A recent change in the rationale for penalty rates at the Australian parliament in relation to the regulation of working hours as a result of many businesses operating 24 hours for seven days shall have a significant impact in the running of our restaurant. The business makes good returns on weekends, but due to the implementation of the new rule which imposes, high penalty rates has made the organization to operate within hours which do not have high penalties. The highest percentage of the staffs works on a part-time basis, and this means that as the business incurs losses some of them shall also lose their jobs.
Considering that this business is in the hospitality industry imposition of such act failed to consider that there are workers who can only operate at certain hours and they are comfortable with that because they do not consider it as an imposition because they fit well with other factors in their lives. It is unfair for the organization to pay a higher rate for a worker who chooses to operate at a particular time yet the income the business gets is minimal. It is also unreasonable to apply this bill to an organization which is in the hospitality industry because those are the right time for them to operate.
Handbook manual for the Induction of new staff and training purposes
Introduction
The major purpose of this procedure is to ensure that trusts which are required to enable standards for appraisal, induction, statutory or mandatory training and as continuing professional development. All organizations are devoted to delivering of safe and high-quality standards of care, research, and education (Hayes&Ninemeier, 2016). Through training, a company offers assurance that its services are safe and effective by ensuring that it has a competent and capable workforce.
Procedure
Following an employee appointment, it is essential to ensure that all the starters have been equipped with an appropriate and complete local induction which shall mainly cover the processes, rules, procedures and offers the person with an overview of the way the organization operates. The Human resource team will issue the new employee with an induction checklist. A new form should be filled and returned within two weeks. The following section offers detailed information on staff induction about the original bill of charge of higher penalties or a higher pay on certain hours (Bubb&Earley, 2007).
Corporate induction
The business has three scheduled corporate inductions annually, and in a case, a new member joins, will be booked in the next induction. The programme is designed to offer members of staff with an overview of the organization as well as sharing vision and values and delivering both the mandatory and statutory training that applies to the staff regardless of their roles.
Mandatory and statutory training
a. Training that applies to all staffs
b. Role of specific training
c. Appraisal and personal development planning
d. Continuing professional training
e. On compliance
f. Study leave should be issued to everyone who is willing to advance on his education.
g. Staff on maternity, adoption or shared parental leave
Training requirements
For the application of this procedure, there are no training requirements needed. In case managers do not understand any aspect, they should consult the human resource partner.
Duties and responsibilities
Chief executive
Chief executive has a responsibility of ensuring that the procedure is implemented, even if he shall delegate the operational management to the director of HR and corporate governance to oversee the success f the procedure.
Director of Human resource and corporate governance
Acts on behalf of the board of trust in ensuring this procedure have been implemented.
HR and staff development manager
Is responsible for the operational management and general oversight, which are related to this procedure.
Managers
Ensures that staffs have timely and well-planned appraisal discussion annually.
Ensures that all staff members attend mandatory and statutory training programmes that comply with the required standards (Hayes & Ninemeier, 2016).
Staff
Should comply with all the requirements as outlined in the procedure.
Relevant forms or documents
a. Disciplinary Procedure
b. Maternity, Paternity, and Adoption Leave Procedure
c. Study leave
d. Emergency form
References
Bubb, S. &Earley, P.(2007). Leading and managing continuing professional development. London; Thousand Oaks, Calif. : Paul Chapman.
Hayes, D &Ninemeier, J. (2016).Human resources management in the hospitality industry. Hoboken, NJ: Wiley.
