SIT50416

Diploma of Hospitality Management

호주 멜번폴리테크닉대학교
공동교육과정 수업교재
2019 학년도 2 학년 1 학기

Core Unit

SITXHRM002
Roster Staff
 Roster Staff ऍࡒ ̏‫ב‬з‫؞‬૯ ࢓‫ۺ‬
Session 1 Session 1

SITXHRM002 Roster Staff SITXHRM002 Roster Staff

International Programs ± SAU South Korea International Programs ± SAU South Korea

© Melbourne Polytechnic 2019 © Melbourne Polytechnic 2019

ϭ Ϯ

Objectives of this Unit ܹ߶ ּ૲

‡ prepare multiple rosters to meet diverse ‡ ࡋࠒۘࢂ Ьߦଞ ࡁ˱ձ ؆ࠒଜࠆ ‫ـ‬ଢࢶࢉ
operational requirements ̒‫ה‬к‫૲ء‬ձ ࣱ‫ٸ‬ଜ̛ ࡢଡ
‡ roster sufficient staff to ensure the delivery ‡ ࢎ̖ ࠖ‫߾ࡢإ ۏ‬۰ ϩࡵ ࣱܹࢂ
of high quality customer service within ˈʏ۰‫ݛٸ‬ձ ࢿ˓ଜ̛ ࡢଞ ঻ٗଞ
wage budget constraints ̒‫࢕ה‬ձ ୙‫ؿ‬ଜ̛ ࡢଡ
‡ integrate knowledge of the industrial ‡ ‫ ࢽ̍ ˃߶ۏ‬ए‫ݥ‬, ࢉࢶ࢕ࡕࢽॺ, к‫ء‬યࢂ
provisions, human resource policy and the ‫੼ ݛ׶੄ݛ‬ଢ
skills mix of the team to be rostered ‡ ࠒ߶‫ݤ‬ɾ ‫ݤה̒ ؀‬ɾ ‫߾ࡢإ‬۰ ̒‫ה‬к‫૲ء‬
‡ complete rostering activities within ࢖‫ࠬ ۽‬Վ
commercial and staff time constraints.
 What is a roster? ̒‫ה‬к‫૲ء‬Ԅ ‫ࢉ߸ה‬ɼ?
‡ A list of employees and their working hours. ‡ ̏‫ ׽ ࢒ב‬ɺ ̏‫ݡ ב̏ ࡿ࢒ב‬ɻࢄ ࢳ஡ ֵЬ
‡ It may be sorted into individual events, days, ‡ ପ‫شۉ‬, Ρङ‫ش‬, ࣬‫ش‬, ࡓ‫ش‬Ը ˮٔ ऌߪۭ
weeks or months. ࢓‫ۺ‬ѷ ܶ ࢎЩ.
‡ The roster should state: ‡ ̏‫ב‬з‫؞‬૯߻В Щࡵࡿ ‫ۉ‬ଡҗࡳ ֵ‫ݡ‬ଢߛ ଛЩ:
± The date ± Ρङ
± The name of the department ± ֵْۭ
± (DFKHPSOR\HH¶VQDPHDQGWKHLUVWDUWDQG ± ɺ ̏‫ࢄ ࢒ב‬կ˒ ࢇࢇ ঴੾̏ ‫ݡ‬ɻ
finish times for each day. ‡ ࠩ‫ۺ‬Ѷ з‫ב̏؞‬૯ࡿ ࠓ‫ݡ‬В ࡐ਷ٓࡿ
‡ An example of a completed roster is on page 20ૐࢄऌծ ॰࣌ଙֱ ѶЩ.
20 of the workbook.
ϱ ZŽƐƚĞƌ^ƚĂĨĨ ϲ ZŽƐƚĞƌ^ƚĂĨĨ

Roster sound simple, but can be complex ̒‫ה‬к‫ ࡵ۽࢖ ૲ء‬ɾЯଟ ܹ ࢑एփ,
due to: Ьࡸ˕ ʋࡵ ࢇࡪԻ ‫࢝ـ‬ଟ ܹ ࢑Ь:
‡ Large numbers of employees
‡ The effects of rosters on the lives of ‡ ऍࡒ ܶɹ ցࡲ ʾࡆ
employees.
‡ ऍࡒࡿ ۟୘߻ Δ৑В ࠏବ
‡ Unpredictable demand within the hospitality
‡ ୗл‫ ߳ی‬έࡿ ࠓ৊ ٖɹЙଛ ܶ࠾
industry.
‡ ‫࣌ ב̏ ࢺأ‬ʟ ‫˽ ࡿ࢒ב̏ ׽‬նࡿ ‫ࠏ؃‬
‡ The need to abide by legal working
conditions and entitlements. ‡ ࣌ऍ ֍঴ ‫˔ࡅٵ ׽‬ն߻ ‫ײ‬৕ ܶ ࢎВ տлଛ
ࠏବ
‡ The significant impact on profits and cost
control rosters have.

ϳ ZŽƐƚĞƌ^ƚĂĨĨ ϴ ZŽƐƚĞƌ^ƚĂĨĨ
 Basic principles of good rostering ̒‫ה‬к‫૲ء‬ձ ࢚ ࢖‫۽‬ଜ̛ ࡢଞ ̛‫ࡕ ق‬৕
‡ Fairness (equity) to all staff
‡ ָҕ ̏‫࢒ב‬җ߻ʬ ː૞ଙʬ ࢓‫ۺ‬
‡ Adequate advance notice of working hours
‡ ̏‫ݡ ב̏ ࡿ࢒ב‬ɻ߻ лଢۭ ‫ؼ੹ ߻ࢴۉ‬
‡ Cost efficiency
‡ ‫ ࡅٵ‬୧ࡪ‫˅ ۺ‬ԫ
‡ Follows legal working conditions
‡ ‫࣌ב̏ ࢳأ‬ʟ ࣮ܶ
‡ Meets customer service demands
‡ ˅ʌۭ‫ ߻ݘٵ‬лଛ ࠾ˮ‫ۉ‬ଡҗࡳ স࣍
‡ Makes the best use of employee skills
‡ ऍࡒࡿ ࠄԘࡳ নлଛ ୘ࡅ
‡ Presented in a way staff can easily
understand ‡ ̏‫࢒ב‬ɹ ‫ݏ‬ʬ ࢄଢଜ ܶ ࢎѣԹ ૯‫ݡ‬

ϵ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
Ϭ

Roster Constraints ̒‫ה‬к‫ی ߟࢿ ݤ۽࢖ ૲ء‬ତ

Consider factors such as:-
‡ Government legislation Щࡵ˒ ʈࡲ ‫ۉ‬ଡҗࢄ ˅ԫѵߪߛ ଞ:-
± Awards (State & Federal). ‡ ࢺْ ̊ࢼ
± Certified / Enterprise Agreements ± ૯࣮̏Ը࣌ʟ (࣬ ‫ࠆ ׽‬،).
± Fair Work Standards ± minimum ± ࢆऋ / ߽ਜ਼ଋӿࢄऄ ߜࢺ
conditions and pay ± ːࢺ̏Ը̘࣮ - ন‫ܒ‬ଛࡿ ̏‫࣌ ב‬ʟ˒
‡ Company policy and goals নࢲࢋ̓
‡ ୠ‫ֹ ׽ ॷࢺ ۉ‬૯

ϭ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
ϭ Ϯ
 Roster constraints 2 ̒‫ה‬к‫ی ߟࢿ ݤ۽࢖ ૲ء‬ତ 2
There are minimum standards relating to:
Щࡵ˒ ʈࡲ ࠾‫ܒ‬җ߻ лଛ ন‫ܒ‬ଛࡿ ̘࣮:
‡ Wages
‡ Working hours ‡ ࢋ̓
‡ Personal leave e.g. sick leave, parental leave. ‡ ̏‫ݡ ב‬ɻ
‡ Annual leave ‡ ʋࢆ ஆɹ (ࠓ- ‫ظ‬ɹ, ࡨ߂ ஆɹ)
‡ Termination of employment ‡ ࠆ५ ஆɹ
‡ Public Holidays ‡ ˀߜ ࣔՋ
‡ ːஆࢇ
‡ Long Service Leave
‡ ̘࢝ ̏‫ ܓ‬ஆɹ

ϭ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
ϯ ϰ

Fair Work Act ˓ࢽϠѰ‫ئ‬

‡ The Fair Work Act of 2009, and Fair Work Australia were enacted to ensure that all ‡ ˓ࢽϠѰ‫ ئ‬2009 ‫ࢽ˓ ؀‬ϠѰࡢࡕୣЕ Victoria ࣯ ˈࡈ࣯ ‫̒ ؀‬Ի࢕Қࢇ ˓ࢽϠѰ‫߾ئ‬
Victorian employers and employees have protection under Fair Work laws. ࢂଥ ‫୎ؿ‬؇Е ʨࡶ ‫ࢠؿ‬ଟ ܹ ࢑ѦԼ ࢏‫ئ‬୘ѷЬ.
‡ http://www.fwa.gov.au/ ‡ http://www.fwa.gov.au/
‡ It provides a minimum safety net of conditions ‡ ϠѰ࣏ʢࢂ ফ‫˓ࢿ ࡶ֌ࢷ߇ ܕ‬ଞЬ
‡ It promotes workplace flexibility and productivity ‡ ̒‫ה‬ए߾۰ࢂ ࡪࠉ‫ ࡶ۽ۏۢ ؀ ۽‬ঠऑଞЬ
‡ It enables fairness at work and the prevention of discrimination ‡ ̒‫࢕ה‬Қ ‫߾ࢇی‬۰ ˓ࢽଞ оࡉձ ؇ࡶ ܹ ࢑ѦԼ ଜֲ ८‫؏ ࡶط‬एଞЬ

The Fair Work Act includes the following: ːࢺϝѭ‫ ࡲأ‬Щࡵࡳ ૣଞଛЩ:
‡ National Employment Standards (NES) ‡ ˲ɼˈࡈࣱ̛ (NES: National Employment Standards)
http://www.fairwork.gov.au/employee-entitlements/national-employment-standards http://www.fairwork.gov.au/employee-entitlements/national-employment-standards
‡ Simple modern awards ‡ ૲ࣱ ̒Ի ࣏ʢ
‡ Termination of employment; including redundancy and unfair dismissal ‡ ˃ߟ ࣗՎ; ࢽչଥˈ ‫ٕ ؀‬кଥˈ
‡ Enterprise bargaining ‡ ̛߶‫ۺˬ ط‬
‡ Industrial action, Dispute resolution ‡ ϠѰࢪࢂ ଭࡢ, ٗࢪ ଥʼ
‡ Right of entry ‡ ষ࢏̀
‡ Record-keeping requirements ‡ ‫ח‬۰̛Լ ˗չ ߶‫ה‬

ϭ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
ϱ ϲ
 Information required before an efficient roster can be
written
୧ࡪࢳࢆ ̏‫ב‬з‫؞‬૯ ࢓‫ࢆୖ ࢴ ۺ‬ଢߛ ଜ ‫ۉ‬ଡ
Knowledge of: Щࡵ ‫ۉ‬ଡҗ߻ лଢۭ ࢆऌ:
‡ Employment conditions of staff ‡ऍࡒࡿ ˅ࡅ࣌ʟ
± e.g. full time, part time, casual ± ࠓծ җֱ ࢺ̊ऍ ̏Ը࢒, રચ ੆ࢋ ̏Ը࢒,
‡ Pay rates ‫̊ࢺٵ‬ऍ ̏Ը࢒
‡ Skills (technical and interpersonal) of employees ‡‫ݡ‬ɻз ࢋ̓
‡ Relationships between employees ‡ऍࡒࡿ ࠄԘ(̘ܺࢳ ࠄԘ ‫ ׽‬лࢆ˔ˀ ࠄԘ)
‡ Staff availability ‡ऍࡒҗɻࡿ ˔ˀ
‡ Award conditions, for example ‡ɹࡅ ऍࡒ ୀ୚
± No back to back shifts ‡ϝѭ ̘‫࣌ ؿ‬ʟ, ࠓծ җֱ
± Break requirements ± ࠆ‫̓ ב̏ ܓ‬ऌ
± Overtime rates ± ஆ‫ݡ ݢ‬ɻ ‫࢝ؼ‬
± Consecutive days worked ± জ˒ ̏‫ܶ ב‬з ऌ̔
± ࠆ‫ܶࢇ ב̏ ܓ‬

ϭϳ ZŽƐƚĞƌ^ƚĂĨĨ ϭϴ ZŽƐƚĞƌ^ƚĂĨĨ

The Hospitality Industry (General) Award 2010

୚о‫ࣱ̒૲ ߶ۏ‬Իࣱ̛ 2010
‡ An award is a set of the basic employment conditions under which all
employees work. They list the minimum terms and conditions of ‡ ֻҘ ϠѰ࢕Қ߾ʯ ࢶࡈࢇ ѸЕ ̛‫̒ ࢉࢶق‬Ի ࣏ʢࡶ ֆଞЬ. ‫ࢽئ‬
employment. ˈࡈ ফ‫ ࢂࡈˈ ࡵࣱ̛ ܕ‬ফ‫࣏ ؀ ࣱ̛ܕ‬ʢҚࡶ ָ‫ݤ‬ଜֲ, Ьࡸࢂ
Awards cover matters such as:
‫ی‬ତҚࡶ ૦ଡଞЬ:
‡ Pay rates
‡ Hours of work ‡ ‫ݤ‬ɾк ࢎ̖
‡ Leave (annual, sick, long service) ‡ ̒‫ݤ ה‬ɾ
‡ Public holidays ‡ உɼ ̛ɾ(ࠉ८ உɼ, ‫ػ‬ɼ, ࢠ̛̒Ի࢕ձ ࡢଞ உɼ)
‡ Notice of termination ‡ ˓உࢊ
‡ Penalty rates ‡ ̒Ի˃ߟ ଥए ੼ए
‡ All roster activities within this unit will relate to this award. ‡ ট˕̒‫ܹ ה‬к
‡ The workbook copy is an abridged version. The full version is over 200
pages in length and includes the names of all the businesses who pay under ‡ ‫ה̒ ࢂּ˕ ق‬к‫˗ ࠪ૲ ء‬԰ଞ ଝ‫ݡ‬୛Ѱࡵ ‫̒ ق‬Ի࣏ʢ˕ ࠉ˃Ѹ߭ ࢑Ь.
this Award. ‡ ࡓ਺ٖࡵ ঵ߟશࡳԻ ࡕ‫ ࢂق‬ΰࡈࡵ 200 ૓ࢇएɼ φࡳֲ, ଥк ̒Ի࣏ʢࡶ
‡ Use the table of contents page to locate items or sections in the Award.
ࣱܹଜЕ ֻҘ ̛߶঑ ָࡶ ૦ଡଞЬ.
‡ Refer to the section numbers when answering questions regarding the
Award. ‡ ‫ ࢽئ‬ϠѰ ফ‫ ࢂࣱ̛ܕ‬ତּ ӖЕ ࢠࡶ ॸ̛ ࡢଥ ּԼࡶ ୛ࡈଜ‫ࠝݤ‬.
‡ ૲ࣱ̒Իࣱ̛˕ ˗԰ଞ ओ‫ ࡶח‬озଥߞ ଟ ˁࡉ, ɽ ࢠࡶ ॳˈଜ‫ࠝݤ‬.

ϭϵ ZŽƐƚĞƌ^ƚĂĨĨ ϮϬ ZŽƐƚĞƌ^ƚĂĨĨ


NES (National Employment Standards) 2009
PLQLPXPVWDQGDUGVRIHPSOR\PHQW$³VDIHW\QHW´
1.Maximum weekly hours of work ± 38 hours per week.
2.Requests for flexible working arrangements
3.Parental leave and related entitlements ± up to
12 months unpaid leave per employee
4.Annual leave ± 4 weeks paid leave per year
5.3HUVRQDOFDUHU¶VOHDYHDQGFRPSDVVLRQDWHOHDYH ± 10
GD\VSDLGSHUVRQDOFDUHU¶VOHDYH
6.Community service leave ± unpaid leave for voluntary
emergency activities and for jury service.
7.Long service leave
8.Public holidays ± 11 days in Victoria.
9.Notice of termination and redundancy pay.
10.Provision of a Fair Work Information Statement
˯ɹ ˅ࡅ ̘࣮ 2009
10ʎࢂ ফ‫ࣱ̛ࡈˈ ܕ‬³‫ی‬ୣ߇ࢷ֌´
1.࣯к ফо ̒‫ݤ ה‬ɾࡵ 38‫ݤ‬ɾࡳԻ ࢽଞЬ.
2.ੋԯ ̒‫ࡁ ࢿה‬ঐ‫ݤ‬, ੋԯ ̒‫ࢿה‬Ի ߶‫ܹ ה‬ଭࢇ ɼМଜЬ.
3.࡫߅உऐ ‫ ߅࡫ ؀‬உऐ ‫ـ‬ए ୊੔-ফо 12ʎࡖࢂ ‫ ̗ה‬உऐࢇ
ࢉࢽѹЬ.
4.ࠉ८ உɼ-ࠉ 4࣯ ࡪ̗ ࠉ८ உɼɼ ࢉࢽѹЬ.
5.ʎࢉ உɼ/ɾ‫ ػ‬உɼ ‫ ؀‬ઞ‫ ط‬உɼ-10ࢊ ࡪ̗ ‫ػ‬ɼ உɼ/ɾ‫ػ‬
உɼɼ ࢉࢽѹЬ.
6.एࠇ‫ی‬ୣ ‫ یه‬உɼ- ؑ‫ ࡕݪ‬ऐ‫ܹ ה‬ଭࢇΟ ઞࢽ ‫یۘٸ‬੓, ӖЕ
࢕ࠉ ࢢଥ ۘଢ଼ ‫ ˱ـ‬୛Ѱࡶ ࡢଞ एࠇ‫ی‬ୣ ‫ یه‬உɼɼ ࢉࢽѹЬ.
7.ࢠ̛̒‫ܹ ܖ‬к.
8.˓உࢊ ± Victoria ࣯߾۰Е 11ࢊࢂ ˓உࢊࢇ ࢉࢽѹЬ.
9.ˈࡈ ࣗʼ ੼ए ‫ݤ‬, ଥऐ ܹк.
10.Fair Work ࢽ‫߇ ؿ‬ΰ‫࣏ ח‬ତࡶ ࠊԆଟ ܹ ࢑Ь.

Ϯϭ ZŽƐƚĞƌ^ƚĂĨĨ ϮϮ ZŽƐƚĞƌ^ƚĂĨĨ

Awards vs Enterprise Agreements ૯࣮̏Ը̘࣮(Award) VS ̏Ըˀߜ

‡ Employment agreements replace awards, but
‡ ̏Ըˀߜۭɹ ૯࣮̏Ը̘࣮ࡳ л঎ଜ ܶ ࢎࡰΜ ଟࡿ
they are not allowed to disadvantage workers.
࣌ଡҗࡲ ̏Ը࢒җࡿ ˽նծ ৗଢଜ ܶ ߴЩ.
‡ On an overall basis a worker should not ‡ ੹‫ࡰࢳە‬Ը, ̏Ը࢒В ૯࣮̏Ը̘࣮˒ ‫˩ٵ‬ଙࠃ х
receive lesser pay when compared to the Ωࡲ ̔ࠃծ ؄ࡰֱ ߄ѵऌր, (̏Ըˀߜۭ‫)ࡿە‬Щխ
award, but there may be some conditions ࣌ʟ߻ۭВ х Ωࡲ ̔ࠃծ ؄ࡳ ܶ ࢎЩ.
where a worker receives less.
y ɽ ऐࡕࡵ ࢎ̖ ִ߾۰ ˓ࢽଞ оࡉձ ؇ࡶ ܹ ࢑ѦԼ
‡ Individual workers need to be very careful when offered ̒Ի˃ߟ۰( EA)ձ ࢿ߇ ؇ߑࡶ Ҷ, ࣯ࢂ ̦ʯ ࢋ߭ߞ
an EA to ensure they get paid fairly. ଞЬ.
‡ Complaints can be made to the Fair Work Ombudsman. ‡ ࢇࢂࢿ̛Е Fair Work ˈ঻ঈչࡢࡕୣ߾۰ ଟ ܹ ࢑Ь.
http://www.fairwork.gov.au/ http://www.fairwork.gov.au/

Ϯϯ ZŽƐƚĞƌ^ƚĂĨĨ Ϯϰ ZŽƐƚĞƌ^ƚĂĨĨ

 Awards vs Enterprise Agreements 2 ૯࣮̏Ը̘࣮VS ̏Ըˀߜ 2
Examples of changed conditions:
૯࣮̏Ը̘࣮˒ ̏Ըˀߜࡿ ५ࢄࢷ:
‡Penalty rates may not apply on weekends, but the
‡࣯ֆ߾Е ট˕ ̒‫ܹ ה‬кࢇ ࢶࡈѸए ߉ࡶ ܹ ࢑ࡳΟ
hourly rate of pay is averaged (made higher) than in
̒Ի˃ߟۘࢂ ‫ݤ‬ɾк ࢎ̖ࢇ ‫ ࡈˈ ࢽئ‬ফ‫ؿࣱ̛ܕ‬Ь
the award
(ϩʯ) ࢶࡈѹЬ.
‡Sick leave may be reduced from 10 days per year,
‡‫ػ‬ɼЕ ֐ϗ 10ࢊ߾۰ ࣲ߭Қֲ Χࡵ ‫ػ‬ɼЕ ³ୃ̖୘´
DQGWKLVLVDEOHWREH³FDVKHGRXW´
Ѻ ܹ ࢑Ь.
‡Hours can be averaged over a 4 week period, week 1
‡̒‫ݤה‬ɾࡵ 4 ࣯ ЯࡢԻ ૡ̎ࡶ ΰֲ, ঎ध ࣯ࠪ ҂ध
& 2 you may work 44 hours per week, weeks 3 & 4
࣯߾Е ɽ ࣯к 44‫ݤ‬ɾࡶ ̒‫ה‬ଜˈ, ‫܅‬ध ࣯ࠪ
you may work only 32 hours per week (averages to 38
ϒध࣯߾Е 32‫ݤ‬ɾփ ̒‫ה‬ଟ ܹ ࢑Ь. (ૡ̎ ࣯к
hours per week).
38‫ݤ‬ɾ ̒‫)ה‬.

Ϯϱ ZŽƐƚĞƌ^ƚĂĨĨ Ϯϲ ZŽƐƚĞƌ^ƚĂĨĨ

Awards vs Enterprise Agreements 3 ૯࣮̏Ը̘࣮VS ̏Ըˀߜ 3

If the normal hourly rate of pay is increased above the
award does this mean that all employees receive more
money for the hours they work? ‫ݡ‬ɻз ੹‫ ࢄ̓ࢋە‬૯࣮̏Ը̘࣮‫ؼ‬Щ ऋɹଙֱ ָҕ ଑˅ࡅࢆࢄ
For example, if the award states that the normal hourly rate of ϝѭ‫ݡ‬ɻ߻ лଢ х ցࡲ ࢋ̓ࡳ ؄ʬ ѵВɹ?
SD\LVEXW\RXUFRPSDQ\¶V($VWDWHVWKDWWKHLUKRXUO\ ࠖձ Қ߭ ૲ࣱ̒Իࣱ̛ۘ ࢎ̖ࡵ ‫ݤ‬ɾк $20.22 ࢇΟ, ୣ‫ࢂࠪی‬
rate of pay is $24, will you make more money? ̒Ի˃ߟ߾Е ‫ݤ‬ɾк $24 ࢊ ˁࡉ, к‫̖ࢎ ࢂݦ‬Ѧ ऎɼଜЕɼ?
‡The answer to this depends upon your status
(whether FT, PT or casual), and the days of the ‡д: з‫̏ ࡿݣ‬Ը୆੐ (૸੆ࢋ, રચ੆ࢋ, ࢋ‫ݡ‬ऍ) ࠧ
week you usually work. з‫࣬ ࡿݣ‬з ੹‫ ە‬ϝѭ‫ݡ‬ɻ߻ ҩӿ ЩիЩ.
‡If you only worked Monday to Friday then you may ‡࣬ࣵ(ࡓ~̓)߻ ̏‫ ב‬ଜ ʾࡆ ࢋ̓ࢄ ऋɹଙʲऌր,
receive more pay. If you only work on Saturdays ࣬փ(ੲ, ࢇ)߻ր ࢇࡳ ଛЩֱ ‫ࡰࢳߜٵ‬Ը ʀ‫ܒ‬ଜ
and Sundays you would receive significantly less ʥࢄЩ. ࢄࡧВ ‫ࢆߵב‬ɹ?
pay. Why?

Ϯϳ ZŽƐƚĞƌ^ƚĂĨĨ Ϯϴ ZŽƐƚĞƌ^ƚĂĨĨ

 Awards vs Enterprise Agreements 4 ૯࣮̏Ը̘࣮VS ̏Ըˀߜ 4
‡ ࣬փ̏‫(ב‬ੲ࠾ࢇ,ࢇ࠾ࢇ)В জ˒̏‫ܶב‬з(Penalty
‡ Working on the weekend (Sat and Sun)
rates)ࡳ ؅۟‫( ੂݡ‬૯࣮̏Ը̘࣮ 32.1ࡿʝ)
attracts penalty rates (refer to Section
32.1 of the award).
‡ Working between 7pm and 7am also ‡ ࠚ୬ 7‫ْݡ‬ਜ਼ ࠚࢴ 7‫ݡࠄ ב̏ ࢄۉ ݡ‬
attracts penalty rates (refer to Section জ˒̏‫ܶב‬зࡳ ؅۟‫( ੂݡ‬૯࣮̏Ը̘࣮ 32.3 ࡿʝ)
32.3 of the award).
‡ лْٔ ̏Ըˀߜࡲ জ˒̏‫ܶב‬зࡳ ऌٖଙऌ ߆ࡵ
‡ Most EA do not pay penalty rates.
‡ ̏Ըˀߜ߻ лଛ ন̏ ̘‫ۉ‬
‡ Recent article on EAs
‡ Impact ‡ ࠏବ

Ϯϵ ZŽƐƚĞƌ^ƚĂĨĨ ϯϬ ZŽƐƚĞƌ^ƚĂĨĨ

Explanation of terms used in the Award ૯࣮̏Ը̘࣮(Award)ࡿ ࡅߪ۳ֵ

Penalty rates: জ˒ ̏‫ܶ ב‬з(Penalty Rate):

‡ $µSHQDOW\¶LVLQFXUUHGE\WKHHPSOR\HUDQG ± µজ˒ ̏‫ב‬SHQDOW\¶В ˅ࡅ࣬ɹ ֵଙ֯ ੹‫ە‬

paid to the employee for hours worked ̏‫ݡ ב‬ɻ( ࣬ࣵ 07:00 ~ 19:00) ࠶ ̏‫ב‬ଛ ‫ݡ‬ɻ
outside normal hours (0700 to 1900 Monday ѭ߄ր਻ࡿ ܶзࡳ ̏‫߻࢒ב‬ʬ ऌ̔ଛЩ.
to Friday) ± ࢄԙଛ µজ˒̏‫¶ב‬В ‫ݡ‬ɻз ӓВ ̏‫ב‬ଛ
‡ This penalty is an extra amount per hour or ْٔր਻ ঱ɹѵВ ܶзࡳ ɹնੀЩ.
part there of. ± ‫ݡ‬ɻ࠶̏‫(ב‬overtime)В ߲‫׶‬ட փଙֱ
‡ Overtime is not strictly a penalty, but it does জ˒̏‫ב‬В ߂Пऌր ঱ɹࢳࢆ ‫ࡳࡅٵ‬
incur extra cost. ؅۟‫ݡ‬ੀЩ.

ϯϭ ZŽƐƚĞƌ^ƚĂĨĨ ϯϮ ZŽƐƚĞƌ^ƚĂĨĨ

 Penalty rates apply for: জ˒̏‫ܶב‬зࡲ Щࡵ˒ ʈࡲ ʾࡆ߻ ࢳࡅѶЩ:

‡ Time worked between midnight Friday and
midnight Saturday (extra 25% per hour)
‡ Time worked between midnight Saturday and
midnight Sunday (extra 60% per hour for FTE)
‡ Public holidays (extra 125%)
‡ 7pm to midnight Monday to Friday, extra 10%
‡ Midnight to 7am Monday to Friday, extra 15%
‡ ̓࠾ࢇ ࢒ࢺْਜ਼ ੲ࠾ࢇ ࢒ࢺ̤ऌ ̏‫ב‬ଛ ʾࡆ
(জ˒̏‫ݡב‬ɻз ੹‫ ࡿ̓ࢋە‬25% ܶз ऌ̔)
‡ ੲ࠾ࢇ ࢒ࢺْਜ਼ ࢇ࠾ࢇ ࢒ࢺ̤ऌ ̏‫ב‬ଛ ʾࡆ
(জ˒̏‫ݡב‬ɻз ੹‫ ࡿ̓ࢋە‬75% ܶз ऌ̔)
‡ ːஆࢇ(জ˒̏‫ݡב‬ɻз ੹‫ࡿ̓ࢋە‬125% ऌ̔)
‡ ࡓ࠾ࢇْਜ਼ ̓࠾ࢇ ࢲϓ 7‫ْݡ‬ਜ਼ ࢒ࢺ̤ऌ,
জ˒̏‫ݡב‬ɻз ੹‫ ࡿ̓ࢋە‬10%
‡ ࡓ࠾ࢇْਜ਼ ̓࠾ࢇ ࢒ࢺْਜ਼ ߂ৗ 7‫̤ݡ‬ऌ,
জ˒̏‫ݡב‬ɻз ੹‫ ࡿ̓ࢋە‬15%

ϯϯ ZŽƐƚĞƌ^ƚĂĨĨ ϯϰ ZŽƐƚĞƌ^ƚĂĨĨ

Allowances: ܶз:

‡ Expenses incurred, or payments given to ‡ ̏‫ב‬ଙֱۭ ؅۟Ѷ ‫ ࡅٵ‬ӓВ ऍࡒ߻ʬ

employees. ऌ̔ѵߪߛ ଙВ ܶз.
([DPSOHV« ࠓ«
‡ Meals ‡ ‫ۉݢ‬
‡ Clothing: where the employee must supply ‡ ‫࢝ؽ‬: ߄ࢴ ࢝‫ ٵ‬ӓВ ̏‫ ࡳ࢝ؽב‬ऍࡒ ‫ࢄࢆؿ‬
their own safety equipment or attire. ࣮‫ٵ‬ଢߛ ଜ ʾࡆ
‡ First Aid ‡ ‫ૺߜەٵ‬
‡ Travelling ‡ ঴࢝
‡ Working late ‡ ߛ̏ ߳‫ב‬
‡ Broken shifts ‡ ٔଜ ̏‫ב‬

ϯϱ ZŽƐƚĞƌ^ƚĂĨĨ ϯϲ ZŽƐƚĞƌ^ƚĂĨĨ

 Grade: ٔգ:
‡ The classification of jobs according to the ‡ ऍࡒࡿ ߳‫ࣔ ב‬գ߻ ҩӿ ऍ߳ ٔգଙ̘
duties they perform ‡ ‫ݘ‬৹࣯ D (ࡐ਷ٓ 2 )
‡ Schedule D (refer to workbook 2) ‡ ࡉչɼ Ͼࠆʷ‫ߞو‬ଟ ‫ࡸݥ‬Վ ‫ˈ ؀‬ʏ۰‫ݛٸ‬
Food and Bev employees and Guest Service ٕ۰ ऐࡕҚࢂ ̔࢕ ਺̛ɼ ш ਺Ь.
employees are a larger font as these are the 2
types of jobs we will be looking at. ࠓ
Examples ‡ ˅ʌۭ‫ ࡿݘٵ‬Grade 3В ߪӇʬ ѵВɹ?
‡ What is Guest Service Grade 3? ‡ ‫ࡵݢ‬Ջ 4В ߪҾ ʥࡳ ɹնਾВɹ?
‡ What is Food and Bev 4? ‡ ̔ࠃҜ̔ࡲ ऍࡒࡿ ̔ࠃ࣮ܶࡳ ળЬଜ ҳ
‡ Pay grades are used to determine a ࢳࡅଛЩ
SHUVRQ¶VSD\OHYHO

ZŽƐƚĞƌ^ƚĂĨĨ
ϯϳ ϯϴ ZŽƐƚĞƌ^ƚĂĨĨ

38 hour week ࣬з 38‫ݡ‬ɻ ̏‫ב‬

‡ FTEs work 38 hours per week (plus
reasonable overtime)
‡ This can be worked in several ways (refer to
section 29.1.a
‡ Each FTE must receive 2 RDOs per week
‡ If a FTE works 40 hours in a week they will
receive an ADO after 4 weeks of work.
‡ Casuals cannot work more than 38 hours
per week without receiving overtime.
‡ ૸੆ࢋ ࢺ̊ऍࡒࡲ ࣬з 38‫ݡ‬ɻ ̏‫ב‬ଛЩ
(ଟնࢳࢆ ‫ݡ‬ɻ࠶̏‫ ב‬঱ɹ)
‡ ࡟ࠧ ʈࡲ ̏‫ב‬،‫ ֶ ࡲݢ‬ɹऌ ،‫ࡰݢ‬Ը ࡈࠏѷ
ܶ ࢎЩ (29.1.a ࢝ࡳ ॰˅ଙ‫)ࠚݡ‬
‡ ɺ ૸੆ࢋ ࢺ̊ऍࡒ ࣬з 2ࢇࡿ ࢺ̘ ஆɹ(RDO
± Rostered Days Off)ծ ‫ࡅۉ‬ଜ ˽նɹ ࢎЩ
‡ ૸੆ࢋ ࢺ̊ऍࡒࢄ ଛ ࣬߻ 40‫ݡ‬ɻࡳ ̏‫ב‬ଙֱ
4࣬ ̏‫ ב‬୬, ଙՑ ঱ɹஆࢇ(ADO-Accrued
Days Off)ࡳ ‫ࡅۉ‬ଜ ܶ ࢎЩ.
‡ ࢋ‫ݡ‬ऍ ϝѭ࢒В ‫ݡ‬ɻ࠶ ̏‫ܶב‬з ߴࢄ ࣬з
38‫ݡ‬ɻ ࢄ‫ב̏ ە‬ଜ ܶ ߴЩ.

ϯϵ ZŽƐƚĞƌ^ƚĂĨĨ ϰϬ ZŽƐƚĞƌ^ƚĂĨĨ

 24 hour clock 24‫ݡ‬ɻ ૯̘
Why is it used? ࠰ ‫ࡅۉ‬ଜ̤?
‡To reduce confusion ‡ ୍ԁࡳ ࣯ࢄ̘ ࡟ଢۭ
‡To promote consistency ‡ ࢇ˔‫ࡧ ࡳۺ‬ऌଙ̘ ࡟ଢۭ

Is midnight 0000 or 2400? ؉ 12‫ݡ‬В 00:00ࢆɹ ӓВ 24:00ࢆɹ?

What times (in am/pm) is a shift that is worked: ֶ ‫ࢴࠚ( ݡ‬/ࠚ୬)ɹ ୧ࡪࢳࢆ ˩л‫ݡ‬ɻࢆɹ? :
‡a/ from 1500 to 2330? ‡ a/ 15:00ْਜ਼ 23:30?
‡b/ from 2130 to 0430? ‡ b/ 21:30 ْਜ਼ 04:30?

ϰϭ ZŽƐƚĞƌ^ƚĂĨĨ ϰϮ ZŽƐƚĞƌ^ƚĂĨĨ

Overtime ‫ݡ‬ɻ࠶ ̏‫ב‬

‡ When the employee works more than 38 ‡ ऍࡒࢄ ࣬з 38‫ݡ‬ɻ‫ؼ‬Щ х ցࡲ ‫ݡ‬ɻࡳ ࢇଜ
hours in a week ʾࡆ
‡ This applies to all employees, FT and ‡ ૸੆ࢋ ࢺ̊ऍ߻ۭ ࢋ‫ݡ‬ऍ̤ऌ ָҕ
casuals ̏‫࢒ב‬җ߻ʬ ࢳࡅѸ
‡ Which section of the award discusses this? ‡ ૲ࣱ̒Իࣱ̛(Award)ࢂ ߭Г ٕٗ߾۰ ࢇձ
ЬՔˈ ࢑Еɼ?
‡ Workers cannot refuse to work reasonable
overtime? ‡ ̏‫࢒ב‬җࡲ ੆зଛ ‫ݡ‬ɻ࠶ ̏‫ב‬ծ ʝࢵଜ ܶ
‡ Employees receive an additional 50% extra ߴВɹ?
for all OT worked. ‡ ‫ݡ‬ɻ࠶ ̏‫ ߻ב‬лଢۭВ ੹‫ ࡿ̓ࢋە‬50%ɹ
঱ɹԸ ऌ̔Ѹ

ϰϯ ZŽƐƚĞƌ^ƚĂĨĨ ϰϰ ZŽƐƚĞƌ^ƚĂĨĨ

 Broken shift ٔଜ ̏‫ב‬
‡ Where there is a gap of more than 2 hours in ‡ ࢇࢇ ̏‫ݡ ב‬ɻ૯ ‫ב̏ ە‬з‫؞‬ɻ (ஆʬ)‫ݡ‬ɻࢄ
a daily shift 2‫ݡ‬ɻ ࢄ‫ ࢇە‬ҳ ࢳࡅ
‡ Only applies to FTE and PT, not casual ‡ ࢺ̊ऍ ‫ ׽‬રચ ੆ࢋ ̏Ը࢒߻ ࢳࡅѵ֯
‡ Spread of hours cannot be more than 12 ࢋ‫ݡ‬ऍࡲ ଢз‫ۉ‬ଡ ߴࡵ
‡ ٔ‫ی‬Ѷ ণ ‫ݡ‬ɻࢄ 12‫ݡ‬ɻࡳ জ˒ଙֱ ߄ ѶЩ
‡ Overtime is applied if breaks are not given
or the spread of hours is exceeded. ‡ ஆʬ‫ݡ‬ɻࢄ ْࠃѵऌ ߆ʝΜ ̏‫ݡב‬ɻ˒
̏‫ݡב‬ɻ ‫ݡ ࡿࢄۉ‬ɻࢄ 12‫ݡ‬ɻࢄ জ˒ଙֱ
‫ݡ‬ɻ࠶̏‫ב‬ɹ ࢳࡅѶЩ.

ϰϱ ZŽƐƚĞƌ^ƚĂĨĨ ϰϲ ZŽƐƚĞƌ^ƚĂĨĨ

Types of employment ˅ࡅࡿ ୆੐

‡ Full-time: An ongoing employee who works 38
hours work per week.
‡ Receives full entitlements, e.g. annual leave,
LSL, sick pay etc.
‡ Part-time: Ongoing employees who work less
than 38 hours per week, but have a regular
arrangement of work.
‡ Receives entitlements on a pro-rata basis.
‡ Casual: Weekly work hours (minimum of 2 to
maximum of 38). Does not receive
entitlements, but gets an extra 25% on the
hourly rate of pay.
‡ ૸੆ࢋ ࢺ̊ऍ: ࣬з 38‫ݡ‬ɻࡳ ऌ‫ࡰࢳܓ‬Ը ࢇଙВ
̏Ը࢒.
‡ ָҕ ‫ؽ‬ऌେੑࡳ ؄ВЩ. ࠓծ җֱ ࠆ५ஆɹ,
̘࢝̏‫ܓ‬ஆɹ, ‫ظ‬ɹ ஆɹ ҜҜ.
‡ રચ ੆ࢋ ऍࡒ: ࣬з 38‫ݡ‬ɻ ‫ײ‬րࡰԸ
ऌ‫ࡰࢳܓ‬Ը ࢇଙऌր ࢺ̘ࢳࡰԸ ߳‫ב‬ծ
ܶପଙВ ̏Ը࢒.
‡ ‫ؽ‬ऌେੑࡲ ̏‫ב‬ଛ ‫ݡ‬ɻ߻ ‫ٵ‬Դଙࠃ ؄ВЩ.
‡ ࢋ‫ݡ‬ऍ: ̏‫ݡב‬ɻࢄ ٖછࢺଞ (ন‫ ܒ‬2‫ݡ‬ɻ~নл
38‫ݡ‬ɻ). ‫ؽ‬ऌେੑࡳ ؄ࡳ ܶ ߴࡰΜ ‫ݡ‬ɻз
ࢋ̓ࡿ 25%ծ ঱ɹԸ ؄ВЩ.

ϰϳ ZŽƐƚĞƌ^ƚĂĨĨ ϰϴ ZŽƐƚĞƌ^ƚĂĨĨ

 Award questions Activity 1 ૯࣮̏Ը̘࣮ ‫ ࢼה‬1
Workbook page 11 ࡓ਺ٖ11૓ࢇए
1. Can employers take a pay deduction from employees for 1. ऐࡕࢂ ̛‫י‬ળ‫ࢇܘ‬Ο ࢠٕ‫̖ୃ ࢏׵‬૜ী ҟࡳԻ ˈࡈ࣯ɼ ̗ࠆձ
breakages and cash under-rings? ‫ۍ‬ʃଟ ܹ ࢑Еɼ?
Section 38 ࣌ଡ 38
2. What is the minimum weekly wage of a full-time, level 3 Food & 2. ૻ੉ࢎ ࢽ̍ऐ 3ҟ̗ ‫ࡸݥ‬Վٕ۰ ‫࣯ ࢂࡕ࣏ؿ‬к ফࢵࢎ̖ࡵ?
Beverage Attendant?
࣌ଡ 20.1
Section 20.1 3. ࢊࡁࢊ ߅৚ 7‫ࠝ~ݤ‬୯ 3:30‫̧ݤ‬ए ࢊବࡶ ˁࡉ ૻ੉ࢎࢽ̍ऐ˕
3. What penalty rate (as a percentage) would you receive (both ࢎ‫ݤ‬ऐ ऐࡕࢇ ؇ࡶ ܹ ࢑Е ট˕̒‫ܹה‬кࡵ? (૊‫܁‬੨ࢇएԻ
casual and full-time) if you worked 7am ± 3.30pm on a Sunday? зଜ‫)ࠝݤ‬
Section 32.1 ࣌ଡ 32.1
Casual ࢋ‫ݡ‬ऍ
Full time ૸੆ࢋ
ϰϵ ZŽƐƚĞƌ^ƚĂĨĨ ϱϬ ZŽƐƚĞƌ^ƚĂĨĨ

Award questions Activity 1 ૯࣮̏Ը̘࣮ ‫ ࢼה‬1

4. If you worked Monday to Friday, from 3.00pm to 11.30pm, do 4. ࡖ~̖ 3:30pm~11:30pm ̒‫ ݤה‬ট˕ܹк(penalty rates) ࢶࡈѸЕɼ?
penalty rates apply? Explain. ۶ָଜ‫ࠝݤ‬
࣌ଡ 32.3.a
Section 32.3.a

5. What penalty rates apply for both casual and full-time if you work a 5. ˓உࢊࢉ ࡖࡁࢊ ࠝ୯ 3‫~ݤ‬11‫ݤ‬30̧ٗए ̒‫ ߾ה‬оଞ ૻ੉ࢎ ࢽ̍ऐ˕
Monday Public Holiday shift from 3pm to 11.30pm? ࢎ‫ݤ‬ऐ߾ʯ ࢶࡈѸЕ ট˕ܹкࡵ?

Section 32.1 ࣌ଡ 32.1

\XG y–š›Œ™Gz›ˆG ϱϮ ZŽƐƚĞƌ^ƚĂĨĨ

Award questions Activity 1 ૯࣮̏Ը̘࣮ ‫ ࢼה‬1
6. If a pay level 4 Senior Receptionist took over the 6. 4Ԧ‫ܹ خ‬۱ չ‫܈܄‬Т‫ݛ‬ઝɼ 3Ԧ‫خ‬
duties of a pay level 3 Receptionist for the day, at չ‫܈܄‬Т‫ݛ‬ઝࢂ ࢊɾ ߶‫ה‬ձ о‫ݦ‬ବࡶ ˁࡉ,
which level would you pay him/her ± level 3 or level 4?
ࢎ̖ࡵ 3Ԧ‫ࡳخ‬Ի ࢶࡈଜΟ? 4Ԧ‫ࡳخ‬Ի ࢶࡈଜΟ?
Section 25.2
ଡֹ 25.2

7. What are the conditions for receiving a First Aid

allowance? 7. ࡻ̗ܹк (First Aid Allowance) एٙ ࣏ʢࡵ?
Section 21.2.b ଡֹ 21.2.b

ϱϯ ZŽƐƚĞƌ^ƚĂĨĨ ϱϰ ZŽƐƚĞƌ^ƚĂĨĨ

Roster Staff ऍࡒ ̏‫ב‬з‫؞‬૯ ࢓‫ۺ‬ଙ̘

Session 2 Session 2
SITXHRM002 Roster Staff SITXHRM002 Roster Staff
International Programs ± SAU South Korea International Programs ± SAU South Korea

© Melbourne Polytechnic 2019 © Melbourne Polytechnic 2019

ϭ Ϯ
 Award questions Activity 1 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬1
8. What is the maximum spread of hours within which a broken 8. ٗଟ̒‫ ݤה‬ফо ٗ‫ ۏ‬ɼМ ‫ݤ‬ɾࡵ?
or split shift can be worked? ࣌ଡ 29.1.b.iv
Section 29.1.b.iv
9. What is the allowance received for a broken shift? Do 9. ٗଟ̒‫ܹ ה‬кࡵ? ࢎ‫ݤ‬ऐ߾ʯ ࢶࡈѸЕɼ?
casuals also get this?
࣌ଡ 21.3.a
Section 21.3.a

ϯ ZŽƐƚĞƌ^ƚĂĨĨ ϰ ZŽƐƚĞƌ^ƚĂĨĨ

Award questions Activity 1 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬1

10. There are 6 ways in which the working week can be 10. ࣯к ૡ̎ 38‫ݤ‬ɾ ϠѰ‫ݤ‬ɾ ˱‫۽‬ଟ ܹ ࢑Е 6ɼए Ьհ ؏߇
structured to achieve the average of 38 hours per week. ଡֹ 29.1.a
Section 29.1.a

Which do you think is the best?

ߪА ،߄ࢄ ɹ࢝ ࣗЩ˅ ۟ɺଙ‫ݨ‬П̤?

ϱ ZŽƐƚĞƌ^ƚĂĨĨ ϲ ZŽƐƚĞƌ^ƚĂĨĨ
 Award questions Activity 1 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬1
11 How many days in a row can an employee work 10 hour 11. 10‫ݤ‬ɾ ˬо̒‫ܖࠉ ݤה‬ଜࠆ ̒‫ה‬ଟ ܹ ࢑Е ࢊܹЕ?
shifts? ଡֹ 29.1.b.ii
Section 29.1.b.ii
12. ଜՔ ফо ϠѰ‫ݤ‬ɾ (‫ݤیݥ‬ɾ ࢿ࠹)?
12 What is the maximum hours an employee can work in
one day (exclusive of meal breaks)? ଡֹ 29.1.b.i
Section 29.1.b.i
13. ̒‫ˬה‬о ‫ ࢇی‬ए਄ߞ ଜЕ ফ‫ܕ‬ଞ ‫ݤ ה̒ٸ‬ɾࡵ? ࠖ࠹Е?
13 How many hours off between shifts must employees
have? What is the exception to this?
ଡֹ 30.1.b
Section 30.1.b

ϳ ZŽƐƚĞƌ^ƚĂĨĨ ϴ ZŽƐƚĞƌ^ƚĂĨĨ

Award questions Activity 1 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬1

14 Regardless of how the working week is structured, what are
the maximum days in a row someone can work without having a
day off?
Section 29.1.d.i
14. ࣯к ̒‫ݤה‬ɾ ˱‫߭ ࢇ۽‬Ӂ ‫ࡳݥ‬Ի ࢇՔ߭एҘ,
ଜՔѦ ‫ݍ‬ए ߉ˈ ࠉ‫ࡳܖ‬Ի ̒‫ה‬ଟ ܹ ࢑Е ফо ࢊܹЕ?
ଡֹ 29.1.d.i

15 Where the work arrangement is 160 hours per 4 week 15. ࣯к ̒‫ݤה‬ɾ ˱‫ ࢇ۽‬4࣯ ̛ɾ Ѱ߇ 160‫ݤ‬ɾ
period (40 hour week), the employee receives one paid ̒‫ ࣯(ה‬40‫ݤ‬ɾ)ࢊ ˁࡉ ଜՔ ࡪ̗ࢽ̛உɼ
rostered day off (RDO) for accumulated hours. Does this (ROD)ձ ؇ࡶ ܹ ࢑Ь. ࢇ ࢽ̛உɼ(ROD)Е 4࣯ࢂ
RDO have to be taken at the end of the 4 week period? ցएւ߾ ‫ࡈی‬ଟ ܹ ࢑Еɼ?
Section 29.1.c.iii ଡֹ 29.1.c.iii

ϵ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
Ϭ
 Award questions Activity 1 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬1
16 If you worked an hour of overtime on Tuesday, would it be paid 16. ୘ࡁࢊ߾ 1‫ݤ‬ɾ ‫ݤ‬ɾ࠹̒‫(ה‬overtime)ձ ବࡶ ˁࡉ ੵࡁࢊ߾
at the same rate as if it was on Saturday? ବࡶ Ҷࠪ Ѱࢊଞ ܹкࢇ ࢶࡈѺ ܹ ࢑Ο?
Section 33.3 ଡֹ 33.3

17 What is the difference is between a penalty and an allowance?

17. ট˕̒‫ܹה‬к(penalty)˕ ܹк(allowance)ࢂ ८ࢇࢺࡶ
Explain
۶ָଜ‫ࠝݤ‬.
Sections 32 and 21
ଡֹ 32 and 21

ϭ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
ϭ Ϯ

Award questions Activity 1 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬1

18 What is the minimum notice the employer must give to change 18. ̒‫ה‬к‫߾࢕ה̒ ۘ૲ء‬ʯ ‫ض‬Ѱࡶ ߊռ Ҷ ফ‫ֲ ܕ‬৘ɾࢂ
or notify staff of the roster? ‫ˈࢷی‬एɼ ࢑߭ߞ ଜЕɼ?
Section 30.2 ଡֹ 30.2

ϭ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
ϯ ϰ
 Award questions Activity 1 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬1
19 What is the meaning of clause 31.4? Explain in your own 19. 31.4 ତࢇ ӵଜЕ ʨࡵ ‫ࢉ߸ה‬ए ࠆԜٗ ‫ݛݛ‬Իࢂ ߯߭Ի
words. ۶ָଜ‫ࠝݤ‬.
Section 31.4 ଡֹ 31.4

ϭ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
ϱ ϲ

Common Work Schedules in Hotels ୋ੨߻ۭࡿ ࢇ‫ݘ ב̏ ࢆࢳ؃‬৹࣯

Front Office
‡ In most hotels, the front office is open 24 hours a ଎Ԟઝ ࠝଔ‫ݛ‬
‡лْٔ ୋ੨߻ۭВ ଋԛચВ ֍ࢇ 24‫ݡ‬ɻ ѭ߄ ࠇԫ ࢎߪۭ 3ʋࡿ ̏‫࣌ב‬ծ ૙‫ۺ‬ଜ ܶ
day. This neatly fits 3 shifts:
ࢎЩ.
± 0700 - 1530 Early
± 0700 ± 1530 ࢴ‫࣌ב̏ ؃‬
± 1500 - 2330 Late
± 1500 ± 2330 ୬‫࣌ב̏ ؃‬
± 2300 - 0730 Night Audit
ߛɻ ܸ९
‡ This allows for a 30 minute handover between ± 2300 ± 0730
± ̏‫࢒ב‬ɹ 30ٔ ѭ߄ ̏‫ࢆܶࢆ ב‬ˀծ ଜ ܶ ࢎࡰ֯ 30ٔ ѭ߄ ‫ ̔ב‬ஆʬ‫ݡ‬ɻࡳ
shifts, and gives each worker a 30 minute
ʆѣԹ ଛЩ.
unpaid break.
ʏ‫˗ݨ‬չ
Housekeeping
‡̏‫ݡב‬ɻࡲ ЩߣଙЩ. ࠓծ җֱ 0700 ± 1530, ӓВ 0900 -1730
‡ Varied times e.g. 0700 - 1530 or 0900 - 1730
‡ୋ੨ࢄ ੝Щࡈ ۭ‫ݘٵ‬ծ ࢼːଙʝ, ր‫ࢄݥ‬ʝΜ ːଡ έ ୋ੨ࢄֱ Кʬ ‫࢓ݡ‬ଙВ ̏‫ב‬
‡ Later shifts may occur if the hotel offers
࣌ծ ૙‫ۺ‬ଙʬ ѶЩ.
turndown services, has lots of day use rooms or
is located at an airport.
 Front Office Jobs ୋ੨ ଋԛચ ߳‫ࣔ ב‬գ
1. Receptionist 1. ն‫܅܁‬П‫ݘ‬ચ
2. Cashier 2. ৣ‫܅‬
3. Porter/Concierge
3. ୋ੨ ऒͯ/ৱ‫ߪݡ‬ऌ
4. Telephonist
4. ࢴ୕˩ୗࡒ
‡ These 4 jobs all work the standard E & L shifts
࡟ 4ʋࡿ ऍ߳ࡿ ̏‫࢒ב‬В ࢴ‫ ׽ ؃‬୬‫ ߻࣌ב̏ ؃‬૙‫ۺ‬ѵۭ ̏‫ב‬ଛЩ
5. Reservations Clerk
‡ Can work shifts or may work 0900 to 1730 5. ʌ‫ߜࠓݥ‬ऍࡒ
6. Night Auditors ̏‫˩ב‬лԸ ̏‫ב‬ଙʝΜ 0900ْਜ਼ 1730̤ऌ ̏‫ב‬ଜ ܶ ࢎЩ
‡ Work from 2300 to 0730, this is an N shift. 6. ߛɻ ܸ९
ߛɻ ̏‫ ߻࣌ב‬૙‫ۺ‬ѵߪ ̏‫ב‬ଙ֯ 2300ْਜ਼ 0730̤ऌ ̏‫ב‬ଛЩ

ϭϵ Roster Staff ϮϬ Roster Staff

Fixed Rosters ˅ࢺ ̏‫ ב‬з‫ ؞‬૯

‡ Where each employee works the same shifts
each week
‡ 7KH\GRQ¶WKDYHWRDOZD\VZRUN(RU/EXW
their roster does not change from week to
week.
‡ ɺ ̏‫࢒ב‬В ֍࣬ ʈࡲ ̏‫ ߻࣌ב‬૙‫ۺ‬ѶЩ.
‡ ଡ‫ ࣌ב̏ ؃ࢴ ە‬ӓВ ୬‫࣌ב̏ ؃‬Ը ̏‫ב‬ଢߛ
ଙВ ʥࡲ ߂П֯, ֍࣬վЩ ̏‫࣌ב‬ɹ ‫س‬ʾѵऌВ
߆ВЩ.

Ϯϭ Roster Staff ϮϮ Roster Staff

Fixed Roster Example ˅ࢺ ̏‫ב‬з‫؞‬૯ ࠓ‫ݡ‬
Which of the 2 FTE (Fred or Sally) do you believe has the
better roster? Why? ѿ ָࢂ ૻ੉ࢎ ऐࡕ (Fred ӖЕ Sally) ࣸ ϼɼ ш Οࡵ ̒‫ה‬
ָЯࡶ ʉˈ ࢑Ь ۢɽଜΟࡁ? ࠳ ̐ԥЬˈ ۢɽଜΟࡁ?
Need to consider: Щࡵࡿ ࠾‫ܒ‬җࡳ ˅ԫଙ‫ࠚݡ‬:
‡ Back to back shifts (a late finish, followed by ‡ࠆ‫ࠓ(ב̏ ܓ‬ծ җֱ, Кʬ ΓΜ˅ Щࡵ Ρ ࢇॣ
an early start e.g. Fred Mon to Tues) ‫࢓ݡ‬ଙВ ʾࡆ, ࡓ࠾ࢇ߻ Кʬ ΓΜ˅ ୕࠾ࢇ ࢄխ
‡ Working late on Fridays ‫ݡ‬ɻ߻ ࢇࡳ ‫࢓ݡ‬ଙВ Fred)
‡ Personal preference of hours ‡̓࠾ࢇվЩ Кʬ̤ऌ ࢇଙВ ʾࡆ
‡ Who would work harder? e.g. Who has the ‡ʋࢆࢳࡰԸ ۱ୋଙВ ̏‫ݡ ב‬ɻ
busier shifts? ‡Ϲɹ х ࠇ‫ݧ‬ட ࢇଜ̤? ࠓծ җֱ, Ϲɹ х ‫ڽ׿‬
̏‫ݡב‬ɻࡳ ؎ࢺ ؄ߎΜ?
‡ Who would get paid more?
‡Ϲɹ х ցࡲ ࢋ̓ࡳ ؄ࡳ̤?

Ϯϯ Roster Staff Ϯϰ Roster Staff

Rotating roster example ܸୗ ̏‫ݡࠓ ב‬

Who has the better roster? Is there fairness? ‡ ऐࡕҚ߾ʯ ˓ૡଜʯ ࢖‫۽‬Ѹ߹Еɼ?
‡

Why 2 E shifts on Friday? ‡ ࠳ ̖ࡁࢊ߾Е 2‫ࢷ ࢂء‬؆̒‫ה‬ɼ ࢑Еɼ?

Ϯϱ Roster Staff Ϯϲ Roster Staff

Rotating roster example 2 ܻ୚ ̒‫ָ ࢕ה‬Я ࠖ‫ ݤ‬2
Good things about the roster: ̒‫ה‬к‫ࢺࢠ ࢂ૲ء‬
‡ Equality ‡̏‫࢒ב‬җ߻ʬ ːࢺଛ лࡆծ ଜ ܶ ࢎЩ
‡ 1 weekend off every 3 weeks ‡3࣬ վЩ 1‫࣬ ࡿ؞‬փ ஆɹɹ ࢆࢺѶЩ
‡ No back to back shifts. ‡ࠆ‫ב̏ ܓ‬ɹ ߴЩ.
‡̏‫ֵ ࢒ב‬Ь ૯ծ ࢓‫ۺ‬ଙВѓ ‫ݡ‬ɻࡳ Ьল‫ܶ ੁݡ‬
‡ Reduced time spent rostering ࢎЩ
‡ Predictability with staffing, less likelihood of ‡ऍࡒ ̏‫؎ ב‬৑ଙВѓ ࢎߪۭ ࠓ৊ ɹЙଙ֯,
errors in execution and tracking, etc. ̏‫؎ ࢒ב‬৑ଙ˅ ̏‫࢒ב‬ծ ˔նଙВ Ҝࡿ ߳‫ב‬ծ
‡ Easier to budget ܶପଙВѓ ‫ܶݥ‬ծ ࣯ࢇ ܶ ࢎЩ.
‡ Staff can easily predict future working hours. ‡ܸୗ ̏‫ࢼב‬В ࠓ‫ ࡳی‬૙‫ۺ‬ଙВѓ х ܶࡓଙЩ.
‡̏‫࢒ב‬җࡲ ߑࡰԸࡿ ‫ݡב̏ ࡿࢆؿ‬ɻࡳ ‫ݏ‬ʬ
ࠓ৊ଜ ܶ ࢎЩ.

Ϯϳ Roster Staff Ϯϴ Roster Staff

Rotating roster example 3 ܻ୚ ̒‫ָ ࢕ה‬Я ࠖ‫ ݤ‬3

Bad things about this roster: ̒‫ה‬к‫ ࢂ૲ء‬Яࢺ:

‡ Only 2 sets of 2 days off in a row every 3
weeks, with 2 sets of 1 day off.
‡ Does not work well for large businesses.
‡ Not flexible, hard to do for uneven demand..
‡ Hard to allocate casual staff or take specific
requests for days off by staff.
‡3࣬ ̏‫ב‬ଜ ҳ վЩ, 2ࢇࡿ ஆɹծ 2‫؞‬ր ࠆ‫ܓ‬
‫ࡅۉ‬ଜ ܶ ࢎࡰ֯ ࢄࠧ ‫ش‬ѣԸ ଙՑ ஆɹծ 2‫؞‬
‫ࡅۉ‬ଜ ܶ ࢎЩ.
‡ָ̊ɹ ਹ ‫߳ۉ‬঎җ߻ʬ ࢳଟଙऌ ߆В ̏‫ࢼב‬
،‫ࢄݢ‬Щ.
‡ܸୗ ̏‫ࢼב‬В ࡧࠆଙऌ ߆ࡰ֯ ࠓ৊ ɹЙଙऌ ߆ࡲ
ୗʾ߻ ࢳଟଙऌ ߆Щ.
‡‫̊ࢺٵ‬ऍ ̏‫࢒ב‬ծ ؎৑ଙʝΜ ੆ ऍࡒҗࢄ ஆɹծ
ί ऍࡒࡳ л‫ݣ‬ଙࠃ ˮ঎ࢳࢆ ࠾ˮ‫ۉ‬ଡࡳ
ࢄପଙВѓ ߪԫࡌࢄ ҩխЩ.

Ϯϵ Roster Staff ϯϬ Roster Staff

The process of writing a roster
1 Note status of employees, e.g. FT, PT, Casual
2 Complete ³IL[HG´VKLIWVDQGNQRZQHYHQWV રચ੆ࢋ ̏‫࢒ב‬, ‫̊ࢺٵ‬ऍࡒ
± Staff on annual leave
± Staff who work the same hours each week
± Staff who have set days off e.g. weekends
3 Refer to previous roster to continue patterns of
shifts.
4 Note specific requests staff have made for
shifts or days off
5 Note staff who have a 38 hour RDO (ADO)
6 Complete set shifts
̏‫ב‬з‫؞‬૯ ࢓‫أۺ‬
1 ̏‫ ࡳٔݣ ࡿ࢒ב‬૯‫ݡ‬ଢӿ. ࠓծ җֱ ࢺ̊ऍࡒ,
³˅ࢺ´̏‫ ׽ ࣌ב‬ːऌѶ ପ‫ۉ‬ծ ૯‫ݡ‬ଢӿ:
± ࠆ५ ஆɹࣵࢆ ̏‫࢒ב‬
± ֍࣬ ʈࡲ ‫ݡ‬ɻࡳ ̏‫ב‬ଙВ ̏‫࢒ב‬
± ࠆ‫ࡰܓ‬Ը ݊В (ࠓծ җֱ ࣬փ) ̏‫࢒ב‬
3 ̏‫ ב‬୆੐߻ лଢۭ х ߇̘ ࡟ଢ ࢄࢴࡿ ̏‫ב‬з‫؞‬૯ࡳ
॰˅ଢӿ.
4 ̏‫࢒ב‬ɹ ̏‫ ࣌ב‬ӓВ ஆɹ߻ лଛ ࠾঍଩ш ̘Թҗࡳ
॰˅ଢӿ.
5 ࡓ५(ࠆ५)ծ ‫ࡅۉ‬ଜ ܶ ࢎВ ̏‫࢒ב‬ծ ̘Թଢӿ.
6 ˅ࢺѶ ̏‫࣌ב‬ծ ૯‫ݡ‬ଢӿ.

ϯϭ Roster Staff ϯϮ Roster Staff

The process of writing rosters 2 ̏‫ ࢒ב‬з‫ ؞‬૯ ࢓‫ أۺ‬2

7 Fill shifts for FT and PT staff first.
8 Ensure each full-time staff member has 2
days (RDOs) off per week.
9 Casual staff get remaining shifts.
10 Ensure special events, busy times, breaks,
etc are adequately staffed.
11 Ensure skill mix of employees complement
each other.
7 ࢺ̊ऍ ‫̘ב ׽‬ˀߜ રચ ̏‫࢒ב‬ծ ࡟ଢ
ࡆ۱ࢳࡰԸ ̏‫࣌ב‬ծ ૙‫ۺ‬ଛЩ.
8 ɺ ࢺ̊ऍ ̏‫࢒ב‬ɹ ֍࣬ 2ࢇࡿ ஆɹծ ؄ࡳ ܶ
ࢎѣԹ ଛЩ.
9 ‫̊ࢺٵ‬ऍ ̏‫࢒ב‬җࢄ Щխ ‫ۉ‬ԃҗࢄ ̏‫࣌ב‬ծ
؎ࢺ ؄ࡲ Щࡵ߻ Τࡲ ̏‫ ߻࣌ב‬૙‫ۺ‬ѶЩ.
10 છ‫ش‬ପ‫ۉ‬, ‫ݡ ڽ׿‬ɻл, ஆ‫ݡ ݢ‬ɻ Ҝ߻В ɹࡅ
̏‫࢒ב‬ɹ সٔଙѣԹ ଛЩ.
11 ̏‫࢒ב‬җɻࡿ ࠄԘ ӓВ ̘ܺҗࢄ ۭԸծ ‫ࠩؼ‬ଜ
ܶ ࢎѣԹ ̏‫࢒ב‬җࡳ ࢳࢵଙʬ ؎৑ଢӿ.

ϯϯ Roster Staff ϯϰ Roster Staff

 Activity One: Front Office Roster. ୘ѭ 1: ଋԛચ ѓ‫ݘ‬਷ ̏‫ב‬з‫؞‬૯
‡ This is a dynamic roster activity. ‡ ࢄԙଛ ࣔգࡿ ̏‫ֵ ࢒ב‬Ьࡲ ‫୕س‬ɹ
‡ Read background information ࢞ࡲ ̏‫ב‬з‫؞‬૯ࢄЩ.
‡ Write the roster for the next 3 week ‡ ॰˅࢒Ջծ ॰˅ଢӿ
period. ‡ Щࡵࡿ 3࣬ ̘ɻࡳ ࡟ଢ ̏‫ֵ ࢒ב‬Ьࡳ
࢓‫ۺ‬ଢӿ.

‡ Refer to excel file for answer

‡ ࢺдࡳ ࡟ଢۭВ ߼‫ ۿ‬રࢇࡳ ॰˅ଢӿ

ϯϱ Roster Staff ϯϲ Roster Staff

Activity 1 ୘ѭ 1
Although per the award, an employee can work up to 10 ‫ٸ‬Լ ‫ࡈˈࢽئ‬ফ‫ ߾ࣱ̛ܕ‬ҬԂ ̒‫࢕ה‬ɼ ࠉ‫ࡳܖ‬Ի 10ࢊ
days in a row, you never roster staff on for more than 7 days ̒‫ה‬ଟ ܹ ࢑एփ, ࢸоԻ ̒‫࢕ה‬ձ 7ࢊ ࠉ‫ࡳܖ‬Ի ̒‫ה‬ଜѦԼ
in a row. Why not? ̒‫ָ ࢕ה‬Яࡶ ࢖‫۽‬ଜए ߉ЕЬ. ࠳ ̐ԟ̧?

չ‫܈܄‬Т‫ݛ‬ઝ(ࢻܹ жк࢕) Е ଗࡁଟ ˁࡉ ࢷ୘ ˬ୚ࡕ

Receptionists can do Telephonist shifts if need be, but not ߶‫ה‬ձ ܹଭଟ ܹ ࢑Ь. ̐ԜΟ ؆оԻ ࢷ୘ ˬ୚ࡕࢇ
visa-versa. Why? չ‫ה߶܊܄‬ձ ܹଭଟ ܹ ߷Ь. ࠳ ̐ԟ̧ࡁ?

‡.

ϯϳ ZŽƐƚĞƌ^ƚĂĨĨ ϯϴ ZŽƐƚĞƌ^ƚĂĨĨ

 Is your roster complete?
̏‫ב‬з‫؞‬૯ɹ ࠩ‫ۺ‬ѴВɹ?
Points to consider when the roster is finished:
̏‫ב‬з‫؞‬૯ ࢓‫ࠩ ۺ‬Ջ‫˅ ݡ‬ԫଢߛ ଜ ࢷ
‡ Do you have coverage of shifts (as per the
minimum requirements)? ‡ ন‫ܒ‬ଛࡿ ࠾ˮ‫ۉ‬ଡ߻ ҩխ ̏‫˩ב‬лɹ
‡ Do all full-time staff have 5 shifts per week ࢳࡅѵВɹ?
(except when taking an ADO)? ‡ ָҕ ࢺ̊ ̏‫࢒ב‬җࡲ ɺ ֍࣬ 5ʋࡿ ̏‫߻࣌ ב‬
‡ Equality: Look at the spread of early and ૙‫ۺ‬ѵۭ ࢇଙВɹ? (঱ɹ ஆࢇࡳ ‫ࡅۉ‬ଙВ
late shifts. Is it fair to all staff? Compare ʾࡆ ࢼ࠶)
one employee roster to another: is it fair? ‡ ː૞ଞ: ࢴ‫ ׽ ؃‬୬‫ݡב̏ ࡿ࣌ב̏ ؃‬ɻࡿ
؎৑ծ ‫ָ ˅ؼ‬ҕ ऍࡒҗ߻ʬ ̏‫ݡב‬ɻࢄ
‡ No one should be working more than 7
ː૞ଛɹ?
consecutive days. ‡ ָҕ ̏‫࢒ב‬җࢄ 7ࢇ ࠆ‫ࡰܓ‬Ը ̏‫ב‬ଙВ ʥࡳ
̓ଛЩ.

ϯϵ Roster Staff ϰϬ Roster Staff

Is your roster complete? 2 ̏‫ב‬з‫؞‬૯ɹ ࠩ‫ۺ‬ѴВɹ? 2

Points to consider when the roster is finished: ̏‫ב‬з‫؞‬૯ ࢓‫ࠩ ۺ‬Ջ‫˅ ݡ‬ԫଢߛ ଜ ࢷ

‡ Have all the 38hr ADOs (accrued days off) ‡ ࣬ 38‫ݡ‬ɻ ̏‫ ݡב‬ஆɹ(ADO) В ̊ࢺ߻ ࡿଢ
been given as instructed? Each employee ࣬ߪࣉВɹ? ɺ ̏‫࢒ב‬В ֍ 4࣬վЩ 1ࢇ
should have an ADO every 4 weeks. ஆɹծ ؄߂ߛ ଛЩ.
‡ For every E and L shift are there two ‡ ࢴ‫ ׽ ْ؃‬୬‫ݡ ב̏ ْ؃‬ɻл߻ 2ֵࡿ
receptionists and one supervisor? ն‫ ˒܇܁‬1ֵࡿ ʀѤ˔ն࢒ɹ ࢎВɹ?
‡ Is there a P (phone) shift on every day and a ‡ ࢇ࣬ࢇ ָҕ ࠾ࢇ߻ ࢴ୕˩ୗࡒ ̏‫࣌ב‬ɹ
Pe every day except Sunday? ૙‫ۺ‬ѵߪ ࢎВɹ?
‡ ࢇ࠾ࢇࡳ ࢼ࠶ଛ ָҕ ࠾ࢇ߻ ࢴ୕˩ୗࡒ
‡ There should be no back-to-back shifts ̏‫࣌ב‬ɹ ૙‫ ۺ‬ѵߪ ࢎВɹ?
‡ ࠆ‫ ࣌ב̏ ܓ‬૙‫̓ ࡳۺ‬ऌଛЩ

ϰϭ Roster Staff ϰϮ Roster Staff

 Is your roster complete? 3 ̏‫ב‬з‫؞‬૯ɹ ࠩ‫ۺ‬ѴВɹ? 3
Points to consider when the roster is finished: ̏‫ב‬з‫؞‬૯ ࢓‫ࠩ ۺ‬Ջ‫˅ ݡ‬ԫଢߛ ଜ ࢷ
‡ Consecutive RDOs where possible
‡ Weekends off (if possible). Cannot have ‡ ɹЙଙֱ ࠆ‫ܓ‬ஆࢇ (RDOs)ࡳ ࣮Щ
every weekend off, but 1 in every 3 or 4 would ‡ ɹЙଙֱ ࣬փ߻В ݊ѣԹ. ֍ ࣬ ݊ऌВ ‫׀‬ଙΜ
be good. ֍ 3࣬ ୌࡲ 4࣬վЩ ࣬փ ଛ ५Դ ‫ࢎ ܶ ݍ‬ѣԹ.

ϰϯ Roster Staff ϰϰ Roster Staff

Roster Staff ̏‫ב‬з‫؞‬૯ ࢓‫ۺ‬

Session 3 Session 3

SITXHRM002 Roster Staff SITXHRM002 Roster Staff

International Programs ± SAU South Korea International Programs ± SAU South Korea

© Melbourne Polytechnic 2019 © Melbourne Polytechnic 2019

ϭ Ϯ
Calculating staffing requirements ̏‫؎ ࢒ב‬৑ ࠾ˮ‫ۉ‬ଡ ˀ‫ی‬
Need to know: ߇߂ߛ ଜ ‫ۉ‬ଡҗ:
1 Staff productivity 1. ऍࡒ ۟‫ۺی‬
‡ How many rooms can be cleaned per hour? ‡‫ݡ‬ɻз ֶ ʋࡿ ،ࡳ ঍‫ܒ‬ଜ ܶ ࢎВɹ?
‡ To how many restaurant patrons can a waiter ‡ࡘࢄਜ਼ ଛ ֵз ֶ ֵࡿ ‫ݢ‬з ࢄࡅ࢒߻ʬ ࣗࡲ
give good service? ۭ‫ݘٵ‬ծ ࢼː ଜ ܶ ࢎВɹ?
‡ How much revenue can a bar attendant ‡‫ ׿‬гз࢒В ‫ݡ‬ɻз ߯վΜ ցࡲ ܶࢅࡳ ΰ ܶ ࢎВɹ?
generate per hour? ‡૸੆ࢋ, રચ੆ࢋ, ࢋ‫ݡ‬ऍࡳ ࣌ଟଛ ̏‫ב‬૯В?
‡ What is our mix of FTE, PT and Casual?

Calculating staffing requirements ̏‫؎ ࢒ב‬৑ ࠾ˮ‫ۉ‬ଡ ˀ‫ی‬

Need to know: ߊ߅ߞ ଟ ‫ی‬ତҚ:
2 Forecasts of demand 2. ܹࡁ ্ࠖ
± Be aware of past performance, future bookings, -˕ʠ ‫ࢶݨ‬, ଯ୯ ࠖߟ, ઝԨҖ ҟ ળ߆ଥߞ ଡ.
trends
3. ܹࡈ ‫ࡢإ‬
3 Limits of capacity
- ‫࢑ ࢇߟࢿ ߾ֻ̍ ߶ی‬Еए?
± Are we restricted by the size of our business? - ࢠ‫ٸ‬ձ ષ ܹ ࢑Е փਾ ۢ‫ۏ‬ଟ ܹ ࢑Еए?
± Can our equipment produce as much as we - ˈʏ एষ߾ ࢿଞࢇ ࢑Еए?
could sell?
± Are there limits on customer spending?
 Award Questions Activity 2 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬2
Workbook page 26 ࡓ਺ٖ 26૓ࢇए
1. Where do you find pay rates? How is the hourly rate 1. ‫ݤ‬ɾк ࢎ̖ࡶ ߭ӊʯ ߊ ܹ ࢑Ο? ‫ݤ‬ɾк ࢎ̖ࡵ ߭ӊʯ
calculated? ˃‫ۏ‬ѸЕɼ?
Section 20.1 2. 20.1 ଡ

2. How much extra does a casual employee receive Mon- 2. ࢎ‫ݤ‬ऐ ̒‫࢕ה‬Е ࡖࡁࢊ-̖ࡁࢊ, ੵࡁࢊ & ࢊࡁࢊ Ѱ߇
Fri, Saturday & Sunday? ঴ɼԻ ߲ցࢂ ࢎ̖ࡶ ш ؇Еɼ?
Section 32.1 3. 32.1 ଡ

ϳ ZŽƐƚĞƌ^ƚĂĨĨ ϴ ZŽƐƚĞƌ^ƚĂĨĨ

Award questions Activity 2 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬2

3. If a casual employee is called into work what are the 3. ࢎ‫ݤ‬ऐ ̒‫࢕ה‬ɼ ࢊࡶ ଜʯ ؇߅ߞ ଜЕ ‫ ࢽئ‬ফࢵࢎ̖ࢇ
minimum hours of pay they must receive? ߭ӊʯ ѸЕɼ?
Section 13.3 13.3 ଡ

4. What is the difference between Redundancy and 4. ࢽչଥˈࠪ ˈࡈ˃ߟ ଥߟࢂ ८ࢇࢺࡵ ߭ӊʯ ѸЕɼ?
Termination? This is found in the NES, not the award ૲ࣱ̒Իࣱ̛ࢇ ߅Ф ˲ɼˈࡈࣱ̛(NES)߾۰ ॸࡶ ܹ ࢑ࡸ

ϵ ZŽƐƚĞƌ^ƚĂĨĨ ϭ ZŽƐƚĞƌ^ƚĂĨĨ
Ϭ
 Award questions Activity 2 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬2
5. Overtime Example Bess works for a weekly rate of $889.80. In 5. ট˕ ܹк ࠖ‫ݤ‬: BessЕ ࣯к 889.80$ࡶ ؇ࡳִ۰ ࢊଜˈ ࢑Ь. ए΢
the last week she worked 4 hours overtime on Tuesday and 3 hours ࣯߾ ̐ϕЕ ୘ࡁࢊ߾ 4‫ݤ‬ɾࡶ ট˕ ̒‫ה‬ବˈ ੵࡁࢊ߾Е 3‫ݤ‬ɾࡶ
overtime on Saturday. What is the pay for this? Show your workings. ট˕̒‫ ה‬ବЬ. ࢇԟ ˁࡉ Bessɼ ؇߅ߞ ଟ ট˕̒‫ܹ ה‬кࡵ ߭ӊʯ
ѸЕɼ? ˃‫ࠝݤ࣯ࠆؿ ࡶࢽ˕ۏ‬.
Section 33.3.a.i Tuesday
33.3.a.i ଡ ୕࠾ࢇ
33.3.a.ii Saturday
33.3.a.ii ੲ࠾ࢇ

ϭϭ ZŽƐƚĞƌ^ƚĂĨĨ ϭϮ ZŽƐƚĞƌ^ƚĂĨĨ

Award questions Activity 2 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬2

5. Overtime Example 5. জ˒̏‫ܶב‬з ࠓ‫ݡ‬
Extra pay on Tuesday ୕࠾ࢇ߻ জ˒̏‫ ߻ב‬ҩխ ܶз

Extra pay on Saturday ੲ࠾ࢇ߻ জ˒̏‫ ߻ב‬ҩխ ܶз

Answer?
ࢺд?

ϭϯ ZŽƐƚĞƌ^ƚĂĨĨ ϭϰ ZŽƐƚĞƌ^ƚĂĨĨ

 Activity 2: Front Office Roster Activity 2: ଋԛચ ѓ‫ݘ‬਷ ̏‫ ࢒ב‬з‫ ؞‬૯

‡ Refer to excel file for answer ‡ ࢺдࡲ ߼‫ۿ‬રࢇࡳ ॰࣌ଙ‫ࠚݡ‬

15 Roster Staff 16 Roster Staff

૯࣮̏Ը̘࣮ ‫ ࢼה‬3
Award Questions Activity 3 page 30 26૓ࢇए
1. What is the minimum weekly wage for a full-time, front office grade 2 1. ࢽ̍ऐ ଎Ԟઝ і‫ ਺ݛ‬2Я˃ࢂ չ‫ݛࢇ܊܄‬ઝࢂ ࣯к ফࢵࢎ̖ࡵ
Receptionist? ߭ӊʯ ѸЕɼ?
‡ Section 20.1 Front office grade 2 is Level 3 2. 20.1 ଡ ଋԛચ ѓ‫ݘ‬਷ 2Ьˀ ऍॷࡲ 3 ऍ‫ב‬
࣮ܶ˒ ʈЩ
2. What is the hourly rate of pay if this receptionist is employed as a
casual? 2. ࡢࢂ չ‫ݛࢇ܊܄‬ઝ(ࢻܹ жк࢕)ɼ ࢎ‫̒ݤ‬Ի࢕Ի ˈࡈѸִ ‫ݤ‬ɾк
‡ Section 32.1 ࢎ̖ࡵ ߭ӊʯ ѸЕɼ?
3. 32.1 ଡ
 Award Questions #3 ૲ࣱ̒Իࣱ̛ ‫ ࢿח‬#3
3. What is the hourly rate of pay if this receptionist is employed on a 3. չ‫ݛࢇ܊܄‬ઝ(ࢻܹ жк࢕)ࢇ ‫ݤ ̛ה‬ɾࢿ ̒Ի࢕Ի ˈࡈѸִ
permanent part-time basis? ‫ݤ‬ɾк ࢎ̖ࡵ ߭ӊʯ ѸЕɼ?
‡ Section 12.2.c 12.2.c ଡ
‡ Section 32.1
‡ 32.1 ଡ

4. What are the minimum hours/pay a casual staff member receives per 4. ࢎ‫̒ ݤ‬Ի࢕ɼ ˬо࣏ к ؇Е ‫ݤ‬ɾк ফࢵ ࢎ̖ࢇ ߭ӊʯ ѸЕɼ?
shift? 13.2 ଡ
‡ Section 13.2

19 Roster Staff 20 Roster Staff

Award Questions #3
૲ࣱ̒Իࣱ̛‫ ࢿח‬#3
5. What penalty rates apply to early shifts over the weekend?
5. ࣯ֆ߾ ࢷ؆ ̒‫ݤ ה̒ ࣏ה‬, ট˕̒‫ܹה‬кࡵ ߭ӊʯ ࢶࡈѸЕɼ?
‡ Section 32.1
32.1 ଡ
6. What penalty rates apply to Night Audit shifts?
6. ߞɾ ʃ‫ ࢂ࣏ی‬ট˕̒‫ܹה‬кࡵ ߭ӊʯ ࢶࡈѸЕɼ?
‡ Section 32.3.a From 2300 to 2400
32.3.a ଡ 23:00ْਜ਼ 24:00
‡ Section 32.3.bFrom 2400 to 0700 ‡ ੹‫ݡ ە‬ɻз ࢋ̓ࡿ 10% ঱ɹ ऌ̔
‡ Section 32.3.b 24:00 ْਜ਼ 07:00
‡ Why?

‡ Section 32.3.b 24:00ْਜ਼ 07:00

‡ ࠰ ̍Ԝ̤?

21 Roster Staff 22 Roster Staff

 ૲ࣱ̒Իࣱ̛‫ ࢿח‬#3
Award Questions #3
7. How frequently should staff have meal breaks in order to avoid 7. ট˕̒‫ܹה‬к ‫ ̗ࡪ ؀‬உʯ‫ݤ‬ɾ(‫ ߾)یݥ‬оଞ ‫ ࡶࡈٸ‬ফ‫ܕ‬୘ଜ̛ ࡢଥ
penalty payments and paid meal breaks? ̒Ի࢕Қࡵ ֹ ‫ݤ‬ɾցЬ உʯ‫ݤ‬ɾ(‫ ࡶ)یݥ‬ɼࣇߞ ଜЕɼ?
‡ Section 31 31ଡ

8. What penalty payments must be made if no meal break is given? 8. உʯ‫ݤ‬ɾ(‫࣯߭ ࢇ)یݥ‬एए ߉ࡳִ ߭ҿଞ ܹкࢇ ࣯߭ࣇߞ ଜЕɼ?
‡ Section 31.4 31.4 ଡ

23 Roster Staff 24 Roster Staff

Award Questions #3
9. Example: Jo is paid as a level 1 and works from 1400 to 2200 without ૲ࣱ̒Իࣱ̛‫ ࢿח‬#3
a break: what PAYMENT (total, not just penalty) would she
9. ࠖ‫ח‬: JoЕ level 1߾ ଥкଜЕ ࠉ‫ ࡶه‬؇ˈ ࢑ࡳֲ 14:00ٕਫ਼
receive? Calculate the pay. 22:00̧ए ̒‫ה‬ଜֲ உʯ‫ݤ‬ɾࢇ ߷Ь: ̐ϕɼ ؇Е ࢎ̖ দߖ
Hourly rate of pay? (ট˕ܹкփࢇ ߅Ф) ࡶ Ѧষଜ‫ࠝݤ‬
‫ݡ‬ɻз ࢋ̓?

25 Roster Staff 26 Roster Staff

 Award Questions #3 ૲ࣱ̒Իࣱ̛‫ ࢿח‬#3
10. 0700
to 1530 is 8.5 hours, First 6 hours are
normal 10.07:00ْਜ਼ 15:30̤ऌВ 8.5‫ݡ‬ɻࢄ֯ ঋ
6‫ݡ‬ɻࡲ ੹‫ࡅࢳ ࡳ̓ࢋە‬ଛЩ

11. 0800 to 1600 is 7.5 hours (incl break)

11.08:00ْਜ਼ 16:00В 7.5‫ݡ‬ɻࢄЩ (ஆʬ‫ݡ‬ɻ ૣଞ)

27 Roster Staff 28 Roster Staff

Award Questions #3
૲ࣱ̒Իࣱ̛ ‫ ࢿח‬#3
12. 0900 to 1200, and then 1400 to 1700
12. 09:00ٕਫ਼ 12:00, 14:00ٕਫ਼ 17:00̧ए

'D\¶V3D\
‡ ࢇࢇ ࢋ̓

29 Roster Staff 30 Roster Staff

 Types of Penalties জ˒ܶзࡿ ࣔգ
1. Weekend or Public Holiday Section 32.1 1. ࣬փ ӓВ ːஆࢇ ̏‫ב‬ 32.1 ଡ
2. Overtime 33.3 2. জ˒̏‫ב‬ 33.3
3. Hours worked between: 3. Щࡵࡿ ‫ݡ‬ɻл ̏‫ב‬ଙВ ʾࡆ:
± 1900 and 2400 32.3.a ± 19:00ْਜ਼ 24:00 32.3.a
± 2400 and 0700 32.3.b ± 24:00ْਜ਼ 07:00 32.3.b
4. No breaks 31.4 4. ஆʬ ‫ݡ‬ɻࢄ ߴВ ʾࡆ 31.4
5. Spread of Hours 21.3.a 5. ٔնѶ ̏‫࣌ ב‬Ը ̏‫ ב‬ଜ ʾࡆ 21.3.a
6. Break between shifts 30.1.b 6. ̏‫ ߻ࢄۉ ב‬ஆʬ‫ݡ‬ɻࢄ ࢎࡳ ʾࡆ 30.1.b

31 Roster Staff 32 Roster Staff

Types of Allowances ܶзࡿ ࣔգ

1. Broken periods of work (Spread of Hours) 1. ٔଜѶ ̏‫ב‬
Section 21.3.a 21.3.a
2. First Aid 21.2.b 2. ‫ૺߜەٵ‬ 21.2.b
3. Meals 21.1.a 3. ‫ۉݢ‬ 21.1.a
4. Clothing 21.1.b 4. ‫࢝ؽ‬ 21.1.b
5. Laundry 21.1.c 5. ‫ੇۼ‬ 21.1.c
6. Working late 21.1.f 6. জ˒̏‫ב‬ 21.1.f

33 Roster Staff 34 Roster Staff

Assignment ˒ࢼ

‡ Distribute ‡ ؎ٔଙ˅
‡ Discuss ‡ ϟࡿଙӿ

Roster Staff ऍࡒ ̏‫ב‬з‫؞‬૯ ࢓‫ۺ‬

Session 4 Session 4
SITXHRM002 Roster Staff SITXHRM002 Roster Staff
International Programs ± SAU South Korea International Programs ± SAU South Korea

© Melbourne Polytechnic 2019 © Melbourne Polytechnic 2019

ϭ Ϯ
 ୘ѭ 3: ଋԛચ ѓ‫ݘ‬਷ ̏‫ ࢒ב‬з‫ ؞‬૯
Activity 3: Front Office Roster ࢓‫ۺ‬ଙ̘
‡ Workbook page 34 ࡐ਷ٓ 34ૐࢄऌ

‡ ࢺдࡳ ࡟ଢۭ ߼‫ ۿ‬રࢇࡳ ॰࣌

‡ Refer to excel file for answer

3 Roster Staff 4 Roster Staff

Food and Beverage /

‫ࡵݢ‬Ջ/ԣ‫ݘ‬ੲԇ ऍࡒ؎৑
Restaurant Rosters

‡ Workbook page 37 ‡ ࡓ਺ٖ 37૓ࢇए

1. How are Food and Beverage Rosters different to Front
Office Rosters?
‡ Most Restaurants are not open 24 hours,
therefore not as many FTEs, more reliance on
casuals
‡ Variable demand (which is harder to forecast)
‡ Labour productivity (staffing requirements) is
based on forecasts of covers or revenue
‡ Length of shift to be worked by casuals:
between 2 and 8 hours
‡ Split shift (Spread of Hours): up to a 4 hour
break, their working day must be not more
than 12 hours
Roster Staff
2. How frequently should staff have meal breaks to avoid
penalty payments and paid meal breaks?
‡ Section 31.2
3. What penalty payments must be made if no meal break
is given?
‡ Section 31.4
Roster Staff
1. ‫ࡸ ݥ‬Վ ̒‫ ࢕ה‬к‫۽࢖ ૲ ء‬ଜЕ ʨࢇ ୎੫ ଎Ԟઝ і‫਺ݛ‬
̒‫ ࢕ה‬к‫۽࢖ ૲ ء‬ଜЕ ʨ˕ ߭ӊʯ Ьհɼ?
‡ лْٔࡿ ‫ݢ‬зࡲ 24‫ݡ‬ɻ ѭ߄ ࠏ߳ଙऌ ߆̘߻
ୋ੨ր਻ ցࡲ ܽ࢒ࡿ ૸੆ࢋ ࢺ̊ऍ ̏Ը࢒ծ
˅ࡅଙऌ ߆˅ ࢋ‫ݡ‬ऍ ̏‫ ߻࢒ב‬лଛ ࡿ࣎ѣɹ ϦЩ
‡ ̏Ը࢒ ܶ࠾߻ лଛ ‫س‬ѭࢄ ‫ݧ‬ଙЩ (̏Ը࢒ ܶ࠾߻
лଛ ࠓ৊ࢄ ߪ԰Щ)
‡ ϝѭ۟‫ࢆ(ۺی‬Ԭ ܶ࠾)ࡲ ৯‫(؜‬Cover)ӓВ ֍঴ࡿ
ࠓ৊ࡳ ̘‫ࡰ؃‬Ը ଛЩ
‡ ࢋ‫̏ ݡ‬Ը࢒җࡿ ̏‫ݡב‬ɻ : 2‫ݡ‬ɻ˒ 8‫ݡ‬ɻ ‫ࢄۉ‬
‡ ٔଜ ̏‫ݡ ב̏(ב‬ɻ ٔଜ): ɺ ̏‫ݡ ב‬ɻ ‫ ࢄۉ‬নл
4‫ݡ‬ɻ ஆʬ‫ݡ‬ɻ ْࠃଜ ܶ ࢎࡰ֯ ণ ̏‫ݡ ב‬ɻࢄ
12‫ݡ‬ɻ ‫ؼ‬Щ ցࡰֱ ߄ ѶЩ
Roster Staff
2. ̒‫߾࢕ה‬ʯ ট˕ܹк˕ ‫ݥ‬оɼ ए̗ ߇Ѹ̛ ࡢଥ۰
̒‫࢕ה‬ɼ ߲ցցЬ ଞ‫ ޾ء‬உʯ(‫ݤ)یݥ‬ɾࡶ ɼࣇߞ ଜЕɼ?
‡ 31.2 ଡ
3. உʯ(‫ݤ )یݥ‬ɾࢇ ߇ ࣯߭एִ ࢇ߾ оଞ ‫ݥ‬оЕ ߲ցɼ
࣯߭एЕɼ?
‡ 31.4 ଡ
Roster Staff
4. Overtime penalties
4. ট˕̒‫ܹ ה‬к
‡ 33.3.a.i ‡33.3.a.1

‡ ‡33.3.a.ii
‡ 33.3.a.ii

5. Hourly rates of pay 5. ‫ݤ‬ɾк ࢎ̖

‡ Refer to excel answer ‡߼‫ۿ‬૯‫ࢺ ࡿە‬дࡳ ॰࣌

Roster Staff Roster Staff

Restaurant Roster Activity Process ԣ‫ݘ‬ੲԇ ̏‫ ࢒ב‬з‫؞‬૯ ࢓‫ۺ‬

Workbook pages 39 and 40 ࡐ਷ٓ 39~40ૐࢄऌ
1 Staffing requirements. 1 ࢆԬ ܶ࠾.
2 Staff schedule. 2 ऍࡒ ‫ݘ‬৹ं.
3 Staff roster. 3 ̏‫ב‬з‫؎؞‬৑.
4 Time sheets. Examples 4 ̏‫ݡב‬ɻ̘Թ૯. ࠓ‫ݡ‬
5 1 14 hours @ 1.25 = 17.5 5 1 14 ‫ݤ‬ɾ@ 1.25 = 17.5
2 15.5 hours @ 1.75 = 27.125 2 15.5 ‫ݤ‬ɾ@ 1.75 = 27.125
3 11 hours @ 1.75 = 19.25 3 11 ‫ݤ‬ɾ@ 1.75 = 19.25

7 1 5 hours @ 1.25 + 4 hours @1.6 = 6.25+6.4 = 12.65 7 1 5 ‫ݤ‬ɾ@ 1.25 + 4 ‫ݤ‬ɾ@1.6 = 6.25+6.4 = 12.65
2 3 hours @ 1.25 + 5 hours @1.75 = 12.5 2 3 ‫ݤ‬ɾ@ 1.25 + 5 ‫ݤ‬ɾ@1.75 = 12.5
Restaurant Roster Activity 1 ԣ‫ݘ‬ੲԇ ̏‫ ࢒ב‬з‫؞‬૯ ࢓‫ ݞݥ ۺ‬1
Workbook page 41 ࡐ਷ٓ 41ૐࢄऌ

‡Refer to excel spreadsheet for answer. ‡߼‫ۿ‬૯‫ࢺ ࡿە‬д ॰࣌

Roster Staff ऍࡒ ̏‫ב‬з‫؞‬૯

Session 5 Session 5
SITXHRM002 Roster Staff SITXHRM002 Roster Staff
International Programs ± SAU South Korea International Programs ± SAU South Korea

© Melbourne Polytechnic 2019 © Melbourne Polytechnic 2019

ϭ Ϯ
Restaurant Roster Activity One ԣ‫ݘ‬ੲԇ ̏‫ ࢒ב‬з‫ ؞‬૯ ࢓‫ ۺ‬୘ѭ 1
The Blue Rose The Blue Rose

‡Refer to excel spreadsheet for answer. ‡ࢺдࡲ ߼‫ ۿ‬૯ ॰࣌

Restaurant Roster Activity Two ԣ‫ݘ‬ੲԇ ̏‫ ࢒ב‬з‫ ؞‬૯ ࢓‫ ۺ‬୘ѭ 2

The Bovine Bar The Bovine Bar

‡Refer to excel spreadsheet for answer. ‡ࢺдࡲ ߼‫ۿ‬૯ ॰࣌

 Task 1 Assignment ˕ࢿ 1 ܺࢿ
‡ To be submitted by week 7 ‡ 7࣯८̧ए ࢿষ ࡁ֌
‡ Questions? ‡ ओ‫یח‬ତ?
 School of Business, Innovation and Entrepreneurship
Department of Hospitality

Course Title:
Diploma of Hospitality Management

National Course Code: SIT50416




SITXHRM002
Roster Staff

Workbook 2
Hospitality Award
StudentName:_______________________________________

InternationalPrograms–SAUSouthKorea

School of Business, Innovation and Entrepreneurship
Department of Hospitality
Course: SIT50416 Diploma of Hospitality Management
Unit of competency: SITXHRM002 Roster Staff

Prepared by Euan Taylor

Document creation date: December 2016
Document review date: July 2019
Version: 9
Date printed: January, 2019

© Melbourne Polytechnic 2019

National Provider no. 3075

Author
Euan Taylor, Teacher, Melbourne Polytechnic

Images/illustrations
Any third party copyright material in this publication is attributed.

Third party material

Any third party copyright material in this publication is attributed.

For information regarding material in this document, contact:

Euan Taylor, Teacher
Department of Hospitality
Melbourne Polytechnic
Phone 9269 1418

© Melbourne Polytechnic 2019 Page 2 of 32

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-3. Roster Staff Workbook 2 Award.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Hospitality Industry (General) Award 2010

Copyright © Commonwealth of Australia 2013
The content of the Fair Work Commission website is copyright. Apart from any use as permitted under the
Copyright Act 1968, all other rights are reserved.
You may download, display, print and reproduce this material in unaltered form only (retaining this notice) for your
personal, non-commercial use or use within your organisation.
If you require further information, you can contact us by email to inquiries@fwc.gov.au.

TABLE OF CONTENTS Page Number

Part 1 Application and Operation .................................................................................................... 4
1. Title .............................................................................................................................................. 4
3. Definitions and interpretation ....................................................................................................... 4
4. Coverage ..................................................................................................................................... 5
5. Access to the award and the National Employment Standards ................................................... 7
6. The National Employment Standards and this award ................................................................. 7
7. Individual flexibility arrangements ................................................................................................ 7
Part 2 Consultation and Dispute Resolution ................................................................................ 10
8. Consultation about major workplace change ............................................................................. 10
9. Dispute resolution ...................................................................................................................... 11
Part 3 Types of Employment and Termination of Employment .................................................. 11
10. Types of employment ................................................................................................................ 11
11. Full-time employment ................................................................................................................ 11
12. Part-time employment ............................................................................................................... 12
13. Casual employment ................................................................................................................... 13
14. Apprentices ................................................................................................................................ 14
15. Junior employees ...................................................................................................................... 14
16. Termination of employment ....................................................................................................... 14
17. Redundancy .............................................................................................................................. 14
Part 4 Classifications and Minimum Wage Rates ........................................................................ 15
18. Work organisation ...................................................................................................................... 15
19. Classifications ............................................................................................................................ 15
20. Minimum wages (updated on December 10, 2018) .................................................................. 15
21. Allowances ................................................................................................................................ 17
25. Higher duties ............................................................................................................................. 19
26. Payment of wages ..................................................................................................................... 19
Part 5 Hours of Work and Related Matters ................................................................................... 21
29. Ordinary hours of work (Full-time and part-time employees)..................................................... 21
30. Rostering ................................................................................................................................... 22
31. Breaks ....................................................................................................................................... 23
32. Penalty rates .............................................................................................................................. 24
33. Overtime .................................................................................................................................... 25
Part 6 Leave and Public Holidays .................................................................................................. 27
34. Annual leave .............................................................................................................................. 27
37. Public holidays ........................................................................................................................... 27
37A. Leave to deal with Family and Domestic Violence ................................................................. 28
Part 7 Industry Specific Provisions ............................................................................................... 29
38. No deduction for breakages or cashiering underings ................................................................ 29
39. Provision of employee accommodation and meals content deleted ........................................ 29
Schedule D Classification Definitions........................................................................................... 30

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Part 1 Application and Operation

1. Title
This award is the Hospitality Industry (General) Award 2010.
2. Commencement and transitional
2.1 This award commences on 1 January 2010.
2.2 The monetary obligations imposed on employers by this award may be absorbed into over award payments. Nothing in this award
requires an employer to maintain or increase any over award payment.
2.3 This award contains transitional arrangements which specify when particular parts of the award come into effect. Some of the
transitional arrangements are in clauses in the main part of the award.
ଝ minimum wages and piecework rates
ଝ casual or part-time loadings
ଝ Saturday, Sunday, public holiday, evening or other penalties
ଝ shift allowances/penalties.

3. Definitions and interpretation

3.1 In this award, unless the contrary intention appears:
Act means the Fair Work Act 2009
agreement-based transitional instrument has the meaning in theFair Work (Transitional Provisions
and Consequential Amendments) Act 2009
appropriate level of training means that an employee:
(a) has completed an appropriate training program that meets the training and assessment requirements of a
qualification or one or more designated units of competency from a Training Package; and/or
(b) has been assessed by a qualified skills assessor to have skills at least equivalent to those attained in an
appropriate training course; and/or
(c) as at 30 June 2010, has been doing the work of a particular classification for a period of at least three
months.
(Note 1: Any dispute concerning (c) above may be referred to Fair Work Australia for determination. Fair Work Australia may require an
employee to demonstrate to its satisfaction that the employee utilises skills and knowledge, and that these are relevant to the work the
employee is doing.)
(Note 2: The minimum classification level for an employee who has completed AQF Certificate III qualifications relevant to the classification in
which they are employed and who utilises skills and knowledge derived from Certificate III competencies relevant to the work undertaken is the
Level 4 rate prescribed in clause 20.1. Any dispute concerning an employee’s entitlement to be paid at Level 4 may be referred to Fair Work
Australia for determination. Fair Work Australia may require an employee to demonstrate to its satisfaction that the employee utilises skills and
knowledge derived from Certificate III competencies, and that these are relevant to the work the employee is doing.)
award-based transitional instrument has the meaning in the Fair Work (Transitional Provisions and
Consequential Amendments) Act 2009 (Cth)
casino means a gaming establishment holding a casino license under relevant State or Territory
legislation
catering by a restaurant business means the provision by a restaurant of catering services for any
social or business function where such services are incidental to the major business of the restaurant
Division 2B State awardhas the meaning in Schedule 3A of the Fair Work (Transitional Provisions and
Consequential Amendments) Act 2009 (Cth)
Division 2B State employment agreement has the meaning in Schedule 3A of the Fair Work
(Transitional Provisions and Consequential Amendments) Act 2009 (Cth)
employeemeans national system employee within the meaning of the Act
employermeans national system employer within the meaning of the Act
enterprise award-based instrument has the meaning in the Fair Work (Transitional Provisions and
Consequential Amendments) Act 2009 (Cth)
liquor service employee means a person employed to sell or dispense liquor in bars and/or bottle
departments or shops and includes a cellar employee
Managerial Staff (Hotels) means an employee within the Managerial Staff (Hotels) classification level
NESmeans the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act
2009 (Cth)
on-hire means the on-hire of an employee by their employer to a client, where such employee works
under the general guidance and instruction of the client or a representative of the client
ordinary hourly rate means the employee’s applicable minimum hourly wage rate in clause 20.1

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
relevant apprenticeship legislation means any awards and/or regulations made by any State
Apprenticeship Authority
resort means an establishment providing hotel services, accommodation, food and beverages with
access to recreation facilities for guests, and includes an offshore island resort
restaurantmeans a restaurant, reception centre, night club, licensed cafe and licensed roadhouse and
includes any tea room or cafe
rostered day off (RDO) means any continuous 24 hour period between the completion of the last
ordinary shift and the commencement of the next ordinary shift on which an employee is rostered for
duty
spread of hours means the period of time elapsing from the time an employee commences duty to the
time the employee ceases duty within any period of 24 hours
standard hourly rate means the minimum hourly wage for a level 4 classification (Cook (tradesperson)
grade 3) clause 20.1
standard weekly rate means the minimum weekly wage for a level 4 rate (Cook (tradesperson) grade
3) in clause 20.1
transitional minimum wage instrumenthas the meaning in the Fair Work (Transitional Provisions and
Consequential Amendments) Act 2009 (Cth)

4. Coverage
4.1 This industry award covers employers throughout Australia in the hospitality industry and their
employees in the classifications within Schedule D Classification Definitions to the exclusion
of any other modern award. The award does not cover employers in the following industries:
(a) clubs registered or recognised under State or Territory legislation;
(b) boarding schools;
(c) residential colleges;
(d) hospitals;
(e) orphanages;
(f) any council, county council, municipal council, shire, shire council or local government body as defined by
the Local Government Act 1993 (NSW); the Local Government Act 1989 (Vic); the Local Government Act
1993 (Qld); the City of Brisbane Act 1924 (Qld), the Local Government Act 1995 (WA); the Local
Government Act 1999 (SA); the Local Government Act 1993 (Tas); and the Local Government Act 2008 (NT);
(g) catering by a restaurant business;
(h) theme parks;
(i) in-flight catering for airlines;
(j) restaurants covered by the Fast Food Industry Award 2010, the Registered and Licensed Clubs
Award 2010 or the Restaurant Industry Award 2010;
(k) contract cleaning undertaken by companies not operating exclusively in the hospitality industry;
(l) catering services provided by aged care employers (except where these services are provided by
a hospitality industry employer for or within an aged care facility);
(m) contract security, contract gardening or contract maintenance provided by an external provider,
whose primary business falls outside the hospitality operation; and
(n) businesses primarily concerned with the sale of petroleum or mixed functions involving the sale of
petroleum.

4.2 For the purpose of clause 4.1, hospitality industry includes hotels; motor inns and motels;
boarding establishments; condominiums and establishments of a like nature; health or
recreational farms; private hotels, guest houses, serviced apartments; caravan parks; ski
lodges; holiday flats or units, ranches or farms; hostels, or any other type of residential or
tourist accommodation; wine saloons, wine bars or taverns; liquor booths; resorts; caterers;
restaurants operated in or in connection with premises owned or operated by employers
otherwise covered by this award; casinos; and function areas and convention or like facilities
operating in association with the aforementioned.
4.3 The award does not cover an employee excluded from award coverage by the Act.
4.4 The award does not cover employees who are covered by a modern enterprise award, or an
enterprise instrument (within the meaning of the Fair Work (Transitional Provisions and
Consequential Amendments) Act 2009 (Cth)), or employers in relation to those employees.
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
4.5 The award does not cover employees who are covered by a State reference public sector modern award,
or a State reference public sector transitional award (within the meaning of the Fair Work (Transitional
Provisions and Consequential Amendments) Act 2009 (Cth)), or employers in relation to those
employees.
4.6 This award covers any employer which supplies labour on an on-hire basis in the industry set out in
clause 4.1 in respect of on-hire employees in classifications covered by this award, and those on-hire
employees, while engaged in the performance of work for a business in that industry. This subclause
operates subject to the exclusions from coverage in this award.
4.7 This award covers employers which provide group training services for apprentices and/or trainees
engaged in the industry and/or parts of industry set out at clause 4.1 and those apprentices and/or
trainees engaged by a group training service hosted by a company to perform work at a location where
the activities described herein are being performed. This subclause operates subject to the exclusions
from coverage in this award.
4.8 Where an employer is covered by more than one award, an employee of that employer is
covered by the award classification which is most appropriate to the work performed by the
employee and to the environment in which the employee normally performs the work.
NOTE:Where there is no classification for a particular employee in this award it is possible that
the employer and that employee are covered by an award with occupational coverage.

5. Access to the award and the National Employment Standards

The employer must ensure that copies of this award and the NES are available to all employees to
whom they apply either on a noticeboard which is conveniently located at or near the workplace or
through electronic means, whichever makes them more accessible.

6. The National Employment Standards and this award

The NES and this award combine to contain the minimum conditions of employment for employees
covered by this award.

7. Individual flexibility arrangements

7.1 Despite anything else in this award, an employer and an individual employee may agree to vary
the application of the terms of this award relating to any of the following in order to meet the genuine
needs of both the employee and the employer:
(a) arrangements for when work is performed; or
(b) overtime rates; or
(c) penalty rates; or
(d) allowances; or
(e) annual leave loading.
7.2 An agreement must be one that is genuinely made by the employer and the individual employee
without coercion or duress.
7.3 An agreement may only be made after the individual employee has commenced employment
with the employer.
7.4 An employer who wishes to initiate the making of an agreement must:
(a) give the employee a written proposal; and
(b) if the employer is aware that the employee has, or reasonably should be aware that the
employee may have, limited understanding of written English, take reasonable steps (including
providing a translation in an appropriate language) to ensure that the employee understands the
proposal.
7.5 An agreement must result in the employee being better off overall at the time the agreement is
made than if the agreement had not been made.
7.6 An agreement must do all of the following:
(a) state the names of the employer and the employee; and
(b) identify the award term, or award terms, the application of which is to be varied; and
(c) set out how the application of the award term, or each award term, is varied; and
(d) set out how the agreement results in the employee being better off overall at the time the
agreement is made than if the agreement had not been made; and
(e) state the date the agreement is to start.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
7.7 An agreement must be:
(a) in writing; and
(b) signed by the employer and the employee and, if the employee is under 18 years of age,
by the employee’s parent or guardian.
7.8 Except as provided in clause 7.7(b), an agreement must not require the approval or consent of a
person other than the employer and the employee.
7.9 The employer must keep the agreement as a time and wages record and give a copy to the
employee.
7.10 The employer and the employee must genuinely agree, without duress or coercion to any
variation of an award provided for by an agreement.
7.11 An agreement may be terminated:
(a) at any time, by written agreement between the employer and the employee; or
(b) by the employer or employee giving 13 weeks’ written notice to the other party (reduced
to 4 weeks if the agreement was entered into before the first full pay period starting on or after 4
December 2013).
Note: If an employer and employee agree to an arrangement that purports to be an individual
flexibility arrangement under this award term and the arrangement does not meet a requirement
set out in s.144 then the employee or the employer may terminate the arrangement by giving
written notice of not more than 28 days (see s.145 of the Act).
7.12 An agreement terminated as mentioned in clause 7.11(b) ceases to have effect at the end of the
period of notice required under that clause.
7.13 The right to make an agreement under clause 7 is additional to, and does not affect, any other
term of this award that provides for an agreement between an employer and an individual employee.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Part 2 Consultation and Dispute Resolution

8. Consultation about major workplace change
8.1 If an employer makes a definite decision to make major changes in production, program,
organisation, structure or technology that are likely to have significant effects on employees, the
employer must:
(a) give notice of the changes to all employees who may be affected by them and their
representatives (if any); and
(b) discuss with affected employees and their representatives (if any):
(i) the introduction of the changes; and
(ii) their likely effect on employees; and
(iii) measures to avoid or reduce the adverse effects of the changes on employees; and
(c) commence discussions as soon as practicable after a definite decision has been made.
8.2 For the purposes of the discussion under clause 8.1(b), the employer must give in writing to the
affected employees and their representatives (if any) all relevant information about the changes
including:
(a) their nature; and
(b) their expected effect on employees; and
(c) any other matters likely to affect employees.
8.3 Clause 8.2 does not require an employer to disclose any confidential information if its disclosure
would be contrary to the employer’s interests.
8.4 The employer must promptly consider any matters raised by the employees or their
representatives about the changes in the course of the discussion under clause 8.1(b).
8.5 In clause 8:
significant effects, on employees, includes any of the following:
(a) termination of employment; or
(b) major changes in the composition, operation or size of the employer’s workforce or in the
skills required; or
(c) loss of, or reduction in, job or promotion opportunities; or
(d) loss of, or reduction in, job tenure; or
(e) alteration of hours of work; or
(f) the need for employees to be retrained or transferred to other work or locations; or
(g) job restructuring.
8.6 Where this award makes provision for alteration of any of the matters defined at clause 8.5,
such alteration is taken not to have significant effect.

8A. Consultation about changes to rosters or hours of work

8A.1 Clause 8A applies if an employer proposes to change the regular roster or ordinary hours of
work of an employee, other than an employee whose working hours are irregular, sporadic or
unpredictable.
8A.2 The employer must consult with any employees affected by the proposed change and their
representatives (if any).
8A.3 For the purpose of the consultation, the employer must:
(a) provide to the employees and representatives mentioned in clause 8A.2 information
about the proposed change (for example, information about the nature of the change and when
it is to begin); and
(b) invite the employees to give their views about the impact of the proposed change on
them (including any impact on their family or caring responsibilities) and also invite their
representative (if any) to give their views about that impact.
8A.4 The employer must consider any views given under clause 8A.3(b).
8A.5 Clause 8A is to be read in conjunction with any other provisions of this award concerning the
scheduling of work or the giving of notice.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

9. Dispute resolution
9.1 Clause 9 sets out the procedures to be followed if a dispute arises about a matter under this
award or in relation to the NES.
9.2 The parties to the dispute must first try to resolve the dispute at the workplace through
discussion between the employee or employees concerned and the relevant supervisor.
9.3 If the dispute is not resolved through discussion as mentioned in clause 9.2, the parties to the
dispute must then try to resolve it in a timely manner at the workplace through discussion between the
employee or employees concerned and more senior levels of management, as appropriate.
9.4 If the dispute is unable to be resolved at the workplace and all appropriate steps have been
taken under clauses 9.2 and 9.3, a party to the dispute may refer it to the Fair Work Commission.
9.5 The parties may agree on the process to be followed by the Fair Work Commission in dealing
with the dispute, including mediation, conciliation and consent arbitration.
9.6 If the dispute remains unresolved, the Fair Work Commission may use any method of dispute
resolution that it is permitted by the Act to use and that it considers appropriate for resolving the dispute.
9.7 A party to the dispute may appoint a person, organisation or association to support and/or
represent them in any discussion or process under clause 9.
9.8 While procedures are being followed under clause 9 in relation to a dispute:
(a) work must continue in accordance with this award and the Act; and
(b) an employee must not unreasonably fail to comply with any direction given by the
employer about performing work, whether at the same or another workplace, that is safe and
appropriate for the employee to perform.
9.9 Clause 9.8 is subject to any applicable work health and safety legislation.

Part 3 Types of Employment and Termination of Employment

10. Types of employment
10.1 Employees under this award will be employed in one of the following categories:
(a) full-time;
(b) part-time; or
(c) casual.
10.2 At the time of engagement an employer will inform each employee of the terms of their
engagement and in particular whether they are to be full-time, part-time or casual.
11. Full-time employment
A full-time employee is an employee who is engaged to work an average of 38 ordinary hours
per week.

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Department of Hospitality
Subject: SITXHRM002 Roster Staff

12. Part-time employment

12.1 An employer may employ part-time employees in any classification in this award.
12.2 A part-time employee is an employee who:
(a) is engaged to work at least 8 and less than 38 ordinary hours per week or, where
the employer operates a roster, an average of at least 8 and fewer than 38 hours per
week over the roster cycle;
(b) has reasonably predictable hours of work; and
(c) receives, on a pro rata basis, equivalent pay and conditions to those of full-time
employees who do the same kind of work.
12.3 At the time of engagement the employer and the part-time employee will agree in
writing upon:
(a) the number of hours of work which is guaranteed to be provided and paid to the
employee each week or, where the employer operates a roster, the number of hours of
work which is guaranteed to be provided and paid to the employee over the roster
cycle (the guaranteed hours); and
(b) the days of the week, and the periods in each of those days, when the employee
will available to work the guaranteed hours (the employee’s availability).
12.4 Any change to the guaranteed hours may only occur with the written consent of the
part-time employee.
12.5 The employer may roster the working of the employee’s guaranteed hours and any
additional hours in accordance with clause 29.2—Part-time employees and clause
30—Rostering, provided that:
(a) the employee may not be rostered for work for any hours outside the employee’s
availability; and
(b) the employee must have two days off each week.
12.6 Where a part-time employee has over a period of at least 12 months regularly worked
a number of ordinary hours that is in excess of the guaranteed hours, the employee
may request in writing that the employer agree to increase the guaranteed hours. If the
employer agrees to the request, the new agreement concerning guaranteed hours will
be recorded in writing. The employer may refuse the request only upon reasonable
business grounds, and such refusal must be provided to the employee in writing and
specify the grounds for refusal.
12.7 Where there has been a genuine and ongoing change in the employee’s personal
circumstances, the employee may alter the days and hours of the employee’s
availability on 14 days’ written notice to the employer. If the alteration to the
employee’s availability cannot reasonably be accommodated by the employer within
the guaranteed hours then, despite clause 12.4, those guaranteed hours will no longer
apply and the employer and the employee will need to reach a new agreement in
writing concerning guaranteed hours in accordance with clause 12.3(a).
12.8 All time worked in excess of:
(a) 38 hours per week or, where the employee works in accordance with a roster, an
average of 38 hours per week over the roster cycle; or
(b) the maximum hours limitations specified in clause 29.2; or
(c) the employee’s rostered hours;
will be overtime and paid for at the rates prescribed in clause 33.3—Overtime rates.
12.9 An employee who does not meet the definition of a part-time employee and who is not
a full-time employee will be paid as a casual employee in accordance with clause 13.
12.10 A part-time employee employed under the provisions of this clause must be paid for
ordinary hours worked at the rate of 1/38th of the weekly rate prescribed for the class
of work performed.

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Department of Hospitality
Subject: SITXHRM002 Roster Staff
12.11 A part-time employee who immediately prior to 1 January 2018 has a written
agreement with their employer for a regular pattern of hours is entitled to continue to
be rostered in accordance with that agreement, unless that agreement is replaced by a
new written agreement made in accordance with clause 12.3.

13. Casual employment

13.1 A casual employee is an employee engaged as such and must be paid a casual
loading of 25% as provided for in this award. The casual loading is paid as
compensation for annual leave, personal/carer’s leave, notice of termination,
redundancy benefits and the other entitlements of full-time or part-time employment.
13.2 A casual employee may be engaged to work:
(a) for a maximum of 12 hours per day or per shift;
(b) for a maximum of 38 hours per week or, where the casual employee works in
accordance with a roster, an average of 38 hours per week over the roster cycle
(which may not exceed 4 weeks).
13.3 On each occasion a casual employee is required to attend work they are entitled to a
minimum payment for two hours’ work.
13.4 All time worked in excess of the hours prescribed in clause 13.2 will be overtime and
paid for at the rates prescribed in clause 33.3.
13.5 A casual employee must be paid at the termination of each engagement, but may
agree to be paid weekly or fortnightly.
13.6 Conversion to full-time or part-time employment
(a) This clause only applies to a regular casual employee.
(b) A regular casual employee means a casual employee who is employed by an
employer on a regular and systematic basis for several periods of employment or
on a regular and systematic basis for an ongoing period of employment during a
period of at least 12 months.
(c) A regular casual employee who has been engaged by a particular employer for at
least 12 months may elect (subject to the provisions of this clause) to have their
contract of employment converted to full-time or part-time employment.
(d) An employee who has worked at the rate of an average of 38 or more hours a
week in the period of 12 months casual employment may elect to have their
employment converted to full-time employment.
(e) An employee who has worked at the rate of an average of less than 38 hours a
week in the period of 12 months casual employment may elect to have their
employment converted to part-time employment.
(f) Where a casual employee seeks to convert to full-time or part-time employment,
the employer may consent to or refuse the election, but only on reasonable
grounds. In considering a request, the employer may have regard to any of the
following factors:
x the size and needs of the workplace or enterprise;
x the nature of the work the employee has been doing;
x the qualifications, skills, and training of the employee;
x the trading patterns of the workplace or enterprise (including cyclical and
seasonal trading demand factors);
x the employee’s personal circumstances, including any family responsibilities;
and
x any other relevant matter.

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Department of Hospitality
Subject: SITXHRM002 Roster Staff
(g) Where it is agreed that a casual employee will have their employment converted
to full-time or part-time employment as provided for in this clause, the employer
and employee must discuss and agree upon:
x the form of employment to which the employee will convert—that is, full-time or
part-time employment; and
x if it is agreed that the employee will become a part-time employee, the matters
referred to in clause 12—Part-time employment.
(h) The date from which the conversion will take effect is the commencement of the
next pay cycle following such agreement being reached unless otherwise agreed.
(i) Once a casual employee has converted to full-time or part-time employment, the
employee may only revert to casual employment with the written agreement of
the employer.
(j) An employee must not be engaged and/or re-engaged (which includes a refusal
to re-engage) to avoid any obligation under this award.
(k) Nothing in this clause obliges a casual employee to convert to full-time or
part-time employment, nor permits an employer to require a casual employee to
so convert.
(l) Nothing in this clause requires the employer to convert the employment of a
regular casual employee to full-time or part-time employment if the employee has
not worked for 12 months or more in a particular establishment or in a particular
classification stream.
(m) Nothing in this clause requires an employer to increase the hours of a regular
casual employee seeking conversion to full-time or part-time employment.
14. Apprentices
14.1 Apprentices will be engaged in accordance with relevant apprenticeship legislation and be paid in accordance with
clause 20.4.
14.2 An apprentice under the age of 18 years must not, without their consent, be required to work overtime or shift work.
14.3 to 14.11 deleted from this workbook.
15. Junior employees
15.1 Junior employees will be paid in accordance with clause 20.5. Where the law permits, junior employees may be
employed as liquor service employees (being persons employed to sell or dispense liquor in bars and/or bottle
departments or shops, as well as cellar employees or other places where liquor is sold) and must be paid at the
adult rate of pay in clause 20.1 for the classification for the work being performed.
15.2 An employer may at any time demand the production of a birth certificate or other satisfactory proof for the purpose
of ascertaining the correct age of a junior employee. If a birth certificate is required, the cost of it must be borne by
the employer.
15.3 No employee under the age of 18 years will be required to work more than 10 hours in a shift.

16. Termination of employment

16.1 Notice of termination is provided for in the NES.
Table 1—Period of notice
Column 1Employee’s period of continuous service with the employer at the Column 2
end of the day the notice is given Period of notice
Not more than 1 year 1 week
More than 1 year but not more than 3 years 2 weeks
More than 3 years but not more than 5 years 3 weeks
More than 5 years 4 weeks

17. Redundancy
17.1 Redundancy pay is provided for in the NES.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Part 4 Classifications and Minimum Wage Rates

18. Work organisation
Employees must undertake duties as directed within the limits of their competence and may undertake duties
across the different streams contained in the classification definitions in 0Schedule D Classification Definitions.
19. Classifications
The definitions of the classification levels in clause 20—Minimum wages are contained in Schedule D
Classification Definitions.
20. Minimum wages (updated on December 11, 2018)
20.1 General
An adult employee within a level specified in the following table (other than an apprentice) will be paid
not less than the rate per week assigned to the classification, as defined in Schedule D Classification
Definitions, for the area in which such employee is working.
Minimum Minimum
Level Classification
weekly wage $ hourly wage $
Introductory 719.20 18.93
Level 1 Food and beverage attendant grade 1 739.90 19.47
Guest service grade 1
Kitchen attendant grade 1
Level 2 Clerical grade 1 768.30 20.22
Cook grade 1
Door person/security officer grade 1
Food and beverage attendant grade 2
Front office grade 1
Guest service grade 2
Kitchen attendant grade 2
Storeperson grade 1
Level 3 Clerical grade 2 794.70 20.91
Cook grade 2
Food and beverage attendant grade 3
Fork-lift driver
Front office grade 2
Guest service grade 3
Kitchen attendant grade 3
Storeperson grade 2
Level 4 Clerical grade 3 837.40 22.04
Cook (tradesperson) grade 3
Food and bevatt (tradesperson) grade 4
Front office grade 3
Guest service grade 4
Leisure attendant grade 3
Storeperson grade 3
Level 5 Clerical supervisor 889.80 23.42
Cook (tradesperson) grade 4
Food and beverage supervisor
Front office supervisor
Guest service supervisor
Level 6 Cook (tradesperson) grade 5 913.70 24.04

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 School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
20.2 Managerial staff (Hotels)
The minimum annual salary payable to employees within the Managerial Staff (Hotels) classification level,
will be $47,597 per annum.
20.3 Casino gaming classifications Content deleted
20.4 Apprentice wages
(a) Cooking apprenticeship
(i) A person who has completed a full apprenticeship for cooking must be paid not less than the
standard weekly rate.
(ii) An employee apprenticed in the cooking trade will be paid the percentage of the standard
weekly rate, as follows:
Year %
First 55
Second 65
Third 80
Fourth 95
(b) Waiting apprenticeship
(i) Any person who has completed a full apprenticeship as a qualified tradesperson must be
paid not less than the standard weekly rate.
(ii) An employee apprenticed in the waiting trade will be paid the standard weekly rate, or the
wage as otherwise prescribed, as follows:
First six months 70%
Second six months 85%
Midway between the total rate prescribed for food and beverage attendant
Third six months
grade 2 (waiter) in clause 20.1 and the standard weekly rate; and
Midway between the total rate prescribed for third six months, above, and
Fourth six months
the standard weekly rate.
(c) Proficiency payments—cooking trade
(i) Application
Proficiency pay as set out in clause 20.4(c)(ii) will apply to apprentices who have
successfully completed their schooling in a given year.
(ii) Payments
Apprentices must receive the standard weekly rate during the latter half of the fourth year of
the apprenticeship where the standard of proficiency has been attained on one, two or three
occasions on the following basis:
(1) one occasion only:
for the first nine months of the fourth year of apprenticeship, the normal fourth year
rate of pay;
thereafter, the standard weekly rate.
(2) on two occasions:
for the first six months of the fourth year of apprenticeship, the normal fourth year rate
of pay;
thereafter, the standard weekly rate.
(3) on all three occasions:
for the entire fourth year, the standard weekly rate.
(d) Proficiency payments—waiting trade
(i) Application
Proficiency pay as set out in clause 20.4(d)(ii) will apply to level 2 apprentices who have
successfully completed their schooling in the first year.
(ii) Payments
Apprentices who have attained the standard of proficiency in their first year must receive the
standard weekly rate during the latter half of the second year of apprenticeship.
20.5 Juniors
Age % of adult rate
16 years and under 50
17 years 60
18 years 70
19 years 85
20 years 100

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 School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

21. Allowances
21.1 Expenses incurred in the course of employment
(a) Meal allowance
(i) An employee required to work overtime for more than two hours without being
notified on the previous day or earlier that they will be so required to work must
either be supplied with a meal by the employer or be paid an allowance of $12.97.
(ii) If an employee who has been given notice of a requirement to work overtime has
provided a meal and is not required to work overtime or is required to work less than
the amount advised, they must be paid as prescribed above for the meal which they
have provided but which is surplus.
(b) Clothing, equipment and tools
(i) 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.
(ii) Where the employer requires an employee to wear any special clothing such as
coats, dresses, caps, aprons, cuffs and any other articles of clothing, the employer
must reimburse the employee for the cost of purchasing such special clothing. The
provisions of this clause do not apply where the special clothing is paid for by the
employer.
(iii) Where the employee is responsible for laundering the special clothing the employer
must reimburse the employee for the demonstrated costs of laundering it.
(iv) The employer and the employee may agree on an arrangement under which the
employee will wash and iron the special clothing for an agreed sum of money to be
paid by the employer to the employee each week.
(v) For the purposes of this clause black and white attire (not being dinner suit or
evening dress), shoes, hose and/or socks are not special clothing.
(vi) Where it is necessary that an employee wear waterproof or other protective clothing
such as waterproof boots, aprons, or gloves, the employer must reimburse the
employee for the cost of purchasing such clothing. The provisions of this clause do
not apply where the protective clothing is paid for by the employer.
(vii) An employer may require an employee on commencing employment to sign a
receipt for item/s of uniform and property. This receipt must list the item/s of uniform
and property and the value of them. If, when an employee ceases employment, the
employee does not return the item/s of uniform and property (or any of them) in
accordance with the receipt, the employer will be entitled to deduct the value as
stated on the receipt from the employee’s wages.
(viii) In the case of genuine wear and tear, damage, loss or theft that is not the
employee’s fault the provisions of clause 21.1(b)(vii) will not apply.
(ix) Where the employer requires an employee to provide and use any towels, tools,
ropes, brushes, knives, choppers, implements, utensils and materials, the employer
must reimburse the employee for the cost of purchasing such equipment. The
provisions of this clause do not apply where these items are paid for by the
employer.
(c) Uniform/laundry allowance—catering employees, including airport catering
employees
Where a catering employer requires any employee to wear any special uniform, dress or
clothing, the employer must reimburse the employee for the cost of purchasing such
special clothing. The provisions of this clause do not apply where the special clothing is
paid for by the employer. Unless such uniform, dress or clothing is laundered by the
employer, the employee will be paid a laundry allowance of $6.00 per week; and in the
case of regular part-time employees and casual employees, $2.05 for each uniform
laundered.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
For the purposes of this clause, black and white attire (not being dinner suit or evening
dress), shoes, hose and/or socks are not special clothing.
(d) Laundry allowance—motel employees
Where any employee is required to wear a special uniform such uniform must be
provided and laundered by the employer free of cost to the employee or if mutually
agreed that the employee will launder such uniform the employer must pay the employee
an allowance of $2.40 per uniform laundered with a maximum of $7.45 per week.
(e) Vehicle allowance
Employees defined as Managerial Staff (Hotels) who are required by their employer to
use their own vehicle in or in connection with the official business of the employer must
be paid an allowance of $0.78 for each kilometre of authorised travel. An employer may
require an employee to record full details of all such official travel requirements in a log
book as a pre-condition for the employee qualifying for the allowance.
(f) Working late
When an employer requires an employee to work until it is unreasonable to travel by their
normal method of transport home the employer must pay the cost of transport for the
employee to get home. This clause does not apply where the employer provides
accommodation for the employee for the night free of charge or provides transport for the
employee to get home.
(g) Working early
When an employer requires an employee to start work before their normal starting time
and before their normal method of transport to work is available the employer must pay
the cost of transport for the employee to get to work. This clause does not apply where
the employer provides transport for the employee to get to work.
(h) Working away from usual place of work
This clause applies where an employer requires an employee other than a casual to work
at a place more than 80 kilometres from the employee’s usual place of work. In these
circumstances the employer must pay the employee an amount equal to the cost of fares
reasonably spent by the employee in travelling from the employee’s usual place of work
to the new place of work. However, the employer may recover any amount paid to an
employee under this clause if the employee concerned leaves their employment or is
dismissed for misconduct within three months of receiving such a payment.

21.2 Allowances for responsibilities or skills that are not taken into account in rates of pay
(a) Fork-lift driver
In addition to the wage rates set out in clause 20.1, a fork-lift driver must be paid an additional
allowance, per week, equal to 1.5% of the standard weekly rate for all purposes. A part-time or
casual fork-lift driver must be paid an additional allowance, per day, equal to 0.3% of the standard
weekly rate, to a maximum of 1.5% of the standard weekly rate per week.
(b) First aid allowance
A full-time employee who has undertaken a first aid course and who is the holder
of a current recognised first aid qualification such as a certificate from the
StJohnAmbulance or similar body must be paid an additional allowance, per
week, equal to 1.2% of the standard weekly rate if they are appointed by the
employer to perform first aid duty.
A part-time or casual employee so appointed must be paid an additional
allowance, per day, equal to 0.24% of the standard weekly rate, to a maximum of
1.2% of the standard weekly rate per week.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

21.3 Allowance for disabilities associated with the performance of particular tasks or work in
particular conditions or locations
(a) Broken periods of work
Employees other than casuals who have a broken work day must receive
anadditional allowance as follows:
x where the time between periods of work is two hours and up to three hours—an
allowance per day equal to 0.33% of the standard weekly rate; or
x where the time between periods of work is more than three hours—an
allowanceper day equal to 0.5% of the standard weekly rate.
(b) Overnight stay allowance
Where an employee is requested to stay on the employer’s premises for the
purpose of providing prompt assistance to guests outside of ordinary business
operating hours, the following arrangements will apply:
(i) The employee will be paid an amount equal to 6% of the standard weekly
rate per overnight stay period;
(ii) This payment will be deemed to provide compensation for the overnight stay
and also includes compensation for all work necessarily undertaken by an
employee up to an hour’s duration;
(iii) Any work necessarily performed during an overnight stay period by an
employee in excess of a total of one hour’s duration must be paid for at the
rate of 150%; and
(iv) Time worked in accordance with this provision will not be taken into account
for the purposes of hours of work, overtime, leave accruals and the like.
22. Supported wage system
23. National training wage
24. School-based apprenticeship
25. Higher duties
25.1 Except for Food and beverage attendants grade 2 and 3 as defined in Schedule D
Classification Definitions an employee engaged for two or more hours of one day
on duties carrying a higher rate than their ordinary classification must be paid the
higher rate for such day. If for less than two hours the employee must be paid the
higher rate for the time so worked.
25.2 A higher paid employee will, when necessary, temporarily relieve a lower paid
employee without loss of pay.
26. Payment of wages
26.1 Except upon the termination of employment, all wages including overtime must be paid
on any day other than Friday, Saturday or Sunday in each week. However, by
agreement between the employer and the majority of employees in the workplace, in a
week where a holiday occurs payment of wages may be made on Friday.
26.2 By agreement between the employer and the employee wages may be paid either
weekly or fortnightly by one of the following means:
cash;cheque; orpayment into the employee’s bank account by electronic funds transfer,
without cost to the employee.
26.3 However, an employer may pay an employee weekly by cash without consultation.
26.4 Employees who are paid their wages at any time other than during their working time,
will, if kept waiting more than 15 minutes, be paid overtime rates for all such waiting
time.
26.5 Employees who are not paid by electronic funds transfer and whose rostered day off
falls on pay day must be paid their wages, if they so desire, before going off duty on
the working day prior to their day off.
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

27. Salary arrangements content deleted

28. Superannuation content deleted

Part 5 Hours of Work and Related Matters

29. Ordinary hours of work (Full-time and part-time employees)
29.1 Full-time employees
(a) The average of 38 hours per week is to be worked in one of the following ways:
x a 19 day month, of eight hours per day;
x four days of eight hours and one day of six hours;
x four days of nine and a half hours per day;
x five days of seven hours and 36 minutes per day;
x 152 hours each four week period with a minimum of eight days off each four
week period;
x 160 hours each four week period with a minimum of eight days off each four
week period plus a rostered day off;
x any combination of the above.
(b) The arrangement for working the average of 38 hours per week is to be agreed
between the employer and the employee from the alternatives in clause29.1(a)
and must meet the following conditions:
(i) A minimum of six hours and a maximum of 11 and a half hours may be
worked on any one day. The daily minimum and maximum hours are
exclusive of meal break intervals.
(ii) An employee cannot be rostered to work for more than 10 hours per day on
more than three consecutive days without a break of at least 48 hours
immediately following.
(iii) No more than eight days of more than 10 hours may be worked in a four
week period.
(iv) Where broken shifts are worked the spread of hours can be no greater than
12 hours per day.
(c) In addition to the conditions set out under clause 29.1(b), where the agreed hours
of work arrangement provides for 160 hours per four week period with a rostered
day off, the arrangement will be subject to the following:
(i) No employee is to work more than 10 days in a row without a rostered day
off.
(ii) Where practicable the rostered day off must be contiguous with an
employee’s normal days off.
(iii) Rostered days may be banked, up to a maximum of five days.
(iv) An employee may elect, with the consent of the employer, to take rostered
days off in part day amounts.
(v) If a rostered day off falls on a public holiday then, where practicable, the
next day is to be taken as the rostered day off.
(vi) The entitlement to a rostered day off on full pay is subject to the following:
(A) each day of paid leave, except annual leave and long service leave,
and any public holiday occurring during the four week cycle must be
regarded as a day worked for accrual purposes; and
(B) an employee who has not worked a complete four week cycle in order
to accrue a rostered day off must be paid a pro rata amount for credits
accrued for each day worked in the cycle. The pro rata amount is 24
minutes pay for each eight hour day worked.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
(d) In addition to the conditions set out under clause 29.1(b), where the agreed hours
of work arrangement provides for 152 hours each four week period, the
arrangement will be subject to the following:
(i) No employee is to work more than 10 days in a row without a rostered day
off;
(ii) Where an employee works more than 20 days each four week period, the
21st and any subsequent days worked in the four week period must be paid
at the rates prescribed in clause 33—Overtime.
29.2 Part-time employees
A part-time employee’s regular pattern of work must meet the following conditions:
(a) A minimum of three hours and a maximum of 11 and a half hours may be worked
on any one day. The daily minimum and maximum hours are exclusive of meal
break intervals.
(b) An employee cannot be rostered to work for more than 10 hours per day on more
than three consecutive days without a break of at least 48 hours immediately
following.
(c) No more than eight days of more than 10 hours may be worked in a four week
period.
(d) Where broken shifts are worked the spread of hours can be no greater than
12hours per day.
29.3 Catering in remote locations
29.4 Make-up time
(a) Make-up time means an arrangement under which an employee takes time off
during their ordinary hours of work and makes up that time later. The employer
and a majority of employees in a workplace may agree to introduce make-up time
subject to the following conditions:
(i) An employer who intends to introduce make-up time will consult with its
employees and their representatives.
(ii) After the employer and a majority of employees have agreed to introduce
make-up time an employee may elect, with the consent of their employer, to
work make-up time.
(b) Make-up time arrangements must comply with the conditions set out in clauses
31—Breaks and 32—Penalty rates.
(c) The employer must record make-up time arrangements in the time and wages
records.

30. Rostering
30.1 A roster for full-time and part-time employees must be prepared by the employer and
must be posted in a conspicuous place accessible to the employees concerned
indicating:
(a) The name of each employee concerned and their starting and finishing times; and
(b) A minimum 10 hour break between the finish of ordinary hours on one day and
the commencement of ordinary hours on the following day. In the case of
changeover of rosters, eight hours will be substituted for 10 hours.
30.2 The roster will be alterable by mutual consent at any time or by amendment of the
roster on seven days’ notice. Where practicable two weeks’ notice of rostered day or
days off should be given provided that the days off may be changed by mutual consent
or through sickness or other cause over which the employer has no control.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

31. Breaks
31.1 Breaks
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.
31.2 Longer shifts
(a) If the employee is required to work a shift of more than six hours and up to eight
hours, the employee is entitled to an unpaid meal break of no less than 30
minutes. The unpaid break may be taken no earlier than two hours after starting
work and no later than six hours of starting work.
(b) If the employee is required to work a shift of more than eight hours and up to 10
hours, the employee is entitled to an unpaid break of no less than 30 minutes and
an additional 20 minute paid break (which may be taken as two 10 minute paid
breaks).
The unpaid break may be taken no earlier than 2 hours after starting work and no
later than six hours after starting work. Breaks should be spread evenly across
the shift.
(c) If 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
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.
31.3 Request for unpaid meal break
(a) Where an employee elects to take an unpaid break, the request must be made in
writing no later than at the commencement of a shift and the employer shall not
unreasonably refuse the request.
(b) The written request will apply to all shifts undertaken by the employee of more
than five hours, unless otherwise agreed between the employee and employer.
This arrangement may be reviewed at any time.
31.4 Break not given
For a shift of more than six hours, if the employer does not release an employee for an
unpaid meal break the employee shall be paid at the rate of 50% of the ordinary hourly
rate extra for each hour or part of an hour from six hours after the employee started
work until the employer gives the employee the unpaid meal break, or until the shift
ends.
31.5 Entitlement to additional breaks
(a) If the employer requires an employee to work more than five continuous hours
after an unpaid break, the employer must give the employee an additional 20
minute paid break.
(b) If the employer requires an employee to work more than two hours’ overtime after
the employee completes his or her rostered hours, the employer must give the
employee an additional 20 minute paid break.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

32. Penalty rates

32.1 An employee performing work on the following days will be paid the following
percentage of the minimum wage rate in clause 20—Minimum wages for the relevant
classification:
Full-time and part-time Casual employees
employees (inclusive of 25%loading)
% %
Monday to Friday 100 125
Saturday 125 150
Sunday
1 July 2017 – 30 June 2018 170 175
1 July 2018 – 30 June 2019 160 175
From 1 July 2019 150 175
Public holiday 225 250

32.2 Public holidays

(a) An employee other than a casual working on a public holiday will be paid for a
minimum of four hours’ work. A casual employee working on a public holiday will
be paid for a minimum of two hours’ work.
(b) Employees who work on a prescribed holiday may, by agreement, perform such
work at their applicable ordinary hourly rate plus 50% additional loading rather
than the penalty rate prescribed in clause 32.1, provided that equivalent paid time
is added to the employee’s annual leave or one day instead of such public
holiday will be allowed to the employee during the week in which such holiday
falls. Provided that such holiday may be allowed to the employee within 28 days
of such holiday falling due.
(c) An employee other than a casual working on Christmas Day when it falls on a
weekend, and is not prescribed as a public holiday under the NES will be paid an
additional loading of 50% of their applicable ordinary hourly rate for the hours
worked on that day and will also be entitled to the benefit of a substitute day.
32.3 Other penalty
Employees will be entitled to the following additional penalty for work performed at the
following times:
(a) Monday–Friday—7.00 pm to midnight: 10% of the standard hourly rate per hour
or any part of an hour for such time worked within the said hours;
(b) Monday–Friday—midnight to 7.00 am: 15% of the standard hourly rate per hour
or any part of an hour for such time worked within the said hours.
32.4 Penalty rates not cumulative
Except as provided in clause 31—Breaks, where time worked is required to be paid for
at more than the ordinary rate such time will not be subject to more than one penalty,
but will be subject to that penalty which is to the employee’s greatest advantage.

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Department of Hospitality
Subject: SITXHRM002 Roster Staff

33. Overtime
33.1 Reasonable overtime
(a) Subject to clause 33.1(b) an employer may require an employee other than a
casual employee to work reasonable overtime at overtime rates.
(b) An employee may refuse to work overtime in circumstances where the working of
such overtime would result in the employee working hours which are
unreasonable having regard to:
(i) any risk to the employee’s health and safety;
(ii) the employee’s personal circumstances including any family responsibilities;
(iii) the needs of the workplace or enterprise;
(iv) the notice (if any) given by the employer of the overtime and by the
employee of their intention to refuse it; and
(v) any other relevant matter.
33.2 Entitlement to overtime rates
(a) A full-time employee is paid at overtime rates for any work done outside of the
hours set out in clause 29—Ordinary hours of work.
(b) A part-time employee is paid at overtime rates in the circumstances specified in
clause 12.8.
(c) A casual employee is paid at overtime rates in the circumstances specified in
clause 13.4.
33.3 Overtime rates
(a) The following overtime rates are payable to an employee, depending on the time
at which the overtime is worked:
(i) Monday to Friday: 150% of their normal rate of pay for the first two hours of
overtime; and twice their normal rate of pay for the rest of the overtime.
(ii) Between midnight Friday and midnight Sunday: twice their normal rate of
pay for any work done.
(b) When a full-time or part-time employee works overtime on a rostered day off the
following apply:
(i) Subject to clause 33.3(b)(ii), the employee shall be paid 200% of their
ordinary hourly rate for at least four hours even if they work for less than
four hours.
(ii) The four hour minimum payment does not apply to work which is part of the
normal roster which began the day before the rostered day off or when
overtime worked is continuous from the previous day’s duty.
(iii) On a rostered day off: twice their normal rate of pay for any work done. An
employee must be paid for at least four hours even if they work for less than
four hours.
(c) Overtime stands alone
x Overtime worked on any day stands alone.
33.4 Time off instead of payment for overtime
(a) An employee and employer may agree in writing to the employee taking time off
instead of being paid for a particular amount of overtime that has been worked by
the employee.
(b) Any amount of overtime that has been worked by an employee in a particular pay
period and that is to be taken as time off instead of the employee being paid for it
must be the subject of a separate agreement under clause 33.4.
(c) An agreement must state each of the following:
(i) the number of overtime hours to which it applies and when those hours
were worked;

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Department of Hospitality
Subject: SITXHRM002 Roster Staff
(ii) that the employer and employee agree that the employee may take time off
instead of being paid for the overtime;
(iii) that, if the employee requests at any time, the employer must pay the
employee, for overtime covered by the agreement but not taken as time off,
at the overtime rate applicable to the overtime when worked;
(iv) that any payment mentioned in subparagraph (iii) must be made in the next
pay period following the request.
An agreement under clause 33.4can be made by an exchange of emails between
the employee and employer, or by other electronic means.
(d) The period of time off that an employee is entitled to take is the same as the
number of overtime hours worked.
EXAMPLE: By making an agreement under clause 33.4 an employee who
worked 2 overtime hours is entitled to 2 hours’ time off.
(e) Time off must be taken:
(i) within the period of 6 months after the overtime is worked; and
(ii) at a time or times within that period of 6 months agreed by the employee
and employer.
(f) If the employee requests at any time, to be paid for overtime covered by an
agreement under clause 33.4 but not taken as time off, the employer must pay
the employee for the overtime, in the next pay period following the request, at the
overtime rate applicable to the overtime when worked.
(g) If time off for overtime that has been worked is not taken within the period of 6
months mentioned in paragraph (e), the employer must pay the employee for the
overtime, in the next pay period following those 6 months, at the overtime rate
applicable to the overtime when worked.
(h) The employer must keep a copy of any agreement under clause 33.4 as an
employee record.
(i) An employer must not exert undue influence or undue pressure on an employee
in relation to a decision by the employee to make, or not make, an agreement to
take time off instead of payment for overtime.
(j) An employee may, under section 65 of the Act, request to take time off, at a time
or times specified in the request or to be subsequently agreed by the employer
and the employee, instead of being paid for overtime worked by the employee. If
the employer agrees to the request then clause 33.4 will apply, including the
requirement for separate written agreements under paragraph (b) for overtime
that has been worked.
Note: If an employee makes a request under section 65 of the Act for a change in
working arrangements, the employer may only refuse that request on reasonable
business grounds (see section 65(5) of the Act).
(k) If, on the termination of the employee’s employment, time off for overtime worked
by the employee to which clause 33.4 applies has not been taken, the employer
must pay the employee for the overtime at the overtime rate applicable to the
overtime when worked.
Note: Under section 345(1) of the Act, a person must not knowingly or recklessly
make a false or misleading representation about the workplace rights of another
person under clause 33.4.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Part 6 Leave and Public Holidays

34. Annual leave
34.1 Leave entitlement
Annual leave is provided for in the NES. It does not apply to casual employees.
For the purpose of the additional week of leave provided by the NES, a shiftworker is a
seven day shiftworker who is regularly rostered to work on Sundays and public
holidays in a business in which shifts are continuously rostered 24 hours a day for
seven days a week.
34.2 Payment for annual leave
The NES prescribes the basis for payment for annual leave, including payment for
untaken leave upon the termination of employment.
In addition to the payment provided for in the NES, an employer is required to pay an
additional leave loading of 17.5% of that payment.
34.3 Requirement to take leave notwithstanding terms of the NES
An employer may require an employee to take annual leave by giving at least four
weeks’ notice in the following circumstances:
(a) as part of a close-down of its operations; or
(b) where more than eight weeks’ leave is accrued.
35. Personal/carer’s leave and compassionate leave
Personal/carer’s leave and compassionate leave are provided for in the NES.
36. Community service leave
Community service leave is provided for in the NES.

37. Public holidays

37.1 National Employment Standards
(a) Public holidays are provided for in the NES
By agreement between the employer and the majority of employees in the
relevant enterprise or section of the enterprise, an alternative day may be taken
as the public holiday instead of any of the days prescribed in s.115 of the Act.
(b) Additional arrangements for full-time employees:
(i) A full-time employee whose rostered day off falls on a public holiday must,
subject to clause 32.2, either:
x be paid an extra day’s pay; or
x be provided with an alternative day off within 28 days; or
x receive an additional day’s annual leave.
(ii) A full-time employee who works on a public holiday which is subject to
substitution as provided for by the NES will be entitled to the benefit of the
substitute day.
(c) Arrangements for part-time employees
Part-time employees are entitled to public holidays prescribed in s.115 of the Act
without loss of pay if those public holidays fall on days agreed under clause 12.3.
Part-time employees who work on a public holiday must be paid in accordance
with clause 32.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

37A. Leave to deal with Family and Domestic Violence

37A.1 This clause applies to all employees, including casuals.
37A.2 Definitions
(a) In this clause:
family and domestic violence means violent, threatening or other abusive behaviour by a family
member of an employee that seeks to coerce or control the employee and that causes them harm
or to be fearful.
family member means:
(i) a spouse, de facto partner, child, parent, grandparent, grandchild or sibling of the employee;
or
(ii) a child, parent, grandparent, grandchild or sibling of a spouse or de facto partner of the
employee; or
(iii) a person related to the employee according to Aboriginal or Torres Strait Islander kinship
rules.
(b) A reference to a spouse or de facto partner in the definition of family member in clause 37A.2(a)
includes a former spouse or de facto partner.
37A.3 Entitlement to unpaid leave
An employee is entitled to 5 days’ unpaid leave to deal with family and domestic violence, as follows:
(a) the leave is available in full at the start of each 12 month period of the employee’s employment;
and
(b) the leave does not accumulate from year to year; and
(c) is available in full to part-time and casual employees.
Note: 1. A period of leave to deal with family and domestic violence may be less than a day by
agreement between the employee and the employer.
2. The employer and employee may agree that the employee may take more than 5 days’
unpaid leave to deal with family and domestic violence.
37A.4 Taking unpaid leave
An employee may take unpaid leave to deal with family and domestic violence if the employee:
(a) is experiencing family and domestic violence; and
(b) needs to do something to deal with the impact of the family and domestic violence and it is
impractical for the employee to do that thing outside their ordinary hours of work.
Note: The reasons for which an employee may take leave include making arrangements for their safety
or the safety of a family member (including relocation), attending urgent court hearings, or accessing
police services.
37A.5 Service and continuity
The time an employee is on unpaid leave to deal with family and domestic violence does not count as
service but does not break the employee’s continuity of service.
37A.6 Notice and evidence requirements
(a) Notice
An employee must give their employer notice of the taking of leave by the employee under clause
37A. The notice:
(i) must be given to the employer as soon as practicable (which may be a time after the leave
has started); and
(ii) must advise the employer of the period, or expected period, of the leave.
(b) Evidence
An employee who has given their employer notice of the taking of leave under clause 37A must, if
required by the employer, give the employer evidence that would satisfy a reasonable person that
the leave is taken for the purpose specified in clause 37A.4.
Note: Depending on the circumstances such evidence may include a document issued by the
police service, a court or a family violence support service, or a statutory declaration.
37A.7 Confidentiality
(c) Employers must take steps to ensure information concerning any notice an employee has given,
or evidence an employee has provided under clause 37A.6 is treated confidentially, as far as it is
reasonably practicable to do so.
(d) Nothing in clause 37A prevents an employer from disclosing information provided by an employee
if the disclosure is required by an Australian law or is necessary to protect the life, health or safety
of the employee or another person.
Note: Information concerning an employee’s experience of family and domestic violence is sensitive
and if mishandled can have adverse consequences for the employee. Employers should consult with
such employees regarding the handling of this information.
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Part 7 Industry Specific Provisions

38. No deduction for breakages or cashiering underings
An employer must not deduct any sum from the wages or income of an employee in respect of
breakages or cashiering underings except in the case of wilful misconduct.
39. Provision of employee accommodation and meals content deleted
39.1 Deductions for meals
An employer may deduct an amount from an employee’s wages for providing the employee with a meal
only if:
(a) the employee does not live in accommodation provided by the employer; and
(b) the meal is provided during the employee’s normal working hours.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Schedule D Classification Definitions

A.1 Introductory level
In respect of all classification streams, introductory level means the level of an employee who enters the industry
and who has not demonstrated the competency requirements of level 1. Such an employee will remain at this
level for up to three months while the appropriate training for level 1 is undertaken and assessment made to move
from the introductory level to level 1. At the end of three months from entry, an employee will move to level 1 other
than where agreement has been reached and recorded between the employee and the employer that further
training of up to three months is required for the employee to achieve competence for movement to level 1.
A.2 General classification definitions
A.2.1 Food and beverage stream
Food and beverage attendant grade 1 means an employee who is engaged in any of
the following:
x picking up glasses;
x emptying ashtrays;
x general assistance to food and beverage attendants of a higher grade not including
service to customers;
x removing food plates;
x setting and/or wiping down tables; and
x cleaning and tidying of associated areas.
Food and beverage attendant grade 2 means an employee who has not achieved
the appropriate level of training and who is engaged in any of the following:
x supplying, dispensing or mixing of liquor including the sale of liquor from the bottle
department;
x assisting in the cellar or bottle department;
x undertaking general waiting duties of both food and/or beverage including cleaning of
tables;
x receipt of monies;
x attending a snack bar; and
x engaged on delivery duties.
Food and beverage attendant grade 3 means an employee who in addition to the
tasks performed by a Food and beverage attendant grade 2 is engaged in any of the
following:
x the operation of a mechanical lifting device;
x attending a wagering (e.g. TAB) terminal, electronic gaming terminal or similar
terminal;
x full control of a cellar or liquor store (including the receipt, delivery and recording of
goods within such an area);
x mixing a range of sophisticated drinks;
x supervising food and beverage attendants of a lower grade;
x taking reservations, greeting and seating guests; and
x training food and beverage attendants of a lower grade.
Food and beverage attendant (tradesperson) grade 4 means an employee who has
completed an apprenticeship in waiting or who has passed the appropriate trade test
and as such carries out specialised skilled duties in a fine dining room or restaurant.
Food and beverage supervisor means an employee who has the appropriate level of
training including a supervisory course and who has the responsibility for supervision,
training and co-ordination of food and beverage staff, or stock control for a bar or
series of bars.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

A.2.2 Kitchen stream

Kitchen attendant grade 1 means an employee engaged in any of the following:
x general cleaning duties within a kitchen or food preparation area and scullery,
including the cleaning of cooking and general utensils used in a kitchen and
restaurant;
x assisting employees who are cooking;
x assembling and preparing ingredients for cooking; and
x general pantry duties.
Kitchen attendant grade 2 means an employee who has the appropriate level of
training and who is engaged in specialised non-cooking duties in a kitchen or food
preparation area, or supervision of kitchen attendants.
Kitchen attendant grade 3 means an employee who has the appropriate level of
training including a supervisory course and has the responsibility for the supervision,
training and co-ordination of kitchen attendants of a lower grade.
Cook grade 1 means an employee who carries out cooking of breakfasts and snacks,
baking, pastry cooking or butchering.
Cook grade 2 means an employee who has the appropriate level of training and who
performs cooking duties including baking, pastry cooking or butchering.
Cook (tradesperson) grade 3 means a commi chef or equivalent who has completed
an apprenticeship or who has passed the appropriate trade test, and who is engaged
in cooking, baking, pastry cooking or butchering duties.
Cook (tradesperson) grade 4 means a demi chef or equivalent who has completed
an apprenticeship or has passed the appropriate trade test and who is engaged to
perform general or specialised cooking, butchering, baking or pastry cooking duties
and/or supervises and trains other cooks and kitchen employees.
Cook (tradesperson) grade 5 means a chef de partie or equivalent who has
completed an apprenticeship or has passed the appropriate trade test in cooking,
butchering, baking or pastry cooking and has completed additional appropriate training
and who performs any of the following:
x general and specialised duties including supervision or training of other kitchen staff;
x ordering and stock control; and
x supervising other cooks and other kitchen employees in a single kitchen
establishment.
A.2.3 Guest services stream
Guest service grade 1 means an employee who performs any of the following:
x laundry and/or linen duties which may include minor repairs to linen or clothing such as
buttons, zips, seams and working with flat materials;
x the collection and delivery of guests’ personal dry cleaning and laundry, linen and associated
materials to and from accommodation areas;
x performs general cleaning duties; and
x parking guests’ cars.
Guest service grade 2 means an employee who has not achieved the appropriate level of
training and who is engaged in any of the following:
x servicing accommodation areas and cleaning thereof;
x receiving and assisting guests at the entrance to the establishment;
x driving a passenger vehicle or courtesy bus;
x transferring guests’ baggage to and from rooms;
x assisting in the dry cleaning process;
x cleaning duties using specialised equipment and chemicals; and
x providing butler services such as food, beverage and personalised guest service.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
Guest service grade 3 means an employee who has the appropriate level of training and who
is engaged in any of the following:
x supervising guest service employees of a lower grade;
x providing butler services such as food, beverage and personalised guest service;
x major repair of linen and/or clothing including basic tailoring and major alterations and
refitting; anddry cleaning.
Guest service grade 4 means an employee who has completed an apprenticeship or who has
passed the appropriate trade test or otherwise has the appropriate level of training to perform
the work of a tradesperson in dry cleaning, tailoring or as a butler.
Guest service supervisor means an employee with the appropriate level of training including
a supervisory course who supervises, trains and co-ordinates the work of employees engaged
in a housekeeping department.
Front office grade 1 means an employee who is engaged as an assistant in front
office duties including night auditing, telephonist, receptionist, cashier, information
services or reservations.
Front office grade 2 means an employee who has the appropriate level of training
and is in the front office engaged in duties including telephonist, receptionist, cashier,
information services or reservations.
Front office grade 3 means an employee who has the appropriate level of training
and is in the front office engaged in duties including assisting in training and
supervision of front office employees of a lower grade.
Front office supervisor means an employee who has the appropriate level of training
including a supervisory course and who supervises, trains and co-ordinates the work of
front office employees.
A.2.4 Administration stream content deleted
A.2.5 Security stream
A.2.6 Leisure activities stream
A.2.7 Stores stream

For more information on the award, you can access a full version at

https://www.fairwork.gov.au/awards-and-agreements/awards/list-of-awards

http://awardviewer.fwo.gov.au/award/show/MA000009#P1194_102219

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Page 32 of 32





SchoolofBusiness,InnovationandEntrepreneurship
DepartmentofHospitality


CourseTitle:DiplomaofHospitalityManagement

NationalCourseCode:   SIT50416


SITXHRM002
RosterStaff

Workbook

2019


InternationalProgramsSAUSouthKorea

StudentName:_______________________________________

 
SchoolofBusiness,InnovationandEntrepreneurship
DepartmentofHospitality
Course:SIT50416DiplomaofHospitalityManagement
Unitofcompetency:SITXHRM002RosterStaff




PreparedbyEuanTaylor
Documentcreationdate:December2016
Documentreviewdate:July2019
Version:9
Dateprinted:January,2019

©MelbournePolytechnic2019
NationalProviderno.3075

Author
EuanTaylor,Teacher,MelbournePolytechnic

Images/illustrations
Anythirdpartycopyrightmaterialinthispublicationisattributed.

Thirdpartymaterial
Anythirdpartycopyrightmaterialinthispublicationisattributed.

Forinformationregardingmaterialinthisdocument,contact:
EuanTaylor,Teacher
DepartmentofHospitality
MelbournePolytechnic
Phone92691418





 

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Contents
Introduction............................................................................................................................... .........................4
RosterQuestions............................................................................................................................... .................5
HospitalityIndustryGeneralAward2010..........................................................................................................8
AwardsvsEnterpriseAgreements.....................................................................................................................9
TermsusedintheHospitalityAward...............................................................................................................10
Activity1AwardQuestions......................................................................................................................... 13
CommonWorkSchedulesinHotels.................................................................................................................16
RotatingRosters............................................................................................................................... ................18
TheProcessofRosterWriting.......................................................................................................................... 19
Activity2FrontOfficeRoster...................................................................................................................... 20
FrontOfficeStaff............................................................................................................................... ...............21
Activity2:FrontOfficeRoster.......................................................................................................................... 22
Activity3AwardQuestions......................................................................................................................... 26
Activity4HotelRoster............................................................................................................................... ..27
Activity4 HotelFrontOfficeRosterWeeks1and2..................................................................................28
Activity5AwardQuestions......................................................................................................................... 30
FoodandBeverageRosters.............................................................................................................................. 33
Activity6RestaurantRosterTheKing’sLandingCafé.................................................................................36
AssessmentTaskTheoryTestRevision.......................................................................................................46


AssessmentTask1ͲCompletionofAllworkbookactivities
StudentName………………………………………
StudentMPNumber………………………………

FinalMark  N    P

TeacherComment: 

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Introduction
Thisworkbookisdesignedtoassistyouwiththevariousexercisesandactivitiesassociatedwith
theskillsandknowledgerequiredtodevelop,administerandcommunicatestaffrosters.It
requirestheabilitytoplanrostersaccordingtoindustrialprovisions,operationalefficiency
requirementsandwithinwagebudgets.

Thisworkbookincludesavarietyofnotes,exercises,activitiesandrevisionexercisesdesignedto
assistyouwiththecoursework.


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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

RosterQuestions

Whatisaroster?























Rosterssoundsimplebuttheycanbecomplexdueto:

















 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
Whatarethebasicprinciplesofgoodrostering?


















Rosterconstraints



























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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
FairWorkAct

TheFairWorkActof2009,andFairWorkAustraliawereenactedtoensurethatallVictorianemployers
andemployeeshaveprotectionunderFairWorklaws.
http://www.fwa.gov.au/
Itprovidesaminimumsafetynetofconditions
Itpromotesworkplaceflexibilityandproductivity
Itenablesfairnessatworkandthepreventionofdiscrimination

TheFairWorkActincludesthefollowing:
x NationalEmploymentStandards(NES)
http://www.fairwork.gov.au/employeeͲentitlements/nationalͲemploymentͲstandards
x Simplemodernawards
x Terminationofemployment;includingredundancyandunfairdismissal
x Enterprisebargaining
x Industrialaction,Disputeresolution
x Rightofentry
x RecordͲkeepingrequirements


Whatinformationisrequiredbeforeanefficientrostercanbewritten?
































 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

HospitalityIndustryGeneralAward2010

Anawardisasetofthebasicemploymentconditionsunderwhichallemployeeswork.Theylistthe
minimumtermsandconditionsofemployment.
Awardscovermatterssuchas:
• Payrates
• Hoursofwork
• Leave(annual,sick,longservice)
• Publicholidays
• Noticeoftermination
• Penaltyrates
Allrosteractivitieswithinthisunitwillrelatetothisaward.
Theawardintheworkbookisanabridgedversion.Thefullversionisover200pagesinlengthand
includesthenamesofallthebusinesseswhopayunderthisAward.
UsethetableofcontentspagetolocateitemsorsectionsintheAward.
RefertothesectionnumberswhenansweringquestionsregardingtheAward.

NES(NationalEmploymentStandards)2009
10minimumstandardsofemployment.A“safetynet”.
1. Maximumweeklyhoursofwork–_____hoursperweek.
2. Requestsforflexibleworkingarrangements
3. Parentalleaveandrelatedentitlements–upto___________unpaidleaveperemployee
4. Annualleave–______weekspaidleaveperyear
5. Personal/carer’sleaveandcompassionateleave–______dayspaidpersonal/carer’sleave
6. Communityserviceleave–unpaidleaveforvoluntaryemergencyactivitiesandforjuryservice.
7. Longserviceleave
8. Publicholidays–_______daysinVictoria.
9. Noticeofterminationandredundancypay.
10. ProvisionofaFairWorkInformationStatement


Formoreinfogoto:http://www.fairwork.gov.au/employeeͲentitlements/nationalͲemploymentͲ
standards
 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

AwardsvsEnterpriseAgreements












IndividualworkersneedtobeverycarefulwhenofferedanEAtoensuretheygetpaidfairly.
ComplaintscanbemadetotheFairWorkOmbudsman.http://www.fairwork.gov.au/

Examplesofchangedconditions:
• Penaltyratesmaynotapplyonweekends,butthehourlyrateofpayisaveraged(madehigher)
thanintheaward
• Sickleavemaybereducedfrom10daysperyear,andthisisabletobe“cashedout”.
• Hourscanbeaveragedovera4weekperiod,week1&2youmaywork44hoursperweek,
weeks3&4youmayworkonly32hoursperweek(averagesto38hoursperweek).

Ifthenormalhourlyrateofpayisincreasedabovetheawarddoesthismeanthatall
employeesreceivemoremoneyforthehourstheywork?

Forexample,iftheawardstatesthatthenormalhourlyrateofpayis$20.22,butyourcompany’sEA
statesthattheirhourlyrateofpayis$24,willyoumakemoremoney?





























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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TermsusedintheHospitalityAward
Penaltyrates



























Allowances

















Grade












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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
38hourweek













24hourclock











Overtime

















Brokenshift














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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TypesofEmployment
FullͲtime









PartͲtime







Casual










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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity1AwardQuestions
HospitalityIndustryGeneralAward2010

ForeachofthefollowingstatetherelevantsectionoftheAwardandtheanswer.

1. CanemployerstakeapaydeductionfromemployeesforbreakagesandcashunderͲrings?





2. WhatistheminimumweeklywageofafullͲtime,level3Food&BeverageAttendant?





3. Whatpenaltyrate(asapercentage)wouldyoureceive(bothcasualandfullͲtime)ifyouworked
7am–3.30pmonaSunday?







4. IfyouworkedMondaytoFriday,from3.00pmto11.30pm,dopenaltyratesapply?Explain.









5. Whatpenaltyratesapplyif(bothcasualandfullͲtime)youworkaMondayPublicHolidayshiftfrom
3pmto11.30pm?





6. Ifapaylevel4SeniorReceptionisttookoverthedutiesofapaylevel3Receptionistfortheday,at
whichlevelwouldyoupayhim/her–level3orlevel4?





7. WhataretheconditionsforreceivingaFirstAidallowance?


 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

8. Whatisthemaximumspreadofhourswithinwhichabrokenorsplitshiftcanbeworked?





9. Whatistheallowancereceivedforabrokenshift?Docasualsalsogetthis?







10. Thereare6waysinwhichtheworkingweekcanbestructuredtoachievetheaverageof38hours
perweek.Whichdoyouthinkisthebest?























11. Howmanydaysinarowcananemployeework10hourshifts?





12. Whatisthemaximumhoursanemployeecanworkinoneday(exclusiveofmealbreaks)?





13. Howmanyhoursoffbetweenshiftsmustemployeeshave?Whatistheexceptiontothis?






 
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
14. Regardlessofhowtheworkingweekisstructured,whatarethemaximumdaysinarowsomeone
canworkwithouthavingadayoff?





15. Wheretheworkarrangementis160hoursper4weekperiod(40hourweek),theemployee
receivesonepaidrostereddayoff(RDO)foraccumulatedhours.DoesthisRDOhavetobetakenat
theendofthe4weekperiod?







16. IfyouworkedanhourofovertimeonTuesday,woulditbepaidatthesamerateasifitwason
Saturday?









17. Whatisthedifferenceisbetweenapenaltyandanallowance?Explain









18. Whatistheminimumnoticetheemployermustgivetochangeornotifystaffoftheroster?





19. Whatisthemeaningofclause31.4?Explaininyourownwords.













 
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

CommonWorkSchedulesinHotels

FrontOffice

















Housekeeping













WhatjobsarefoundintheFrontOfficeDepartmentofahotel?





















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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

FixedRosters














FixedRosterExample

Employee
Mon Tue Wed Thur Fri Sat Sun
Name
0800Ͳ
Fred 1300Ͳ2130 0800Ͳ1630 1300Ͳ2130
1630
0900Ͳ1730 Off Off

1300Ͳ
Sally 0900Ͳ1730 0900Ͳ1730 0900Ͳ1730
2130
1300Ͳ2130 Off Off

Sarah     1700Ͳ2100 1700Ͳ2100 

Paul     1700Ͳ2100 1700Ͳ2100 


Whichofthe2fulltimeemployees(FredorSally)doyoubelievehasthebetterroster?
Why?





















 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

RotatingRosters
Exampleofa3ͲweekrotatingrosterforHotelReceptionists

 Week1 Week2 Week3
 W T F S S M T W T F S S M T W T F S S M T

Ron E E E O O L L L O E E E E O O L L L L O E

Sam O L L L L O E E E E O O L L L O E E E E O

Vic L O E E E E O O L L L L O E E E E O O L L

Inthisexample,whichemployeehasthebestroster?Istherefairnessbetweenemployees?





Whymightthehotelwishtohave2receptionistsworkinganEarlyshifteveryFriday?







Whatarethegoodthingsabouttheroster?



















Whatarethebadthingsabouttheroster?














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Department of Hospitality
Subject: SITXHRM002 Roster Staff

TheProcessofRosterWriting



















































 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity2FrontOfficeRoster

Objective:
Asaclasswewillcompletethenext3weeksofthisroster.

BackgroundInformation:
x StaffworkundertheHospitalityIndustryAward2010

x Theirhoursofworkare160hoursper4weekperiodwith8daysoffeachrosterperiodplusa
rostereddayoff.Ontheroster,theaccruedRDOisknownasthe38hrRDO.Youaretoldwhento
includethese.

x Noemployeeshouldbeplacedona‘backͲtoͲback’.

x Ensure each fullͲtime staff member has two RDOs per week.  Place them consecutively where
possible.

x Althoughpertheaward,anemployeecanworkupto10daysinarow,youneverrosterstaffon
formorethan7daysinarow.Whynot?







x Aspaywillvaryweekperweekaccordingtothetypeofshiftsworked,staffshouldreceiveaneven
spreadofearlyshiftsandlateshiftsovereachrosteranddaysoffshouldrotate.

x ReceptionistscandoTelephonistshiftsifneedbe,butnotvisaͲversa(theotherwayaround).Why?









x Thereare4casualstaff.(Peter,Julie,Yolaine&Belinda).Notepenaltyratesalsoapplytocasuals.

x ThereisonepartͲtimestaffmember(Tor).Hishoursofworkmayvarybetweenaminimumof2
andamaximumof4shiftsperweek.

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

FrontOfficeStaff

Manager:

x Kymwillworkupto3shiftsperweekonReception,ifneeded.Therestofthetimesheisather
desk.Shewillrelievestaffforbreaks,orhelpoutinbusytimesorcoverextrashiftswhenstaffare
onholidaysorsick.


Supervisors:

x Theremustbeasupervisoroneachshift(earlyandlate).
x Julieisacasualandworks2earlyshifts(SaturdayandSunday)perweekwhenneeded.Shewilldo
athirdshifttocoverholidaysifnecessary.
x Valterhasreturnedfromholidays.
x Stephenisonannualleaveinweeks5&6.
x Joisduetotakea38hrRDOinweek4.


Receptionists:

x Theremustbetwostaffonanearlyeachshift.
x Theremustbetwostaffoneachlateshift.
x Rikuisduetotakea38hourRDOinweek5.
x Maryisduetotakea38hourRDOinweek6
x Alisonwillbeonannualleavefor2weeks(weeks4&5).

Note:  Every day on Reception, there must be 3 staff on an early and 3 on a late, including the
Supervisor.  If you have more staff than this, you are exceeding your labour budget.  This can be
avoidedwithcarefulrostering.


Telephonists:

x Wendyworksthesameshiftseveryweek.Sheisduea38hourRDOwithinthenexttwoweeks.
x TheremustbeaPshifteveryday.ThereisalsoaPeshifteverydayexceptSunday.










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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity2:FrontOfficeRoster
 WEEK1  WEEK2  WEEK3
Name M T W T F S S  M T W T F S S  M T W T F S S
Manage
r: O O O O O O O O O
E E L O O  O L L O  L O O
Kym N N N N N N N N N
Supervis
                      
ors
Julie
 C O O O O E E E  O O O E E E O  O O O O E E E
as
O
Jo L L L L
O O  L L L L O O L  L L L O O L L
*
O
Stephen O O E E L L L  E E E O O E  E E E E L O O
*
Valter A A A A A O O  A A A A A O O  A A A A A O O
Recepti
                      
onists
O
Alison E E E O O E L  L L O O E E E  E L O E E O
*
Riku L L O O L L L  O O E E E E E  O O E E P L L
Atsuko A A A A A O O  A A A A A O O  E E E E L O O
O O
Fran O O E E E E  E O O L L L L  L O O E E E
* *
O O
Mary E E E E O O  O E L L L L O  E L L O O E
* *
Peter
O
 C E O L L L L O  E E E E O O  O O L L L L L
as *
Tor
 P L L L O O O E  L L L O O O L  L L O O O E O
T
Telepho
                      
nists
Wendy P P P P O O P  P P P P O O P  P P P P O O P
Yolaine P P P P P
Cas
O O P P O  O O O P P O  O O O P O
e e e e e
Belinda P P P P P P P P P P P P P
Cas
O O O  O O  O O O
e e e e e e e e e e e e e

E Early 0700to1530 ON Managerinoffice
L Late 1500to2330 A Annualleave
LEGEND
Pe PhonesEarly 0700to1200 O RDO
P Phones 1200to2030 O* ADO(38accrueddayoff)
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity2:FrontOfficeRoster
 WEEK4  WEEK5  WEEK6
Name M T W T F S S  M T W T F S S  M T W T F S S
Manager:                       
Kym
Supervisors                       
Julie(cas)                       

Jo                       

Stephen                       

Valter                       

Receptionists                       
Alison                       

Riku                       

Atsuko                       

Fran                       

Mary                       

Peter Cas                       

Tor PT                       

Telephonists                       
Wendy                       

Yolaine(cas)                       

Belinda(cas)                       


E Early 0700to1530 ON Managerinoffice

L Late 1500to2330 A Annualleave
LEGEND
Pe PhonesEarly 0700to1200 O RDO
P Phones 1200to2030 O* ADO(38accrueddayoff)
 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Isyourrostercomplete?PleasetakenotesfromPPT

Pointstoconsiderwhentherosterisfinished:

























































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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Calculatingstaffingrequirements



















































 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity3AwardQuestions

ForeachofthefollowingstatetherelevantsectionoftheAwardandtheanswer.You
willneedworkbook2–Awardstoanswerthesequestions.

1. Wheredoyoufindpayrates?Howisthehourlypayratecalculated?





2. HowmuchextradoesacasualemployeereceiveMonͲFri,Saturday&Sunday?









3. Ifacasualemployeeiscalledintoworkwhataretheminimumhoursofpaytheymustreceive?



4. WhatisthedifferencebetweenRedundancyandTermination?















5. OvertimeExample:Bessworksforaweeklypayof$889.80.Inthelastweeksheworked4hours
overtimeonTuesdayand3hoursovertimeonSaturday.Whatistheextra(overtime)payforthese
hours?Showyourworkings.


















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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff


Activity4HotelRoster

YouaretheFrontOfficeManagerofanew250Ͳroomhotelwhichisduetoopenin2months.Youare
atthestagewhereyouarereadytoemployyourfrontofficestaffinordertoprovidetrainingand
preparethemfortheofficialopening.

Accordingtoyourproductivitystandards,youdecideyouneedaminimumof2employeesstaffingthe
frontdeskatalltimes,asperstandardfrontofficeshifts.
Youalsowantatelephoniststaffingtheswitchboardfrom8am–8pm.Thesedutiesandshiftscanbe
sharedwithreceptionifnecessary.

Inadditiontothis,youwant3staffonanearlywhendeparturesforthedayexceed90and3staffona
latewhenarrivalsforthedayexceed90.

TASK

Organisearosterforthefirst4weeksofoperation,that:
x Minimiseslabourcostwhilstcomplyingwiththeaward.
x Takesintoaccountaccumulated38hoursrostereddaysoff(ifnecessary),and
x Takesintoconsiderationthearrivalsanddeparturesforecastasfollows:

MON TU WED THU FRI SAT SUN
1/5 2/5 3/5 4/5 5/5 6/5 7/5

Arrivals: 125 40 45 55 95 60 25
Departures: 0 50 30 45 20 50 110

MON TU WED THU FRI SAT SUN
8/5 9/5 10/5 11/5 12/5 13/5 14/5

Arrivals: 40 60 45 50 95 75 35
Departures: 10 30 25 45 33 31 99

  MON TU WED THU FRI SAT SUN
  15/5 16/5 17/5 18/5 19/5 20/5 21/5

Arrivals: 79 60 55 30 93 25 30
Departures: 30 20 25 29 92 34 105

  MON TU WED THU FRI SAT SUN
  22/5 23/5 24/5 25/5 26/5 27/5 28/5

Arrivals: 45 50 30 23 91 35 20
Departures: 30 23 29 45 19 22 95

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity4HotelFrontOfficeRoster   Weeks1and2


Date               

Employee Mon Tue Wed Thu Fri Sat Sun  Mon Tue Wed Thu Fri Sat Sun
              
ReceptionFT1
              
2
              
3
              
4
              
5
              
6
              
ReceptionCas7
              
AuditorsFT1
              
2
              
3
              
TelephoneFT1
              
PT2
              
PT3

E Early 0700to1530 M Midshift0900to1730
L Late 1500to2330 A Annualleave
LEGEND N Night 2300to0730  
P Telephones 0800to1630 O RDO
PL Phones 1600to2000 O* ADO(38accrueddayoff)

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity4 FrontOfficeRoster Weeks3and4


Date               

Employee Mon Tue Wed Thu Fri Sat Sun  Mon Tue Wed Thu Fri Sat Sun
              
ReceptionFT1
              
2
              
3
              
4
              
5
              
6
              
ReceptionCas7
              
AuditorsFT1
              
2
              
3
              
TelephoneFT1
              
PT2
              
PT3

E Early 0700to1530 M Midshift0900to1730
L Late 1500to2330 A Annualleave
LEGEND N Night 2300to0730  
P Telephones 0800to1630 O RDO
PL Phones 1600to2000 O* ADO(38accrueddayoff)


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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity5AwardQuestions

ForeachofthefollowingstatetherelevantsectionoftheAwardandtheanswer.

1. WhatistheminimumweeklywageforafullͲtime,frontofficegrade2Receptionist?







2. Whatisthehourlyrateofpayifthisreceptionistisemployedasacasual?












3. WhatisthehourlyrateofpayifthisreceptionistisemployedonapartͲtimebasis?













4. Whatpenaltyratesapplytoearlyshiftsovertheweekend(fullͲtime&casual)?









5. WhatpenaltyratesapplytoNightAuditshifts(fullͲtime&casual)?








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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
6. Example:Joispaidasalevel1andworksfrom1400to2230onaMondaywithoutabreak.What
totalpaymentforthisdaywouldshereceive?Showyourworkings.





















7. Jothenworks0800–1630onThursday.Herscheduledbreakisbetween1200–1230hrs.
However,sheisunabletotakeabreakuntil1430hrsfor30minutes.Whatpenaltywouldshe
receive?Calculatethepay,showyourworkings.

















8. DianaisafullͲtimeGrade3F&BAttendantandworksfrom0900hrsto1200hrsandthenreturns
thesamedaytowork1400hrsto1700hrs.Doesshereceiveapenaltyorallowance?Explainand
calculateherday’spay.Showyourworkings.














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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TypesofPenalties




























TypesofAllowances



















 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

FoodandBeverageRosters

1. HowareFoodandBeverageRostersdifferenttoFrontOfficeRosters?



























2. CalculatethehourlyrateforbothcasualandfullͲtimeemployees,Levels1,2&3forthe
following: MondaytoFriday, Saturday, Sunday, PublicHoliday
  Level1 Level2 Level3
 Clause FullTime Casual FullTime Casual FullTime Casual


MonͲFri       




Sat       




Sun       




P/H      



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 School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

RestaurantRosterActivityProcess
Withineachoftheseactivitiesthereare4stages:
1Staffingrequirements. 2Staffschedule. 3Staffroster. 4Timesheets.

1. StaffingRequirementsProcess
1. Takenoteoftheproductivityinformationandsalesprojections.
2. Calculatehowmanystaffyouneedforeachhourthebusinessisopen,baseduponcoversor
revenue.
3. Ensureyoualsotakenoteofsetupandclosedowntimes.
4. Totaleachday’sstaffingrequirements.
Thisstageisrelativelyeasy,butisveryimportantasallotherpartsoftheactivityarebaseduponthese
calculations.
2. StaffingSchedulingProcess
1. Copythenumberofstaffrequiredintoeachday’sschedule(fromthestaffingrequirements).
2. Writelinesineachscheduletoindicatestartandfinishtimesforeachemployee.Thetimelistedat
thetopofeachcolumnisthelefthandlineofthecolumn.
3. Ineachcolumnthenumberoflines(staffmembers)mustequalthestaffingrequirement.
4. Atthistimeyoudonotrecordwhichemployeeisdoingeachshift:thisisdonewhentheroster
(stage3)iscompleted.
5. Totalday’shoursworkedmustbalancetodailystaffinghours(withpossibleminorexceptions,
baseduponawardrequirements).

3. RosterProcess
1. Fromtheschedulesrecordtheshifthoursthatarerequired.Thisisdoneindraftform,andwill
requirechangestoensuretherosterisfairandequitable.Therowthatyouinitiallyputthehours
intoisnotimportant:somewillchange.
2. Eachday’stotalnumberofhoursmustbethesameasthedailytotalinthestaffingschedule(and
ascalculatedinthestaffingrequirements).
3. Movetheshifts(verticallyonly,sothatthedailytotaldoesnotchange)sothattherosterhas(as
muchaspossible)evenhoursforeachcasualemployee.


Tocalculatethenumberofhourseachcasualshouldwork:
Totalhoursrequired
Less  FTEhours
Equals Hourstobeworkedbycasuals
Dividedby Numberofcasuals
Equals Hourseachcasualshouldwork


4. Oncetheshifthoursaredecided,recordtheshifttimesintheRosteredHoursrowforeach
employee.
5. Whentherosteriscompleteandyouknowwhoisdoingeachshiftallemployeenamesmustbe
enteredintothestaffschedules. 
© Melbourne Polytechnic 2019 Page 34 of 52
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
4. TimesheetProcess
1. Takenoteoftheemployee’spayclassificationandrefertoSection20.1oftheawardtodetermine
thenormalhourlyrateofpay.RecordthisinHourlyRate.
2. Recordtheemployee’shoursworkedfromtheroster,ensuringyourecordbreaks(ifrelevant).
3. RefertoSection32.1andclassifythesehoursworkedasNormal,1.25,1.5or1.6/1.75.
Recordthehoursworkedintherelevantcolumn.
Takespecialnoteofhoursworkedaftermidnightandensurethesearecorrectlyclassifiedand
recorded.
AlsonotethatSundaypenaltyratesaredifferentforFTEandcasuals.
4. Totalthehoursworkedvertically.
5. MultiplythesetotalsbythepenaltyratetocalculateOrdinaryHourstobepaid.
TotaltheseacrosstocalculateTotalWeeklyOrdinaryHours.
ThesenumbersareNOTroundedastheydonotrefertodollarsandcents.Ifyouranswerhas3
numbersafterthedecimalpointrecordall3numbers
Example  1 14hours@1.25 = 17.5
   2 15.5hours@1.75 = ______
   3 11hours@1.75 = ______
6. MultiplytotalnormalhoursbynormalhourlyratetoachieveSubTotal.
7. ForeachdaycalculateTotalOrdinaryHours.HoursworkedxPenalty.
Thesenumbersarealsonotroundedto2decimalplaces.
Example  1 5hours@1.25+4hours@1.6 =6.25+6.4 =12.65
   2 3hours@1.25+5hours@1.75 =___________
8. TotalthesetocalculateWeeklyTotalOrdinaryHours.ThisMUSTbalancetostep5.
9. Calculatepenaltiesandallowances(RefertoSections32.3,31.4and21.3a).
Thesenumbersaretoberoundedto2decimalplaces(dollarsandcents).
OnceallpenaltiesandallowancesarecalculatedthesearetotaledandrecordedaftertheSubTotal.
10. CalculatedailyLabourCosts.
Eachday=OrdinaryHoursxNormalHourlyrate+Penalties+Allowances
11. CalculateTotalWeeklyLabourCost(byaddingDailyLabourCosts).
12. GrossPay=SubTotal+Penalties&Allowances.
ThisfigureMUSTbalancetoStep11.

 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Activity6RestaurantRosterTheKing’sLandingCafé
FeathersCaféislocatedinBrunswickSt.Itisopenforlunch&dinnerTuesdaytoSundayinclusiveand
breakfastonSaturdayandSundaymorningsonly.

Hoursofoperation: 10am–11pmTuesday–Thurs.
   9am–12amFriday,SaturdayandSunday.

Staffingrequirements:
x Thereare2fullͲtimestaff(AryaandSansa)and2partͲtimers(JonandDany)whoareallFoodand
BeverageAttendantsGrade3.
x Thereare9casualemployees(Tyrion,Jamie,Cersei,Bran,Joffrey,Ramsay,Gregor,Theonand
Jorah)whoareallFoodandBevAttendantsGrade2.
x HoursfortheFTandPTemployeesarestatedontheroster.
x Eachfood&beverageattendantisexpectedtomanage25coversperhour.
x 1staffmemberisrequiredtosetupandclosedowntherestaurant,onehourpriortoopeningand
onehourafterclosing.
x Feather’shasastaffingpolicythatcasualemployeesdonothaveabreakduringtheirworkday:
theywouldprefertohave2peopleeachworking4hoursthan1personworkingan8hourshift
withabreak.

Tasks:
1. Calculatestaffingrequirementsbasedontheprojectionofsalesvolumeofcovers.
1per25covers,plus1ifover100.
1hoursetup,1hourclosedown.
Covers StaffRequired
 

 

 

 

 

 

 


2. Organiseanhourlyschedule,basedonthesestaffingrequirements.
Firstlyincludefullandparttimeemployeehoursaspertheroster,
thencompleterequirementswithcasuals.
Showstart,breakandfinishtimes.

3. Allocatenamestoscheduledhours(aimforequalityofhours).

4. Completeweeklytimesheets(fortheFTandPTstaffonly,asperhoursonroster).


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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
AnticipatedSalesVolumeInCovers    Feather’sCafe
Hoursofoperation TUE WED THU FRI SAT SUN
0800Ͳ0900            

0900Ͳ1000 n/o  n/o  n/o  15  10  10 

1000Ͳ1100 0  10  15  20  23  50 
1100Ͳ1200 32  35  35  41  47  70 
1200Ͳ1300 95  104  110  128  150  150 
1300Ͳ1400 87  106  105  135  150  150 
1400Ͳ1500 62  85  82  103  130  130 
1500Ͳ1600 10  30  35  40  80  90 
1600Ͳ1700 15  15  25  30  60  50 
1700Ͳ1800 15  15  25  30  60  60 
1800Ͳ1900 40  40  48  57  80  102 
1900Ͳ2000 65  66  70  120  140  120 
2000Ͳ2100 60  62  65  145  160  140 
2100Ͳ2200 50  55  55  112  120  104 
2200Ͳ2300 10  10  12  60  70  65 
2300Ͳ2400 n/o  n/o  n/o  23  35  10 
0000Ͳ0100            

TotalF&BAttendant            
(n/o=notopen) 
© Melbourne Polytechnic 2019 Page 37 of 52
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
STAFFSCHEDULE DAY TUESDAY      Feather’sCafe
NAME 0800 0900 1000 1100 1200 1300 1400 1500 1600 1700 1800 1900 2000 2100 2200 2300 2400 Hoursworked
Staffrequired                  
                  
                  
                  
                  
                  
                  
                  
 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

StaffRosterDraft  FeathersCafé
Onthissheetyouaretoallocatehoursasequallyaspossibletoallcasuals.
Employee Tue      
BruceFT      
RobinFT 8      
LoisPT 4      
ClarkPT 4      

Carol       

Mike       

Marcia       

Greg       

Jan       

Peter       

Cindy       

Bobby       

Alice       

Total       
Weeklyhours FTandPT  Noofcasuals Hoursper 
 casual

 
© Melbourne Polytechnic 2019 Page 39 of 52
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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

StaffRoster  FeathersCafe


Employee  Tue Wed Thur Fri Sat Sun TOTAL

Rostered
Bruce RDO      
Hours
FTE
No.ofhours       
Rostered 1500Ͳ1800
Robin      
Hours 1900Ͳ2400
FTE
No.ofhours 8      
Rostered
Lois 1100Ͳ1500      
Hours
PT
No.ofhours 4      
Rostered
Clark 1800Ͳ2200      
Hours
PT
No.ofhours 4      
Rostered   
Carol    
Hours
Casual
No.ofhours       

Rostered   
Mike    
Hours
Casual
No.ofhours       

Rostered   
Marcia    
Hours
Casual
No.ofhours       

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

Employee  Tue Wed Thur Fri Sat Sun TOTAL

Rostered   
Greg    
Hours
Casual
No.ofhours       
Rostered   
Jan    
Hours
Casual   
No.ofhours    

Rostered   
   
PaterCasual Hours
No.ofhours       

Rostered   
   
CindyCasual Hours
No.ofhours       

Rostered   
   
BobbyCasual Hours
No.ofhours       

Rostered   
Alice    
Hours
Casual   
No.ofhours    
  
TOTAL No.ofhours     

 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TimeSheet
Name:  Bruce   Classification  FullTimeF&BAttendantGrade3

Total
Normal 1.25 1.5 1.6 2 Other
Date start finish start finish Ordinary Allowance LabourCost
Hours Hours Hours Hours Hours Penalty
Hours
Tuesday             
             

             

             

             

             

TOTAL         
 
X 1 1.25 1.5 1.6 2    
 
ORDINARYHOURS       TotalHours
 
xHourlyRate
          
SubTotal
          
PlusOtherPenaltiesandAllowances
          
GrossPay
         
 
 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TimeSheet
Name:  Robin   Classification  FullTimeF&BAttendantGrade3

Total
Normal 1.25 1.5 1.6 2 Other
Date start finish start finish Ordinary Allowance LabourCost
Hours Hours Hours Hours Hours Penalty
Hours
Tuesday 1500 1800 1900 2400         

             

             

             

             

             

TOTAL         
 
X 1 1.25 1.5 1.6 2    
 
ORDINARYHOURS       TotalHours
 
xHourlyRate
          
SubTotal
          
PlusOtherPenaltiesandAllowances
          
GrossPay
         
 
 

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School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TimeSheet
Name:  Lois   Classification  PartTimeF&BAttendantGrade3

Total
Normal 1.25 1.5 1.6 2 Other
Date start finish start finish Ordinary Allowance LabourCost
Hours Hours Hours Hours Hours Penalty
Hours
Tuesday 1100 1500           

             

             

             

             

             

 
 
 
 
 
 
 
 
TOTAL         
X 1 1.25 1.5 1.6 2    
ORDINARYHOURS       TotalHours
xHourlyRate
        
SubTotal
        
PlusOtherPenaltiesandAllowances
        
GrossPay
       
 

© Melbourne Polytechnic 2019 Page 44 of 52

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TimeSheet
Name:  Clark   Classification  PartTimeF&BAttendantGrade3

Total
Normal 1.25 1.5 1.6 2 Other
Date start finish start finish Ordinary Allowance LabourCost
Hours Hours Hours Hours Hours Penalty
Hours
Tuesday 1800 2200           

             

             

             

             

             

TOTAL         
 
X 1 1.25 1.5 1.6 2    
 
ORDINARYHOURS       TotalHours
 
xHourlyRate
          
SubTotal
          
PlusOtherPenaltiesandAllowances
          
GrossPay
         
 


© Melbourne Polytechnic 2019 Page 45 of 52

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

AssessmentTaskTheoryTestRevision

Section1 FrontOfficeRoster    _____minutes
 2 FoodandBeverage Schedule  _____minutes
 3     Roster _____minutes
 4     Timesheetsx5 _____minutes_____minutes

Sections1and4areindependent(separatefromeachother),Sections2and3arerelated
Onlysections1and4aregraded(asSC,CC,CD,CHD),butallsectionsmustbepassed.

Section1







Section2







Section3







Section4









x Thisisanopenbooktest.Youcanonlyusetheawardbooklet.Youneedyourowncalculator(no
sharing).
x Accuracyismoreimportantthanquantitywiththeroster.
 

© Melbourne Polytechnic 2019 Page 46 of 52

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
Thingsthatwillconstituteerrors:





































 

© Melbourne Polytechnic 2019 Page 47 of 52

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

RevisionTimeSheets
Name: Xander    Classification FullTimeF&BAttendantGrade3

Total
Normal 1.25 1.5 1.6 2 Other
Date start finish start finish Ordinary Allowance LabourCost
Hours Hours Hours Hours Hours Penalty
Hours
Monday RDO            

Tuesday RDO            

Wednesday 1100 1400 1700 2200         

Thursday 1400 1900 2030 2330         

Friday 1530 1900 1930 2400         

Saturday 1730 2030 2230 0330         

Sunday 1500 1900 1930 2330         

TOTAL         
 
X 1 1.25 1.5 1.6 2    
 
ORDINARYHOURS       TotalHours
 
xHourlyRate
          
SubTotal
          
PlusOtherPenaltiesandAllowances
          
GrossPay
         
 
 

© Melbourne Polytechnic 2019 Page 48 of 52

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TimeSheet
Name: Willow    Classification CasualF&BAttendantGrade3

Total
Normal 1.25 1.5 1.75 2 Other
Date start finish start finish Ordinary Allowance LabourCost
Hours Hours Hours Hours Hours Penalty
Hours
Monday             

Tuesday 1430 1930           

Wednesday             

Thursday 1630 2000           

Mealbreak
Friday 1930 0330 scheduledfor2230         
butnottaken

Saturday             

Sunday 2130 0100           

TOTAL         
 
X 1 1.25 1.5 1.75 2    
 
ORDINARYHOURS       TotalHours
 
xHourlyRate
          
SubTotal
          
PlusOtherPenaltiesandAllowances
          
GrossPay
         
 
 

© Melbourne Polytechnic 2019 Page 49 of 52

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TimeSheet
Name: Buffy    Classification CasualF&BAttendantGrade2

Total
Normal 1.25 1.5 1.75 2 Other
Date start finish start finish Ordinary Allowance LabourCost
Hours Hours Hours Hours Hours Penalty
Hours
Monday             

Tuesday 1430 1930           

Wednesday             

Thursday 1100 1400 1630 2000         

Friday 2100 0200           

Saturday             

Sunday 1530 2030 2230 0100         

TOTAL         
 
X 1 1.25 1.5 1.75 2    
 
ORDINARYHOURS       TotalHours
 
xHourlyRate
          
SubTotal
          
PlusOtherPenaltiesandAllowances
          
GrossPay
         
 

 

© Melbourne Polytechnic 2019 Page 50 of 52

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff

TimeSheet
Name: Spike     Classification CasualF&BAttendantGrade3

Total
Normal 1.25 1.5 1.75 2 Other
Date start finish start finish Ordinary Allowance LabourCost
Hours Hours Hours Hours Hours Penalty
Hours
Monday 1800 2100           

Tuesday 1900 2300           

Wednesday             

Thursday             

Friday 2100 0400           

Saturday 1000 1500           

Sunday             

TOTAL         
 
X 1 1.25 1.5 1.75 2    
 
ORDINARYHOURS       TotalHours
 
xHourlyRate
          
SubTotal
          
PlusOtherPenaltiesandAllowances
          
GrossPay
         
 

 
© Melbourne Polytechnic 2019 Page 51 of 52
C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx
School of Business, Innovation and Entrepreneurship
Department of Hospitality
Subject: SITXHRM002 Roster Staff
StudentNotes







































© Melbourne Polytechnic 2019 Page 52 of 52

C:\Users\PODMAIN\Desktop\2 ଝϗ\2-4. Roster Staff Workbook 1.docx