Policy and Procedures at Bushman Hotel

1. Business type: Bar/ restaurant

2. Business size:
 Capacity: 90 guests inside and 30 guests outside
 The operation hours will be: 11am – 12 am Sunday - Tuesday 11am to 3am Wednesday –
Saturday
 Food and beverages (including alcohol) are available during the whole trading day
 Number of employees: approximately 45 staff (full time, part time, casual) in total FOH,
BOH and 1 full time person in administration.
3. Business style: Hotel Restaurant

POLICIES (Compulsory)
1. Anti - Discrimination Policy
Purpose:
The Busman Hotel is committed to ensuring a workplace that is free of harassment and bullying and will not
tolerate harassment, of any form, towards any employee, applicant, supplier or guest under any
circumstances. Any reports of harassment, gossip and bullying will be treated seriously and investigated
promptly, fairly and impartially and with confidentiality. Harassment can include unsolicited verbal or
written comments or physical behaviour related to an individual’s race, national origin, colour, sex, age,
appearance, religion, sexual preference, marital or parental status or disability.
Disciplinary action will be taken against anyone found to harass a Co-worker. The following steps to
prevent and control exposure to the risk of workplace harassment will be taken:
 Provide all workers with workplace harassment awareness training
 Establish a code of conduct for employees to adhere to
 Complaint handling procedures are followed to handle complaints
 Conduct regular review of workplace harassment prevention policy, complaint handling or grievance
procedure and training.
Responsibilities of employees:
All staff must:
 follow the standards of behaviour outlined in this policy
 offer support to people who experience discrimination, bullying or sexual harassment,
including providing information about how to make a complaint
 avoid gossip and respect the confidentiality of complaint resolution procedures
 treat everyone with dignity, courtesy and respect.
Penalties for Violation of Anti-Harassment Policy
If it is determined that inappropriate conduct has occurred, the Restaurant will act promptly to eliminate
the offending conduct, and take such action as is appropriate under the circumstances. Such action may
range from counseling to termination of employment, and may include such other forms of disciplinary
action, as the Restaurant deems appropriate under the circumstances and in accordance with applicable
law.
Scope:
This policy applies to
  Any Bushman Hotel employees or contracted staff in charge of working in the areas of
customer service
 Any customers who come and enjoy all of the services in the Bushman Hotel
Definition
Sexual harassment can involve one or more incidents and actions constituting harassment may be physical,
verbal and non-verbal. Examples of conduct or behaviour which constitute sexual harassment include, but
are not limited to:
Physical conduct:
 Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling,
or inappropriate touching
 Physical violence, including sexual assault
 Physical contact, e.g. touching, pinching
 The use of job-related threats or rewards to solicit sexual favours
Verbal conduct
 Comments on a worker’s appearance, age, private life, etc.
 Sexual comments, stories and jokes
 Sexual advances
 Repeated and unwanted social invitations for dates or physical intimacy
 Insults based on the sex of the worker  Condescending or paternalistic remarks 2
 Sending sexually explicit messages (by phone or by email)
Non-verbal conduct
 Display of sexually explicit or suggestive material
 Sexually-suggestive gestures
 Whistling
Procedures
1. Formal complaints
If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to a
satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter.
The designated person who initially received the complaint will refer the matter to a senior human
resources manager to instigate a formal investigation. The senior human resources manager may deal with
the matter him/herself, refer the matter to an internal or external investigator or refer it to a committee of
three others in accordance with this policy
The person carrying out the investigation will:
 interview the victim and the alleged harasser separately
 interview other relevant third parties separately
 decide whether or not the incident(s) of sexual harassment took place
 produce a report detailing the investigations, findings and any recommendations
 if the harassment took place, decide what the appropriate remedy for the victim is, in
consultation with the victim (i.e.- an apology, a change to working arrangements, a promotion if
the victim was demoted as a result of the harassment, training for the harasser, discipline,
suspension, dismissal)
  follow up to ensure that the recommendations are implemented, that the behaviour has
stopped and that the victim is satisfied with the outcome
 keep a record of all actions taken and ensure that the all records concerning the matter are
kept confidential
2. Informal complaints: Address the exact behaviour causing distress and harassment. This
will lessen the likelihood of the other party taking the comments as a personal attack.
3. Outside complaints:
Implementation of this policy
The Bushman Hotel will ensure that this policy is widely disseminated to all relevant persons. It will be
included in the staff handbook. All new employees must be trained on the content of this policy as part of
their induction into the company.
Every year, Bushman Hotel will require all employees to attend a refresher training course on the content
of this policy. It is the responsibility of every manager to ensure that all his/her employees are aware of the
policy.
Conducts of sexual harassment is unacceptable at the Bushman Hotel and are unlawful under the following
legislation:
• Sex Discrimination Act 1984
• Racial Discrimination Act 1975
• Australian Human Rights Commission Act 1986 .
Staff (including managers) found to have engaged in such conduct might be counselled, warned or
disciplined. Severe or repeated breaches can lead to formal discipline up to and including dismissal.
Monitoring and Reporting
Bushman Hotel recognises the importance of monitoring this sexual harassment policy and will ensure that
it anonymously collects statistics and data as to how it is used and whether or not it is effective.
Supervisors, managers and those responsible for dealing with sexual harassment cases will report on
compliance with this policy, including the number of incidents, how they were dealt with, and any
recommendations made. This will be done on a yearly basis. As a result of this report, the company will
evaluate the effectiveness of this policy and make any changes needed.
Bushman Hotel staff are entitled to a certain amount of free, professional counselling from our employee
assistance program. To access the employee assistance program, contact the customer service department
for more information
Employee assistance program counselling is confidential and nothing discussed with a counsellor will be
communicated back to Bushman Hotel. Employee assistance program counselling is available free to
Bushman staff regardless of whether the issue is related to a workplace problem or some other issue for
the staff member.
Review details
This policy was adopted by Bushman Hotel on 20th August, 2018[insert date]
This policy was last updated on 30th October, 2019

2. Cancellation Policy
Purpose:
This policy aims to provide customers some terms and conditions related to Cancellation at Bushman Hotel.
This is also guidelines for the staff of customers’ service to adopt and conduct procedures to ensure the
satisfaction for customers
Responsibilities of employees:
  Charging a booking deposit through booking technology
 Getting a credit or debit card number
 Sending a reminder email two days ahead
 Calling on the day to remind customers
 Levying a cancellation fee
Scope:
This policy applies to
 Any Bushman Hotel employees or contracted staff in charge of working in the areas of
customer service
 Any customers who come and enjoy all of the services in the Bushman Hotel
Procedures
 Methods of Cancellation
In case you wish to cancel your reservation, please make cancellations by e-mail at least 3 days prior to the
reservation date. In case that you receive no reply from our restaurant within 24 hours, please resend your
cancellation e-mail.
In accordance to our restaurant cancellation policy, customers must provide the data of a valid credit card
to our restaurant. Upon reservation customers must agree to our restaurant cancellation policy.
 Cancellation fee policy
Our restaurant will not collect any cancellation fees from customers who cancelled their reservation at
least 3 days prior to the reserved date.
Our restaurant will collect 50% of the food charge from customers who cancelled their reservation on the
day before the reserved date.
Our restaurant will collect 100% of the food charge from customers who cancelled their reservation on the
reserved date.
 Time of Cancellation
All cancellations made within 14 days of your event will incur a loss of all monies due as stated on your
invoice.
Cancellations must be confirmed to the Bushman Hotel functions coordinator in writing. Due to unforeseen
circumstances, extreme weather conditions or accidents, Bushman Hotel reserves the right to cancel any
booking and refund any deposit or payments made.
No refunds can be made after the event has occured.
Implementation of this policy
The Bushman Hotel will ensure that this policy is widely disseminated to all relevant persons in the
customer service. It will be included in the staff handbook. All new employees must be trained on the
content of this policy as part of their induction into the company.
Every year, Bushman Hotel will require all employees to attend a training course on the content of this
policy. It is the responsibility of every manager to ensure that all his/her employees are aware of the policy.
All of the cases related to The Cancellation Policy are resolved based on Australian Consumer Law
Monitoring and Reporting
Bushman Hotel recognises the importance of monitoring this Cancellation policy and will ensure that all of
the employees at the customers’ service can understand all of the terms and conditions related to
cancellation and conduct them skillfully.
Supervisors, managers and those responsible for dealing with Cancellation cases will report on compliance
with this policy and make some recommendations on a yearly basis. As a result of this report, the company
will evaluate the effectiveness of this policy and make any changes needed.
Review details
This policy was adopted by Bushman Hotel on 20th August, 2018
This policy was last updated on 30th October, 2019

3. Duty of Care Policy

Purpose:
This policy aims to provide all the employees information relevant to their duty to ensure health and safety.
This means that at a particular time, employees must be aware of what is reasonably able to be done in
relation to ensuring health and safety, taking into account and weighing up all relevant matters.
Responsibilities of the staff
The Work Health and Safety Act 2011 is a legislative document that details the responsibilities and
obligations regarding workplace health and safety in the workplace. Adhering to this legislation ensures
there is a Duty of Care within the workplace.
In achieving the objective of the WH&S Act and ensuring WH&S, both the employer and employees are
responsible for:
 Promoting and securing the safety and health of people at work
 Protecting people at work against hazards
 Assisting in securing safe and hygienic work environments
 Reducing, eliminating and controlling hazards
 Fostering co-operation and consultation between employers and employees
 Promoting education and community awareness
Penalties:
 Failure to abide by the Restaurant’s Policy may result in disciplinary action, up to and
including termination.
Scope:
This policy applies to
 Any Bushman Hotel employees or contracted staff in charge of working in the areas of
customer service
 Any customers who can get involved in issues of risks and hazards when enjoying the
services in the Bushman Hotel
Procedures
Officers
Officers are to exercise due diligence. They must take reasonable steps to:
 Acquire knowledge of WH&S matters
 Understand the nature of the operation and associated WHS hazards and risks
 Ensure resources and processes to eliminate or minimise WHS risks
 Ensure processes for receiving, considering and responding to WHS information in a timely
way
 Ensure processes and implementation for complying with WHS duties
 Verify compliance
Workers
 Workers must exercise reasonable care.
Work Groups:
 Workers can request formation of work groups
  Multiple work groups can be established based on the diversity of the work activities, or geography
or time (i.e. separate work groups for administration and production workers, or for different shifts, or
different locations within the workplace or within the PCBU)
Worker consultation
 Must consult with workers who carry out work for the PCBU and who are (or are likely to
be) directly affected by a health and safety matter
Risk Management
The regulation requires a duty holder to:
 Identify hazards
 Manage the risks by elimination, then minimization
 Follow the hierarchy of control measures when minimising risk;
 Maintain implemented control measures; and – Review implemented control measures.
Implementation of this policy
To ensure compliance with Primary Duty of Care the duty holder must ensure workers receive training,
information and instruction that is suitable, adequate and understandable to the needs of the worker and
relevant to the nature of the work and risks.
The Duty of Care Policy at Bushman Hotel is based on obligations under Work Health & Safety Act 2011
Monitoring and Reporting
Bushman Hotel recognises the importance of monitoring this Duty of Care Policy and will ensure
supervisors, managers and employees will comply with this policy, including dealing with all issues of
hazards and risks, and making any recommendations. As a result of this report, the company will evaluate
the effectiveness of this policy and make any changes needed.
The Duty of Care Policy will be monitored and evaluated through the Director, Legal Services, ensuring
regular review of the policy every three years or as required.
Review details
This policy was adopted by Bushman Hotel on 20th August, 2018
This policy was last updated on 30th October, 2019

OTHER POLICIES
1. SUPERANNUATION CONTRIBUTIONS POLICY
Purpose
This policy has been developed to inform staff members of the arrangements associated with
superannuation membership and contributions at Bushman Hotel. The arrangements apply to the staff who
meets the legislative requirements for employer superannuation.
Responsibilities:
 Employers are obliged, under the Superannuation Guarantee Legislation, to pay
superannuation contributions of 9.5% of employees’ normal earnings. This does not include
monies earned for overtime.
 Employees can also elect to make additional contributions to the fund where their
employer contributions are paid.
 The superannuation default fund Bushman Fund. Employees can elect however to have
your superannuation contributions paid to the superannuation fund of your choice. However this
fund needs to be a complying fund and must be able to receive EFT payments into your account.
Scope
This policy applies to:
• board members
• all staff, including: managers and supervisors; full-time, part-time or casual, temporary or
permanent staff and student placements,
Procedures
Flexibility Arrangements
The management of Superannuation arrangements includes the Hotel exercising its options under the
terms of its participation in Bushman for the 10% flexibility, in coverage and/or contribution level.
Voluntary Contributions
In addition to any compulsory contributions required by the superannuation fund, theBushman Hotel will
allow continuing and fixed term staff members to contribute additional voluntary payments via the
Bushman payroll. Additional voluntary contributions can be made from after tax salary or from pre-tax
salary
Pre-Tax Superannuation Contributions
The Hotel will facilitate pre-tax superannuation contributions where permitted by the fund. The amount to
be deducted from gross salary will be the employee’s pre-tax contribution, in accordance with the rules of
the fund, and the appropriate fund tax payable on the contribution.
Pre-Retirement Agreements
The Bushman Hotel in line with its Pre-Retirement Agreement Policy, may offer a range of employment
options to staff that may impact on their superannuation.
Leave on Reduced Pay
If a staff member is granted a period of leave on half pay, the staff member may elect to contribute 50
percent of their normal superannuation contributions
Implementation
Any staff member who requires assistance in understanding this policy should first consult their nominated
supervisor who is responsible for the implementation and operation of leave arrangements in their work
area. Should further information or advice be required staff should visit the Bushman Hotel website
Monitoring and Reporting
The Bushman Hotel recognises the importance of superannuation to provide financial security to staff
members during their retirement. The Bushman Hotel is committed to supporting staff plan for retirement
through the provision of superannuation and to meeting its obligations under the relevant superannuation
legislation.
Representatives of different superannuation funds visit the venues and are available for consultation.
These visits will be advertised. Employees can also see Human Resources to find out when these visits are
scheduled.
Review details
This policy was adopted by Bushman Hotel on 20th September, 2018
This policy was last updated on 25th October , 2019

2. ENVIRONMENTAL POLICY
Purpose
The aim of this Policy is to promote a safe environment in our workplace and give the environment the
same importance as other key considerations, comply with all relevant legislation, regulations, codes and
contractual conditions. It also helps to prevent pollution of the environment by activities over which we
have control.
It is the policy of Bushman Hotel that we maintain and enhance the quality of the environment for the
benefit of our customers, employees, shareholders and the community. This policy is based on the Work
Health & Safety Act 2011 (WH&S) and the duty of care to self and others.
Responsibilities
 Adopt the highest environmental standards in all areas of operation to ensure we meet or
exceed all relevant legislative requirements.
 Minimize waste through efficient use of all materials.
 Only use sustainable or recycled products where possible.
 Reduce risks from environmental, health or safety hazards for employees and others in the
vicinity of our operations.
 Adopt an environmentally sound transport strategy using local produce where possible
 Include environmental considerations in all investment decisions.
 Continually assess the environmental impact of our operation.
Penalties:
Failure to abide by the Restaurant’s environment rules may result in disciplinary action, up to and including
termination.
Scope
The commitment to the environment policy is a shared commitment between the business, managers,
supervisors, employees, contractors, suppliers and other concerned parties.
Procedures:
Materials
 use local and recycled materials where appropriate
 use renewable resources in preference to non-renewable
 be paper free where possible
Energy
 make efficient use of natural resources by minimising waste and conserving energy and
water
 minimise waste and make efficient use of energy and materials on our sites and in our
offices
 keep transport use to a minimum and regularly service our vehicles to maintain their
efficiency
 minimise our use of fossil fuel by maintaining a modern, well serviced and efficient fleet of
vehicles and the promotion of good driving practice
Waste Reduction
 segregate our waste for recycling or reuse whenever conditions permit
 implement our policy through a formal environmental management system
 work with our suppliers to recycle packaging
Local Focus:
 work with our suppliers to Local focus ensure they recognise and reduce the
environmental impact of their products and transportation
 work in partnership with our suppliers to ensure effective environmental supply chain
management and to promote sustainable sourcing of products and materials
 maintain liaison with the local communities in which we work
Implementation
The Bushman Restaurant will ensure that the environmental policy and policy statement be documented,
implemented, maintained and communicated to all employees. We will achieve this by ensuring that all
employees understand this policy and the environmental impacts of our business and provide
environmental training appropriate to employee responsibilities. The environmental policy will provide the
framework for setting and reviewing environmental objectives and targets.
Monitoring and Reporting
Conducting an easy-to-follow plan in place for when a positive sample is found is necessary. The area where
a positive sample is found should be recleaned and sanitized. In addition, it’s essential to do follow-up
testing in that area, typically once daily for three days.
This policy will continue to evolve as we continue to learn about the effects of this business on the local and
wider world, so therefore will be continually reviewed. We actively encourage feedback and the support of
our customers, suppliers and staff, so that we may all help
Review details
This policy was adopted by Bushman Hotel on 20th September, 2018
This policy was last updated on 25th October , 2019

3. REHABILITATION AND RETURN TO WORK POLICY

Purpose
It is the aim of the Bushman Hotel to provide employees who are injured at work or absent from work as a
result of an occupational injury or illness with support to minimise absence from work and speedily
reinstate incapacitated employees.
The scheme also provides benefits for workers who sustain injury in their employment and for dependents
if a worker’s injury results in death. As well as these benefits, the scheme encourages improved health and
safety performance by employers.
The responsibilities of the Rehabilitation/Return to Work Coordinator are:
 Initiating early communication with an injured worker to clarify the nature and severity of
the worker’s injury and to compile initial notification information.
 Providing overall coordination of the worker’s return to work.
 Developing the suitable duties program component of a rehabilitation and return to work
plan, if a plan is required, in consultation with the worker and the worker’s employer and ensuring
the program is consistent with the current medical certificate or report for the worker’s injury.
 Contacting any person engaged by the employer to help in the worker’s rehabilitation and
return to work.
 Liaising with the insurer about the worker’s progress and indicating, as early as possible, if
there is a need for the insurer to assist or intervene.
Scope
This policy applies to:
• board members
• all staff, including: managers and supervisors; full-time, part-time or casual, temporary or
permanent staff and student placements.
The Policy is based on Safe Work Australia Act 2008 with functions related to workers’ compensation
Procedures
After an injury or illness is reported, business owners and employees should take the following steps:
Visit an approved healthcare professional.
Injured or ill employees should seek medical assistance immediately – any delays can put their health and
benefits at risk. The doctor will then provide a medical report to file with the employee’s injury claim.
Start the claims process
Employers are responsible for providing the appropriate forms, information about the claims process, and
the contact details for the business’s insurance company.
File the claim
The employee should file a claim with the employer’s insurance company, making sure to pay attention to
reporting deadlines. The claim should include any state-mandated paperwork, forms, and medical reports.
Receive benefits
Once the insurance provider approves the claim, the employee will begin to receive workers’ compensation
payments. Benefits can include coverage for the employee’s medical expenses, rehabilitation costs, and
two-thirds of their wages while they are medically unable to work.
Return to work
An injured employee might return to work on a reduced schedule or full time, depending on the
recommendation of the treating physician
Workers’ Compensation Insurance
 Payment of your medical expenses and for partial salary continuation in the event of a
work-related accident or illness is covered by workers’ compensation insurance, The amount of
benefits payable, as well as the duration of payments, depends upon the nature of your injury or
illness.
 All medical expenses incurred in connection with an on-the-job injury or illness and partial
salary payments are paid in accordance with applicable state law.
 If you are injured or become ill on the job, you must immediately report the injury or illness
to your manager and the Human Resources Department. Your failure to follow this procedure may
delay your benefits or may even jeopardize your receipt of benefits.
Implementation
The Bushman Hotel recognises the importance of Work Compensation Policy to provide procedures to staff
members when they are on the job. These are some steps we can do to communicate with tem
 Conduct regular safety training. Reinforce best practices for safety and conduct, such as
training employees how to properly use equipment.
 Keep the door open. Managers let employees know they can always share questions or
concerns about safety in the workplace. In this way, we can take corrective measures before
someone gets hurt.
Monitoring and Reporting
We provide information about the plan about how workers’ comp works to all new hires and hold periodic
refreshers on the process with existing employees.
Review details
This policy was adopted by Bushman Hotel on 20th September, 2018
This policy was last updated on 25th October, 2019