Contract of Restaurant Manager by evn13501

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									RESTAURANT & CATERING SA

OCCUPATIONAL HEALTH AND SAFETY POLICY



The restaurant is committed to ensure, so far as is reasonably practical, that all
employees are safe from injury and risk to their health whilst at work.

The primary focus of all activities within the restaurant will be customer service
whilst equally maintaining a position of excellence in the restaurant's
management of occupational health, safety and welfare of all staff. The level of
excellence is beyond the legislative requirements.

The goal for management in occupational health and safety is the pro-active
prevention of work-related injuries/illness and the promotion of safe work
practices, procedures and a healthy life style.

The restaurant acknowledges that active co-operation of all employees is
required in ensuring a safe and healthy working environment. Consequently, the
management of the restaurant is committed to a consultative approach in
occupational health and safety where ALL people within the restaurant have a
responsibility for their own and other employee‟s health and safety at the
workplace.

STATEMENT FOR MANAGERS AND SUPERVISORS

1. Document and investigate any accident, injury and “near miss” incident within
   their area

2. Regularly inspect the workplace, monitoring safe work conditions and taking
   appropriate action where necessary

3. Ensure that purchase orders contain specifications with regard to health and
   safety considerations

4. Maintain a current copy of Material Data Safety Sheets for all hazardous
   substances in their area




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5. Ensure through the provision of instruction, ongoing training and supervision,
   that all employees under their direct control work in a safe manner by
   following such instructions, procedures and practices as have been
   established by the restaurant.

6. Ensure that all new employees or those employees transferring from another
   area are instructed/trained in their duties during their orientation to the new
   duties/area

7. Ensure that they are not, by the consumption of drugs or alcohol, in such a
   state as to endanger their own safety at work or the safety of employees
   under their control

EMPLOYEES OH&S RESPONSIBILITIES

Employees have an important role to plan in helping the restaurant achieve its
desired excellence in health, safety and welfare.

In their own interests and as a legal obligation, all employees therefore have a
responsibility to ensure that nothing is done to make health and safety provisions
less effective. In particular they must:

1. Take responsible care to protect their own health and safety at work

2. Ensure that they do not endanger any other person through any act or
   omission at work

3. Report accidents injuries and “near misses” incidents to the Manager as soon
   as possible after the event

4. Ensure that then correct use is made of all equipment provided for health and
   safety purposes

5. Obey all instructions, such as polices and procedures issued to protect their
   own personal health and safety and the health and safety of others

6. Report or make such recommendations to their supervisors as they deem
   necessary to avoid, eliminate or minimize any hazards of which they are
   aware regarding working conditions or methods

7. Ensure that they are not, by the consumption of drugs or alcohol, in such a
   state as to endanger their own safety at work or the safety of any other
   person at work

8. Keep their work area tidy




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GENERAL SAFETY REQUIREMENTS FOR CONTRACTORS

CONTRACTORS GUIDE

The restaurant believes the occupational health and safety of employees is as
important as the provision of quality product or services. Both Management and
staff are striving for excellence in both. The restaurant expects contractors,
subcontractors and their employees to treat safety as equally as important to the
work they are to perform in the restaurant. Therefore, any work done will be
performed in a safe manner that is in compliance with the restaurant's safety
standards, the Occupational Health and Safety Welfare Act 1986, its
Regulations, Codes of Practice, Australian Standards and any other legislation
covering the activity of the contractor, subcontractor or their employees. Any
official order engaging contractors must include in the specification the
requirement to comply within the restaurant‟s Occupational Health and Safety
Policy and Standards.

The restaurant reserves the right to review any contractual arrangements in the
light of a breach of the restaurant's health and safety standards and reserves the
right to terminate a contract without penalty to the restaurant for any breach of
the restaurant's safety standards.

The attached guide has been prepared to assist contractors in the safe
completion of their work whilst on the property.

If in any doubt concerning the safety of an operation or activity, please contact
your employer or the Manager.




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ACCIDENT REPORT AND INVESTIGATION

Policy Statement

We believe the restaurant‟s high standards of workplace health, welfare and
safety minimise the risk of accident or injury occurring in our workplace.

In the unfortunate event that a workplace accident or injury does occur, the timely
reporting and investigation of it enables the restaurant to process compensable
workers' compensations insurance claims and introduce corrective action to
address any workplace health of safety concerns arising out of the incident.

In the event of a workplace injury or accident or a “near miss” incident, it is the
policy of the restaurant to investigate the incident to ascertain its cause and
recommend appropriate measures to prevent a recurrence. In these
circumstances, we also need to ensure employees comply with all accident or
injury reporting or other necessary requirements.

Policy Guidelines

1. Employees are responsible for the immediate reporting, to their Supervisor or
   Duty manager, any workplace injury or accident or illness, no matter how
   trivial or minor it may seem to the individual. Employees should ensure any
   rights they may have to a claim on insurance are not adversely affected by
   delays in reporting or any other failure to comply with the necessary
   requirements. Prompt reporting also assists the restaurant to observe its
   obligations under the Occupational Health and Safety Act.

2. The responsibility of the Supervisor or Duty Manager when an employee
   reports a workplace disability, injury, accident or illness or a ”near miss”
   incident occurs, is to immediately

   2.1 investigate then complete a “Workplace Accident/Incident” or “Near Miss”
       report and

   2.2 inform the Manager of the incident. A copy of the report is then to be
       provided to the Manager within 24hours of the incident being reported by
       the employee

3. When preparing the “Workplace Accident/Incident” or “Near Miss” report, the
   Supervisor or Duty Manager shall:

   3.1 speak to the employee about the accident/incident and obtain a full
       statement about it



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   3.2 investigate whether correct safety procedures have been observed

   3.3 speak to witnesses to the accident/incident, if any, and obtain statement
       where appropriate

   3.4 inspect the scene of the accident/incident and ascertain, where possible,
       the cause or contributing factors to it




HAZARDOUS SUBSTANCE POLICY

In general, the restaurant has adopted the policy of utilising the lowest possible
level of toxicity for a hazardous substance and minimise the employee‟s
exposure to the substance.

With respect to hazardous substances, management will:

 assess the hazardous nature of the substance prior to its purchase or re-
  ordering. This will be recorded in the Hazardous Substances register

 obtain a Material Safety Data Sheet (MSDS) before the supply of the material

 ensure that the MSDS complies with the regulation and place it in the
  appropriate MSDS Register

 all staff will have free access to the MSDS Register. These will be located as
  listed on the attachment

 ensure the container holding the hazardous substance is properly labelled in
  accordance with the regulation. Staff must not use containers in which
  hazardous substances have been stored for any other purpose

 where the hazardous substance is decanted and is not used immediately, the
  container into which the substance has been decanted must be labelled with
  the product name, relevant risk phrases and safety phrases.




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ERGONOMICS POLICY

The restaurant has established the following policy on ergonomics in the work
environment in order to reduced the risk of injury to their employees.

 The aim of the restaurant‟s policy on ergonomics is to control the hazard at its
  source and to eliminate or minimise the potential for injury to employees
  which may result from poor ergonomics in the work environment

 The restaurant will ensure that all reasonably practicable steps are taken to
  provide employees with an environment which is ergonomically sound

 Where the risk assessment for the plant/work practice or procedure indicates
  there is a hazard from poor ergonomic considerations, a full assessment of
  the hazard would be undertaken and suitable controls adopted (controls will
  be drawn from the hierarchy of control).

 Where ergonomic control measures are implemented, ALL employees will
  comply with the safety requirements. Failure to do so will be seen as a failure
  to perform the duties of their position adequately.




MANUAL HANDLING

Policy Statement

Our Restaurant is concerned to ensure the highest standards of occupational
health and safety are maintained for the benefit of everyone, which includes all
manual handling activities. Manual handling is a specific occupational function
involving the use of one‟s body or body weight ton lift or otherwise move objects-
an activity performed to a lesser or greater degree, depending on the job
functions.

Our Health, Welfare and Safety Policy establishes general principles for all in our
Restaurant and the broad responsibilities outlined there also applies to manual
handling. In this, our Manual Handling Policy, we set out more specific guidelines
for the management and performance of manual handling functions.




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Policy Guidelines

1. „Manual Handling‟ is a term used to describe how a person moves or handles
   objects. Manual handling is not just the lifting of objects. The term includes
   activities where an individual uses force to pull, push, carry or other wise
   maneuver objects. It may include activities as diverse as moving a box to
   reaching for an object on a shelf.

2. As stated in our Health and Welfare Policy, employees have a general
   responsibility to protect their own health and safety at work. This includes
   ensuring safe and sensible manual handling practices are used.

3. The restaurant will take all responsible steps and precautions to eliminate or
   minimise manual handling risks. This is not a one-off exercise. Assessment is
   a continuing function, with everyone to be alert to ways in which practices
   may be improved and risks reduced. Steps will include studying tasks and
   functions and designing job functions, work areas and other practices in
   accordance with the principles and procedures of approved codes of practice
   for manual handling.

4. All new employees are to be provided with training on correct manual
   handling procedures during orientation. We will offer on-going training to all
   employees on safe manual handling procedures. This includes refresher
   training and training when new practices are introduced or changes made,




ELECTRICAL INSTALLATION AND EQUIPMENT POLICY

The restaurant management has established the policy that:

1. All electrical installation, equipment or apparatus within the restaurant will be
   designed, constructed, installed, protected, maintained and tested to minimise
   the risk of electrical shock.

2. All electrical work performed on any electrical installation must be carried out
   by a qualified electrician or qualified electrical contractor.

3. Where electricity is provided through a power circuit (other than a lighting
   circuit) to a socket outlet a non-portable Residual Current Device (RCD) will
   be fitted to assist in the control of any risk to employees from electricity.




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4. Where there is regular close proximity of water and electricity, hazard
   assessments will be conducted on a regular basis and at least annually to
   ensure the control of the hazard of electricity and water is appropriate.

Within the restaurant, a full
 Inspection
 Reassessment of the hazard
 Control evaluation
 Maintenance of all electrical equipment, electric outlets and RCD will occur
   within a month prior to peak work time.

5. RCD will be kept in a safe operating condition by regular maintenance
   according to the regulations. The regular maintenance will be part of the
   normal programmed maintenance of the restaurant.

6. All electrical equipment, electrical sockets and RCDs will be placed on a
   regular maintenance program during which time the controls of the hazard will
   be reviewed to ensure that they are adequate and are unable to be upgraded.

Expectations

The policy above is to be observed in all situations unless the electrical
appliances are:

         Extra low voltage
         Direct current
         Provided through an isolating transformer that complies with AS3108
          (Approval and Test Specifications – Particular Requirements for
          Isolating Transformers and Safety Isolating Transformers)
         Provided from an unearthed output from a portable generator.



WORKERS COMPENSATION

Policy Statement

As outlined in the Accident Report and Investigation Policy, the timely reporting
of workplace accidents enables out restaurant to progress compensable workers
compensation insurance claims and we reinforce the importance of doing so no
matter how minor you believe the injury or incident to be.

Our restaurant is a registered employer of Workcover. By way of insurance
premiums we pay to the corporation, we provide workers‟ compensation
insurance to cover employees who sustain workplace injuries or disabilities. The
Restaurant's policy is that requisite workers‟ compensation insurance benefits will


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be available to all employees who sustain injuries or disabilities which are
compensable under the workers‟ compensation laws and regulation.

Policy Guidelines

1. Immediately an employee has an incident/accident, sustains a work-related
   „disability‟ or claims to have one, the injured employee, the employee‟s
   Supervisor or Duty Manager may determine the employee should consult a
   medical practitioner. The restaurant reserves the right to refer the employee
   for another medical opinion at the consulting stage or any time thereafter. An
   employee should notify his or her Supervisor or Duty Manager of the injury as
   soon as possible, even if medical assistance is not required.

2. In the event of a claim for payment of workers‟ compensation insurance is to
   be made, the employee is to consult his or her Supervisor of Duty Manager
   regarding the necessary procedures for making a claim in accordance with
   the Workers Rehabilitation and Compensation Act. Claims for compensation
   are made on workers‟ compensation claim form, available from any one of
   these people. The claim form is to be accompanied by Workcover medical
   certificates, completed by the registered medical practitioner and any other
   documentation supporting the claim.

3. Employees are eligible to claim compensation if they suffer a work-related
   injury or illness.

4. Compensation is not payable where the employee is injured through an act of
   serious or willful misconduct by the employee.

5. Where a workplace disability, injury, accident or illness is accepted as a
   compensable one under relevant laws or regulations, the restaurant‟s workers
   compensation insurance is extended. Employees are covered for:

   5.1 personal injury or aggravation of an injury arising out of or in the course of
       employment or where the employment was a contributing factor
   5.2 disease which are contracted in the course of employment to which the
       employment was a contributing factor
   5.3 death resulting from a injury or disease arising out of or in the course of
       employment or where the employment was a contributing factor

6. Employees may be entitled to the following benefits:

   6.1 a weekly payment during the period of incapacity. This will depend of the
       period and level of incapacity and the employee‟s level of wage or salary.
   6.2 A difference payment or make-up pay where suitable work has been
       provided




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   6.3 Reasonable medical expenses connected with the treated of the injury or
       disease
   6.4 Reasonable travel expenses incurred to obtain medical treatment
   6.5 Reasonable rehabilitation expenses to expedite a return to normal duties
   6.6 Repair or replacement of clothing damaged due to the incident

7. Where there is evidence that the disability or injury did not arise out of work-
   related circumstances or insufficient evidence that it did, the restaurant
   reserves the right to deny or withhold benefits. An employee may contest any
   such decision made by the restaurant to its claims management agent in
   accordance with the Workers Rehabilitation and Compensation Act. All costs
   incurred by the employee in contesting such a decision are the responsibility
   of the employee.

8. Apart from these administrative details, an employee has certain other
   obligation regarding any claim made under works compensation laws.
   Employees receiving workers compensation insurance benefits risk losing
   entitlement to those benefits in certain circumstances. These include:

   8.1 where an employee refuses to attend or obstructs medical examination
   8.2 fails to provide a medical certificate within the required time period
   8.3 refuses or fails to submit to proper reasonable treatment
   8.4 refuses or fails to participate in rehabilitation program or return to work
       plan
   8.5 Refuses or fails to undertake work offered that the employee is capable of
       performing

9. An employee who obtains a payment or benefit by dishonest means is guilty
   of an offence under relevant laws and may be subjected to dismissal, a
   financial penalty or to imprisonment.

CLAIMS ADMINISTRATION PROCEDURES

In consultation with the Occupational Health and Safety Committee, the
restaurant management in the spirit and intent of the Worker‟s Rehabilitation and
Compensation Act 1986, will provide the following information:

 Employers rights and responsibilities under the Act
 Employee‟s right to choose a medical practitioner of their choice
 Employee‟s right to choose a contracted rehabilitation provider where
  undertaking rehabilitation
 The Claims Administration Policy and Procedures to all employees during the
  orientation of induction process

Claims Management Procedure




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1. Employees of the restaurant are required to notify their Duty Manger of all
   „near miss incidents‟ within 24 hours, minor injuries within 24 hours and major
   injuries immediately

2. If immediate medical treatment is required, the worker should be sent to the
   nearest doctor/hospital

3. The supervisor, once immediate medical attention has been provided, should:

 Ensure the injury is recorded in the Accident Report Book
 Notify the restaurant Manager
    Consider reporting the event to Workplace Services
    Establish an accident investigation if Workplace Services is not going to
    investigate immediately
    Commence the accident investigation according to the restaurant's
    procedures

4. The employee‟s treating doctor will decide the nature of the injury and the
   need for time off work. The doctor must give the employee a Workcover
   prescribed medical certificate.

5. The Claims Administrator will be notified by the Manager involved and
   establish a confidential file

6. The employee is required where physically possible, to personally lodge the
   prescribed medical certificate to the restaurant‟s Claims Administrator

7. The employee is required to complete a Notice of Disability Form. This should
   be accurate. If a claim for expenses is going to be made then the
   Compensation Claim Form needs to be completed

8. The Claims Administrator will, on receipt of the Notice of Disability:

 Obtain a copy of the accident investigation report
 File the copy in the confidential file
 Acknowledge, in writing, the receipt of the claim

On receipt of the claim form:

 Obtain a copy of the accident report
 Ensure the details are all completed and that the prescribed medical
  certificate is attached (details of which are maintained on a confidential file)
 Complete the Employer Report Form

As the restaurant is committed to an equitable and timely determination of the
claim, the Claims Administrator will…


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 Obtain accurate calculations of the employee‟s average national weekly
  earnings
 Represent the restaurant by passing comments on the claims such as:
    Journey accident
    Aggravation of a pre-existing condition
    Exacerbation of a medical condition
    Acceleration of a pre-existing condition
    Recurrence of an injury
    Disputed Claim

    The Employer Report Form will be accompanied by:
    An accident report
    A full description of the duties performed by the employee

     Copies of all documentation should be placed in the confidential file

     The Employer Report Form and supporting documents will be lodged with
   the Claim Management Agent within five days and having received the claim
   form

9. The Claims Administrator will then:

 Write to the employee indicating that the claim has been sent to the Claims
  Management Agent
 Notify the employee if the claim is disputed
 Request the employee to complete the enclosed Authority of Release Medical
  Information to the employer regarding the injury

10. The Claims Administrator will contact the Agent‟s Case Manager five (5) days
    after the lodgment of the claim to enquire of the status of the claim

11. All contacts with any person in respect to the claim will be recorded in that
    file. The date, time, purpose of the contact and an accurate summary of what
    was said should be recorded. Directions from the Claims Management Agent
    should be recorded word-for-word and a request for the instructions should
    also be made

12. On receipt of the medical authority from the employee, the treating medical
    practitioner will be contacted

    First contact will be in writing enclosing:
       Copy of the authority to release information
       Request for information
       Offer of alternative duties (alternative duties will be detailed)
       Copy of the current duty statement


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         Request for guidelines for a return to work and the duties which the
          employee could perform at the time of writing

     If the treating doctor is reticent about committing him or herself to make a
    decision on the appropriateness of the duties, the Claims Administrator will
    request that he/she attend the work-site to view whatever duties can be
    negotiated
     Discuss the appropriateness of appointing a rehabilitation provider to
    develop a return to work program

13. On-going liaison with the treating medical practitioner will be by telephone
    unless the doctor requests it in writing

14. Where the employee changes doctors or is referred to a specialist, an
    Authority to Release Information Form will be requested and completed prior
    to any contact with the medical practitioner

15. The Claims Administrator will maintain contact with:

   The employer
   The treating medical practitioner
   The rehabilitation providers- both physical and vocational
   Claims Management Agent Case Manager

All contact will be accurately recorded

16. The file will be reviewed by:

 The Responsible Officer
 Claims Administrator
 Claims Management agent Case Management

On a three monthly basis unless circumstances require earlier review

17. On commencement of a rehabilitation provider or „in-house‟ rehabilitation, the
    Agent Case Manager will be notified by telephone and this will be confirmed
    in writing

18. On written advice from the employee, the restaurant will provide the
    rehabilitation provider with all information pertinent to the quickest possible
    return to work

19. Where the return to work program is not proceeding as agreed, the following
    should occur:




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 A case conference between parties should occur. I.e. employer, worker,
  rehabilitation counselor, treating doctor and claims management agent Case
  manager to clarify and establish a clear prognosis of the worker‟s condition
  and ability to return to work
 Where non-compliance with an appropriate rehabilitation program exists,
  suspension of income maintenance may be considered

20. It is the restaurant‟s policy that all injured employees are required to collect
    their pay advice in person. This policy applies unless the injuries sustained
    prohibit travelling to the workplace.




REHABILITATION PROCEDURE

The restaurant has instituted the following rehabilitation procedures after
consultation with external Occupational Health and Safety Consultants.

The procedures have been designed to assist the goal of returning an injured
employee as quickly as possible to productive work at the restaurant within
established medical guidelines.

Staff Orientation

During new staff members‟ orientation, the rehabilitation policy and procedures
will be explained to them in a copy of:

 The Rehabilitation Policy
 Their rights and responsibilities

REHABILITATION POLICY

The restaurant is committed to ensure, so far as reasonably practicable, that all
employees are safe form injury and risk to their health whilst at work.

Should any employee be injured whist working for the restaurant, Management is
committed to assisting the injured employee where practicable to return to work
for the restaurant within the physical or mental capabilities.

Management‟s focus will be to return the employee to their pre-injury duties
unless otherwise indicated by medial opinion. Management is committed to
offering alternative duties which will assist in the earliest possible return to work
and support the identified end goal of any rehabilitation program.




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OCCUPATIONAL           HEALTH        AND      SAFETY        STANDARDS          FOR
CONTRACTORS

Contractor Policy

The Occupational Health, Safety and Welfare Act in South Australia and in any
other states, places a legal obligation on employers to ensure, so far as is
reasonably practical, that employees are safe from injury and risks to health
whilst at work. The definition also includes contractors and subcontractors
working in the Restaurant as well as the employees of contractors and
subcontractors.

Under the Occupational Health, Safety and Welfare Act, contractors and
subcontractors (like employers) have certain duties and these include:

 Provision and maintenance of safe working environment
 Provision and maintenance of safe systems of work
 Provision and maintenance of plant and substances in a safe condition
 Provision and maintenance of adequate facilities for the welfare of
  employees, as outlined in the regulation
 Provision of information, instruction, training and supervision which is
  necessary to ensure that each employee is safe from injury risk to health
 Compliance with relevant State Act, Regulations, Standards and approved
  Codes of Practices

To ensure that these obligations are met, every contractor/subcontractor and
their employees are bound to adhere to the requirement of the Act and specific
site safety standards.

Acceptance of an official restaurant contract indicates the acceptance of the
requirement to comply with this document which is indicated by reaching the
standards outlined and signing the final page.

Use of Personal Protective Equipment

1. The restaurant expects all contractors to issue their employees with the
   appropriate personal protective equipment for the work being undertaken

2. The restaurant expects that the contractor will have in place a supervisory
   system to ensure the correct use of personal protective equipment by their
   employee

3. Any failure by a contractor or their staff to use appropriate personal protective
   equipment will:

 Result in the cessation of work at no cost to the restaurant



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 Cause the restaurant to consider the action as a breach of contract

4. The restaurant expects the following standards to be observed:

 LADDERS including no slip feet ladders, must be securely fixed at the top at
  all times. Personnel, who are working under or adjacent to a ladder, that are
  in use, must wear safety helmets.
 SAFETY HARNESS must be used when there is a risk of a specific fall e.g.
  roofs, tanks and confined spaces
 CRAWL BOARDS- these must be used when working on roofs


Enforcement Procedures

1. Failure to comply with these requirements will result in the restaurant Duty
   Manager drawing the contractor‟s attention to the breaches in safety
   procedure or practices.
2. Where deemed necessary the restaurant Manager, a cessation of work will
   occur until the safety issue is corrected to the satisfaction of the restaurant




HIV/AIDS AND SERIOUS ILLNESS

Policy Statement

The restaurant believes it is not just a legal but a moral obligation to provide a
workplace in which every person is treated with respect and dignity and without
any form of discrimination.

The restaurant‟s policy that the workplace be maintained as a safe and healthy
one for all employees. There is no evidence to suggest that the workplace
becomes an unsafe one because an individual has a life-threatening or chronic
illness such as Hepatitis B or HIV/AIDS. There is no evidence to suggest that HIV
can be transmitted by casual, non-sexual, person to person contact in any
setting.

Discrimination against any employee who contracts a serious or chronic
infection, including Hepatitis B or HIV/Aids is strictly prohibited.

Employees with HIV infection who are healthy should be treated the same way
as any other individual. Employees with HIV-related illness, including AIDS,
should be treated the same way as any other individual with a serious illness.




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Our restaurant believes we should use our best endeavors to foster a spirit of
understanding and compassion for people with serious or chronic infections.
Moreover, we believe in protecting human rights and dignity of individuals in
these situations. We consider these to be circumstances when employees
require special support from their co-workers and from this restaurant.

It is therefore our policy to enable employees with HIV/AIDS or other chronic or
life-threatening illness to continue working as long as it is practicable and
reasonable, as long as individuals can perform their jobs and there is no risk to
the health and safety of themselves or to others. We consider it our obligation to
balance the needs of the individual with the needs of our Restaurant and assure
concerned individuals of compassionate and fair management.



DRUG & ALCOHOL FREE WORKPLACE

Policy Statement

At the restaurant, we are committed to maintaining a workplace, which is free of
the presence or influence of drugs and alcohol. Our restaurant does not
subscribe to involving itself in the private and personal lives of our employees.
There is however, evidence that drugs and alcohol use or abuse affects job
performances and in these circumstances, our restaurant is also affected. We
trust that all our employees behave responsibly regarding alcohol and drugs.
Similarly, we have a responsibility to ensure a safe and productive workplace.
Problems such as loss of productivity, increased absenteeism and risk of
workplace accident or errors are documented as the consequence of substance
use/abuse. It is therefore the restaurant‟s policy to prescribe a code of conduct
relating to drug or alcohol use or abuse as it may affect our business.



SEXUAL HARASSMENT POLICY

The management regards sexual harassment as a serious and important issue.
Sexual harassment is unlawful under the South Australian Equal Opportunity Act
1984. All employees have the right to be treated with respect and dignity, which
should be accorded to all individuals. In keeping with the achievement of this
goal, management is committed to providing an environment which is free from
sexual harassment.




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Definition of Sexual Harassment

Sexual harassment is any unwelcome attention of a sexual nature. Section
87(11) of the South Australian Equal Opportunity Act says that a person subjects
another to sexual harassment if they do any of the following things in such a
manner or in such circumstances that the other person feels offended, humiliated
or intimidated:-

      They subject the person to an unsolicited or intentional act of physical
       intimacy
      They demand or request (directly or by implication) sexual favours from
       the other person
      On more than one occasion, they make a remark pertaining to the other
       person, being a remark that has sexual connotations

What can you do if you think you are being sexually harassed?

There are a number of things you can do:-

      Tell the harasser straight away that you do not want him/her to behave in
       that way
      If this does not solve the problem or you feel unable to approach the
       person yourself, approach your supervisor or management
      Whilst management will do everything possible to deal with any complaint
       fairly and adequately, you have the right at any time to contact the Equal
       Opportunity Commission to get advice and perhaps lodge a complaint.
       This service is free and completely confidential.


Management liability and responsibility:-

      By law, all employers must take such steps as may be reasonably
       necessary to create and maintain a work environment that is free from
       sexual harassment
      Management will treat all complaints of sexual harassment seriously and
       will deal with them promptly, impartially and confidentially.
      The management will take all steps necessary to ensure that sexual
       harassment does not continue, that complainants and witnesses are not
       victimized in any way and that, where possible, a fair and appropriate
       resolution to the problem is reached.
      Management will discipline any staff found harassing others.




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Dealing with Complaints:-

The management will ensure that any allegations of sexual harassment are
thoroughly investigated and the appropriate action taken.




FIRE & EMERGENCY EVACUATION PROCEDURE

       Rescue any person in immediate danger only if it is safe to do so
       Raise the alarm / call the fire service on „000‟
       Attack the fire only if it is safe to do so
       Remain calm and evacuate everyone via the (front – or appropriate) door
        exit signs and assemble near the front door (or other place) at a safe
        distance from the fire to wait for emergency services to arrive.
       Remain at assembly point and ensure that everyone is accounted for.


EQUAL OPPORTUNITY POLICY

Statement of Commitment

The Management has a firm commitment to Equal Opportunity principles and will
ensure that no discriminatory policies or practices exist in any aspect of
employment or when providing goods and services.


The Law

The South Australian Equal Opportunity Act 1984 and subsequent amendments
make discrimination unlawful on the grounds of: -

   Sex
   Age
   Marital status
   Race
   Pregnancy
   Sexuality
   Impairment (physical or intellectual)

The Management supports this legislation and will endeavour to fulfill its legal
obligations by undertaking the following actions: -




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Employment

   Management will endeavor to choose the most appropriate candidate to do
    the job
    based only on merit, that is, the extent to which the applicant has abilities,
    aptitude, skills, qualifications, knowledge, experience (including community
    experience), characteristics and personal qualities relevant to carrying out the
    duties in question.

   Management will ensure terms and conditions of employment are free from
    discrimination. This includes ensuring that staff are not subjected to
    harassment through verbal or physical behaviour based on their race,

   gender, sexuality, physical or intellectual impairment, pregnancy or age which
    has the effect of demeaning, offending, humiliating or intimidating them.

   Management will ensure all staff are informed that sexual harassment will not
    be tolerated and after investigation could result in termination.


Personal Appearance Policy: -

Employees are expected to maintain high standards of personal cleanliness and
to present a neat, professional appearance at all times. Our business is confident
each employee will use his or her best judgment in following acceptable
cleanliness and dress standards. Employees who choose to wear fragrances in
the workplace are highly encouraged to be aware of the sensitivities or allergies
of their coworkers.
Our business has the authority to define appropriate professional dress
standards for our employees. Some positions may require employees to wear
special clothing or uniforms.
If an employee is requested by management to return home to change into
acceptable attire, accrued annual leave will be used to offset the employee's
absence. If accrued annual leave is not available, the employee will not be paid
for the time taken to change clothing and return. Repeated violations of this
policy could be cause for disciplinary action.

Provision of Goods & Services: -

   The Management has a firm commitment to ensure that all customers are
    accepted and served in a non-discriminatory manner.


Grievance Procedures: -

   Equal Opportunity issues and grievances can be raised with management.


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   Any further information or assistance can be provided by the South Australian
    Equal Opportunity Commission, 45 Pirie Street, Adelaide 5000.
    Telephone 8207 1977.




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