statements or records of the till takings. If you have video footage, then the employee should be given the opportunity to view the footage prior to the disciplinary meeting. Also, remember to give the employee at least 24 hours’ notice of the meeting.

the employee opportunity to respond 8 Allow

During the disciplinary meeting, it is important that you listen to the employee’s response to the allegations. Once the employee has had his/her say, you can challenge and test their version of events, but you must give him/her the chance to tell their story without interruption.

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9 Take time out to consider

It is essential that you take time to consider the employee’s explanations and feedback. Ideally, a meeting should be arranged for the following day for you to deliver your decision.

10Hold on to your records

After you have made and communicated your decision, make sure that you retain an organised and complete file. This is vital as you will need this should the employee choose to file a personal grievance against you.

These are my top ten tips but of course, there are many other important considerations when conducting an investigation and disciplinary process.

If you find yourself in a situation where disciplinary action is required, we recommend you contact the Restaurant Association Help line on 0800 737 827 for assistance. We can help at any stage.

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FEATURED PRODUCT

JOB DESCRIPTION

handbook The Restaurant Association have developed a Model Job Descriptions handbook which provides a valuable resource for creating position descriptions to help businesses hire the most qualified applicants.

Job descriptions are intended to help an employer determine whether a person is qualified to perform a job. This handbook provides 24 generic position descriptions, which can be customised to reflect the specific tasks and responsibilities of your employees. We have identified the attributes, experience and competencies that could be associated with the various positions.

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The Restaurant Association’s Model Job Descriptions handbook is available for just $12.27 (incl of GST & P&P) order online @ www.restaurantnz.co.nz or call 0800 737 827. employment matters

THE THYMES AUGUST 2015

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BUSINESS INSIGHTS...

For many businesses the financial end of year is upon us.

While this can be a busy and potentially stressful time of year, it is also a good time to reassess your business and make some changes to set yourself on the right path for the next financial year. In this section we identify five different areas of your business - finance, technology, customer service, business structure and that all important work / life balance.

Rather than initialising a complete overhaul of your business these articles offer practical tips on achieving some new goals.

CROWD FUNDING:

WHAT IS IT? CAN YOU USE IT? Crowdfunding is a new method of raising funds for a project, and it’s gaining huge momentum worldwide. Crowdfunding operates by many people (the crowd) tipping in small amounts of money to support a project. This project could be anything - including raising funds to open a new food or beverage venture... BY MARISA BIDOIS

E

quity crowdfunding is a branch of crowdfunding which has been operating in New Zealand now for the past 12 months and globally for a lot longer. Equity crowdfunding promises to improve access to finance for growing businesses, and to provide everyday investors with the chance to back some of New Zealand’s most exciting businesses.

Crowdfunding can be split into 3 types – social crowdfunding, debt crowdfunding, and equity crowdfunding.

1

Social crowdfunding, such as platforms like Kickstarter and Pledge Me, raises funds for a wide range of projects, where financial supporters receive rewards or simply make donations.

Debt crowdfunding (also known as “peer to peer lending”) raises funds for a business or individual, where investors (who loan their money) receive interest on their loans.

Equity crowdfunding raises funds for a business, where investors receive shares in that business.

Equity crowdfunding and debt crowdfunding have been restricted in many countries due to heavy regulation of the financial sector. But a law change last year in April was designed to promote these forms of crowdfunding in New Zealand.

2

3

Licensed equity crowdfunding platforms will enable everyday investors to buy shares (i.e. equity) in early stage businesses through a web portal. Investments in early stage and growth companies such as these have generally been restricted to “high net worth” and “institutional” investors.

But legislation allows everyday investors to back a Kiwi business.

Risks and returns The returns for social crowdfunding donors can be as intangible as feeling good about helping, or as tangible as receiving a product. But social crowdfunding is a model that works on trust and transparency. Platforms may do basic checking of fundraisers and recipients but fraudulent fundraising can still happen. However, the openness and social media involvement of crowdfunding can also mean fraud is spotted early by potential donors.

The major risk for donors is they don’t receive the reward they were promised, or they’re disappointed when a target isn’t reached or project completed. The crowdfunding platforms take no responsibility for how funds are used or whether rewards are delivered.

If you donate through a platform that uses an all or nothing arrangement, your money is usually safe. Either the donors aren’t charged unless the target is reached, or the platform holds the funds and returns them. But platforms which hand over anything that’s raised provide no such safety. Some allow the fundraiser to withdraw funds as soon as donations are made.

Over the past eight months the talented duo behind the successful food truck The Lucky Taco, Sarah and Otis Frizzell, have been working behind the scenes on a Kickstarter campaign in a bid to raise $100,000 for their latest venture.

CONTINUED ON FOLLOWING PAGE

Businesses, both established and start-ups, have told us they have a clear pain point in the funding process today – across the board, members are saying it takes too long, is too complicated and is too resource-intensive. Equity crowdfunding will change the game.

NEED HELP? Call us on 0800 737 827

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FROM PREVIOUS PAGE, Crowd-funding

“We’re offering our backers the chance to be the first in the world to get their hands on one of our tasty taco kits, to tell us what they think, and to be part of the journey.” says Sarah Frizzell.

They are not asking for money for nothing as their intent is to create ambassadors for the brand. People can pledge as little as $5 and receive a DIY mini Lucky Taco Truck and a personal thank you email. If you front up with $5,000 you get the full Lucky Taco Experience at your home. Plus there are plenty of great rewards in between to suit any budget.

Lucky Taco have invested a lot of time in to social media and it has certainly paid off from them in the lead up to the campaign. They raised $33,000 in the first five days of their project being live on Kickstarter.

Equity crowdfunding allows everyday investors to back a private business and own shares in it. As well as feeling good about supporting a business, the investor could even receive a return on their investment.

But companies raising money through equity crowdfunding don’t have to provide detailed investment or financial statements (as they would with a regular public share offer). Nor do they have ongoing reporting requirements. The potential investor has to make do with the information provided on the platforms, and do their own checking.

The key risk is that the company doesn’t perform and is unable to deliver the expected returns. As crowdfunding is popular with start-up businesses, this risk can be significant. And even if the business does survive and thrive it could be years before it can pay dividends.

Debt crowdfunding (also known as “peer to peer lending”) has worked well for the overseas group Chilango. Eric Partaker, co-founder of UK restaurant chain Chilango, recently spoke about their “Burrito Bond” offer listing on Crowdcube in Chicago at the National Restaurant Association Show. Chilango was the first ever “minibond” offer on the crowdfunding platform, paving the way for other companies to leverage the internet with debt crowdfunding.

The offer was originally seeking to raise £1 million but as of today the bonds are “overfunding” and over 800 investors have contributed to raising £2 million. The funds raised will be used to expand their franchise across the London market. Today they have 7 existing restaurants that serve high quality Mexican style cuisine including tacos, salads and, of course – burritos. “Burrito bond” investors will receive a range of perks. All will receive a couple of free burritos, but for those investing £10,000 or more, a Chilango Black Card will secure them free food at the restaurants for four years.

Is this the new way to fund an expansion in your business? If you’d like to discuss these options further call us on 0800 737 827.

www.restaurantnz.co.nz

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KITCHEN SYSTEMS ORGANISATION IS KEY TO CONSISTENCY

There is always a challenge in maintaining consistency in the kitchen, no matter the day, the staff or how busy the shift. However, ensuring quality and consistency is essential to the success of a restaurant or cafe and having some solid systems in place will help. Here are some tips to get you started.

Train and trust others Training staff is an ongoing process and starts from day one – your staff need to know your expectations clearly from the get-go. Often owners feel like they are invading a chefs territory when they approach certain subjects however, you can’t be in your business 24/7 so you need to set clear, concise expectations and boundaries for your team. Set weekly, practical time slots for a catch up – question things that you are not clear on and set realistic guidelines for the chef to adhere too.

Put systems in place You may not need to introduce all of these, but the tools listed below can really help improve communication and transparency in your business.

•

•

Wastage Book This can be left in the kitchen and filled out when anything needs to be thrown out. Whether it is a bunch of herbs that has wilted and browned, or some meat or fish that is unusable as it has gone past its best use date, these can be recorded in the book by weight and date and then tracked weekly. This can then be shown to your head chef and staff to make them better understand how this affects overall food costs. Some chefs go through the rubbish bins at the end of each shift and pull out anything of value to write in the book – this really makes junior kitchen staff realise the cost of some of their actions to the business!

Breakages Book This is a great way to be able to see what is breaking, when. Often kept by the KP’s station, this book is a fantastic tool to help understand if there are any patterns to the breakages. It may identify what reminders need to be given to staff about the handling or washing of certain equipment, glassware or fragile items.

A great idea is to include the staff in putting these books together, or make someone specifically responsible for one of the books – so they monitor it and report back to you each week.

•

Set Recipes with pictures & portions A set recipe book is an essential tool in ensuring consistency in the kitchen. This can be achieved easily by finding a clear file folder, placing a copy of the recipe and next to it, a picture of how YOU want the dish to be served. It can be a great idea to put in the portion sizes for every dish as well so that your team know the exact yield of a recipe.

•

Teach KPs ‘FIFO’ It may be a small thing that most experienced operators take as a given, but a new KP must always be taught that what goes into the fridge first, must be used first! FIRST IN, FIRST OUT! CONTINUED ON FOLLOWING PAGE

business insights

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FROM PREVIOUS PAGE, Kitchen Systems

•

Put a timetable or schedule of expectations in every section This can give staff a time frame to work with. It is handy to have one in each section, laminated so that a white board marker can be used to write on any notes - like things to order, prep for tomorrow, or to hand over for the next chef on duty. For example:

Position: Café Chef (2nd Chef) Day shift 8am-4pm

TIME

TASK

NOTES

8.10 - 8.40AM

Muffin mix, Friand mix, Scones. Make mixtures and bake.

Use timer and recipe cards.

Ran out of dates need to order.

8.40 - 9.20AM

Pies – x5 flavours – see recipe cards.

9.20 - 9.40AM

Prepare and serve 5 x salads – see recipe cards

9.40 - ...

•

Start...

Day/Night Handover Book This can be really handy for businesses that extend their trading hours over summer - for example to open both during the day and in the evenings.

This is a book that is used to improve communication between the day and night staff and is where essential communications can be written down. It is also really helpful for the owners to check on anything that has gone wrong during service so it can be discussed and followed up on later.

•

Service Report / Battle Report These are pre-made forms that report on how many covers there were over a shift / day and anything that could have an effect that day – for example weather, graduation, Mother’s Day, school holidays etc. Any large groups can be recorded and how many staff were on. This can be a good way to track things year on year and can help with rostering. It also gives staff ownership of a shift and something to report back on in weekly staff meetings.

Consistency in the kitchen is really all about good communication between yourself and your staff and putting good systems in place so that everyone is clear on what they are supposed to be doing and when.

If you have any questions with regards to putting some kitchen systems in place, please don’t hesitate to contact the Restaurant Association on 0800 737 827. business insights

CHANGES AHEAD

FOR COOKERY

APPRENTICESHIPS Following industry meetings held recently, ServiceIQ have finalised changes to the Cookery Apprenticeship which are due for implementation in early 2016.

Key changes to the programme that have been decided are: • that a mid and end of apprenticeship assessment of commercial competence (CCA) will be implemented, and that • there is to be a choice of two assessment models; the roving assessor model will continue, and a workplace assessor option available for those workplaces who would like to be more closely involved in managing the progression and competence gains of their apprentices.

Next Steps: ServiceIQ are now developing the Commercial Competence Assessment (CCA) tools. They are working with the Restaurant Association in the establishment of these tools to enable commercial competence assessment for industry; the goal is to see the Restaurant Association conduct this activity nationwide.

During the transition period that will see the CCA established, ServiceIQ will increase its team to enable a continuation of supported workplace assessment for cookery apprenticeships which will be conducted directly by the ITO. Transition for current apprentices: Those currently doing the National Certificate in Cookery Apprenticeship programme, who have passed the midpoint of their apprenticeship, and graduating in 2016, will also be required to complete the final commercial competence assessment in order to graduate as a “commercially competent apprenticeship graduate”.

There will be a requirement for all apprentices enrolled into the New Zealand Certificate in Cookery Apprenticeship (when it becomes available) to complete the CCA requirements at both midpoint and the end of their apprenticeships. The detail of the CCA requirements for workplaces will be made available to industry, over the next few months, prior to its 2016 launch.

Should you wish to train up workplace assessors in preparation for 2016, then this training is available from ServiceIQ, free of charge. Or, if you have any questions, please email them to cookeryapprenticeships@ serviceiq.org.nz.

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HOW INSTAGRAM IS TRANSFORMING PROFESSIONAL COOKING Dining has reached its Instagram era, when a camera is as central to the experience as a fork and anyone with a decent eye is making magazine-quality photos of food. People have always loved eating, and photographers have long recognized the inherent beauty of food. But smartphones with pin-sharp lenses and apps that make editing as easy as swiping and tapping turn anyone into a food photographer.

T

here are more than 178 million photos tagged #food on Instagram and 56 million tagged #foodporn.

People are obsessed with photographing what they eat, something professional chefs are catering to—and learning from.

“It’s all about exposure,” says Dominique Crenn of Atelier Crenn in San Francisco. Crenn, is the first woman in the US to earn two Michelin stars. “Instagram came to give a voice to chefs and to the food they serve.”

Chefs are embracing this in a big way. A shot of a new dish posted to their own accounts, or a diner’s, can cause reservations to spike. Stunning dishes, daring ingredients and thoughtful presentations add to the experience, and encourage people to post post post photos on their social media accounts.

Of course, chefs don’t set out to create viral dishes, and others abhor the very idea of it. More than a few chefs ban cameras from their dining rooms, as French chef Alexandre Gauthier did last year at La Grenouillère. But many others are well aware of the power of social media, and embrace it. “I’ll be honest. If I have a better looking dish, I give that one to the people taking photos,” says Benedict Reade, the former chef at Nordic Food Lab in Copenhagen who recently opened a pop-up restaurant in Scotland.

Instagram and social media are word-of-mouth marketing for the digital era, and can help build a chef’s rep and clientele—as long as the photos don’t suck. “It affects me when I see a bad review,” says chef Ned Bell of the Four Seasons Hotel in Vancouver. “But it affects me more when someone takes a bad photo of my food. I worry about what my food looks like on the social media world.”

AUTHOR: Miguel Andrade, source: www.wired.com

The intense focus on getting it just right goes beyond plating to the entire experience, from the menu to the décor. People photograph everything, and post it all.

“Chefs worry about this stuff,” says chef Eric Werner of Hartwood in Tulum, Mexico, and designers are putting “more emphasis on less cooking areas and more plating spaces.”

But Crenn says there is “a thin line between annoying diners and exposure.” Many chefs loathe patrons who approach their meal as if it were a photo shoot and try to meticulously stage a scene, often to the detriment of the food—and occasionally other patrons. It’s not uncommon to see patrons futzing with a camera or trying to frame a shot as their dish goes cold. “What really annoys me is when people Instagram live,” Reade says. “When I’m serving someone’s food and put a beautiful hot plate on the table but they are so concerned to post and food gets cold because they are trying to find the perfect caption before they eat the fucking food. Do you know how much I sweated to make the food the right temperature for you?

Are you here to show off to your friends?”

CONTINUED ON FOLLOWING PAGE

business insights

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FROM PREVIOUS PAGE, How Instagram is transforming cooking

Besides being a marketing resource, Instagram is a helpful research tool. Many chefs have accounts, of course — Crenn has more than 12,000 followers, celebrity chef Bobby Flay has 10 times that many, while Jamie Oliver has some 2.8 million.

They watch each other, drawing inspiration and ideas.

“Instagram makes trends. Everybody draws a line of sauce in the same way. Because one chef sees it, another sees it,” says chef Anthony Walsh of Olivier & Bonacini.

“Before you had to go to a restaurant to see and taste a dish. Now you can see dishes, how they make it.”

Chef Jair Tellez from MeroToro in Mexico City readily admits to doing this himself. “I like to check from time to time,” he says.

“What is Rene Redzepi doing at Noma or Inaki Aizpitarte from Le Chateaubriand? If I like the color scheme, technique, plate or combination of ingredients, I can duplicate it in my own kitchen. It’s about sharing ideas. Before there were cookbooks, now it’s more accessible.”

Of course, there’s a risk diners—and perhaps chefs—will favour big, beautiful dishes that may be, if not boring, then mundane. “People put so much emphasis on the way a plate looks,” Reade says.

“The most delicious things don’t look that good.” It’s a valid point. A good mushroom soup is a wonderful thing, but not terribly attractive. As in all things, balance is key.

The best chefs realize the food comes first, but it isn’t lost on them that appearance is, to many diners, as important as flavor.

“Chefs are artists. We try and build the plate to make it look beautiful,” Bell says.

“Do I think about the camera when I create a dish?

No. But if it looks good, I’ll even take a photo.”

SALT WARNINGS

ON MENUS & A ‘FAT TAX’

Debate raged recently when it was recently suggested in New Zealand that about 2400 lives a year could be saved by putting a 20 per cent tax on our saltiest, fattiest foods and by cutting the price of fruit and vegetables with a 20 per cent subsidy.

T

he system of penalties and rewards would swing purchasing towards healthier options, gradually leading to a healthier population, so say researchers from the universities of Auckland, Otago and Oxford, who estimated the likely effects on New Zealand death rates.

However the practicalities of implementing such a system are complex and some would say thankfully not yet taken a step towards reality.

Spare a thought then for New York which could become the first US city to label high-sodium menu items in chain restaurants after new health regulations were proposed recently.

The New York City health department has proposed that restaurants with 15 or more locations use small salt shaker notations to mark any meal with more than 2,300mg of sodium – about one teaspoon of salt. The recommended intake of dietary sodium is 2,300mg a day, yet just one in 10 Americans abide by this guideline, according to the Associated Press. Instead, average sodium consumption is about 3,400mg of sodium a day.

And if all goes according to plan, the saltshakers could appear on menus as early as December.

However this is taking things a step too far, according to those in the restaurant industry in the USA. High-sodium warnings might be fine for packaged food, but not for restaurants.

“Federal law already mandates that restaurants provide sodium level information to consumers upon request and this proposal would only add to the mountain of red tape these establishments have to deal with,” Melissa Fleischut, President and CEO of the NYS Restaurant Association, said in a statement.

“With separate labelling laws currently in the legislative houses and on the books at the state, federal and local levels, the composition of menus may soon have more warning labels than food products.”

Just as with calorie counts, being able to identify high-sodium items would help consumers make healthier choices, New York City officials argue. They expect these type of warnings would be added to about 10% of menu items.

business matters

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SUPPLYING FOOD WASTE

FOR PIG FEEDING? tips on being compliant

If your business supplies food waste that contains meat or has been in contact with meat, for feeding pigs, then you have responsibilities under the Biosecurity (Meat and Food Waste for Pigs) Regulations 2005.

Y

ou need to ensure that food waste that may contain or may have come into contact with meat has been heated to 100 degrees Celsius for one hour before being fed to pigs. You can either do this yourself or ensure that the collector does this before it is fed to pigs.

Introducing MPI’s Food Waste Supply and Collection Undertaking One very easy way of ensuring your compliance with the regulations is to complete a simple, one-page Food Waste Supply and Collection Undertaking form that is available on the Ministry for Primary Industries (MPI) website at tinyurl.com/qxfoy4g, or contact the Restaurant Association on info@ restaurantnz.co.nz and we can send you a copy.

Even if you supply meat-free waste for collection, MPI still recommends completing this form and posting/emailing a completed copy to the address provided.

Although the undertaking isn’t a regulatory requirement, it’s a good idea to have documented evidence of your compliance with the regulations when MPI verifies your business and it doesn’t take more than a couple of minutes to complete.

Supplying non-compliant food waste could hurt your pocket Supplying food waste that doesn’t comply with the

regulations is an offence that can land you a fine of up to $5,000, while corporations can be fined up to $15,000.

Why the rules are so important These rules are in place to prevent the spread of diseases like foot-and-mouth disease, which New Zealand has never had.

And we’re working hard to keep it that way.

More information about the regulations can be found at: www.biosecurity.govt.nz/foodwaste. For any additional information regarding these regulations please email MPI at foodwaste@mpi.govt.nz.

business insights

THE THYMES AUGUST 2015

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MUSIC WORKING WITH

CLASSIC KIWI HOSPITALITY

Fort Street Union Rooftop Pizza Bar was born out of a space that used to be a dingy and unloved backpackers bar in downtown Auckland. By peeling back the layers and revealing the heritage rated “bones” of the building, Andrew Roborgh and partners ‘Cook Brother Bars’ were able to create a venue with a very unique vibe.

B

y putting in the hard work to create a contemporary and cool (yet non-pretentious and welcoming) space, the team was able to create a restaurant and bar that appeals to a wide range of customers. Corporate clients enjoy pub lunches and afternoon drinks in the rooftop garden bar, backpackers meet up for pool competitions and pizza, and Fort Street Union locals drop by for a late night meal, a few beers and some good times. The concept really caters for all types and all occasions.

To get the business really humming, they’ve created a variety of spaces with different vibes to cater to the tastes of this quite eclectic clientele. The rooftop bar is all about easy-going and non-pretentious good times.

Fast, efficient and friendly, the atmosphere is relaxed and welcoming. Music on the rooftop bar is tailored to create this atmosphere and helps the team make the most of this unique space.

Changing the music-mix works well to attract customers at different times of the day and week, with customers becoming familiar with the performers they really enjoy.

The DJs are experts in creating the right mood and atmosphere for the areas they are performing in, and know how to set the right tone to keep the atmosphere fun and upbeat. They do their best to accommodate the many requests that come in each night, without changing the mood and tone too much.

DJs are a big draw card for Fort Street union customers, with resident and guest DJs performing Tuesday through Saturday each week. Live music adds to the mix on the rooftop bar after work on Thursday evenings.

Fort Street Union sees music as a big part of how they deliver a service that really works for their customers and recognise it’s vital to keep their business consistently busy. They hold a OneMusic licence to support the creators of music. They know how to make music work hard for their business and they support the many artists and songwriters who each play a small part in helping them create great hospitality.

To learn more about OneMusic and the Hospitality Licence for restaurants, bars, pubs, clubs and cafes, please visit www.onemusicnz.com or call the licensing team on 0800 800 663.

NEED HELP? Call us on 0800 737 827

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EVENTS

PROGRAMME PHOTO: 2015 Rotorua Hospitality Awards

THE RESTAURANT ASSOCIATION OF NZ INVITES YOU TO THE 2015

HOSPITALITY SUMMIT > AUCKLAND MUSEUM

13 & 14 September, 2015 <

Join us for two days packed full of inspiration and advice from some of our finest hospitality leaders, featuring international guest speaker Larry Nadeau, from renowned Napa Valley restaurant, The French Laundry!

>DAY 1

Sunday, 13 September

9.00am

Registration (tea, coffee on arrival) & Welcome

Marisa Bidois, Chief Executive, Restaurant Association

9.25am

BUSINESS INSIGHTS presented by American Express

Alison Solomon, American Express

9.35am

OPERATIONAL EXCELLENCE - The People Puzzle (Part 1)

Larry Nadeau, International Keynote Speaker

10.30am

Morning break and refreshments

10.45am

E.R. - EMPLOYMENT RESCUE

Vanessa Bainbridge, ER Advisor, Restaurant Association

11.15am

INSPIRE ME - panel discussion Trends, Themes, Today’s Dining

Kerry Tyack (Moderator) Larry Nadeau, Sarah Nicholson (Cuisine Magazine), Steve Logan (Logan Brown & Grill Meats Beer)

12.15pm

Lunch

1.15pm

PRINCIPLES OF GASTRONOMY presented by OneMusic

Dr Tracy Benone (AUT), Charles Spence (Oxford University)

2.00pm

STAFF RETENTION AND RECRUITMENT STRATEGIES - panel discussion

Margaret Main (Moderator) Andrew Baker (The Hip Group), Jodie Cameron (Barworks), Sean Burns (Milk & Honey)

3.00pm

Closing Remarks

Marisa Bidois

6.00pm

Why not also join us this evening for the FEAST BY FAMOUS CHEFS dinner?

Feast will also be held at the Auckland Museum, Sunday 13th September (ticket price seperate)

>DAY 2

Monday, 14 September

9.45am

Registration (tea, coffee on arrival) & Welcome

Marisa Bidois, Chief Executive, Restaurant Association

10.05am

OPERATIONAL EXCELLENCE - The People Puzzle (Part 2)

Larry Nadeau, International Keynote Speaker

11.05am

EVOLVE OR DIE - panel discussion

Don Fletcher (Moderator) Larry Nadeau, Daniel Wilson (Huxtable & Huxtaburger), Tony Stewart (Clooney)

11.45am

In The Hood tour briefing / Closing Remarks

Marisa Bidois

1.00pm

SELF GUIDED TOURS - In The Hood Tour successful establishments and businesses in the Central City and Ponsonby.

The tours will include butchery tutorials, tastings of signature dishes and behind the scenes operational tours.

> SUMMIT TICKET PRICE: Restaurant Association members 1 Day - $100 OR 2 Days - $170 Non Members 1 Day - $170 OR 2 Days - $340 PRINCIPAL SPONSOR

ASSOCIATE SPONSORS

AN ARTHUR J. GALLAGHER COMPANY

TICKETS AVAILABLE NOW!

Contact the Restaurant Association on 0800 737 827 or go to www.restaurantnz.co.nz

WHO SHOULD WIN? THREE PRESTIGIOUS AWARDS UP FOR GRABS

Nominations are being called right now for the Restaurant Association’s three annual awards, which will be presented this year at Feast by famous chefs (13 September). If you know of a worthy recipient - a person or a company - make your nomination count by contacting the Restaurant Association today.

Just three awards each year are bestowed...

Hall of Fame Award

A

n award for our icons of industry. Just 22 people have achieved the recognition of the hospitality industry’s Hall of Fame. The Award was established in 1992 to recognise individuals who have made a significant contribution and given exceptional service to the hospitality industry in the past and who continue to do so. Many of the icon of our industry have been awarded this prestigious recongition, including Otto Groen, Judith Tabron, Tony Adcock, Bob Sell, Simon Gault and Michael van de Elzen.

As well as the national recognition the Award bestows upon the recipient, he/she receives a unique greenstone sculpture as a permanent reminder of the industry’s gratitude. The carved sculpture is based on the Maori myth - “The Great Bird of Ruakapanga”.

Innovator Award

W

ho is two steps ahead of the game and leading the market? The Innovator Award is awarded to an individual or company who has shown outstanding innovation in the hospitality industry.

Contenders for this award need to be the best in their field, they must be on the cutting edge and have changed the way our industry looks at things. They must be innovative, have gained the respect from their fellow peers in the industry and be achieving to the highest level. The award may be awarded to an individual, or a company.

Good Neighbour Award SPONSORED BY

R

ewarding excellence in community spirit, in 2015 the Restaurant Association, together with founding

WINNER OF

THE 2014 HA

LL OF FAME

AWARD - MIC HA

EL TURNER

sponsor American Express, will recognise a Restaurant Association member who is involved in doing outstanding things in community service.

The Restaurant Association Good Neighbour Award honours those ‘paying it forward’ in their communities; those who are actively involved in projects or activities that are making a real difference to their neighbourhood.

Each year, one hospitality business will be awarded the Restaurant Association Good Neighbour Award and will receive $3,000 to support a charity or community project they are involved in.

This award promotes hospitality business’ roles as cornerstones of their communities, and it highlights their efforts. We want to celebrate the great things our members are doing!

Make your nomination today!

Nominations for these three awards can be made by contacting the Restaurant Association by email info@ restaurantnz.co.nz or phone 0800 737 827. Nominations close 15th August, 2015 and the winner will be announced at our prestigious event, Feast, on 13th September 2015.

NEED HELP? Call us on 0800 737 827

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Do your customers love what you do? Then you should enter the NZ Café of the Year 2016!

N

ew Zealand’s unique cafe culture is made up all types of cafés, and this year the competition has 4 categories to give everyone a chance to be judged and receive reward and recognition.

The categories are; • • • •

Best Metro/CBD Best Suburban Best Rural and Classic Kiwi

Shortlisting and judging is run by a panel of industry professionals headed by Kerry Tyack, and supported by the Restaurant Association of New Zealand.

Cafés lovers have a chance to vote for their favorite cafés to find ‘People Choice’ regional and national winners.

Votes help cafés make the shortlist and to the main round of judging, As well as the title of NZ Café of the Year 2016, the winner will receive a trip to Melbourne worth up to $10,000, a chance to be featured in Dish magazine, and the lease of a branded Renault Kangoo for a year.

For full competition and registration details, head to www.nzcafeoftheyear.co.nz

HOSPITALITY BUSINESSES

JOIN TOGETHER

FOR GOOD

The DineAid initiative, which runs over November and December each year sees diners offering an extra $2 when paying the bill at participating eateries and cafe businesses gathering coin donations.

A

ll of the money raised is then passed on to City Missions in Auckland, Wellington and Christchurch.

Over the last campaign (November / December 2014) over $75,000 was raised, making the total amount raised since DineAid began $555,000. The money was presented at a thank you event recently to Auckland City Mission, Wellington City Mission and Christchurch City Mission.

Representivies from these three organisations spoke of what a difference these donations will make to their efforts in helping those people that are in need.

See some of the photo’s from the event over the page.

If you would like to sign up now to be part of DineAid in 2015, go to www.dineaid.org. nz to sign up online, or contact Nicola on 027 220 1836 (nicola@dineaid.org.nz).

need help? call us on 0800 737 827

THE THYMES AUGUST 2015

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PHOTOS: ZUERTE CREATIVE

WHATâ&#x20AC;&#x2122;S ON august~september 01

02

04

AUGUST

Auckland Restaurant Month, various CBD venues

Dad & Daughter Date Night, various venues

Restaurant Association Bay of Plenty Branch MeetMe

04

www.biglittlecity.co.nz

www.restaurantnz.co.nz

www.restaurantnz.co.nz

Restaurant Association Nelson Branch MeetMe

Christchurch Chevrons Awards

Restaurant Association Auckland Branch MeetMe @ taste

Restaurant Association professional development, Alcohol Awareness, presented

by Mark Lyne, HPA

www.restaurantnz.co.nz

14

www.hospitalityawards.co.nz

www.restaurantnz.co.nz

www.restaurantnz.co.nz

- 30 Visa Wellington on a Plate, various venues

Registration closes for NZ Cafe of the Year (public voting starts 17 August)

www.beervana.co.nz

17

www.wellingtononaplate.co.nz

Restaurant Association professional development, Emerging Managers, presented by Krishna Botica

18

www.nzcafeoftheyear.co.nz

Bidvest Food Show, Timaru 19 - Christchurch

www.restaurantnz.co.nz

www.bidvest.co.nz

Restaurant Association professional development, Recruiting Right, presented by Geeling Ching & Alen Levis www.restaurantnz.co.nz

Asparagus season opens (main supplies now until December)

- 05 Food and Hotel Thailand, Bangkok

- 06 The Food Show, Wellington, Westpac Stadium, Wellington

www.foodhotelthailand.com

www.foodshow.co.nz

-14 Restaurant Association Hospitality Summit, Auckland Museum

Restaurant Association Feast by famous chefs, Auckland Museum

Whitianga Scallop Festival, Whitianga

www.restaurantnz.co.nz

www.restaurantnz.co.nz

www.scallopfestival.co.nz

End of Term three, schools

Port Chalmers Seafood Festival, Port Chalmers, Dunedin

09

-15 Beervana, craft beer festival, Westpac Stadium, Wellington

15

Whitebait season opens (except West Coast (opens 1 September))

01

SEPTEMBER

13

25

10

14

14

24

02

04

13

26

10

19

27

Daylight Savings begins

28

South Canterbury Anniversary Day (regional public holiday)

www.festival.portchalmers.com

events ~ international and national

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IMMIGRATION UPDATE...

FULLFILLING THE

LABOUR MARKET CHECK Over recent months the Restaurant Association has been involved in a forum which is seeking to address the tourism and hospitality industries labour and skill needs.

Government have challenged our sector to develop a medium to long term plan which focuses on increasing employment of New Zealanders.

W

ith this in mind, however, is the recognition that tourism and hospitality rely heavily on the employment of migrant workers and while the aim is to reduce our dependence on these workers, they will continue to be a part of our workforce to some extent.

For those employers looking to hire migrant workers it is important to note that immigration policy requires that the Labour Market Test is met. This means that • The employer has made a genuine attempt to attract and recruit suitable New Zealand citizens and residents • New Zealand citizens or residents are not available

How can you ensure you have demonstrated that you have made ‘genuine attempts’?

An employer is considered to have made genuine attempts if: •

•

•

Any specifications or requirements stipulated in a job description and/or ideal person specification are restricted to those specifications or requirements necessary to perform the work on offer The terms and conditions specified for the work on offer are not less than those of the New Zealand market, including payment at the New Zealand market rate The extent and nature of advertising or use of other appropriate means of recruitment is such that any suitable New Zealand workers would apply or be likely to apply for the position.

It is important that employers advertise not only locally but nationwide via key newspapers and job search websites such as TradeMe Jobs or Seek. The Restaurant Association also has a free online job vacancy portal for members to advertise their jobs.

Immigration New Zealand also encourages employers to list the job vacancy with Work and Income - something which can easily be done by accessing and submitting a form online. Larger employers could consider listing with a recruitment agency, particularly for your senior roles.

Things to consider when placing an ad…

Immigration instructions are not prescriptive about what constitutes a genuine attempt to find a New Zealand worker, however the following are listed as possible activities:

Adverts need to avoid exaggerating qualifications or language requirements and the type and length of work experience expected, unless the expertise is truly attributable to the position and you can justify it.

•

Ensure you are offering market rates. The Restaurant Association conducts an annual remuneration survey so we can help members to benchmark their wage rates against the national average and their region.

This survey can be provided as part of your supporting documentation and Immigration New Zealand also often checks with us to confirm these market rates.

• •

Listing the vacancy with Work and Income (this is compulsory for low skilled positions).

Advertising the vacancy in a national newspaper and/or website, in a way that New Zealanders would be likely to apply.

Contracting a recruitment company appropriate to the industry.

CONTINUED ON FOLLOWING PAGE

need help? call us on 0800 737 827

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FROM PREVIOUS PAGE , Fulfilling the labour market test

Unfavourable pay, hours of work and other conditions of employment which could be considered as deterring local applicants will raise a red flag.

Although we don’t always completely agree with the job descriptions that are outlined under the Australia New Zealand Standard Classification of Occupations (ANZSCO) website, Immigration New Zealand will use these to compare against the job role you are offering. Make yourself aware of the comparable ANZCO description for the role you are recruiting for to ensure that the two are similar in the roles and responsibilities that are outlined.

If there are applications for the role that you deem to be unsuitable for some reason, keep these as evidence of your search, and include detailed notes as to why the applicant does not meet your requirements.

Another important note (and one which many employers do struggle with) is that if you have a migrant worker who is already working in your business and they need to renew their visa, you must make genuine attempts to go back to the market and attract New Zealand workers. You cannot simply rely on having that migrant worker extend their visa.

Immigration New Zealand are looking at ways to streamline the labour market check and these will be developed over this year.

In the meantime, this year we have seen some temporary concessions to regions like Southern Lakes and Canterbury, who in particular are seen to be struggling to employ workers from New Zealand.

We will keep members informed if anything develops in this area, however, in the meantime members should be aware that Immigration New Zealand’s approach is strict in their expectations around the actions employers should be taking to recruit locally. This doesn’t mean you will not be able to hire migrant workers, but you will need to meet the criteria first of having tried to recruit New Zealand workers.

REMEMBER, If you need urgent employment help, don’t forget we are available for advice and assistance on 0800 737 827 or outside general office hours on 027 559 7777.

IMMIGRATION

ONLINE

Employers often support their employees in their endeavours to renew their work visas. Immigration New Zealand are keen to streamline the visa application process by encouraging the application to be completed online. In a move which may appeal to some employers, they have now made it possible for employers to lodge visa applications online on behalf of people working for you and people you have offered jobs to.

T

his means that employers can give applicants clerical help to fill out an online form, and they can submit the completed form on their behalf - but, by law, employers cannot provide immigration advice unless they become a licensed immigration adviser. To be clear, in practice, this means you can help someone to complete the online visa form, but you cannot provide advice about any immigration matter, such as: • • • •

What type of visa they should apply for How they should answer a question on the form How they should answer any follow-up questions from Immigration New Zealand What type of visa they may be eligible for at a later date

Although the names of case officers are not provided through the online account, you may be provided separately with an INZ contact. This contact may be useful as although third parties can submit applications online, they will not be able to track them. However, third parties can view confirmation that their application has been submitted (and the fee paid), and importantly, they will be notified of the decision.

create a RealMe login.

Conveniently, an individuals Immigration Online account shows a summary list of applications and PDF versions of application forms and supporting documents that you submit on behalf of others.

Later in 2015, eVisas (passport-free applications and label-less visas) are expected to become available for work visa applicants from visawaiver countries who are applying from outside New Zealand.

Employers should continue to use Immigration New Zealand’s VisaView service to check whether a non-New Zealander can work for them.

For more information, go to www.immigration.govt.nz (keyword search Immigration Online - Apply on behalf).

Those wanting to use this service need to visit the Immigration New Zealand website online application page and follow the prompts to

immigration matters

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32

QUEENSTOWN GETS A

NEW APPROACH TO

IMMIGRATION APPLICATIONS Clearer labour market process for employers A new labour market test process in Queenstown which replaces the temporary labour market test exemptions that were in place, will benefit employers trying to fill low-skilled vacancies in the region, according to the Government.

T

he changes, which came into effect from 1 July in the Queenstown Lakes District, mean that if the occupation that a business has a vacancy for is on the Queenstown Lakes District Occupation Exemption List, the business owner does not need to engage with Work and Income as it has already been established they are unable to supply candidates for those roles. Employers trying to fill positions that are highly skilled will also be able to bypass Work and Income engagement and can go straight to ‘advertising for the role’.

The Government’s priority is jobs for New Zealanders. However, where employers have made a ‘genuine attempt’ to recruit New Zealanders and have been unsuccessful, they want the process of recruiting temporary migrants to be as simple as possible.

It is worth noting that many hospitality roles do fall on the Exemption list (including Restaurant Supervisor, Wait Staff and Barista and many more), meaning that the process for employers supporting a visa application should be more streamlined so long as they are able to show they have been unsuccessful in their attempts to recruit for the role.

The Exemption list will however be reviewed every 3 months, so employers will need to keep referring back to it in case the role they are recruiting for is no longer on the list.

Employers supporting visa applications for lower skilled occupations (that are not on the exemption list) should engage with Work and Income before a visa application is made. Work and Income will search their database for suitable clients within two working days and refer candidates to the employer for consideration within five days.

immigration matters

These changes, which are unique to the Queenstown Lakes region are in recognition of the unique circumstances faced by Queenstown employers, particularly tourism operators, in a period of exceptionally strong growth. Queenstown employers face difficult circumstances where the supply of Kiwi workers is nowhere near the requirements needed to service the town.

Officials will also continue to monitor how immigration policies are working for Queenstown employers, in the context of wider work under way in the tourism sector to address labour and skills needs in the long term.

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SALE & SUPPLY OF ALCOHOL...

RUGBY WORLD CUP 2015

PLANNING SOMETHING

SPECIAL?

The 2015 Rugby World Cup is a mere six weeks away now and many licensees will have been considering whether they will hold special events to entice punters in over the game times.

T

he games will be played in Britain from 18 September - 1 November. As the hosting country is literally on the other side of the world, many of the games will be held outside of our national default trading hours. So it is likely that if you are holding an event to coincide with the games you will need to apply for a special licence. Now! There are 25 of the 48 scheduled games that take place wholly or partly outside of regular trading hours. The semifinals, the bronze final and the final all take place partly or completely outside the national default hours, as do two of New Zealand’s four pool matches.

It is unlikely that you will be able to apply for a special licence that covers the entire duration of the Rugby World Cup, so pick your dates carefully. It is likely that applications for up to eight events, depending on the locality of the premises and the likely effect on good order and amenity, are more likely to succeed.

Have you got an event?

If applying for a special licence, there must actually be an ‘event’ happening on the premises; not somewhere else in the world or somewhere else in the city, but actually on your premises. So in the case of the Rugby World Cup a special licence wouldn’t be granted just so people can watch the televised coverage on your premises. The first question that needs to be satisfied is, apart from the televised coverage what activities are being held on the premises that makes it an event rather than just business as usual?

The Council will be looking for such things as: • • • • • • •

At least 50% pre-sold tickets with a cover charge Special decorations Patrons dress up in costume Live music Quizzes Guest speaker Themed food

Proposed activities have to be sufficiently different from your business as usual so as to be considered a new event. In addition, alcohol consumption must be only an ancillary part of the events. The more activities there are the more it is likely to be an event and not just business as usual. It is up to you to spell out in your application exactly what the event is and to explain fully what activities will form that event. It should be noted that Auckland Council in particular has indicated that many applicants don’t give enough information.

Special licence conditions There may be specific restrictions and requirements, along with the usual conditions, that you can expect if you are successful in applying for a special licence. For example:

1

The premises will close no later than 90 minutes prior to kick-off to allow the licensee to clean and decorate the bar for the Rugby World Cup game. The premises may reopen half an hour prior to kick-off.

need help? call us on 0800 737 827

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FROM PREVIOUS PAGE, Rugby World Cup 2015..

2

The premises are not to be open to the general public. Entry is by ticket only and there are to be no door sales.

The sale of tickets is to cease 12 hours before kick-off.

Extra door staff will be on duty to screen ticket-holders for intoxication.

Price of ticket (minimum $10) will include a cooked breakfast or burgers and fish & chips or a non-alcoholic drink.

A one-way door policy will operate from the conclusion of half-time so anyone that leaves will not be allowed back in.

Maximum of two drinks per serve with no shots, jugs or bombs. Only beer, wines and spirits in normal glasses or bottles.

A noise management plan may be required if you have residential occupants within 200 metres.

3 4 5 6 7

8

When to Apply Special Licence applications must be made at least 20 working days before an event, however, we advise you to complete your application immediately if you haven’t already. Otherwise you may find yourself caught out of time if there are oppositions, objections or appeals.

There are two types of special licence: •

•

On-site special licence that allows the sale or supply of alcohol to be consumed at an event on premises, and Off-site special licence that allows the sale or supply of alcohol for consumption somewhere else, to people attending an event described in it.

The Government-set fees for applications are: Less than 100 people at each event: • 1 or 2 events $63.25 in total • 3 to 12 events $207 in total 100 to 400 People at each event • 1 to 3 events $207 in total • More than 3 events $575 in total • More than 400 people at each event $575 for each event.

KEEPING

RECORDS Every Licensee must keep a record of information for each manager (full managers, acting mangers, and temporary managers) on the premises. As there seems to often be some confusion as to what the records must include, we clarify for you here.

A

Licensing Inspector or the Police can ask to see the record of managers at any time, so it must be readily accessible if asked for. It is often suggested that you keep the record as a log book.

The following information must be recorded for each and every type of manager at your premises: Full Manager Records • Full name • Date of birth, and sex • Manager’s Certificate number and expiry date • Details of appointment/ cancellation/termination

~ Date of appointment at premises

~ Date of termination

~ Date of notification of

appointment to Council

~ Date of notification of

appointment to the Police Acting Manager Records (including those appointed to be in the role for less than 48 hours) • Full name • Date of birth, and sex • If one held, the Manager’s Certificate number and expiry date • Details of appointment and ending of acting role ~ Each date of appointment at premises ~ Date each acting appointment ended ~ Date of notification of appointment (if for more than 48 hours) to Council • Date of notification of

sale & supply of alcohol

•

appointment (if for more than 48 hours) to the Police Details of Manager being replaced by acting appointment ~ Full name ~ Reasons for manager’s absence

Temporary Manager Records • Full name • Date of birth, and sex • Date application made for Manager’s Certificate • Details of appointment/ cancellation/termination ~ Each date of appointment at premises ~ Date each temporary appointment ended ~ Date of notification of appointment (if for more than 48 hours) to Council ~ Date of notification of appointment (if for more than 48 hours) to the Police • Details of Manager being replaced by temporary appointment ~ Reason for appointment as Temporary Manager ~ If reason was because of the dismissal or resignation of another manager give that managers full name The record must be kept by you for at least two years (under sections 24-26 of the Sale and Supply of Alcohol Regulations 2013).

If members have any queries contact the Restaurant Association Help Line on 0800 737 827 to discuss.

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AUCKLAND BRANCH

BAY OF PLENTY BRANCH

PRESIDENT: Krishna Botica

PRESIDENT: Andrew Targett

UPCOMING EVENT Branch MeetMe 10TH AUGUST @ taste

UPCOMING EVENT Branch MeetMe 4TH AUGUST

WAIKATO BRANCH PRESIDENT: Adrian Hodgson

ROTORUA BRANCH PRESIDENT: Sharon Wallace

HAWKES BAY BRANCH PRESIDENT: Sean Burns

UPCOMING EVENT Branch MeetMe coming soon!

UPCOMING EVENT Branch MeetMe coming soon!

TARANAKI BRANCH PRESIDENT: Barbara Olsen-Henderson

MANAWATU BRANCH PRESIDENT: Sean Kereama

REGIONAL UPDATES NELSON BRANCH PRESIDENT: Harry Morris UPCOMING EVENT Branch MeetMe AUGUST

WELLINGTON BRANCH NATIONAL PRESIDENT: Mike Egan NATIONAL VICE PRESIDENT: Steve Logan

CANTERBURY BRANCH PRESIDENT: Sam Crofskey

UPCOMING EVENT 2nd annual Chevron Awards 9TH AUGUST UPCOMING EVENT Branch MeetMe

DUNEDIN BRANCH PRESIDENT: Olive Tabor VICE-PRESIDENT: Helen Wright

SOUTHERN LAKES BRANCH PRESIDENT: Grant Hattaway VICE-PRESIDENT: Cam Mitchell

WELCOME

new 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, restaurant, or hospitality business. We will help guide you through the regulatory minefield that exists in today’s business environment. You have joined 1850 of New Zealand’s most dynamic and profitable hospitality businesses.

Arabica Cafe, Hawera

Pita Pit/ Kiwi Yo, Invercargill

Bistronomy, Hastings

Ponsonby Social Club, Auckland

Cobb & Co, New Plymouth

Serengeti Restaurant, Auckland

Columbus Coffee Onehunga, Auckland

Social Kitchen, New Plymouth

Coppermoon Cafe and Restaurant, Amberley

Solace Cafe, Wellington

Crafters & Co, Wellington

Streetwise Coffee, Hastings

Crust Pizza, Auckland

Streetwise Coffee, New Plymouth

Domino’s Pizza Rolleston

Streetwise Coffee, Otaki North

Duke Carvell’s Pan-European Restaurant, Wellington

Streetwise Coffee, Otaki South

Eat Ashburton

Streetwise Coffee, Porirua

El Faro Spanish Restaurant & Tapas Bar, Auckland

Streetwise Coffee, Sanson

Erawann Thai Cuisine, Auckland

Streetwise Coffee, Shannon

GAINZ Eatery, Auckland

Streetwise Coffee, Tawa

Grace Bar, Hamilton

Streetwise, Feilding

Hotel Imperial, Auckland

Thai Terrace, Rolleston

Jagz of Styx Mill, Invercargill

The Corner Store, Auckland

Jam Organic Cafe, Auckland

The Lake House, Christchurch

Miss Moonshines, Auckland

The London, Queenstown

No 31 Restaurant & Bar, Hanmer Springs

Vanguard Street Cafe, Nelson

Oporto Mission Bay, Auckland

Wholly Bagels & Pizza, Lower Hutt

Pita Pit, Dunedin Central

Wholly Bagels & Pizza, The Terrace, Wellington

Pita Pit/ Kiwi Yo, Dunedin South

Wholly Bagels & Pizza, Thorndon, Wellington

Pita Pit, Henderson, Auckland

Wild on Waiheke, Waiheke Island

employment matters

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TALES FROM

taranaki

C

old, cold and more cold is the plate de jour in Taranaki at the moment. Nights have dropped away with most establishments, but days are still keeping us nice and busy down here at the beach. Interestingly, the other night, when we were deciding which of two favourite establishments to dine at, we chose the warmest of the two! You have to make your choices based on something and in winter warmth definitely comes into it.

Little Fed opened recently in the premises previously occupied by Caffe Blues and Café Kai in Westown. We went there to check it out, thinking it had opened the week before, but were there within it’s first hour of opening - which explained the nervous excitement of the staff and the smell of nice fresh paint. Jeremy Burton has done a marvellous job – helped no doubt by his very handy carpenter father, Paul. It looks wonderful, with a similar vibe to their other store – Federal Store. A huge cabinet filled with their house-made deli pies and other goodies commands the front area with cosy rustic seating down the back.

Kin & Co Fine Foods, a wonderful little deli/food store, has opened in what was previously Casey’s Café here in Oakura. What a fabulous little shop which is already being well patronised by the locals since opening. Abbey Looker, the owner and genius-store keeper, is thrilled with the response.

We’re thrilled to have them to buy from as well, with all the organic and healthy goodies you could wish for – as well as good coffee! I note they have a few little bar stools to sit on while you imbibe, plus some sweet nibbles, so who knows – café as well?

new retail outlets which will give that area a face-lift.

Melanie and Glen Corbett have sold their Cobb and Co business to the Cobb franchisors, who have put a manager in. Takeover date was July 1st and so while Melanie has relinquished the responsibilities of a restaurateur, she now has the delights of being a landlady to look forward to.

In November, the new owners will be doing a major refurbishment to bring it up to the new Cobb and Co image.

The neighbouring area is also being upgraded and the old Countdown supermarket is being replaced with

Mike talked about noting a potential staff members body language at interview time, giving consideration to the ‘look’ of your establishment and matching staff to it, using a particular firm for successfully recruiting overseas staff – lots more helpful and thought provoking stuff. Carl Andrews from Immigration NZ flew in from Auckland to help us with the ins and outs of overseas work permits, visas, residency and what is expected of us as employers of overseas staff members. All very interesting!

We held our latest Restaurant Association MeetMe at India Today a couple of weeks ago and it was well attended, informative and enjoyable. A selection of beers and plum cider from Good George, very drinkable Ara wines and various delicious cheeses from Puhoi, accompanied by nibbles Indian style kept us happy while we listened to Mike Egan share with us his thoughts on recruiting and retaining great staff.

Alan and I also attended one of the Association’s professional development seminars recently

by Andrew Baker of The Hip Group.

He gave us some excellent pointers on recognising and rewarding good staff, and help with motivating underachievers. Well worth the trip.

Ken Chapman of Gusto Restaurant was filling me in on some of their achievements the other day. They were awarded the Trip Advisor Award of Excellence for 2015, which is very pleasing and all through May they were helping to raise funds for the Breast Cancer Foundation by holding pink ribbon breakfasts.

CONTINUED ON NEXT PAGE

regional update

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Tales from Taramaki continued...

FROM THE CAPITAL

hot plate coming through CHANGES Boulevard, a new café and bar has opened on Dixon Street on the site previously occupied by Hope Bros.

Egmont Street Eatery has opened.

They are serving breakfast, lunch and dinner.

The Chicago Bar on Queens Wharf has closed and a new operator is being sought for the site.

Jano has opened on Willis Street in what used to be the site of Citron Restaurant.

As an aside, I think it’s great that our regular customers use us to do this sort of fund raising – we hold a meaningful place in our communities!

Gusto was also involved with the Taranaki U19 Rugby fundraiser, auctioning a dinner for 10 at Gusto for $900 which will go toward their funds for this season.

Okurukuru has closed for their month long winter break and here at Bach on Breakwater we have also just closed for ours. We’ll spend our holidays frequenting other people’s establishments in the South Island.

While we’re shut this year, our builders will be busy doing some extension renovations ready for our return. We’re getting so full on in the weekends that we can’t seat everybody who wants to come, so we’re filling in one of our decks to give us more warm indoor seating, and then extending our remaining outdoor deck for those who still want to brave our Wintery weather and eat outside. I can’t wait!

BARBARA OLSEN-HENDERSON

Taranaki Branch President Bach on Breakwater Visa Wellington on a Plate has sold really well with over 80% of events already sold out. Some in seconds!

Hillside Kitchen and Cellar in Thorndon is a deli by day, restaurant by night.

Thief Bar in Edward Street is a new addition to that dining precinct.

BOULEVARD

regional update

MIKE EGAN

Restaurant Association National President

mike@monsoonpoon.co.nz

barbara_olsen@xtra.co.nz In other news, the Halamoana Hospitality Awards will be taking a break this year in preparation for a big celebration next year - marking the 10th year of the Halamoana’s. If you would like to be a part of the planning for the ten year anniversary please contact the Restaurant Association.

EGMONT ST EATERY

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40

NEWS FROM THE BAY

hawke’s bay WINTER FAWC

ORMLIE LODGE

It was a fantastic way for us to add to the restaurant cellar with some very special wines - and give to charity.

Bids can be made online or over the phone, but best way to buy is to come to the event and enjoy the hospitality.

Winter F.A.W.C was another great success. Check out all the great photos on WWW.FACEBOOK.COM/FAWCNZ. Summer FAWC is already finalised and the full programme will be released very soon. Leave Nov 6 – 15th free to come to Hawkes Bay for 10 days of eating and drinking.

Charity Wine Auction The annual Hawkes Bay Charity Wine Auction has moved from Queens Birthday weekend to 14th November this year to be a part of FAWC. The event is New Zealand’s oldest charity wine auction. It is also a brilliant opportunity for restaurants to buy some unique wine. A couple of years ago I teamed up with a couple of friends who are also restaurant owners to buy ¼ barrel of Sacred Hill Riflemans & ½ barrel of Mission Jewelstone Chardonnnay.

Register on the website to view the auction lots, and have a look at wines you would love to start pouring.

regional update

Historic Ormlie Lodge, situated just south of Napier has a new team. Chris McCarrey is now the Head Chef at Ormlie Lodge and is joined by John Goldie as Sous Chef (formerly of Vidal’s).

WWW. HAWKESBAYWINEAUCTION.CO.NZ

Melbourne Storm vs St George Napier hosted its first NRL Match on July 25th with Melbourne Storm giving up their home match to host St George Illawara. There was good publicity around the match and the event bought a lot of league fans from neighboring regions, and Australia.

Mike Bancks Returns to Craggy Craggy Range has welcomed Mike Bancks as their new Customer Experience Manager. Mike was Terroir Restaurant Managaer for six years before heading to France with his family for three years, working as Maitre d’Hotel at three Michelin star restaurant Les Pres d’Eugenie. Mike is also an Advanced Sommelier working towards becoming New Zealand’s second Master Sommelier.

Jetstar coming to the Regions

WINTER F.A.W.C

Ormlie Lodge

On June 14th Jetstar announced it would expand its routes to at least 4 regional destinations, and named 7 regions it was considering, one of which is Hawke’s Bay. This has led to a lot of proactive lobbying from the regions to convince Jetstar their region will support their flights.

A decision is due soon, with flights beginning in December.

New Pizzeria in Havelock North New Pizzeria, ‘Alessandro’s’ has recently opened in Havelock North.

Havelock already has a great pizza restaurant with Pipis’, but Alessandro’s believes there is room for another Pizzeria, with their custom build wood fire pizza.

Bistronomy James Beck – former Chef / Owner of Taste Cornucopia in Hastings, is currently building his new Napier restaurant ‘Bistronomy’. James is looking to open September / October this year in the old Thorpes Coffee House site on Hastings street. His restaurant will be another great addition to Napier’s revived CBD restaurant and bar district.

SEAN BURNS

Hawke’s Bay Branch President www.themilkandhoney.co.nz sean@themilkandhoney.co.nz

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CATCHING UP WITH

canterbury

T

he Christchurch Hospitality Awards are back for 2015! Celebrating the best of the best, The Chevrons will be held on Sunday 9th August 2015 and present an opportunity for industry folk to nominate and vote for fellow hospitality professionals doing a world class job in Christchurch.

The Restaurant Association, Trents, Crombie Lockwood, NZI, Spark, & Brown Bread are stoked to bring the best of Christchurch under the spotlight again.

Congratulations to the 2015 Chevrons’ Finalists!

NZI CREW MEMBERS OF THE YEAR Stoneleigh Latitude Bartender of the Year Harriet Carruthers - Strange & Co. Adam Wood - The Dirty Land Louis Dyer - Civil and Naval Menu Mate Manager of the Year Dale Palea’ae - C1 Espresso Maria Arbeleche - Orleans Keith Anderson - Fiddlesticks SKOPE Chef of the Year Jonny Schwass - Harlequin Public House Tristan Anderson - Dux Dine Jimmy Spuddle - Orleans Huhtamaki Barista of the Year Nathan Morgan - Joe’s Garage, Cranford St Chris Penny - Hello Sunday Raya Sharples - C1 Espresso

TRENTS EMERGING ESTABLISHMENTS OF THE YEAR Goodman Fielder New or Returning Establishment Strange & Co. Boo Radley’s Bear Lion Foods

Kronenbourg Pop-Up Establishment Bao Down Tiki Taco Dukes of Sandwich

Restaurant Association of NZ Central City Establishment Harlequin Public House C1 Espresso King of Snake

CROMBIE LOCKWOOD SUPPLIERS OF THE YEAR

Meadow Fresh Cafe of the Year Hello Sunday C1 Espresso Supreme Supreme

Signbiz Speciality Supplier of the Year Canterbury Cheesemongers Good Honest Products Mediterranean Food Co GO Media Beverage Supplier of the Year EuroVintage Hancocks Three Boys Brewery Vbase Goods and Services Wholesaler of the Year Trents Bidvest Solotti

OneMusic Bar of the Year Baretta Boo Radley’s Dux Live GrabOne Restaurant of the Year Dux Dine Orleans Roots Restaurant TICKETS ON SALE NOW!

SPARK ESTABLISHMENTS OF THE YEAR

Join us for cocktails and canapés as we announce the 2015 Chevron winners, as well as the winners of The Press ‘People’s Choice Awards’.

The Breeze Regional Establishment of the Year Black Estate Pegasus Bay Winery Roots Restaurant

Sunday 9 August 2015 6.00pm - 9.00pm Hagley Cricket Pavilion Dress Code: Dress Up! It’s your night!

regional update

$35 + booking fee each.

Contact the Restaurant Association to order your tickets (0800 737 827).

Kia Ora from rotorua Peer recognition is probably the most valuable accolade in any industry. Probably no more so than in hospitality.

The hospitality industry has just acknowledged the prowess of its sociable competitors with the announcement of the winners in the 2015 Rotorua Hospitality Awards.

CONGRATULATIONS TO THE FOLLOWING WINNERS:

Rotorua Icon of Hospitality

SPARK BUSINESS

GILMOURS OUTSTANDING CAFE

GREGG BROWN

PICNIC CAFE

CHRISTINA ALDWORTH, Fat Dog Cafe & Bar

INDIAN STAR TANDOORI RESTAURANT

BIDVEST EMERGING CHEF

RESTAURANT ASSOCIATION OF NZ OUTSTANDING WAITER

ROTORUA LAKES COUNCIL PEOPLE’S CHOICE

INGHAMS OUTSTANDING HOTEL RESTAURANT

LILY CARNABY, Stratosfare Restaurant

TE AROHA DEHAR, Stratosfare Restaurant

THE COFFEE CLUB OUTSTANDING BARISTA

ABRACADABRA CAFE & BAR

REGENT ROOM, Regent of Rotorua

SKYLINE ROTORUA OUTSTANDING CATERER

JASCO DISTRIBUTING OUTSTANDING BAR

SERVICE IQ OUTSTANDING MAORI CULTURAL DINING EXPERIENCE

MORE FM OUTSTANDING BARTENDER

MITAI MAORI VILLAGE

KUNAL SHARMA, Stratosfare Restaurant

THE CATERING COMPANY

TOHU WINES OUTSTANDING SUPPLIER

MENUMATE OUTSTANDING CHEF

ONEMUSIC OUTSTANDING RESTAURANT

BIDVEST ROTORUA

TODD TREGOWETH, Rydges Rotorua

ROTORUA DAILY POST OUSTANDING TAKEAWAY

STRATOSFARE RESTAURANT

PONSONBY RD LOUNGE BAR

mainly of interest to

auckland members

THE STREET FOOD COLLECTIVE

The Street Food Collective is a shared community space in Ponsonby’s Lot 3 development that will showcase a regular rotation of Auckland’s best market vendors seven days a week. The space is open for breakfast, lunch, dinner and dessert. Mainstays will include Bearded Clam, The Pie Piper, The Vital Bowl, Blue Frog, The Lucky Taco, Brooklyn Dogs, Judge Bao, Coreano and Sweet Cuisine and there will also be pop ups by neighbouring restaurants and bars such as Orphans Kitchen and Mea Culpa. Beverages come from the on-site bar truck, with 6 rotating taps of local craft beers changed seasonally and their own specialty Moonshine features on an extensive cocktail list.

The Street Food Collective is the brainchild of Miss Moonshine’s owners, Annelise and Ryan Clarke, who have opened their permanent Miss Moonshine’s restaurant in the same Lot 3 locale. Catering to meat lovers, the star of Miss Moonshine’s is the 1.5 tonne Yoder Smoker BBQ that was imported from Kansas. Head chef Simon Den Boogert, previously worked in some of Melbourne’s top restaurants, super yachts in Europe, and spent time in New Orleans perfecting the art of Creole cooking. To wash it all down, they’ve collaborated with Rogue Society Gin to create a custom moonshine that’s an un-aged corn mash whisky, infused with flavours like cherry, vanilla, raspberry and apricot.

The duo behind Shortland Street cafe, The Grassy Knoll, and North Shore cafe Willow, Tash McIndoe and Roy Bell, have opened The Strand Cafe in Parnell’s Saatchi and Saatchi building. Located on the ground floor, the cafe is open for breakfast and lunch and also caters for both large and small events.

Chef Petra Galler was previously at Little Bird Organics and has developed a menu with lots of healthy options - for both eat in and takeaway.

MISS MOONSHINE’S

THE STRAND CAFE

Occupying the basement of the Imperial Building off Fort Lane (and conveniently adjacent to Cassia), The Jefferson is a premium whisky and bourbon bar capitalising on the spirit’s recent resurgence in popularity. The Jefferson stocks an impressive array of well over 500 varieties of whisky and bourbon and is also a full service restaurant serving dinner six nights a week and lunch from Wednesday to Friday. Owner Ofir Yudilevich was previously Executive Chef at the Langham Auckland.

Sandringham has a new cafe, Geeks on Sainsbury (at the reserve end of Sainsbury Street). At the helm is Tom Hong, a barista who has worked at a number of notable cafés including Little King and more recently, Dear Jervois.

The coffee is care of Wellington boutique roasters Red Rabbit, with an a la carte menu and a selection of homemade cabinet treats.

GEEKS ON SAINSBURY

Meanwhile, on the corner of Greys Ave, a tiny espresso bar, Elsie, has been opened by Ben Blair who is co-owner of Molten Restaurant and Sub Rosa cafe.

Currently serving a selection of cabinet food delivered fresh from Sub Rosa, the vision is to one day have a small commercial kitchen put in to allow them to extend their list of gourmet grab-and-go bites and beverages. auckland members

ELSIE

mainly of interest to

auckland members Opposite the hospital, in amongst the Grafton shops, Ceremony is a new community focused cafe opened by music guru Connor Nestor and coffee connoisseur Charles Williams. Open Monday to Saturday days, Ceremony offers Flight Coffee and a breakfast and lunch menu.

The Glass Goose Federal Bar & Eatery has recently opened in the CBD. Located at the end of Federal Street, it is more or less right at the base of the SKY Tower.

Helmed by the team behind Freeman and Grey and Fort Street Union, the eatery is modelled off the idea of a glass house.

It offers a casual eating and drinking space in a comfortable garden-like oasis.

Dominion Road also has a new eatery and bar, Ralph’s, which opened a couple of weeks ago.

Owner / chef is Hadleigh Donald who has a menu featuring dishes like Chimichurri chicken leg with Asian slaw and potatoes, Cheesburger served with kosher pickle on a broche bun and ‘Mac and Cheetos’ (macaroni cheese with crushed Cheetos on top).

WHAT'S ON AKL. AUGUST

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CEREMONY

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Auckland MeetMe @ taste, 45 Normanby Road, Mt Eden - 4-6pm

www.biglittlecity.co.nz

www.restaurantnz.co.nz

Restaurant Association professional development, Alcohol Awareness, presented by Mark Lyne, HPA

Registrations close for NZ Cafe of the Year (17 AUGUST public voting begin)

www.restaurantnz.co.nz

www.nzcafeoftheyear.co.nz

Restaurant Association professional development, Emerging Managers, presented by Krishna Botica

Restaurant Association professional development, Recruiting Right, presented by Geeling Ching & Alen Levis

www.restaurantnz.co.nz

www.restaurantnz.co.nz

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THE GLASS GOOSE

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-30 NZ Fashion Week, ANZ Viaduct Events Centre

wwwnzfashionweek.com

SEPTEMBER

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-14 Restaurant Association Hospitality Summit, Auckland Museum (13 SEPTEMBER Feast by Famous Chefs)

RALPH’S

K’Rd is also getting it’s own dining precinct, with the development of a new dining and food shopping hub called the Krd Food Workshop. To be located in a 96 year old building on 309 Karangahape Road, there are five tenancies on offer, ranging in size from 20 to 150 square metres.

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www.restaurantnz.co.nz

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-1 NOVEMBER 2015 Rugby World Cup England, venues across England and Wales

-27 Auckland Boat Show, Viaduct Harbour

www.rugbyworldcup.com

www.auckland-boatshow.com

The Restaurant Association was formed in 1975 with the aim of serving and representing owners and manger of foodservice operations. It represents 1,850 members throughout New Zealand who employ 13,000 full and part-time employees. This is an industry that has an annual turnover of more than $8 billion, that employs over 100,000 workers, that is each week visited by more than a million hospitality customers. This makes it a cornerstone of New Zealand’s economy.

STARLINE... for whatever you’re washing

CHIEF EXECUTIVE: Marisa Bidois NATIONAL PRESIDENT: Mike Egan (Monsoon Poon, Auckland & Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington) VICE PRESIDENTS: Bart Littlejohn (Sails Restaurant, Auckland) Steve Logan (Logan Brown, Wellington) BRANCH PRESIDENTS: Auckland: Krishna Botica (Café Hanoi, XuXu, Auckland) Bay of Plenty: Andrew Targett (Elizabeth Café & Larder, Tauranga) Canterbury: Sam Crofskey (C1Espresso, Christchurch) Dunedin: Olive Tabor (Nova, Dunedin) Hawkes Bay: Sean Burns (Milk and Honey, Napier) Manawatu/Wanganui: Sean Kereama (Wharerata Function Centre, Palmerston North) Marlborough: Marcel Rood Nelson: Howard Morris (Harry’s Bar, Nelson) Rotorua: Sharon Wallace (Waiariki Institute of Technology, Rotorua) Southern Lakes: Grant Hattaway (Pier 19; Captains Table Restaurant, Blue Kanu, Queenstown) Taranaki: Barbara Olsen-Henderson (Bach on Breakwater, New Plymouth) Waikato: Adrian Hodgson (The District, Hamilton) Wellington: Michael Egan (Monsoon Poon, Auckland and Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington) RESTAURANT ASSOCIATION OF NEW ZEALAND KEY OBJECTIVES

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Protect, promote and advance the interests and rights of its members Promote industry quality, reputation and excellence Provide relevant value added services to members As an organisation achieve best practice stewardship within the business Association sector

info@washtech.co.nz 0800 STARLINE www.starline.co.nz