SITXHRM004___Written_Assessment__1_

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Flinders University *

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Jun 24, 2024

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SITXHRM004 - Recruit, select and induct staff Assessment 5 – Written Assessment Trainee Name Charles-Elie Tourne Trainee ID Number 45759 Trainer/ Assessor Name Submission Attempt Attempt 1 - ☐ Attempt 2 - ☐ Attempt 3 - ☐ Trainee Declaration : "I hereby certify that:  This assessment is my own work based on my personal study/research, in my own words.  I have cited all sources and material used to assist my research for this assessment.  I have not copied or plagiarized any part of this assessment from another student.  I or any other student has not submitted this assessment previously.  I have kept a copy for my own records.  I am aware of the availability of reassessment consistent with the Institute’s Reassessment Policy.  I understand my right to appeal the assessment or reassessment outcome, as per the Institute’s Complaints and Appeals Policy. Trainee Initials Date CT 10/06/2022

Questions 1 What is the minimum full time hourly wage for the following positions according to the Hospitality Industry (General) Award 2010 as at Jan 2018. Level 2 Cook - Grade 1 $19.53 Level 3-Food and Beverage Attendant - Grade 3 $20.21 Level 2-Kitchen Attendant - Grade 2 $19.53 2 According to the National Employment Standards ……… a. What are the maximum weekly hours of work an employer can request an employee undertake? 38 hours per week b. What employees are entitled to Parenting Leave entitlements? It specifies that an employee, other than a casual employee, is not entitled to parental leave of any kind (other than unpaid pre-adoption leave, unless the employee has , or will have completed 12 months of continuous service. c. How much notice must an employee give to an employer before taking unpaid parental leave? The notice period that is usually required to be given to the employer is: At least ten (10) weeks before the leave starts If that is not possible, then at soon as possible (which may be a time after the leave has commenced) d. What rights does an employer have regarding requiring employees to work In recent years an employer may ask you to work a public holiday, however they were required to pay penalty rates.

on public holidays? Changes to parts of the NES now consider the hospitality industry be a seven (7) day week enterprise, which includes being open on public holidays. Therefore the request for you to work public holidays is now considered a reasonable request 3 According to the Hospitality Industry (General) Award 2010, what allowances must be paid in the event of: Overtime of more than 2 hours, without notification A staff member is asked to do more than two (2) hours overtime without notice will be paid a meal allowance which is $12.71 A cook who is required to use their own tools Where a cook is required to use their own tools, the employer must pay an allowance of $1.55 per day or part thereof up to a maximum of $7.60 per week An employee required to start earlier than their shift, before their normal method of transport is available If an employee is requested to start at a time that is earlier than their normal method transport is available, the employer must paid the cost of the transport or provide the transport themselves A full-time staff member required to perform first aid duties as part of their job (who holds a first aid certificate A full time staff member has been asked to perform first aid duties as part of their job role (they hold a first aid certificate). They will be paid an additional $9.71 a week A staff member is working remotely and is required to stay over night A staff member is required to work remotely and needs to stay overnight must be paid $48.55 per overnight stay period Part time and casual catering employee’s laundry reimbursements If you are a part time or casual catering employee your laundry reimbursement will be $2.05 per laundered item

4 According to the Hospitality Industry (General) Award 2010, what rates must be paid to an employee required to work overtime? According to the NES a hospitality worker must be paid specific rates when working overtime. ❖ Monday to Friday- 150% (time and a half) of their normal pay rate for the first two (2) hours and 200% (double time) of pay for the rest of the overtime. ❖ Between midnight Friday and midnight Sunday- 200% (double time) for any hours worked ❖ If working on a rostered day off (RDO) 200% (double time). Must be paid a minimum of four (4) hours regardless. This does not apply to work which is part of an employees normal roster. 5 According to the Hospitality Industry (General) Award 2010, what are the mandated breaks an employee can take in their shift? An employee (including a casual employee) who is required to work a shift of more than five hours and up to six hours may elect to take an unpaid meal break of up to 30 minutes during the shift and the employer shall not unreasonably refuse the request. 6 According to the Hospitality Industry (General) Award 2010, what are the maximum allowed shift hours for a full-time employee, and the mandated breaks between shifts? A minimum of six hours and a maximum of 11 ½ may be worked on any one day. The daily minimum and maximum hours are exclusive of meal break intervals. f the employee is required to work a shift exceeding 10 hours, the employee is entitled to an unpaid break of no less than 30 minutes and two 20-minute paid break s. The unpaid break may be taken no earlier than two hours after starting work and no later than 6 hours after starting work. Breaks should be spread evenly across the shift

7 According to the Hospitality Industry (General) Award 2010, what are the maximum allowed shift hours for a part time employee, and the mandated breaks between shifts? A maximum of 11 ½ may be worked on any one day for a part time employee If the part time employee is required to work a shift exceeding 10 hours, the employee is entitled to an unpaid break of no less than 30 minutes and two 20-minute paid breaks. The unpaid break may be taken no earlier than two hours after starting work and no later than 6 hours after starting work. Breaks should be spread evenly across the shift 8 List four (4) key aspects of EEO within a workplace Equal employment opportunity (EEO) It is illegal to discriminate against customers or staff due to: • Family responsibilities. • Sexuality, gender identity. • Sex. • Relationship or parental status.

9 What are the rights and responsibilities of staff under EEO? Staff have the right to : ❖ a workplace that is free from unlawful discrimination and harassment, ❖ fair practices and behaviour in your workplace, ❖ competitive merit-based selection processes for recruitment or promotion, ❖ training and development that enables you to be productive in your work and to pursue a career path, ❖ equal access to benefits and conditions including flexible working arrangements, and ❖ fair processes to deal with work-related complaints and grievances. Staff have the responsibility to : ❖ work to the best of your ability and provide quality service to customers, ❖ recognise the skills and talent of other staff members, ❖ act to prevent harassment and discrimination against others in your workplace, ❖ respect differences among your colleagues and customers such as cultural and social diversity ❖ treat people fairly (don’t discriminate against or harass them). 10 What are three (3) procedures that are undertaken when conducting an employment check? 1/Firstly you will need to gain permission from the applicant to conduct reference checks 2/You will need to clarify with them which referees to contact and when. Which referees are the most relevant to the position advertised Applicant will need to be able to provide a minimum of three (3) referees 3/Ensure that all reference information is correct 11 How might you encourage an applicant to allow you to reference check? In some instances an employer may need to encourage an applicant to allow them to conduct a reference check. For example they have applied for a position, but still have an existing position of which they do not what there existing boss to know that they are planning on leaving. ❖ Explain that if you can't have a discussion with the immediate supervisor, you may not have enough information about their candidacy to make an informed decision, and you won't be able to consider them further. Then ask them to explain their reluctance and work through it with them. ❖ If their current boss doesn't know they're looking, give the candidate some time (a day or so) to go back and have their own conversation with their supervisor.

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