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an emerging trend for hospitality The latest American Express dining survey examining the nation’s dining habits shows strong support for restaurant and cafés to focus on the nutritional value of children’s meals.

hunting for café of the year... leaving, but not yet


When asked whether they would like to see:

What can you do when an employee resigns but provides you with an extended notice period (and you’d rather they left now)?

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sale & supply of alcohol


From the 18th December the Sale and Supply of Alcohol Act comes fully into force. Operators need to be aware of any impacts that the final roll out of changes will introduce on this date.

planning for christmas


Almost ¾ of the survey’s 1,000 respondents were in favour of better menu options for children.


are your employees entitled to work here?

Restaurants offering more vegan/vegetarian, gluten and allergy free meals. Outlets providing the nutritional and calorie content of food or improving children’s meals.

Restaurant Association CEO, Marisa Bidois says, “The restaurant sector – both in New Zealand and internationally – is beginning to respond. In the US, healthier menu options for children has been identified as a top dining trend for 2013, and here at home, restaurant operators that have focused on developing kids’ meals as way of winning new business are reaping the rewards.” Many of our members are already making changes to their children’s menu and we expect that as this trend gathers momentum more restaurants will respond to customer demand. Children are already dining out regularly with their family members. They are tomorrow’s frequent diners, and children’s menus that offer more than the usual fare and are nutritionally sound provide a chance for kids to try different foods and flavours and develop their palate. C ONT INU ED ON F OL L OWIN G PAGE

international update

November 2011


F ROM P RE VI OU S PAGE, Hea l thy Ki d s Me a ls...

Over the past four years, American Express has closely examined and tracked the factors that influence dining choice. The main influencers remain quality food (56%), menu affordability was a close second at 55% and quality service rounded out the top three at 50%. Those that dined less frequently placed even more emphasis on quality food and affordable prices than those that dined most frequently. Dining out is key part of the Kiwi lifestyle. It is one of the main ways that New Zealanders celebrate and socialise. A great dining experience always starts with the food, which has to be excellent, but if it isn’t supported by great service and appropriate prices, then customers will take their business elsewhere. It is a real balancing act and continual challenge for operators faced with rising prices and a competitive market to get that mix just right. Despite the uptake of digital devices and the popularity of social media, word of mouth remains the most widely used source of reference, with 87% of diners saying they used a personal referral to find a place to eat. The use of online sources - reviews (30%), restaurant websites (30%) and one day internet offers (26%) - lags behind, and remained almost static over the past year. The only exception was the use of social media to find a suitable venue, which experienced strong growth to reach 19%. With more ways to reach customers than ever before, restaurant operators need to think about how different age groups are accessing information about where to dine. Not only do younger diners rely more heavily on online and social media and online sources, including one day internet offers to find a place to dine, they are also ust as likely as older generations to make use of more traditional information sources such as restaurant guides, flyers, outdoor signage and window menus and media advertising. For smart operators wishing to reach their potential customer base, it’s not a case of traditional or new media; it’s a combination of both.


A poll of Restaurant Association members in October found that 71% of businesses have a dedicated children’s menu. For those businesses there is definitely a focus on providing a range of menu choices for children – on average 60% of the kids menu are “healthy” meal offerings. Many businesses also offer children’s size options for all the regular items on the menu. “I believe that we have a responsibility to offer families a good and healthy meal when they are out dining. I know that as my children were growing up they really thought it was cool having a smaller meal of what Mum and Dad were having, instead of nuggets and chips.” There has been an increase in interest from parents over the past 12 months for more healthy menu choices for their children when dining out but this increase hasn’t been overwhelming and only 35% of operators indicated that they had made changes to their menu over the past year to add more healthy items. As some operators commented, dining out for kids is a bit of a treat, so often they’ll want to select something that they don’t get at home – it may be the “less healthy” option, but as a oneoff treat that’s OK too!


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ceo update

November 2011




here are important updates on the Sale of Supply Alcohol Act which comes into full force on 18 December this year. We also cover off important reminders about the Holidays Act to help you through navigating your obligations to your staff over the Christmas and New Year period. We have also have information on a great new document added to our member library - a group booking contract. Be sure to check this out on page 25. Café of the Year is in the final stages of the judging process and congratulations to the 18 finalists. This competition is in its second year and has been extremely popular with café owners and the public. The overall winner will be announced on 4 December 2013. The dates for the New Zealand Culinary Fare have also been set for next year and are 17, 18 and 19th of August. We will also see Feast come back into the line-up next year and we will be releasing details of this event next year.

Staff update We have had a few changes here at head office and welcome two new members of staff on board -Sabra Kellas and Daniel Wheway. Sabra is taking over from Kirstin Lethbridge as our Membership Manager and Kirstin is moving into another role with the organisation as our Employment Relations/ helpline advisor for the Association. Kirstin has been looking after the helpline for us for the last couple years but is now going to be focusing on this and our resources for members.

making sure that we continue to increase membership and deliver excellent services. Daniel Wheway has taken over the role of Apprentice Manager for the Association and we are also very pleased to have him join the team. Daniel is also the local contact for Northland, Rotorua, Taupo and Bay of Plenty members, so if you are interested in taking on an apprentice or would like to catch up with someone from the Association please let us know. He is out and about and would love to hear from you. Daniel replaces Martin Harrap who has moved on to help SKYCITY with their apprentices—we wish him all the best in his new role.

Vouchers, giftcards and dinefind Make sure you are on the voucher and gift card programmes. This is the time of year when sales soar and you do not want to miss out on this member benefit – money waiting to be spent in your businesses! Our dining guide had a revamp this year so do make sure that you take advantage of your free listing. This is another way we promote your business.

2014 and beyond We are planning our activities for the year at the moment and love to hear feedback from our members on what you would like to see. Please feel free to drop me a line. Wishing you and your loved ones all the best over the holiday season and here’s to a profitable summer!

We are very excited to have Sabra join the team and she will be making her way around the branches organising exciting new member networking events for next year and

Marisa Bidois

proudly brought to you by Outdoor Concepts ceo’s report

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employment matters


public has its say; now it’s up to the judges


he top 18 finalists as voted by the public have been selected by more than 45,000 café lovers across six regions and from the 669 eateries that entered NZ Café of the Year. The 2013 winner will be announced in early December and its owners drive away in a FIAT 500S. Two runners-up receive $2,500 worth of Heinz Wattie’s and Goodman Fielder products. Head judge Kerry Tyack says he and his fellow adjudicators are “hugely impressed” by the record number of entries. “Café culture around the country is thriving in large measure because of the discernment and expectations of coffee and tea lovers as well as those who enjoy more casual dining in an informal atmosphere.


The top three café finalists in each of the six regions are: Auckland Circus Circus, Mt Eden Bambina Ponsonby, Ponsonby Paper Moon Café, Mairangi Bay Upper North Island Black Cottage Café, Riverhead Bodyfuel Café, Taupo Woodturners Café, Ngatea Lower North Island

“Cafés that show a thorough appreciation of what it takes to keep customers happy are the ones who’ll catch our eyes. We’re looking for things such as a welcoming environment, great food and drink, pleasant, attentive service and reasonable pricing,” Tyack says. Just as importantly judges want to see cafés being comfortable in what they offer rather than those trying to be everything to everyone and taking on the style of a bar or restaurant.

Lush Café & Gelato, New Plymouth Ten O’clock Cookie Bakery Café, Masterton The Village Grinder, Masterton Wellington Chocolate Fish Café, Shelley Bay Elements, Lyall Bay Greta Point Café, Evans Bay Christchurch

Tyack says cafés serious about taking out the regional and national prizes should be on guard and not relax just because they think the judges may have visited. It is entirely possible they will be visited more than once so assessors can be certain the standards are consistent.

South Island Jester House, Tasman Maggies Kitchen, Greymouth The Courthouse Café & Bar, Alexandra

The judges began their deliberations on 29 October, visiting each café incognito until 18 November.

The winners in each region are announced on 25 November with the overall NZ Café of the Year winner for 2013 announced on 4 December. BLACK COTTAGE CA FÉ,


ARANCIO Cafe, Cnr Linwood Ave Station One, Papanui Willows Café, St Martins

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hanks must go to the Association’s management board over the past year for their input; especially the Vice Presidents, Bart Littlejohn and Steve Logan. Thanks also to ex CEO, Alistair Rowe for his great help with the Association’s financial reporting. I would also like to thank all of the branch presidents and their committees. There has been some fantastic work done at the local branch level by all of you. A special mention must be made of the Christchurch branch which is once again doing a great job under very trying conditions. However my biggest thanks goes to our CEO, Marisa, who has done an outstanding job managing the Association in 2013. Further thanks must go to her team at our national office who are truly a very professional team— those members who use their services are well aware of the assistance value they receive from them.

Members As always, recruitment of members is a challenge. However, as some existing members drop off we have dozens of new ones each month who join because of the value they receive from membership. Just having the ability to accept our gift vouchers and gift cards will usually pay for a year’s membership fees. If you see a new place opening in your area please drop Sabra in the membership team a note so they can follow up with contacting the prospective member and sending them some information. The more of us that join the Association the stronger we become and therefore have a greater chance at positively influencing external forces that can impinge on our ability to run our businesses.

Profile and Representation We have had another good year where we have been asked as a professional body to comment on a myriad of issues. I believe we represent the industry in a very positive and thoughtful manner and therefore are top of mind for comment and input when issues arise. The following are just some of the organisations we deal with:     

IRD O Immigration New Zealand WINZ O NZ Trade and Enterprise MSD O Various local authorities MED Various radio, TV and print media

Future As well as the usual business challenges that will affect us in 2014 there will be the issue of the “Living Wage”, especially as it will be an election year. Whilst of course we would all like to be able to pay our staff more, the reality is that we operate with very tight margins and that a major increase in our wage cost can only be weathered by dramatic price rises. I wish you all a prosperous Christmas trading period and hope you all get some time off in the New Year to recharge the batteries and to get inspiration to make 2014 a great year for you.

Mike Egan

proudly brought to you by Starline president’s viewpoint

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...don’t forget to support the people who support your Restaurant Association key partners...


FAST AND CONVENIENT ONLINE BOOKINGS Restaurant Hub is New Zealand’s largest online Restaurant Table Booking and Takeaway Food Ordering website, providing a fast and convenient way for diners to find and book instantly confirmed tables at New Zealand’s most popular and buzziest restaurants. is directly linked to the restaurants reservation system. So, when a dining customer searches for a table, the results reflect real-time availability of that restaurant for that particular time. After a customer makes their reservation, the booking information is communicated directly with the restaurant's electronic booking diary providing instant confirmation. This works in pretty much the same way as booking an airline ticket, a hotel room or a round of golf. Find out more about having your business featured on Restaurant Hub—go to

associate+ partners...

The Restaurant Association is part owner of Restaurant Hub.

NEED MORE INFORMATION? Call the Restaurant Association on 0800 737 827.


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me mber initiatives



We examine some of the latest employment news, including deducting from an employee’s wages, extended resignation periods, immigration updates and more...

managing your business

November 2011



It’s not as easy as you think...

It is a fundamental rule that employers must pay the entire amount of an employee’s wage without any deduction. But what about PAYE, an overpayment made to the employee or if the employee owes you money? There are some exceptions to the rule and this article will help you navigate them and the Wages Protection Act 1983. BY JODI SHARMAN, Senior Solicitor, Hesketh Henry THE RULE

the employer must show that it was not reasonably practicable for the employer to avoid making the overpayment. There is no automatic right to deduct an overpayment that has just been a mistake.

The starting point is the Wages Protection Act 1983 (WPA) which prohibits any deductions from an employee’s wages. This begs the question, what is an employee’s wage? Wages are defined to include any part of an employee’s salary, wage, time and piece wages, overtime, bonus or other special payments agreed to be paid to an employee for the performance of service or work. In short, wages include all of an employee’s earnings in respect of employment.

DEDUCTIONS CLAUSE IN AN EMPLOYMENT AGREEMENT Most employment agreements contain a deductions clause or at least mention when the employer can deduct from an employee’s wage. For example, there may be a provision stating that if the employee does not give the required notice period then the employer can deduct the unworked portion from the employee’s final pay.

EXCEPTIONS TO THE RULE RULE The exceptions to the rule are as follows: 


The employer may deduct from an employee’s wage if it is required to do so by law, for example for income tax or child support payments. An employer must deduct from an employee’s wage if a court directs a deduction to be made. An employer may deduct from an employee’s wage, for a lawful purpose, if requested or authorised by the employee in writing. Also note that an employee may vary or withdraw a consent given, or request made, by giving written notice. An employer may recover overpayments of wages directly from the employee’s wage, but only where the employee has been absent from work without the employer's authority, been on strike, locked out or suspended. This can only occur after specified notice has been given to the worker and

The employment agreement is in writing and if the employee signs it then the employer has written consent from the employee to deduct from his or her wages, right? Not quite! Many employment cases have stated that explicit informed consent by the employee is required and have held that consent by default in a signed employment agreement is not adequate to allow an employer to deduct from an employee’s wage.

WHAT IS AN EMPLOYER TO DO? We recommend that employers do the following:   

Have a deductions clause in your employment agreements and make it as specific as possible. If you wish to deduct from an employee’s wage, make sure it is for a lawful and reasonable purpose. Give the employee a consent form that repeats or refers to the employment agreement clause, specifies the amount you wish to deduct, when you propose to deduct it and the reason for the deduction (the Association has a template for you to use). C ONTI NU ED ON FO LL OWI N G PA G E


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employment matters

industry salescall report need help? us on 0800 737 827 F R OM P RE V IO US PA G E, C an you de du c t f ro m an e m pl oye e ’s wage ...

 Get the employee’s written consent

by requesting the employee sign the consent form.

MUST PAY WAGES IN NOTES NOTES AND COINS As a side note, an employee’s wages must be paid in money only, meaning any New Zealand coin or banknote, or combination of both. However, most employers nowadays pay by direct credit into an employee’s nominated bank account. To avoid breaching the WPA, you will need the employee’s written consent or written request for a direct credit. ABOUT THE AUTHOR For more information please contact Jodi Sharman, Senior Solicitor at Hesketh Henry on 09 375 7637 or email

November September 2011 2011 November 2011

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FINDING THE RIGHT STAFF For those businesses that are struggling to recruit suitable staff, it is worthwhile considering the recruitment assistance you can get from Work and Income.


hey have a list of candidates ready to work and will shortlist the most suitable candidates for you to interview. You can still control the selection and interview process and there is no obligation to employ any of the candidates they refer to you. Better yet, you may qualify for financial assistance to help with training, wages and costs. If you’d like to find out more, contact Work and Income on their dedicated 0800 number (0800 778 008).

To find out more about Work and Income’s fre e professiona l services, go www.workan to dincome.go s

employment matters

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employment matters


BUT NOT QUITE YET... What can you do when an employee resigns but provides you with an extended notice period – far longer than they are required to provide in their employment agreement? A recent employment relations authority judgement addresses this issue…


he employee in this case tendered his resignation with the company he worked for on 20 February this year. The employee’s letter said “…it is with regret that I tender my resignation. Effective 30th April 2013…”. The employee believed that he would be able to work through until the 30th April, giving his employer time to find a replacement and for the employee to complete another project he was working on. The employee was not moving to work for a competitor but was in fact going to work in a different area and said that he provided the extended notice to be fair and reasonable. However, on 1 March the employee was provided with a letter that said: “…We are in receipt of your resignation letter from your position. You kindly offered notice to work till the end of April 2013. Management has decided to exercise our right to terminate your employment. In line with your employment contract you are given 2 weeks’ notice effective from 5pm today, Friday 1st March 2013. In lieu of notice you will be paid for the two weeks ahead plus annual leave/lieu days owing…” In taking this action, the employer was relying on a clause in the employee’s employment agreement which said: “The employee shall give or receive two weeks’ notice of termination of employment.” They did not feel that any further discussion or negotiation was required. However, the employment authority judge found that the employee was entitled to give a longer period of notice than the two weeks’ stipulated in his employment agreement.

The employer did not accept the longer period of notice and required the employee to leave immediately on 1st March – a date the employee did not agree to. As such the judge found that the employee had effectively been dismissed. The Authority then found that the dismissal had been unjustified as the only justification put forward by the employer was the reliance of the clause listed above which they felt allowed them to terminate the employment with two weeks’ notice. In testing the justification for the dismissal the Authority determined that the actions of the employer were not what a fair and reasonable employer could have done in all the circumstances at the time of the dismissal. The management did not raise any concerns with the employee about the extended notice period, or talk about any options before deciding to dismiss him. The employee was awarded $2700 for lost wages and $3500 compensation for hurt and humiliation.

So what can you do if an employee provides an extended amount of notice and you don’t want to accept it? Firstly try and establish the reasoning for the employee providing a longer notice period. By mutual agreement you may be able to come to an agreement for the notice to be reduced. Employment agreements can also specify a “maximum” notice period if you think this could be a recurring issue. Otherwise if you do not want the employee to continue working through an extended notice period (and your agreement allows you to pay in lieu of notice) you can let them know you won’t be requiring them to work out their notice. However, you will be obligated to pay the full amount of notice they have provided, not only the amount their employment agreement required them to provide.

employment matters


RECRUITING FOR THE BUSY BUSY SEASON As you gear up for the busy summer season many of you will be looking at recruiting new staff. The word from many members is that it is still very difficult to find capable staff for some of the senior positions in our industry and this is where international workers assist to fill the labour shortage gaps— gaps—particularly over the busiest trading months coming up. However, we’ve heard from a number of business owners recently saying that their visa applications for staff have been declined. BY MARISA BIDOIS


hat’s going on? The declined applications put a large amount of pressure on business owners who in most cases have tried to find locals to do the work but have had no one with the required skill level apply for the role. Most business owners I speak to have great training programmes for new staff in the business and are more than willing to train the right people, with the right attitude and commitment to the job, but it is a fact of business that you require at least a couple of senior members as part of the team to lead the new recruits through the training programmes. In the wave of rejected applications we have seen a number of the decline letters. In one response the letter the employer/ applicant received they were told that Seek was not an acceptable platform to advertise a job vacancy – even though it is visited by around 2.5 million people a week! They were also told they should employ the services of a recruitment agency. While it is wonderful to be in a position to use the services of a recruitment agent it is a luxury many small businesses do not have the budget for. So what does this mean for our industry? We have spoken to representatives from Immigration New Zealand who have stated that we will see more declined applications in the future as, they say, there are New Zealanders available to take up these hospitality jobs. As one of our members so aptly put it, “if that’s the case, where the hell are they?” To add to the squeeze the Café, Bar and Restaurant Manager role will be coming off Immigration NZ’s Short Term Skills Shortage list in February. The Restaurant Association strongly advocated on behalf of our members for the positions to remain on the Skills Shortage list but our request was declined. The hospitality sector is facing a critical shortage of skilled managers, with many businesses struggling to find suitable candidates and positions remaining vacant for employment matters

months. With the industry losing skilled workers to Australia and others leaving the sector for good, the news that Immigration New Zealand is set to remove these key hospitality roles from its essential skills in demand list and prevent businesses from recruiting offshore, is not sitting well with many in the industry. Reports from operators across New Zealand indicate the shortfall in skilled staff is widespread. This shortfall in suitable management staff is impacting the sector overall, but most importantly it is impacting business owners. Many report working significantly longer hours because they have been unable to recruit suitable people. I have heard some business owners have had to slow down growing the business because of the recruitment issue. It also has the potential to impact customer service levels and therefore customers’ dining experiences and perceptions of the industry. We will continue to work on this issue for the industry and are keen to hear from you if you, or an employee, have had a similar experience with the visa application process.

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CHRISTMAS For employers planning their rosters, or their closedowns, over the Christmas/New Year period, or those wanting clarity on paying staff over the public holidays. We outline some of the key information to help you get through these busy weeks...


ith the busy season upon us many employers are considering their rosters over the Christmas and New Year period and with this comes the usual confusion over payment for workers on the public holidays. Thankfully this year these days fall during the week, making the process a little simpler than some years...

they are entitled to be paid the amount of pay that they would have received had they worked on that day (their relevant daily pay). If the employee does not work on a public holiday because it is their normal rostered day off, there is no obligation to pay the employee for that day.

Closedowns The public holidays over the Christmas/New Year period in 2013/2014 are Christmas Day ~ Wednesday 25 December 2012 Boxing Day ~ Thursday 26 December 2012 New Year's Day ~ Wednesday 01 January 2013 Day after New Year’s Day ~ Thursday 02 January 2013

Payment for working on a public holiday Anyone who works on a public holiday is entitled to be paid at a rate of time and a half. If the public holiday is a day that they would normally work (for instance the public holiday is on a Wednesday and the employee usually works on a Wednesday), and they do work it, then they are also entitled to one days full paid leave – an alternative holiday - to take sometime in the future. If the public holiday falls on a day that is not a normal day of work for the employee, and they do work it, then they are entitled to be paid at time and a half but they do not earn an alternative holiday.

Payment if not working on a public holiday The Restaurant Association individual employment agreement sets out that employees will be required to work on public holidays if requested by the employer. However, if an employee would normally be working on the day that the public holiday falls, but it has been agreed that they have the day off, planning for christmas



Your business may be at its busiest over the coming weeks and both you and your staff will be working longer hours and more days. It’s also a time when those unplanned for absences can start to appear, which is frustrating at a time when you need all hands on deck. What can you do if you have a member of staff who simply doesn’t turn up for a day?

During a closedown an employer may require employees to take all or some of their annual leave during the period of the closedown, even where this requires employees to take leave for which they are not fully reimbursed. As an example, for employees in their first year of employment, the level of annual holiday pay for the period of the closedown can be established by:  the employer paying the employee 8% of gross earnings to date, or  the employer and employee agreeing to the employee taking annual holidays in advance and being paid even though there is not yet an entitlement to take the accrued leave.

Firstly, a one day absence doesn’t constitute abandonment of employment – this is more likely when they have gone AWOL for a number of days and you’ve been unable to make contact with them. But those ‘one day’s off’ here and there are hugely disruptive, particularly when you need to call in others to accommodate their absence.

If you are planning a closedown you need to give your staff 14 days notice of a closedown period (so now is the time to notify your employees). And don’t forget that a public holiday that occurs during an employee's annual holidays must be treated as a public holiday and not as part of the employee's annual holidays. The employee is still entitled to be paid for a public holiday if the holiday would have otherwise been a working day for the employee.

Tell your staff to let you know if they have a special occasion coming up - they’ll want to celebrate the silly season too. You won’t be able to do it for all of your staff, but with enough notice you may be able to accommodate things so the next day coincides with a rostered day off (or a later start). It’s a good way of acknowledging you appreciate an employee’s hard work.

If you have queries about paying your staff for public holidays or closedown periods, call our HELP DESK on 0800 737 827.

Communication, as always is key. Have a meeting with staff and reiterate that it is their obligation to check the roster and know when they are rostered to work. Be clear that that old chestnut “I didn’t realise I was rostered on today” won’t be acceptable.

Reiterate your policy on calling in sick. Ideally they should be required to call (not text) their absence directly to you, or the manager, at the earliest possible time. Make it clear that 5 minutes before their shift begins is not adequate advance notice. Although you may be busy, if there are any unexplained absences, perhaps someone just doesn’t turn up for a day then returns the next without adequate explanation, address the issue straight away. Keep an open mind until you’ve heard their version of events, but at the very least, unexplained absenteeism is christmas game plan worthy THE of disciplinary THYMES N O Vaction E M B E Rand 2 0 1 quite 3 possibly a warning.




What is the best way of hiring temporary staff to help out over your busier times of year?


f you are hiring seasonal staff for a few months over summer, it is advisable that they are employed on a fixed term employment arrangement. Employing someone for a fixed period of time to help out over a busy trading period is a legitimate business arrangement but there are a few key points to remember:

Details of this arrangement should be clearly outlined in writing, in the employee’s employment agreement, to avoid any confusion as to the nature of the employment relationship. With fixed term employment arrangements employment is not on-going and comes to an end on a specific date or in response to the occurrence of a particular event. Once the employment comes to an end at the completion of the fixed term this does not constitute a dismissal or a redundancy situation.

A fixed term agreement cannot be used in order to establish the suitability of an employee for permanent employment. This is what trial period or probationary period clauses are for.

Ensure you review fixed term arrangements as circumstances may change with the possibility that the employee may become a permanent employee. You may also find that you need to hire some casual employees to help you out over particularly busy times. If you are considering this ensure they really are “casual” ie they are ‘on-call’ or emergency fill-ins—, or you may find yourself in difficulties—contact the Restaurant Association to discuss.

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PRE 1976 BUILDINGS The Christchurch earthquakes have resulted in councils around the country looking at ways of improving building safety. All Territorial Authorities in New Zealand are required by the Building Act 2004 to have developed and implemented a policy on determining which buildings might be prone to significant damage as the result of an earthquake. BY GLORIANNE CAMPBELL, Clyth MacLeod Ltd


n Auckland for example, it is becoming necessary for Earthquake-prone buildings to be brought up, over time, to at least 34% of the current new building standard required in the Building Code. The Council will allow a reasonable time frame in which to attend to bringing buildings up to their required standards. Councils in other areas throughout the country will have similar plans and policies in place to deal with these buildings. We have many wonderful food businesses in our lovely old character buildings throughout New Zealand. If you are planning to sell a food business in one of these buildings it could be timely to check with your council or your landlord on the status of the building you occupy. As business brokers selling businesses in these older buildings there are occasions where we are experiencing issues around the sale of the businesses when there is a lease to be assigned or a new lease to be entered into. If a lease is to be assigned and the purchaser is requesting, for instance, an extension to the existing lease as a provision of the purchase of the business the Landlord may not agree to such extension of lease term unless the purchaser agrees to allow the insertion of a clause into the lease to enable the landlord to fulfil their obligations with regards to earthquake strengthening of their buildings.

Given for instance that in Auckland Landlords may have up to 15 years to address the building strengthening issue, timing may not be known yet. We have also come across some situations where the Landlord is unable to get insurance of the building if it is considered earthquake-prone. In this case the Landlord may ask of the tenant to remove the obligation of the Landlord to insure the building they occupy. These issues on buildings are still new to us and we as a company specialising in the sale of hospitality businesses throughout New Zealand are looking forward to finding innovative ways to overcome any barriers that this challenge has given us. Our advice to you as a business owner is to discuss this issue with your landlord and solicitor and be prepared for how it is to be addressed in the sale of your business when the time is right to sell.

Changes or variations to the lease may be that the tenant will accept notice being served upon them to vacate the premises whilst this strengthening work is attended to. And it is not always transparent as to when that is to occur and how long the process is likely to take.

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A recent report into the food and beverage industry has revealed social media is now considered more important than traditional print advertising.


he Grant Thornton International Food and Beverage report, ‘Hunger for growth: Food and Beverage looks to the future’ showed that nearly half (49%) of all food and beverage industry executives say social media is a top method of attracting and retaining customers, compared with 46% for print advertising. The company website is viewed as the most important at 78%. Other digital tools such as email, online advertising, search engines and digital coupons are also being used to engage with customers, reflecting growing customer demand for accessible product information. Relating this to the hospitality sector, businesses have been squeezed between supply constraints, costs and the oversupply of establishments. Having a digital presence helps an organisation take back some control. It’s becoming a critical part of client feedback, branding and direct sales efforts, and enables companies to differentiate their offering. The report cites the impact of a food scare on a company’s reputation as an example of an issue that can be magnified if social media channels are not actively monitored and engaged with, saying that investment in the digital world will pay long-term dividends for companies. Businesses need to embrace digital media and integrate its use into their marketing strategy.

Social media has increased the speed of delivery of the message to market, enabling adaptability and a quick reaction time, but only if the organisation is geared up for it. In this tough market, social media is a cost-effective and wide reaching tool that needs to be utilised to differentiate a business from its competition and target new customers. More information about the report can be found at

FOR FURTHER ENQUIRIES CONTACT: CONTACT: Andrew Harris, Partner, Privately Held Business Grant Thornton New Zealand Ltd Phone: (0)9 308 2986 Email:

Simon Hunter Partner and National Leader, Food & Beverage Grant Thornton New Zealand Ltd Phone: (0)9 926 5747

A recent Sprint Mobile Moment of Truth survey showed an increasing number of consumers are using smartphones and tablets for purchasing decisions. The survey revealed that 58% of people aged between 36 and 65, and 61% of younger adults, research products online, using smartphones or tablets.


THE THYMES N O V E M B E R 2 0 1 3

need help? call us on 0800 737 827



From the 18th December the Sale and Supply of Alcohol Act comes fully into force. Operators need to be aware of any impacts that the final roll out of changes will introduce on this date...

employment matters

FINAL CALL FOR THE SALE OF LIQUOR ACT The Sale and Supply of Alcohol Act 2012 (the new Act) has been gradually rolling out over the past year, with the final stages coming into force on 18 December. What are the key changes that will occur on this date?


Maximum trading hours

National maximum trading hours apply from 18 December 2013. These are: 8am - 4am for on-licences

and 7am – 11pm for off-licences. Premises that currently open for longer hours will have to comply with the maximum trading hours from this date. Premises with shorter hours will continue to operate to the hours of their licence.


Local alcohol policies (LAPs)

Local alcohol policies can be adopted from 18 December 2013. Make sure you are aware as to whether your local area has introduced a local alcohol policy.


District Licensing Committees

The existing district licensing agencies are to be replaced by district licensing committees (DLCs) on 18 December 2013. DLCs will decide contested and uncontested applications for new or renewed licences and managers certificates.


Applying for a licence after 18 December

Any application filed after 18 December 2013 will be subject to the criteria of the new Act. This will introduce some key differences to the application process, with new information required to be completed by applicants. New fees will also apply.


Applying for a managers certificate after 18 December

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

6 18

New requirements for licensees and managers From 18 December 2013, on-licences will have to

THE THYMES N O V E M B E R 2 0 1 3

supply or make available water, low-alcohol beverages, food and information about safe transport. A range of other conditions can also be imposed by the district licensing committee.


Supplying alcohol to young people

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


Offences: fake IDs


Offences: irresponsible advertising and promotions

Presenting a fake ID, using someone else’s ID to buy alcohol and giving or lending an ID to an underage person knowing that they intend to use it to buy alcohol will be an offence.

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


Repeat offending by managers and licensees

Licences and managers certificates can be cancelled for five years if the manager or licensee has committed any specified offences three times within three years. Section 288 of the new Act sets out the specified offences.

legislation update

employment matters

LICENCE APPLICANTS REQUIRE THOROUGH UNDERSTANDING OF NEW ALCOHOL LAWS From 18 December all applications for new licences and renewals for existing licences will be assessed against section 105 of the Sale and Supply of Alcohol Act (SASAA). This criteria differs from that under the Sale of Liquor Act 1989, reflecting a move from a licensing system of reasonable control, to a stricter regime focused on reducing social harm stemming from alcohol consumption.


recent decision by the new Alcohol Regulatory and Licensing Authority (ARLA), which rejected an application for a liquor licence for a new liquor outlet, highlights some of the new considerations and information applicants are now required to provide.

Section 105 of the Act sets out the criteria to be considered in an application for a liquor licence: Criteria for issue of licences (1) In deciding whether to issue a licence, the licensing authority or the licensing committee concerned must have regard to the following matters: (a) the object of this Act: (b) the suitability of the applicant: (c) any relevant local alcohol policy: (d) the days on which and the hours during which the applicant proposes to sell alcohol: (e) the design and layout of any proposed premises: (f) whether the applicant is engaged in, or proposes on the premises to engage in, the sale of goods other than alcohol, low-alcohol refreshments, non-alcoholic refreshments, and food, and if so, which goods: (g) whether the applicant is engaged in, or proposes on the premises to engage in, the provision of services other than those directly related to the sale of alcohol, low-alcohol refreshments, non-alcoholic refreshments, and food, and if so, which services: (h) whether (in its opinion) the amenity and good order of the locality would be likely to be reduced, to more than a minor extent, by the effects of the issue of the licence: (i) whether (in its opinion) the amenity and good order of the locality are already so badly affected by the effects of the issue of existing licences that— (i) they would be unlikely to be reduced further (or would be likely to be reduced further to only a minor extent) by the effects of the issue of the licence; but (ii) it is nevertheless desirable not to issue any further licences: (j) whether the applicant has appropriate systems, staff, and training to comply with the law: (k) any matters dealt with in any report from the Police, an inspector, or a Medical Officer of Health made

legislation update

The application in this case was for an off-licence in a small group of shops in Ellerslie, Auckland. The shops were in close proximity to a school, school bus stop, YMCA and public reserves (at which there was a liquor ban in place). In its decision ARLA made it clear that as it must have regard to all the matters set out in section 105 it is crucial for an applicant to address each point of this section individually to ensure their application is successful. Here is some of the crucial feedback from ARLA which will assist other operators who may be going through a new licence application, or renewing an existing one:

Design and layout of the premises (section 105) The applicant gave no evidence about the design and layout of the proposed premises. ARLA commented that this should have been addressed, also noting that this criterion will usually be of greater importance in onlicence applications. The position of the till and chillers in an off-licence is relevant. Specifically, the location of products aimed at young people, can be relevant in determining the suitability of the applicant, or can constitute a breach of the object of the Act.

Suitability (section 105) The applicant was an experienced licensee with no history of difficulties with the enforcement agencies. However, he was still found to be unsuitable. One of the key issues was that the ARLA found he showed an inadequate knowledge and appreciation of the specific locality of the proposed premises. He didn’t know the locations of the local schools; he was unaware that the school bus drop off was directly outside the premises and the bus collection point was across the road; he did not know the hours of the liquor ban in the neighbouring reserve or that there were issues of alcohol consumption in the reserve adjoining the car park. C ONT INU ED ON F OL L OWIN G PAGE

THE THYMES N O V E M B E R 2 0 1 3


industry sales report F ROM P RE VI OU S PAGE, L icence ap pl ic ants r equ ire tho rough unde rs tand ing of a lc ohol l aw s

ARLA explained that on top of an understanding of the local community, an applicant should explain how they would ensure they minimise any potential negative impacts that could arise from the existence of the licensed premises in the area.

Amenity and good order (section 105 / 106) An applicant must also show that the amenity and good order of a locality would not be reduced, by more than a minor extent, by the introduction of a licensed premises. The following matters must be taken into account: current, and possible future, noise levels; current, and possible future, levels of nuisance and vandalism; the number of premises for which licences of the kind concerned are already held. However, the applicant did not adequately show an understanding of the area (and its issues) or how it would operate to prevent alcohol problems. There were a number of objectors to the application and based on their evidence ARLA was of the view that the effect on amenity and good order would be more than minor. This decision emphasises the need to address each part of section 105 of the Act as part of the application process for a liquor licence. In this case the applicant had either failed to respond to certain criteria adequately, or not at all. This ultimately led to the refusal of the application. As outlined in this case, applicants must have a thorough understanding of the local area and clear systems and training in place to assist the licensee and staff to comply with the law. Members are encouraged to contact the Restaurant Association to discuss their concerns if they are undergoing this application process themselves.


THE THYMES N O V E M B E R 2 0 1 3



SMOKING LAWS SKYCITY was recently the subject of high court action over a smoking area at their Auckland casino, in a case that may impact on all hospitality businesses with smoking areas.


he Cancer Society, the Problem Gambling Foundation and the Salvation Army took the Ministry of Health, the Auckland regional public health service and SKYCITY to court over the so-called 'open areas calculator' – which is used to determine whether a smoking space complies with smokefree legislation. The smokefree environments act specifies that “no person may smoke in any part of a casino that is not an open area”. An open area is defined in the Act as a part of the premises that is not an internal area. An internal area means an area that when all its doors, windows and other closable openings are closed is completely or substantially enclosed (by a ceiling, roof or similar overhead surface and walls, sides, screens etc). There is no guidance as to what is meant by “substantially enclosed”. To assist Ministry of Health officers when making assessments of whether an area is “open” or “internal” the Ministry developed a mathematical tool called the “open areas calculator”. The calculator takes into account the room's area, openings and airflow to determine whether a room is "substantially enclosed" or not. Earlier in the year, SKYCITY refurbished an area of the casino called the Diamond Lounge for the purpose of creating an area in which gaming machines could be operated by patrons who smoke.

The open areas calculator was used to conclude that the Diamond Lounge was an open area, determining that a wall of louvre windows made it open. While the purpose of developing the calculator was so that a consistent standard was applied when assessing whether an area was substantially enclosed, the high court ruled that it was erroneously used by officers as the sole determining factor as to whether an area complies with the Act. It said human judgement, not just a mathematical calculation, should also comprise part of the assessment. This judgement calls into question the use of the calculator, forcing the Ministry of Health to reconsider its process for calculating open areas. It is not clear yet whether the decision will apply retrospectively to other designated open areas but if this is the case it could mean that hospitality businesses may find that their smoking areas, if now reassessed, are inconsistent with the statutory definition of an open area under the Act. Meaning, like SKYCITY, the smoking area will be shut down. We will keep you informed of any further developments on this.

me mber initiatives


MANAGING FOOD ALLERGY RESPONSIBLY A new food allergen portal provides links to best practice information on managing food allergies for different sectors in the community.


he portal is a ‘one-stop’ shop for food allergy resources—with information for the hospitality industry as well as consumers, schools and childcare centres, medical professionals and government. The portal was created by the Allergen Collaboration which includes representatives from government, industry, Food Standards Australia New Zealand and consumer groups. Access the portal at (keyword search: Food Allergen Portal).

Help is never far away! The Restaurant Association appreciates that hospitality is a 24/7 industry and as a result employment issues can occur at a variety of times. A reminder that we have a HELP DESK, capably managed in-house by CEO, Marisa Bidois, and employment advisor, Kirstin Lethbridge, which is contactable Monday to Friday 8.00am-6.00pm on

0800 737 827 and outside these hours on 027-559 7777.

The service is for members with urgent employment problems.


FOOD SAFETY PRACTICES? For those operations who have yet to implement a Food Control Plan (FCP) in their businesses, a new version of the free template from the Ministry for Primary Industries is now available.


he latest version, which is available both on-line and as a printed plan (contact the Association if you’d like a copy), is presented as a ‘business start up’ pack for those that are new to the food control plan. Businesses that are using earlier versions of the template can continue to do so – there is no need to ‘upgrade’ or replace your existing version.

The latest version of the food control plan has a new look and is designed to be easier to read and use and also to be more economical to print or copy. The wording has been changed in some sections to make the procedures a little clearer for those using the plan and some editorial errors and inconsistencies have been corrected.

There are only a couple of changes to the procedures and criteria in the plan that operators may wish to note: 

The minimum safe temperature for keeping food safe has changed from 4⁰C to 5⁰C reflecting the findings of science work carried out by MPI that has already been incorporated by businesses operating under the Animal Products Act 1999; and

The temperature requirement for cooking poultry has been reworded so that it is clear that when cooking to 75⁰C the temperature should remain at this point for 15 seconds. Earlier versions of the template used the word ‘instant’. This change has been made to recognise that it can take 15 seconds for a thermometer to settle to the right temperature thus providing an accurate reading. ~ the Assoc iation’s online dining directory

Liver is a high risk food so additional information on how to cook it safely has been added to the Cooking and Cooking poultry sections. This advice applies to all liver, not just poultry.

There is now guidance in the template on: what to do to reopen after a civil emergency

how to donate food safely and responsibly.

There is information available on-line about what to do if you directly import food. Should operators wish to include any of this new or amended information in their existing plan copies of version 5 pages with these updates/changes can be downloaded from the MPI website: food-control-food-fcp-plans/index.htm. Feedback is welcomed as it is the best way to refine and improve the approach taken in the Food Control Plan. You can provide it either directly to MPI with ‘food control plan’ in the subject line, or, you can contact Janet Lymburn at MPI: .


05 23

November, 2013— 2013—January 2014




-10 F.A.W.C. Summer Series, Hawke’s Bay

- end of December DineAID

- end of November Good Food Month, various venues in Sydney, Melbourne, Brisbane, Canberra





-16 New Zealand Cup and Show Week, Christchurch

-15 FHC China, Shanghai China

Canterbury Anniversary Day (regional public holiday)

- 17 Taste of Auckland, Victoria Park, Auckland






- 17 Taste of Melbourne, Albert Park, Melbourne

Toast Martinborough

-24 Margaret River Gourmet Escape festival

Whitebait season closes






Westland Anniversary Day (regional public holiday)

Winner of NZ Café of the Year announced

Cherry and raspberry season begins!

School finishes (secondary schools)





School finishes (primary and intermediate schools)

Christmas Day (public holiday)

Boxing Day (public holiday)

- 3 Jan Tasmania Taste Fesitval, Hobart




-4 Jan ASB Classic women's tennis tournament, Auckland

New Years Eve






Day after New Years Day (public holiday)

-11 Heineken Open men’s tennis tournament, Auckland

Wellington Anniversary Day (regional public holiday)

Auckland Anniversary Day (regional public holiday)


New Years Day (public holiday)


THE THYMES N O V E M B E R 2 0 1 3

events—national & in ternational

managing your business

November 2011



MAKING THEIR MARK... Apprentice chef Nickolas Han represents one of the new breed of young, dedicated hospitality workers already making their mark in the industry. It has been a busy and successful year for him, undergoing his training, competing in competitions and recently adding another honour to his already impressive CV when he was awarded outstanding trainee chef at the 2013 Halamoana Awards. BY TRACEY LINES


edication and hard work has been the key to Nickolas's fantastic achievements. He is currently working through his cookery apprenticeship through the Restaurant Association at Pacific International Hotel Management School.

While working full time and engaging in on-thejob training Nickolas has also managed to successfully compete in a number of national and international competitions. His accolades so far range from Commis Chef of the year at the Taranaki/Wanganui Hospitality Competition, Finalist in the Fonterra Proud to be a Chef competition held in Melbourne where he won best sweet dish (beating 28 Australian competitors), runner up for Service IQ Modern Apprentice of the Year and now the Outstanding Trainee Chef as well as a Halamoana Scholarship at the Halamoana Awards. As Nickolas's Apprentice co-ordinator it is a pleasure to mentor such a talent. Nickolas is extremely committed to his apprenticeship and shows an outstanding level of passion and enthusiasm for the industry, he takes every opportunity that is given to him to advance his skills and knowledge. Nickolas is supported by his Head Chef Warwick Findlay and the rest of the talented Chef Lecturers at Pacific International Hotel Management School.


NICKOLAS HAN When did you start working for PIHMS in New Plymouth? In March 2010, after I finished a short course of the hospitality services at the Pacific International Hotel Management School (PIHMS).

Why did you choose the hospitality industry as a career? I completed my Bachelor of Science in Applied Microbiology at the University in Korea four years ago, but my journey to become a Chef began in March 2010 when I started working at the Pacific International Hotel Management School (PIHMS). I realised my passion for food and wanted to make it my dream career. It was a life-changing moment and from that moment on I knew what I wanted to be.

What influenced your decision to become an Apprentice? I wanted to become a qualified chef with skills and a trade recognised all over the world. That’s why I have started the ServiceIQ Level 3, Modern Apprenticeship course. It has expanded my knowledge by applying those new skills continually in the workplace, advancing my ability to a high degree and to formalise my cooking skills.

What do you enjoy cooking? Cooking drives me to be creative and every day I wake up and look forward to the challenges ahead of me. I love the diversity in food and being able to use it in everyday life and think outside of the box. Researching, innovating and creating new and exciting dishes for my customers are the reasons why I became a chef and it is my future.

What has been one of your most memorable shifts at work? I had an amazing work experience at the Taranaki Degustation Dinner in September 2013. The dinner was a 7 course menu, and I presented the cheese course which was Poached pear with Kapiti Kikorangi and cardamom mousse with a brandy snap. I had a lot of pressure to prepare 200 portions of my dish, but I really enjoyed working with lots of chefs from different places who all helped.

What do you find challenging about your Apprenticeship? Paper work.

What kitchen tool can you not live without? A sharp knife.

What is something that you love cooking for friends and family? Kiwiana Korean food, fusion type cooking.

What was your most memorable dish that you have eaten?

Want to employ a Cookery Apprentice? Businesses that take on apprentices have the unique opportunity of helping to shape some of the industry’s future hospitality stars as they begin their careers. C ONTI NU ED ON FO LL OWI N G PA G E

need help? call us on 0800 737 827

It was a 6 course Degustation dinner at St.Katherines in Melbourne while I was doing the 2013 Fonterra Proud to be a Chef. The fresh harmonic flavours of the dishes blew my mind.

Where do you see yourself in 5 years’ time? The world we live in today is ever changing and always evolving; I would like to think of my life as an adventure, to explore the challenges of everyday and meet any obstacles with open arms. Rather than one destination in five years, I seek new goals and ambition every day and tackle them as they come. I believe in myself and view changes as new opportunities. THE THYMES N O V E M B E R 2 0 1 3


member F R OM P RE V IO US PA G E, Y ou n g t ra in e e s m ak in g a m a rk


Why should I take on a young person?


 Because when you take on an

Here’s something besides badly behaved kids that can be annoying to other diners: overactive cell phone users...

apprentice, you help secure the future of your profession.  You help to secure our industry as

a major sector of the New Zealand economy.  All the knowledge and experience

you have gained during your years in the industry will be passed on to the next generation. How priceless is that?

Getting started  To take on a Cookery apprentice,

simply contact your nearest Regional Coordinator.  They will explain how it all works,

and find out what kind of person you need, your work culture and expectations.  The coordinator will also arrange

an induction meeting with you and the apprentice before the apprenticeship begins.  If you already have a candidate in

mind, your coordinator can assist with the sign-up process.

So, if you have a member of staff who is interested in training though the apprenticeship programme, or you are looking for a new candidate, contact us today ~ Daniel Wheway | 09 632 1408 | (Northland, Bay of Plenty, Rotorua, Taupo) Peter Le Grice | 09 632 1403 | (Auckland, Waikato, Coromandel) Tracey Lines | 04 817 5243 | (Wellington, Wairarapa, Manawatu, Taranaki)


THE THYMES N O V E M B E R 2 0 1 3


ecently, the New York Times reported on the “phone stack” game: When you go out to eat, everyone must put their cells in the middle of the table. Whoever is first to give in to the urge to check their device has to pay for dinner. Here are several places in sync with the phone stack game.

Bedivere Eatery & Tavern (Beirut, Lebanon) “Tired from going out to places where people are just sitting with a drink and socializing with their mobile phone? If YES is your answer, Bedivere is your place!" says the website of this year-old restaurant that specializes in sandwiches and burgers. Bedivere offers a 10% discount to guests who leave their phones with the restaurant during their meal. Bucato (Los Angeles, California) Chef Evan Funke’s dining room prohibits all cell phone use, including photography and texting. Diners can use their phones only within “designated cell phone areas.” The general manager, Ed Keebler, complained to the website Eater that cell phones contribute to “gastro ADD” and that guests are encouraged to “share their meal with fellow diners.”

Please help us by turning your cell phone to vibrate while dining. Thank you.” Bouley (New York City, New York) The iconic chef forbids photos in the fancy dining room but allows them in the coat check and lounge areas. He also has been known to let diners into the kitchen to take pictures as the food is coming out. “That shot will look much better on the marble table of our kitchen,” David Bouley told the New York Times. Eva Restaurant (Los Angeles, California) This restaurant is now closed. Too bad: When it was open, chef Mark Gold offered a 5% discount on the meal if guests left cell phones at the host stand. The discount started in summer 2012, and an estimated 40-50% of the guests were participating in less than two months. "They actually get really enthusiastic about it," Gold told CNN Money. "I think people generally like the idea of being able to turn off their cell phones. They just haven't been given the opportunity to or thought about it."

Malibu Kitchen & Gourmet Country Market (Malibu, California) Owner Bill Miller has a to-the-point sign posted at the counter of his cute deli: “You decide which is more important. Ordering food or talking on the cell phone. You won’t be waited on until the phone is off and put away.” Patina (Los Angeles, California) The iconic restaurant in the Walt Disney Concert Hall is polite about its no-phone request: “This restaurant is a quiet haven from the stress and tumult of everyday life.

SOURCE:, author Kate Krader

in ternational news



et your pen out if you want to have dinner at Rogue 24 in Washington, because first you have to sign a two-page contract to cement your reservation at the conceptual restaurant serving only 24and 16-course tasting menus in the middle of an alleyway.

And if you're keyed up about snagging reservations at the buzzy restaurant, don’t get so excited that you tweet about your meal in between courses or take a snapshot of your favourite dish — cell phones and cameras are explicitly banned during the three-hour plus long dinners. The contract states, “All guests should be able to enjoy the experiences that surround them at Rogue24 free of distraction.” Apparently, you can’t send out a tweet to chef RJ Cooper in his own restaurant; you have to wait until you get home and you’re released from your contract.

NERVOUS ABOUT THOSE GROUP BOOKINGS? At this time of year operators are inundated with group bookings as people celebrate the end of year with their work colleagues, friends and family. While these group bookings are undoubtedly welcome, they don’t always go according to plan do they?


othing can be more frustrating when you think your establishment is going to be full, and you’ve been turning bookings away all week, to find that only half of that group that you’ve got booked in for Saturday night actually turn up. This is where a booking agreement document can be useful and the Restaurant Association have developed a simple one page template ready to use. There are two versions, one where you can request a deposit and one without.

It simply and professionally reiterates that making a booking at your business creates a contract which places obligations on both parties. If they don't turn up, or only half of them turn up, then you can legitimately claim that the contract has been broken and they’ve caused you to lose business. As a result you may choose to apply a cancellation fee. If you’d like to receive a copy of these documents simply email us at

Beyond that, diners must agree to the restaurant’s cancellation policy and give up their credit card information. If reservations are cancelled within 72 hours of the dinner (up to 3 p.m. on the day of the reservation), diners are on the hook for half of the check. Cancellations after 3 p.m. on the day of or showing up more than 30 minutes late for their dinners earn a 100-percent charge. Considering that meals run $175 per person for the full 24-course Journey menu with beverage pairings, forgetful and tardy diners can quickly run up a hefty charge without enjoying a single bite. The contract also asks patrons to list allergies and dietary restrictions, commit to either the 24- or 16-course tasting menu and decide whether they want drink pairings. Oh, and this contract must be returned within 72 hours of making the reservation or the reservation is voided. SOURCE:, author Nevin Martell THE THYMES N O V E M B E R 2 0 1 3


SPOTLIGHT ON RENKON The iconic Auckland restaurant group, Renkon, first opened in 2002. They now have five busy restaurants and an ambitious expansion plan as they bring Japanese donburi dining to the masses...

international update



RENKON Owned by Koichi Otokita and Toshiaki Takeuchi, Renkon has expanded to 5 stores in Auckland with further plans to open more outlets across New Zealand and overseas. Renkon specialize in donburi, an easy, yet highly nutritious and wellwellbalanced meal in a single bowl (meat, vegetables, and rice or noodles). How long have you been in NZ? Did you have a similar business in Japan? Renkon started in Auckland’s Durham St East in 2002 as a collaboration between 2 friends, Koichi Otokita and Toshiaki Takeuchi, both chefs of Japanese cuisine in Japan, prior to migrating to New Zealand to start families in New Zealand’s clean and green environment. Did you anticipate the growth of Renkon? Was it part of a long term plan or did you see a formula that worked and explored it further? We were always confident of our food and concept and business plan but at the time of opening, did not envisage having more Renkon stores down the track. Family men both, starting and raising our young families was more of a priority and also supporting our staff. When Renkon took off and an opportunity to open a new one presented itself in Parnell, we took it. Are there any plans to open more in New Zealand or abroad? Innovation is key to any business and we plan to launch a new brand in Auckland soon. This will be more modernized version of Renkon and we hope will gain as much acceptance as Renkon has.

Do you import your own ingredients or is there a distributor in NZ that you use? Is it challenging to source all of the ingredients required? There are distributors of Japanese foods and condiments in New Zealand – Tokyo Food Co Ltd and JFC, to name two. However, we buy our food from a number of New Zealand suppliers and are diligent with the quality. What are the biggest challenges with managing hospitality staff? Our staff are our lifeline and more important to us than our food or concept or our profits. Hospitality staff are, like all staff, people. They have families to raise, rents to pay, places to visit. Like people everywhere sometimes there are differences of opinion between staff and between staff and employer. As employers, first we always follow employment laws. Second, we strive to keep relations between employer and staff and between staff as transparent as possible. Staff can openly express to us any issues they face as we do with them, all in a calm and harmonious way.

In that you can’t be in 5 different places at once how do you get the best from staff? Do you have a profit share scheme in place What is your % of New Zealand and for managers? Japanese clientele? We try to maintain a harmonious and 70% of our clientele are regular customers from the communities we serve in. 30% are honest work environment. We hope that our staff choose to stay with us for long from overseas, including from Japan. periods of time because of such an environment and their passion for food And what about takeaway vs dine in? and the contribution they make to not only Dine-in 60 : T/A 40 our business but society in general. We How have your customers palates changed? also have incentive bonuses twice a year Do you feel New Zealanders are more for outstanding staff. educated now towards Japanese cuisine? Yes. New Zealanders are very Do you read and pay attention to online sophisticated customers and while, reviews? fortunately, we do not get too many Yes. We also have in-house feedback grumbles, we do need to strive to keep our forms, which we take very seriously. business initiatives taste consistent over time.

We try to incorporate customer concerns into our business. All staff have access to completed forms. It is also a good way for staff to measure their performance. How do you inspire and retain your staff? With transparency and honesty mainly. With reasonably good wages and bonuses secondly. Do you use social media at all? Our business was predominantly built on word-of-mouth. While we have not used much social media in the past, we intend to explore this field more in the future. Do you have a customer loyalty programme? We are relatively confident of our brand and products. Both quality and price-wise. So we have not heavily delved into pulling/ pushing customers into our stores with advertising or customer loyalty programs. We are not averse to such schemes though and may explore them in the future. How do you recruit? Is it word of mouth or do you advertise? The biggest challenge to our growth is we always find ourselves short-staffed. We advertise and often are successful in recruiting through national media like the New Zealand Herald but there are times when such efforts bear no fruit. We then have to resort to recruiting staff, especially chefs, from overseas, which is expensive, time-consuming and again not easy. How do the clientele at ‘destination restaurants’ differ from those in the CBD? Time! Being a destination eatery we can never plan for a table to turn over after 40 minutes. We can have a table of four arrive in four cars and have lunch over a three ½ hour period. Apart from time they have the same expectations a knowledgeable host, good food, good flavours and value for money.

THE THYMES September 2012


new members

November 2011

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

congratulations... you have joined the only organisation that exclusively assists you to safeguard the viability of your café or restaurant. We will help guide you through the regulatory minefield that exists in today’s business environment. You have joined 1700 of New Zealand’s most dynamic and profitable hospitality businesses. 4 Forks Limited, Rotorua

Pita Pit - Broadway, Auckland

Ace Wasabi Japanese Restaurant, Christchurch

Pita Pit - Newmarket, Auckland

Beauchamp Café, Napier

Pita Pit - Northlands Mall, Christchurch

Bistro Three Eleven, Hawke's Bay

Riverside Café, Whangarei

Burger Wisconsin - Remuera, Auckland

Riverside Grill, Mercer

Caliente, Wellington

Splash Bar, Paihia

Charley Noble Eatery & Bar, Wellington

Subway - Hobson Street, Auckland

Columbus Coffee Napier Street, Auckland

Subway - Rosebank Road, Auckland

Curry Time, Christchurch

The Raft, Tauranga

Delissimo Delicatessen, Auckland

The Rock Cafe & Sumner, Christchurch

Et Tu, Auckland

The Shed Te Motu, Waiheke Island

Grace on Braid Café, Hamilton

Titirangi RSA, Auckland

Habitual Fix - Queen Street, Auckland

Twisted Tomato, Auckland

Habitual Fix - Botany Town Centre, Auckland

Zus & Zo, Auckland

Homegrown Hospitality Ltd, Otorohanga Hong Kee Restaurant, Wellington

AND these supplier members supporting the industry… (go to and click on ‘partners’ & ‘industry guide’ for contact information on a range of industry suppliers of good and services)

Hummingbird, Wellington Jam Organic Takapuna, Auckland

St Andrews Limes, Havelock North e: w:

Kassaba Restaurant, New Plymouth Kazuya Restaurant, Auckland Muse on Allen Restaurant and Bar, Wellington Ostro Brasserie & Bar, Auckland

Positec Systems Limited, Auckland e: w: New Zealand Management Academies, Auckland w:





HOLIDAY & LEAVE Record Pads kia ora from



ell I hope that this newsletter finds you all fit and well. It will soon be Christmas!

I am in my most critical time workwise getting two groups of students to complete the components of the Diploma in Hospitality Management. Stress levels for them are pretty much up there. Most are gainfully employed. The date for the 2014 Rotorua Hospitality Awards is 29th June at the Convention Centre, Fenton Street. I would like to congratulate Indian Star for winning the TrustPower Customer Service Award in the Westpac Business Awards.

and supportive of the hospitality industry here. Checking up on the Eat Streat revamp it is on schedule and should be ready by Christmas. Some businesses have reported a drop off in trading while the refit has been happening but it should look amazing when it is completed.

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

Labour weekend was buzzing and every second car had mountain bikes attached to it. Restaurant trading was up and down—some did well and others were quiet.

• •

Skyline Rotorua have upgraded their kitchen. I believe the restaurant is going through a refit as well.

Have a safe and Happy Christmas and New Year.


We also see the end of and era for Lewishams Restaurant, which has been sold. A very good friend of mine is visiting from Perth and insisted on going to this restaurant not only for lunch but dinner as well. She had the garlic soup which was one of her favourites and the fish which she really enjoyed. Hope to bring you more news on this next time. We now have a new Mayor, Stevie Chadwick, and she seems to be upbeat regional update

Here are my tips for surviving Christmas madness:  Slow down and take care of yourself. ( I must practise what I preach)  Make a list of “To Do’s’.  Stick to a budget.  Simplify things and buy a Restaurant Association Gift Card, as gifts like these will be greatly accepted. My husband won a $200.00 one in a fishing competition and the whanau enjoyed going out for dinner.

Naku noa na Sharon Wallace Rotorua Branch President Waiariki Institute of Technology e: m: (027) 233 4146

• •

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

ORDER NOW… The Restaurant Association’s Holiday & Leave Record and Time / Wages record pads satisfy all these requirements & are available for just $12.00 (incl of GST and P&P). Order online through THE THYMES N O V E M B E R 2 0 1 3



September 2011

news from

wine country


awke’s Bay Anniversary and Labour weekend have just left us, with four magic days of trading. Sunshine and tourists visited, and the extended weekend felt like summer had arrived. There is a lot activity in the Bay as we head into the time of year we all look forward to…

FAWC Summer FAWC (Food And Wine Classic) kicked off on 1st November with 10 days of food and wine. Master classes, butchery demonstrations, champagne dinners, wine maker wine options, guest chef’s - the list goes on. With over 60 events across the 10 days it is an indulgent celebration of what we love around here.....eating, drinking and relaxing. SIGNATURE DISH The winners of the annual Signature Dish Awards have just been announced. This was the 7th year the competition was held. Restaurants and cafes were divided into three categories, formal, casual & cafe. St Georges Restaurant took out the formal category, Black Barn won the casual, and Columbus Mega Cafe Hastings was awarded the winner in the cafe category.




THE THYMES N O V E M B E R 2 0 1 3


WINE AWARDS The annual Bayleys Wine Awards were recently held. The first awards were held in 2000, and the event is always a huge success. Around 500 guests were treated to four courses created by local chefs; and every winning wine. With around 15 winning wines, it pays to pace yourself. Vidal Winery took out the Champion Wine of the Show with their ‘Reserve Series Hawke’s Bay Chardonnay 2012’. NEW AROUND TOWN Mexico seems to have landed in Hawke’s Bay, with three Mexican restaurants opening in the space of five weeks. Fajitas Mexican Bar and Grill was first to open their doors. Located in Clive (in between Napier & Hastings), in a site that has struggled in the past, the owners have injected a lot of colour and energy into the building. The dining room is a big space that can handle large groups and I’ve heard they have had a few through already. Mamacita opened in Havelock North in October. A strong team is behind this new addition to the village. Clint Toomer heads the kitchen team. Clint is a former Boulcott St Bistro chef, who made the move to Hawke’s Bay to start European Gourmet, making and selling stocks to the trade. Nick Neilson, former owner of Diva Bar & Bistro heads up the front of house. Liv Reynolds is the third partner, who also works at Black Barn managing their retreats. Well known hospitality icon Dennis Buckley – owner of Shed 2 Bar & Restaurant, Caution Restaurant and Hep Set Mooch, is set to open

Meximama around mid November. This new restaurant will be located in the same building as Shed 2, in West Quay in Napier and will add another flavour to this bar and restaurant hub by the marina. Board Walk Restaurant in Ahuriri recently changed hands, and the new owners (who also own The Station and Duke of Gloucester) have spent time and money to create a whole new look. The menu is built around seafood and being right by the sea, this restaurant should hum over summer. Former Craggy Range Head Chef and Bayswater owner, Stephen Tindall is set to return from Melbourne to head up the kitchen at Te Awa Winery. In recent time Te Awa was purchased by Villa Maria and plans for a new winery and cellar door facility are being talked about. Stephen has spent the last few years in Melbourne working in high end catering and was Sous Chef for George Calombaris at The Press Club. This time of year represents the start to our busy season. For most it is a relief to come through winter and start looking forward to longer days and warmer weather, which gives us the opportunity to show off what we do best; looking after our guests with great wine, food and surroundings. Wishing all the best to all in our industry and here’s to a long and profitable summer. Sean Burns Hawke’s Bay Branch President Milk and Honey e: m: 027 623 2223

re gional update


tales from



he Halamoana Awards were held in October and once again it was an enjoyable evening. We profile the winners on the following page.

Margaret Main was our guest speaker at a seminar we held in September and she spoke to a wellattended group of both owners and staff, on How to Train a Sales Focused Team. Her presentation was informative, enthusiastic and well received, and now the focus for us as owners is to enthuse our front of house staff with her energy and passion for hospitality in all it’s forms (like sales!) It was good to see out of town members from Fat Pigeon in Pio Pio travel for the seminar. At a lunch meeting at PIHMS the day after the Halamoana Awards, the attendees chatted informally about perhaps holding just 2 educational functions a year – one for staff and one for management and hold informal social get-togethers in between. We’ll also take advantage of any other educational opportunities that arise, and of note, Keith Vaughan of KV Consulting is in New Plymouth next month at the invitation of a local company of lawyers. He has opened his seminar on “How to manage underperforming staff” up to members at a reduced rate.

 It’s an excellent presentation, by an excellent presenter. I forgot to mention in our last news update, that Rosy O’Grady’s Bar has reopened as The Black Harp and is being enjoyed by very good crowds if the attendance the night we went is anything to go by. The fitout is aimed to be Irish themed with Guinness on tap, and looks terrific. Following the death of local restaurant personality Andre Teissonierre, his iconic French restaurant Andre’ L’Escargot Restaurant has closed it’s doors. I understand there were thoughts that it might reopen under a new owner, but this rumour was squashed when the building and it’s fitout was sold at auction last week, to property developer Robert Angus for a very modest $575,000. Peanuts I think, for a central city location of a beautiful character building. Mud Bay Café in Urenui is about to change hands, with Andrew and Claudia Gray purchasing it. Claudia is a chef of Brazilian/Japanese heritage and will be the executive chef, with the Head Chef position being taken by Jeremy Richards. They took ownership on November 1st and plan to have their changes made and a new menu offered by November 13th. Very exciting for them. Decanta Tapas Bar has been hosting regular musical evenings in their back function room organised by Pamela Jensen of Folk House.

NT p r e s i d e n t ’ sAvRi eGwOpToRi nEt STAURA ANDRE L’ESC

We’ve been enjoying these offerings by folk musicians from all around the country and overseas, and it adds another little income stream to their business. Several businesses have closed or are planning closure in the next couple of months which will impact on the town. Fletchers is one of them and as quite a large employer, it came as a shock to many to see them retreat to the bigger centres. Our recent local body elections have returned a changed council which contains more councillors putting saving money to the fore, plus a new mayor the previous one being ousted after just one short term. Things are tightening up here in Taranaki. New Zealand’s Premier Spring Festival the “Powerco Taranaki Garden Spectacular” and the friendly “Taranaki Fringe Garden Festival”” started on November 1st, with gardens being opened to the public for 11 days until November 10th. We’re all hoping for beautiful weather to enhance the visitor experience and this in turn will enhance the hospitality owner experience by filling our coffers. We’re all looking forward to a warm and busy summer season, with lots of customers, lots of $$$ and plenty of keen staff to serve them. Warmest regards to everyone, Barbara Olsen-Henderson Bach on Breakwater e:

THE THYMES N O V E M B E R 2 0 1 3



regional updates

November 2011



he winners of the 2013 Halamoana Awards drew a crowd of 375 people as Taranaki's hospitality staff stepped around the other side of the bar and away from the kitchen to celebrate the industry's top people. The awards were held at the Pukekura Raceway in a race-theme event at the end of October. People dressed up in horse-related costumes, there was a "race book" with the nominees as horses and the awards presented by a race announcer. Halamoana committee chairman Jade Morgan said it had been an excellent night. "It was a brilliant night and everyone really got into it."

The winners are: 





OUTSTANDING BARISTA Tayla Rapira - Sandwich Extreme


OUTSTANDING HOST Ajinkya Jagdale - The Hourglass




OUTSTANDING CHEF Sohnke Danger - Okurukuru










regional update


THE THYMES N O V E M B E R 2 0 1 3

re gional update


regional updates

November 2011


from the capital: from the capital:

hot plate coming through rumours, happenings and events

town, sampling nearly 200 different craft beers over the 2 day event.

Charlotte Steak Restaurant has opened on Cuba St.

World of Wearable Arts

Hummingbird Restaurant on Courtenay Place has sold to the Mills family who already own a number of pubs and night clubs in the city. Owners of The White House Restaurant on Oriental Bay are opening 2 new restaurants. One has opened and is called Charley Noble,, named after the smoke stack on a ships galley, and is located in the Huddart Parker Building on Post Office Square. The second one is to be located in the new Overseas Terminal Apartment building on the waterfront. Zaika a new Indian restaurant has opened on Willis St. Visa Wellington on a Plate The annual event was again a great success. 109 restaurants took part and 113 festival events took place. The regional spread of restaurants taking part is fantastic with an increasing number of businesses in the Wairarapa and Kapiti. The demand was intense for some events; the Prison Gate to Plate dinner attracting over 5600 requests for tickets within 15 minutes of going on sale. Another highlight was Beervana, with 10,000 attendees, 35% from out of


THE THYMES N O V E M B E R 2 0 1 3

This extravaganza is a great boost to the hospitality sector with another sellout season over 2 weeks. As most of the attendees are from outside of Wellington and the average stay of these guests is 3 nights, the hotels are full and of course they all need to eat and drink.


Charley Noble

Liquor Alcohol Plan Wellington City Council have unveiled their LAP and it is pretty much business as usual with a 11pm closing time for off-licence and a maximum of 5am for on-licence. There was a long period of consultation with all the stakeholders and everyone seems reasonably happy with the outcome. One of the great results from the process was the positive relationships formed over the consultation period between the City Council, Police and hospitality operators. Kind regards Mike Egan, Restaurant Association National President

Visa Wellington on a Plate


e: m: 021 966 667

employment matters



regional updates




news from the south


reetings from the Deep South,

I've missed my contribution to the last few issues so there is lots to report. After an up und down winter with lots of early snow, then no snow, then lots of snow with no visitors and most operators reporting mediocre to good trading, I have some good news and some sad news.

The good news is NZSki and the airport both report an increase in visitor numbers, so let's hope that continues – spring so far has been strong with solid conference group bookings and that will only get better once we get the Convention Centre(s) built. And the sad news – two iconic Queenstown restaurants were lost this month. Wai Waterfront Restaurant and Tatler in the mall both closed their doors, the former sighting an over supply of competition in the premium market and the latter impossible rent (rent in Queenstown Mall is up to $1400 per square metre) – both burning issues in Queenstown that don't seem to be getting any better.

The Tatler premises has been snapped up by Josh Emmet and co. and will re-open as Asian Fusion. I could try and name all of the new operations that have sprung up around the region this year but I think I would struggle – I just hope we don't lose more of our long term operators and iconic establishments that make up the soul of our towns. A new council term means beating out the same old issues and although not all of the issues affect restaurants directly, they affect the hospitality industry as a whole. Reduced trading hours, one way doors, noise restrictions – are we a nanna state? Most operators here believe that a cap on the number of liquor licences available in a certain area would go a long way to solve the problems council and the police seem to be most concerned about, and the public have certainly made their opinion heard with over 1000 QLDC surveys submitted on the subject. Let's hope they listen this time. I'm sure the summer season will have us all run off our feet again and I say bring it on! But in the meantime, I'm off to Noosa for a well earned break. Adios! P.S. If you would like to get involved in any of the issues facing our industry in the Southern Lakes, please contact me directly and I will make sure your voice is heard. Cam Mitchell Southern Lakes Branch President The Bunker Restaurant & Bar

Wai will re-surface under the same ownership as Public Kitchen & Bar, with a more casual feel and a menu with something for everyone. regional update

e: m: (021) 441 205

The Restaurant Association have developed a Model Job Descriptions handbook for members. This provides a valuable resource for creating position descriptions to help businesses hire the most qualified applicants for their operation. The handbook includes job descriptions for 24 positions. Job descriptions are intended to help an employer determine whether a person is qualified to perform a job. This handbook provides generic position descriptions, which can be customised to reflect the specific tasks and responsibilities of your employees. We have identified the attributes, experience and competencies that could be associated with the various positions.

ORDER NOW… The Restaurant Association’s Model Job Descriptions handbook is available for just $12.27 (incl of GST and P&P) - order online @ or call 0800 737 827.

LEARN HOW YOU CAN SAVE UP TO 50% ON YOUR WASTE COSTS WITH MIL - TEK (NZ) Let us show you the system that has been saving businesses dollars. How you can truly save money on your waste costs by reducing the number of bin rentals, emptying and pickups. Easily reduce smells from waste, create space, and clean up your workplace. Don’t delay - call us today for a totally FREE survey and trial. Free ph.0508 645 835 or THE THYMES S E P T E M B E R 2 0 1 3


November 2011


MAINLY OF INTEREST TO auckland members... news.


New Zealand’s foodie festival, Taste of Auckland, has added an industry event to its schedule this year, with the creation of the Taste Summit, proudly supported by Silver Fern Farms and the Restaurant Association. On Sunday afternoon, 17th November, at Taste of Auckland, you are invited to join us for a bite to eat, a drink and a discussion before heading out to explore the rest of the festival. Taking place in the Carlton Hospitality Marquee, the Taste Summit welcomes some great guest speakers to stimulate discussions. PRESENTERS: Mark Gregory, Chef - Judging the World’s 50 Best Restaurants Having led a successful career as a chef and businessman Mark Gregory was New Zealand’s first chef to be honored with the French "Meilleur Ouvrier" (Master of Culinary Arts). Mark’s varied career saw him as Executive Chef of the illustrious One Aldwych Hotel in London for 8 years collecting a long string of accolades before he left to return to NZ in 2008. As well as founder of the DineAid charity, Mark has recently been appointed as a judge on the San Pellegrino World’s 50 Best Restaurants, which will be the focus of his presentation.

Kay Baxter, Koanga Institute – Bring back our heritage crops For 30 years Kay Baxter has held a simple goal – to grow, eat and support organic food and seeds; not only for her and her family, but for the future of NZ. Kay began Koanga as New Zealand’s first heritage fruit tree nursery and now it holds the largest collection of heritage seeds in the country. Kay will be talking about nutrient dense food and the importance of heritage vegetables, both to soil and your health. Kay will explain the principles of indigenous people’s diets around the world, connecting these principles to the idea of how we need to find our own sacred/local nutrient dense foods here in New Zealand.

Matt Stone, Executive Chef, Greenhouse Restaurant, Perth and Silo, Melbourne The Zero Waste Restaurant At just 25 years of age, Matt Stone has made a real impact with Australian diners and media and now is the Executive Chef of Joost’s Greenhouse Restaurant (Perth) and Silo (Melbourne). Recent awards include Gourmet Traveller’s prestigious Best New Talent Award 2011, West Australia’s Good Food Guide’s Best Young Chef 2011 and 2012. All the features of the Greenhouse Restaurant which has seen pop-ups in Sydney and Melbourne as well as the permanent venue in Perth, are carefully considered first for their practicality, recyclability, life cycle and embodied energy and then for their aesthetics and cost. Matt is committed to providing a sustainable restaurant experience and will be speaking on his goal of the Zero Waste Restaurant.


Festival Opens, welcome drink & tasting of Silver Fern Farms Premier Selection Reserve Beef


Taste Summit begins


Taste summit ends, time to explore the festival, or share a drink with friends and colleagues


Taste of Auckland closes

TICKETS: Restaurant Association member tickets are $30.00 (a discount of $20) and include entry to the Taste Summit and Taste of Auckland. A covered area next to the Hospitality Marquee will be available for partners and families to use as a base to explore the festival during the Taste Summit (they will require a festival ticket but children under 15 are free). The Taste Summit is a trade event open to chefs and related industry representatives only. Tickets are very limited. Use this special weblink for your discounted offer: taste-of-auckland-industry-offer

Mark Southon, Executive Chef, The Food Store – “ElBulli, El Celler de Can Roca & the future of gastronomy” Originally from northern England, Mark has worked in a string of British and European Michelin Starred restaurants before landing in Melbourne’s Vue du Mond, Auckland’s French Café and now The Food Store in the Viaduct. Hear Mark’s perspective of their visit to the current no 1 restaurant in the world: El Celler de Can Roca, their elBulli experience and this young chef’s take on what is next for the world of gastronomy.


THE THYMES N O V E M B E R 2 0 1 3

aucklan d members

MAINLY OF INTEREST TO auckland members... news.

what’s on akl.

You are invited to the 2014 Restaurant Association Auckland Golf Day. There are only a few team spots left though, so get in quick. Next year’s event is on Tuesday 11th February at Muriwai Golf Course. A team of four is $315+gst, or sponsor a hole for $360+gst. The golf day is a fantastic day of ambrose golf with your fellow hospitality members. RSVP to

Popular spot, Sale St, has been bought by the Barworks group, bringing their total number of establishments to 22.

This year marks DineAid’s 5th anniversary of helping New Zealanders in need and they’re having a special celebration on Friday 15 November at the Taste of Auckland Festival. Guests will enjoy a delicious mini taster menu prepared and introduced by three of New Zealand’s most acclaimed chefs. Dishes will be matched to premium wines by leading wine makers and a complimentary bar will operate for the evening. Host is DineAid founder, Mark Gregory, who, together with the organisers of Taste have collated some amazing auction items with all proceeds going to the Auckland City Mission Food Banks. Cuisine will be prepared by Ben Bayly - The Grove, Mikey Newlands - Bracu, Nick Honeyman - The Commons. If you’d like to find out more call 09 531 5524 or email Twisted Tomato is a welcome addition to Pt Chevalier. The eatery is owned and run by chef Thomas Walden, who worked at TriBeCa, under Hayden McMillan, and his partner Tamara Wright. Twisted Tomato, Pt Chevalier

14 -17 Taste of Auckland, Victoria Park

16 -17 Parnell Festival of Roses, Parnell Rosegarden



Farmers Santa Parade

-1 Dec Taylor Swift, Vector Arena

04 Winner of NZ Café of the Year announced



CocaCoca-cola Christmas in the Park, Auckland Domain

Christmas Day (public holiday)

26 Boxing Day (public holiday)

30 -4 Jan ASB Classic women’s tennis tournament


THE THYMES J U N E 2 0 1 3

The Restaurant Association was formed in 1975 with the aim of serving and representing owners and manger of foodservice operations. It represents 1,700 members throughout New Zealand who employ 13,000 full and part-time employees. This is an industry that has an annual turnover of over $7 billion, that employs some 100,000 workers, that is each week visited by 340,000 diners and serves another 1.15 million takeaway customers. This makes it a cornerstone of New Zealand’s economy.



NATIONAL PRESIDENT: Mike Egan (Monsoon Poon, Auckland and Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington)

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

Please show your pride in the Restaurant Association and your industry by displaying your 2013 membership window decal on the window or other prominent place of your operation.

BRANCH PRESIDENTS: Auckland: Bart Littlejohn (Sails Restaurant, Auckland) Bay of Plenty: Andrew Targett (Elizabeth Café & Larder) Canterbury: Sam Crofskey (C1Espresso, Christchurch) Dunedin: Steve Richardson (Table Seven Restaurant, Dunedin) Hawkes Bay: Sean Burns (Milk and Honey, Napier) Manawatu/Wanganui: Lindsay McKinney

Post a photo of your sticker on our facebook page by 31st December and go into the draw to win a $100 gift voucher.

Marlborough: Marcel Rood (Raupo Café, Blenheim) Nelson: Howard Morris (Harry’s Bar, Nelson) Southern Lakes: Cam Mitchell (The Bunker, Queenstown) Taranaki: Joe Deegan (Pacific International Hotel Management School, New Plymouth) Waikato: watch this space! Wellington: Michael Egan (Monsoon Poon, Auckland and Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington)


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

By displaying your decal you are identifying to potential customers that you are a member of the Restaurant Association and that you are committed to the standards that it represents. If you need another sticker, please contact the Restaurant Association today on 0800 737 827 or email

Restaurant Association THE Thymes (November 2013)  

The November 2013 issue of the Restaurant Association of NZ's membership newsletter with news and information on the hospitality industry.