Student Name : Roopesh Kumar

Student id: 1057059

Group intake: C
Unit : SITXGLC001 Research and comply with regulatory requirements
Assessment 2 : Project
Students are required to design an induction manual for their workplace or hospitality business.
They are to complete each section of the project assignment outline below and present the project
in a word document to be assessed. Students are to reference accordingly if required.
Students are required to use their workplace as the basis for this assignment activity. However, if not
currently employed, the teacher may nominate a business for them.
Students are required to complete sections 1, 2 and 3 of the project assignment:
1. Develop an induction manual for a hospitality business or for a current
workplace outlining a description of the business.
Business name- Mexico City Bentleigh
Location- 268 centre Road Bentleigh 3204
Entity name- The trustee of the Big Mexico trust
ABN- 21 242 980 274
Type of business- Company
Our goal is to provide the beat quality food and service to the customer and also to earn enough
profits to cover all the expenses and defined losses that comes in the way.

The rights and obligations of managers

What is a manager?
A manager usually controls resources and expenditure to plan, coordinate and implement the organisations
policies and objectives for their area of responsibility.

What are the obligations of a manager?

Generally, a manager should ensure they:
• comply with any federal or state legislation applicable to their industry;
• observe the provisions of the relevant industrial instrument which governs the
employment of their staff;
• ensure staff are treated fairly;
• ensure you consult with staff about matters which will directly or indirectly impact
them;
• in consultation with staff where possible, set targets, provide direction and ensure
your instructions are clear and reasonable;
• provide a safe and healthy workplace for staff and contractors;
• provide a workplace free of discrimination, harassment or bullying;
• promote professionalism, excellence, accountability and high standards of personal
and professional conduct;
• express organisational values;
• ensure merit-based recruitment and promotion practices.

http://www.professionalsaustralia.org.au/managers/wp-content/uploads/sites/40/2014/07/The-rights-and-
obligations-of-managers-in-an-organisation1.pdf

Consequences of non- compliance:

1 Non-compliance with the liquor laws in your state may result in the venue losing its
liquor licence.
 2 Non-compliance with work health and safety laws may result in accident or injury to a
staff member and a large fine from WorkCover.
3 Non-compliance with the tax laws may result in bankruptcy and jail.
4 Non-compliance with food safety laws may result in food poisoning incidents, fines
and publicly affecting trade.
5 Non-compliance with gaming legislation may result in loss of gaming licence, heavy
fines and possibly jail.
6 Non-compliance with fire safety regulations may result in large fines and poor safety
outcomes should a fire happen.
7 We can see that non-compliance can be a very serious issue that threatens the very
existence whole business and the safety of staff and customers in the business.

We can source the information about the business compliance from the government run websites
rather than the private one. Like:

1. www.ato.gov.au
2. www.asic.gov.au
3. www.fairworks.gov.au

As looking over the internet is not only the source to collect the information but we can also
consult the specialist regarding various aspects of the business. These may include:

Accountants- Tax and financial advice, tax calculations, tax return lodgements, GST.

Solicitors and barristers- Legal advice, contracts, trademarks, copyright, industrial law, criminal
matters, employment termination, WorkCover cases, company law.

Industry bodies and associations- Employment matters, advocacy matters, legal updates, may have
lawyer for legal advice, industry advice.

Management consultants- Management issues, how to implement change.

Human Resource professionals- Employment laws, terminating employment, employment recruiting,

harassment and discrimination cases, WorkCover cases, industrial relations and working conditions.

2.Develop a policy and procedure manual for employees or workers.

Mexico City Bentleigh
INDUCTION POLICY AND CHECKLISTS
1. General
Mexico City Bentleigh believes that all new employees MUST be given timely induction training. This
training is regarded as a vital part of staff recruitment and integration into the working environment.
This policy, associated procedures and guidelines define the Mexico City Bentleigh commitment to
ensure that all staff are supported during the period of induction, to the benefit of the employee and
Mexico City Bentleigh alike.

2. AIM
It is the aim of the Mexico City Bentleigh to ensure that staff induction is dealt with in an organised
and consistent manner, to enable staff to be introduced into a new post and working environment
quickly, so that they can contribute effectively as soon as possible. This induction policy, associated
procedures and guidelines aim to set out general steps for managers and staff to follow during the
induction process. It is expected that all managers and staff will adhere to this policy.

The Mexico City Bentleigh expects that the implementation of good induction practice by
managers/supervisors will:
• Enable new employees to settle into the Mexico City Bentleigh quickly and become productive and
efficient members of staff within a short period of time.
• Ensure that new entrants are highly motivated and that this motivation is reinforced.
• Assist in reducing staff turnover, lateness, absenteeism and poor performance generally.
• Assist in developing a management style where the emphasis is on leadership.
• Ensure that employees operate in a safe working environment.
• Will reduce costs associated with repeated recruitment, training and lost production.

3. THE Mexico City Bentleigh COMMITMENT

The manager will:
• Issue guidelines to familiarise managers and staff with the induction process.
• Maintain and update the Induction Policy.
• Provide a checklist for managers and staff to follow during the induction period.
• Ensure there is effective monitoring of the induction process particularly in the first three
months.
• Deal with any problems promptly providing an efficient service for both managers and staff.
• Review all policy, procedure and guideline documents on a regular basis.
• Provide relevant formal training courses necessary to assist the induction process.

GUIDELINES FOR MANAGERS/SUPERVISORS

1. GENERAL
Starting a new job is a demanding and often stressful experience. Quite apart from the obvious
challenge of tackling new tasks, there is also the need to become accustomed to a new organisation,
a new environment and new colleagues. The purpose of induction is to support new employees
during this difficult period and to help them become fully integrated into the Mexico City Bentleigh
as quickly and as easily as possible.
Induction has benefits for all involved in the process. Employees who settle quickly into the Mexico
City Bentleigh will become productive and efficient at an early stage and in turn will experience
feelings of worth and satisfaction.

Induction
It is generally recognised that new employees are highly motivated and an effective induction
process will ensure that this motivation is reinforced.

2. BENEFITS OF INDUCTION
The advantages of an effective and systematic induction process are as follows:
• To enable new employees to settle into the Mexico City Bentleigh quickly and become productive
and efficient members of staff within a short period of time.
• To ensure that new entrants are highly motivated and that this motivation is reinforced.
• To assist in reducing staff turnover, lateness, absenteeism and poor performance generally.
• To assist in developing a management style where the emphasis is on leadership.
• To ensure that new employees operate in a safe working environment.
• To reduce costs associated with repeated recruitment, training and lost production.

3. INDUCTION CHECKLIST
The Induction checklist is a very useful way of ensuring that information is imparted to new
employees when they are likely to be most receptive. It avoids overloading employees with
information during the first weeks whilst ensuring that all areas are covered. Managers/supervisors
should ensure that these matters have been properly understood whilst the checklist is being
completed, perhaps in the form of a weekly chat with the new entrant. Arrangements should also be
made for the employee to visit any relevant departments with which they have regular contact in
the course of their duties. At the end of the process the induction checklist should be signed by the
relevant parties and placed in the member of staff's personnel file.

4. FIRST DAY OF EMPLOYMENT

Preparations should be made for the arrival of the new entrant well in advance, for example,
arrangements should be made to provide desk, equipment and lockers etc.
Most new employees tend to be concerned primarily with two matters:
a) whether they can do the job and
b) how they will get on with their new colleagues.
It is therefore important to introduce them to their new workplace and colleagues at the earliest
opportunity. An introductory talk will be appropriate at this time and can be combined with the
provision of general information and exchanging any necessary documentation. This talk should be
as brief as possible, because the employee is unlikely to be receptive to detailed information at this
stage, and should be conducted by someone who is well prepared and has sufficient time available.
Managers/supervisors should refer to the Induction Checklist and use it as a basis for discussion thus
ensuring all documentation is complete.
A tour of the workplace should be arranged for the new entrant allowing the Company / Division to
be viewed as a whole and the recruit to see where he/she fits into the organisation.
The new entrant will want to get to know his/her colleagues and quickly become part of the team
and time should be made for this process. Colleagues should be briefed on the new entrant’s arrival.
If possible one of the new entrants colleagues should be nominated to ensure that he/she has every
assistance in settling in quickly.

https://isme.ie/assets/15-sample_induction_policy.pdf

Also Mexico City Bentleigh fairwork checklist shows:

Induction Checklist
The following checklist has been created to help you in inducting your new employee. You can add
or remove things to suit your business and the job.
Prior to your employee starting work:

It’s a good idea to start planning early for your employee’s first day, as there are a few things you’ll
need to organise.

Ensure you have:

 told the employee before their first day where, when and who they should report to and whether
they need to bring any tools or equipment
 organised building and IT access as well as any uniforms (if necessary)
 a returned, signed copy of the letter of engagement (or employment contract)
 a completed Tax file number declaration form (unless declined by employee)
 a completed Superannuation choice form
You can get copies of the Tax file number declaration form and the Superannuation choice from the
ATO at www.ato.gov.au/business
 the employee’s bank account details
 the employee’s emergency contact details
 a copy of any licences held by the employee needed for the job e.g. Drivers Licence, Forklift
Licence
 given the employee a copy of the Fair Work Information Statement
 if a working visa is required – a copy of the employee’s passport and visa – you will need to do a
visa check
It’s a good idea to ask the employee to sign a register or return a signed copy of the Fair Work
Information Statement and any relevant business policies or procedures as proof that they were
provided to the employee. This may help avoid disputes in the future.
Also, make sure you keep all staff paperwork in secure personnel file.
Find out more
For more information about what you need to know when hiring a new employee, as well as
inducting staff, see our ‘Hiring employees’ online learning course at fairwork.gov.au/learning

On the first day (or soon after)

To ensure your employee gets off to a good start, it’s important that they feel welcomed, well-
informed and equipped to do their job.

Orientation and housekeeping:

 Introduce the new employee to other staff
 Show the new employee the kitchen/meal, toilet
facilities and where to store personal items (bags, jackets etc.)
Ensure you have:
 given the employee copies of relevant business policies or procedures e.g. codes of conduct and
work health and safety policies or procedures.
 discussed:
 the history of the business and its role
 who the employee reports to
 the employee’s duties and what training will be
provided
 performance expectations and when and how
performance will be reviewed
 hours of work and the procedure for recording
hours of work  meal breaks
 the applicable award or enterprise agreement, and where to find a copy
 the payment method, first pay date and how payslips are distributed
 any workplace policies and procedures including:
o uniform or dress code (if any)
o procedure if the employee is sick or running
late
o procedure for applying for leave
o rules regarding personal calls, visitors and/or
use of social media at work
o any bullying, harassment and anti-
discrimination policies.
 completed a workplace health and safety induction
You need to provide your employees with a safe workplace. This can include discussing evacuation
plans, pointing out first aid officers and emergency wardens and briefing staff on safety procedures.
Visit your state or territory’s work health and safety body for information about these obligations.
You can find their contact details at fairwork.gov.au/links
The Fair Work Ombudsman is committed to providing you with advice that you can rely on.
The information contained in this template is general in nature. If you are unsure about how it
applies to your situation you can call our Infoline on 13 13 94 or speak with a union, industry
association or a workplace relations professional.

https://www.fairwork.gov.au/ArticleDocuments/766/template-induction-checklist.pdf.aspx

Letter to Employees about New or Updated Workplace Policies

This Letter to Employees About New or Updated Workplace Policies is designed to notify staff when
an employer makes changes to their workplace policies, or introduces a new workplace policy.
It is designed as a simple letter which can be sent to all staff or to specific staff members. It brings
the changes to their attention, and provides information about when the changes come into effect,
and what staff members can do in order to review the relevant policy or policies.
Any time that a workplace policy is updated or implemented, it is important that employees are
made aware of the changes, so that they know what is expected of them. This letter is designed to
help with this, and to create a simple and clear line of communication.
This letter may be used for any workplace policies, including policies that are purchased from us, as
well as any other policies. In case the employer is looking for new policies to use alongside this
letter, we have a number of employment policies available.

Letter :
Mexico city bentleigh
268 centre road Bentleigh 3204
Email- vickydhiraj04@gmail.com
To all staff of Mexico City

16th august 2021

Subject- Discrimination policy

Dear all:
I am writing to advise you that about the new discrimination policy which will now be in effect.

For any further information or enquiries or concerned about anything contained in the policy please
contact me directly.
Yours faithfully

Roopesh Kumar
Manager.
https://www.wonder.legal/au/creation-modele/letter-employees-new-updated-workplace-policies

Workplace Health Policy for COVID-19/Coronavirus

This policy can be used to display an employer's commitment to health and safety while
giving instructions and information to employees, customers and other third parties who
have contact with the business.

This document shall provide:

 a statement on the commitment of the business to the health and safety of employees

and other persons and what should be achieved through its implementation;
 some guidance to employees about what to look out for or what steps to take so that
they can help reduce the risk of spreading Coronavirus at the workplace;
 the responsibilities of relevant persons for specific actions to ensure compliance with
government guidance on Coronavirus; and
 what arrangements shall be made by the business in practical terms in order to ensure
the continuation of business during the pandemic where any employees become sick or
need to self-isolate.
Letter:

Covid workplace policy:

Mexico City Bentleigh 3204
Effective date : 16th august 2021

At mexico city bentleigh our first priority is the safety of our staff and people around ys

All the people are requested and require to wear a fitted face mask with in the premises.
Don’t visit if you have symptoms like:
Cough
Fever
Sour throat
Loss of taste sense

If got symptoms please get tested

Acknowledgement
The employees confirmed and read and understood all the policy and procedures of the policy
Roopesh kumar
16th august 20211
https://www.wonder.legal/au/modele/workplace-health-policy-covid-19-coronavirus

For continuous improvement strategies we can use :

continuous improvement strategy is any policy or process within a workplace that helps keep the
focus on improving the way things are done on a regular basis. This could be through regular
incremental improvements or by focusing on achieving larger process improvements.

Facilities that focus on improving continuously become more competitive over time and can
maintain their advantages in their industry, but only if the improvement efforts are done correctly.
Taking good baseline measurements and taking ongoing measurements will help identify the
effectiveness of the efforts being made.

New legislation may require to make changes which will need to train the staff
1. Schedule regular meeting with staff and ensure that the legal requirements are
communicated clearly.
2. Seek feedbacks from the employees and also provide consistent updates on the legal
knowledge.
3. Facilitate ongoing training in the workplace and implement mentoring programs.

3. Create a handout for new employees including laws and regulations relating to this hospitality
business or workplace.