SITXHRM008 Task-1 Ankh-Erdene Bud

Assessment-1 SITXHRM008 ROSTER STAFF Student Must Fill this Section Qualification SIT40521 Certificate IV in Kitchen Management Student Name: Ankh-Erdene Bud Student ID: Term: Year: Privacy Release Clause: “I give my permission for my assessment material to be used in the auditing, assessment validation & moderation Process”. Authenticity Declaration: “I declare that:  The material I have submitted is my own work;  I have given references for all sources of information that are not my own, including the words, ideas and images of others”. Student Signature: Date: Assessment Outcome Assessor Name: Attempt Satisfactory Not Yet Satisfactory Date Assessor Signature Initial attempt   2 nd attempt/Re- assessment   WSC-ASSSITXHRM008-V1.1-23.11.2023 Page | 1 International College of Australia Pty Ltd T/A Western Sydney College RTO: 45360 | CRICOS: 03690M

WSC-ASSSITXHRM008-V1.1-23.11.2023 Page | 2 International College of Australia Pty Ltd T/A Western Sydney College RTO: 45360 | CRICOS: 03690M Information for Student:  All work is to be entirely of the student. General Information for this assessment:  Read the instructions for each question very carefully.  Be sure to PRINT your FIRST name & LAST name in every place that is provided.  Short questions must be answered in the spaces provided.  For those activities requesting extra evidence such as: research reports, essay reports, etc. The student must attach its own work formatted in double space, Arial 12 pts.  All activities must be addressed correctly in order to obtain a competence for the unit of competency.  If the student doesn’t understand the assessment, they can request help from the assessor to interpret the assessment.  Re-submission of assessment after the term will incur additional fees. Re-assessment of Result & Academic Appeal procedures: If a student is not happy with his/ her results, that student may appeal against their grade via a written letter, clearly stating the grounds of appeal to the Chief Executive Officer. This should be submitted after completion of the subject and within fourteen days of commencement of the new term. Re-assessment Process:  An appeal in writing is made to the Academic Manager providing reasons for re-assessment /appeal.  Academic Manager will delegate another faculty member to review the assessment.  The student will be advised of the review result done by another assessor.  If the student is still not satisfied and further challenges the decision, then a review panel is formed comprising the lecturer/trainer in charge and the Academic Manager OR if need be an external assessor.  The Institute will advise the student within 14 days from the submission date of the appeal. The decision of the panel will be deemed to be final.  If the student is still not satisfied with the result, the he / she has the right to seek independent advice or follow external mediation option with nominated mediation agency.  Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that subject. The cost of reassessment will be borne by the Institute. The external assessor will base his/her judgement based on principles of assessment. These principles require assessment to be reliable, fair, practical and valid. Academic Appeals:  If you are dissatisfied with the outcome of the re-evaluation process, you have a right to appeal through academic appeals handling protocol.  To appeal a decision, the person is required to complete the WSC- Request for Appeal of a Decision form with all other supporting documents, if any. This form is available via our website. The completed Request for Appeal form is to be submitted to the Student Support Officer either in hard copy or electronically via the following contact details: Student Support Officer, Western Sydney College (WSC), 55 High St, Parramatta NSW 2150, Email: info@wsc.nsw.edu.au  The notice of appeal should be in writing addressed to the Chief Executive Officer and submitted within seven days of notification of the outcome of the re-evaluation process.  If the appeal is not lodged in the specified time, the result will stand and you must re-enrol in the unit.  In emergency circumstances, such as in cases of serious illness or injury, you must forward a medical certificate in support of a deferred appeal. The notice of appeal must be made within three working days of the concluding

Assessment Task 1: Knowledge questions Information for students Knowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:  review the advice to students regarding answering knowledge questions in the Hospitality Works Student User Guide  comply with the due date for assessment which your assessor will provide  adhere with your RTO’s submission guidelines  answer all questions completely and correctly  submit work which is original and, where necessary, properly referenced  submit a completed cover sheet with your work  avoid sharing your answers with other students. Assessment information Information about how you should complete this assessment can be found in Appendix A of the Hospitality Works Student User Guide . Refer to the appendix for information on:  where this task should be completed  the maximum time allowed for completing this assessment task  whether or not this task is open-book. Note : You must complete and submit an assessment cover sheet with your work. A template is provided in Appendix B of the Student User Guide. However, if your RTO has provided you with an assessment cover sheet, please ensure that you use that. WSC-ASSSITXHRM008-V1.1-23.11.2023 Page | 4 International College of Australia Pty Ltd T/A Western Sydney College RTO: 45360 | CRICOS: 03690M i

Questions Provide answers to all of the questions below. 1. List two sources of information that you could access to find information about the Hospitality Industry (General) Award.  https://www.fairwork.gov.au/employment-conditions/awards/  https://qha.org.au/ 2. List two further sources of information that you could access, to find out information on work agreements for the hospitality industry.  https://www.richardweechambers.com/contracts-in-the-hospitality-industry/  https://edupi.com.au/developments-in-labour-agreements-for-the-hospitalityindustry/ 3. Why is it important to check the relevant award conditions when preparing a roster? It is important to check the relevant award conditions when preparing a roster because when an employer breaches the award or fails to meet the rules and regulations, the employee is entitled to overtime pay. 4. How is an enterprise agreement different from a modern award? Enterprise agreements only apply to the employees of one particular organization which are established internally and then approved by the Fair Work Commission while Modern Awards are standardised and non-negotiable. 5. Explain how industrial agreements can affect the preparation of rosters. Industrial agreements can affect the preparation of rosters through the following: single or multiple awards and enterprise agreements, award provisions for leave, mandated breaks between shifts, maximum allowed shift hours, standard, overtime, and penalty pay rates, overall number of hours allocated to different staff members, and use of contractors and consideration of fees, permanent or casual staff. 6. Identify at least two factors of how each of the following award provisions will impact the rostering process. Leave  One employee taking a one-day leave can throw out the whole roster.  Late requests for leave will hurt the time looking for a substitute. Mandated breaks between shifts  Having trouble during negotiation as to the timing and length of breaks.  Circumstances when compensation is preferred rather than breaks. Maximum allowed shift hours  Changing or swapping of shifts by employees.  Minimizing sleep debt and fatigue. Standard pay rates  Increase in efficiency.  Reduce turnover rates and direct and indirect payroll costs. WSC-ASSSITXHRM008-V1.1-23.11.2023 Page | 5 International College of Australia Pty Ltd T/A Western Sydney College RTO: 45360 | CRICOS: 03690M

11. Using the table below and referring to the Hospitality Industry (General) Award 2010, (this can be found at the Fair work Australia government website www.fwc.gov.au ), provide the appropriate penalty rate for each period. Penalty rate for full-time and part-time employees Penalty rate for casual employees (incl 25% loading) Monday to Friday 100% 125% Saturday 125% 150% Sunday 150% 175 % Public holidays 225% 250% 12. Dixon Hospitality has an enterprise agreement with its staff, rather than following the Hospitality Award. Complete the table below for full time staff: https://www.fwc.gov.au/documents/documents/agreements/fwa/ae419117.pdf . Name of Agreement Dixon Hospitality Enterprise Agreement 2016 Leave entitlement 4 weeks of leave per year for a full-time employee, sick leave, compassionate leave, parental leave, community service leave. Hours required to work Not exceeding 38 hours per week. Mandated breaks between shifts Will be taken at a time mutually agreed between the company and the employee. Maximum allowed shift hours 10 consecutive work days in a row. Overtime payable Monday-Friday 150% first 2 hours 200% there after Saturday-Sunday 13. Using the National Employment Standards (NES), provide the maximum weekly hours for the following: WSC-ASSSITXHRM008-V1.1-23.11.2023 Page | 7 International College of Australia Pty Ltd T/A Western Sydney College RTO: 45360 | CRICOS: 03690M

Maximum weekly hours Full-time 38 hours Part-time <38 hours Casual <38 hours 14. Complete the table and provide two examples of organisational initiatives that could have an impact on the preparation of staff rosters. Sociocultural- friendly  Employee health initiative.  Work-life balance initiative. Family- friendly  Granting of flexible working time arrangements.  Encourage positive parenting practices with staff. 15. Using the table below, identify three issues that you may come across for each leave provision listed when preparing a staff roster. Carers  Employee refusal.  Giving of advanced notice to the employer.  Unpaid. Compassionat e reasons  Grief is subjective.  Defining situations that qualify for compassionate leave may be impossible.  Risk of stress and subsequent periods of leave. Illness or injury  Employee abusing illness or injury leave.  Not sure whether one's state requires a sick leave.  Employee not being able to comply with the requirements. Jury service  A company not normalizing jury duty.  The mamager not communicating or showing any support  Choosing of substitute employee who will work extra hours for the one who took the leave. Long service  An employee not giving notification ahead of time.  Entitlement to this lesve is usually derived from state or territory legislation.  Continuous employment is required. Maternity or paternity  Lack of paternity leave.  Bad business of cutting leave.  Women still not protected and contented with the duration of maternity leave. Rehabilitation of injured workers  Reduction to eligibility for family or medical leave.  Employees' injury may affect his return to work.  Lack of solid evidence for qualifying the leave. Study  Employer being concerned about the relatability of employee's particular course with his work.  Employee failure to give notice of intention to take study leave.  Demands on work time when granted the leave. Recreation (holiday)  Not taking up the leave to cash-out.  Motivating the employees to take a leave for relaxation.  Poor leave management. WSC-ASSSITXHRM008-V1.1-23.11.2023 Page | 8 International College of Australia Pty Ltd T/A Western Sydney College RTO: 45360 | CRICOS: 03690M

 Food production.  Front office. 24. Explain how a wage budget can impact rostering. The amount of money available for paying wages will affect rosters and the amount of money that will be paid to each employee is dependent on the award or agreement under which staff operate. Rosters need to take into account wages per employee and the amount of money available for paying wages over a specific period of time. 25. List three reasons that rosters may require adjustments or modifying.  Changes in organizational needs.  Changes in workforce and skills required to deliver services.  Workforce availability. 26. List two important factors that you need to consider when modifying a roster.  Weekly requirements.  Employee size and shift length. WSC-ASSSITXHRM008-V1.1-23.11.2023 Page | 10 International College of Australia Pty Ltd T/A Western Sydney College RTO: 45360 | CRICOS: 03690M

Assessment Task 1: Checklist Student’s name: Ankh-Erdene Bud Did the student provide a sufficient and clear answer that addresses the suggested answer for the following? Completed successfully? Comments Yes No Question 1 Question 2 Question 3 Question 4 Question 5 Question 6 Question 7 Question 8 Question 9 Question 10 Question 11 Question 12 Question 13 Question 14 Question 15 Question 16 Question 17 Question 18 Question 19 Question 20 Question 21 Question 22 Question 23 WSC-ASSSITXHRM008-V1.1-23.11.2023 Page | 11 International College of Australia Pty Ltd T/A Western Sydney College RTO: 45360 | CRICOS: 03690M