Date:

Dear

Position

You are being employed in the position of Level 1 Food and Beverage Attendant

Duties

You will be required to work within a number of areas of the restaurant in accordance with the job

assigned at any given time and to attend to other duties as required. You will be advised at the

commencement of each job assignment to whom you will report.

Award for your employee

Your employment terms and conditions are those set out in this contract, the Restaurant Industry

Award (MA000119) and applicable legislation. This includes the National Employment Standards in

the Fair Work Act 2009.

Workplace

You will be required to work at T5, Level 3, 9-13 Hay Street, Haymarket NSW 2000.

You may also be required to work at other locations where reasonable.

Employment type

You are being employed on a casual basis, as required. As a casual worker, working hours may vary

depending on business needs. We do not guarantee how long you'll be employed for, or the days or

hours you'll work. We do not commit to providing you with continuing and indefinite work according to

an agreed pattern of work.

We may choose to offer you work and you may accept or refuse our offer.

You will be paid a casual loading.

In some circumstances you may have the right to become a permanent employee (known as 'casual

conversion').

Employment dates

Your start date will be

Hours of work

As a casual employee, you do not have a guaranteed number of working hours.

Pay

You will be paid $28.5 per hour MONDAY-FRIDAY /34.2 Saturday- Sunday. This pay rate includes

casual loading at the percentage set out in your award. This loading is paid instead of personal leave

and annual leave.

This pay rate does not include superannuation, we'll pay this separately.

Payment method

We will pay you fortnightly into your bank account.

Superannuation

Superannuation payments will be made on your behalf in accordance with the Superannuation

Guarantee into a Superannuation fund of your choice. If you do not choose a fund, your contributions

will be placed into the default fund, Rest Super. Superannuation Guarantee is currently 11% paid

quarterly.

Public holidays

You do not have to work on a public holidays. We may ask you to work on a public holiday, but as you

are a casual employee you may refuse our offer of work.

If you work on a public holiday, you are entitled to any additional entitlements set out under your award,

such as public holiday penalty rates.

Employee obligations

As an employee of our business, we expect you to:

⚫ carry out your duties to the best of your ability

⚫ act honestly and in the best interests of the business

⚫ comply with our business policies and procedures, which we will make available to you (but do

not form part of this contract).

Ending employment

As a casual employee, if:

we end your employment, we do not have to give you notice

you resign, you do not have to give us notice.

Misconduct

We may terminate your employment without notice, or payment in lieu of notice, if you engage in

serious misconduct.

Serious misconduct is when an employee:

⚫ causes serious and imminent risk to the health and safety of another person or to the reputation,

viability or profits of their employer's business, or

⚫ wilfully or deliberately behaves in a way that's inconsistent with continuing their employment.

Examples of serious misconduct include:

⚫ theft

⚫ fraud

⚫ violence/assault

⚫ serious breaches of health and safety requirements

⚫ being drunk or affected by drugs at work

⚫ refusing to carry out work duties.

Conflict of interest

While employed with us, you must get our written agreement before working for other employers or

doing activities that may conflict with the interests of our business.

Confidentiality

You agree not to use or disclose confidential information relating to the business. This includes while

you are employed by us and after your employment ends.

Confidential information – including trade secrets, pricing structures, documents you create while

employed with us, and information on our clients and suppliers – is our property.

There are exceptions if:

⚫ we have given you our consent

⚫ you are using the information appropriately to do your work for us

⚫ the information is already publicly available

⚫ the information is required by law.

Intellectual property

Anything you invent, develop or create in the course of your work with us remains our intellectual

property. You must tell us about these works immediately.

This includes:

⚫ designs

⚫ logos

⚫ business and domain names

⚫ copyright

⚫ trade marks

⚫ patents.

You must not use or reproduce any intellectual property owned by us without our consent. This includes

after your employment with us ends.

Consultation for workplace changes

If we intend to make significant changes in the workplace, we will consult with you and your

representatives in accordance with the award. This includes major changes to:

⚫ our business operations, structure or technology that are likely to significantly affect you

⚫ your regular roster or ordinary hours of work – if you work regular hours.

Disputes

If you have any concerns about your employment, talk to us first so we can try to solve the issues

together. Your award has a dispute resolution term that sets out this process.

If the dispute remains unresolved, you or we may refer it to the Fair Work Commission. If this happens,

you can be represented by another person or organisation.

While the dispute is being resolved, you must continue to work as usual.

Your Sincerely,

Chih-Ping Wu

Dolar Shop Operations Pty Ltd

Director
Declaration & Signature

I, _______________________, declare that I have read and understand the conditions of employment

detailed above and accept them fully.

..................................................................

Signature

..................................................................

Name (please print)