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Restaurant Checklists Templates

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					Acknowledgement of higher duties

You can use this form to record a period of higher duties that your employee performs.

Your modern award may contain entitlements that an employee must receive when they perform
higher duties. Please check your award carefully before using this template.

For more information, visit www.fairwork.gov.au or call the Fair Work Infoline on 13 13 94.



Employee’s details
First name:


Surname:


Position:



Details of higher duties

        Select the relevant award below, and delete those that don’t apply.


Award: Restaurant Industry Award 2010 (clause 29)

            Hospitality Industry (General) Award 2010 (clause 25)
            Registered and Licensed Clubs Award 2010 (clause 18.1(h))

Ordinary classification:                                                      Rate:   $


Higher duties
undertaken:


Higher classification:                                                        Rate:   $


Start time and date of higher duties:


End time and date of higher duties:


Total number of hours paid at higher rate:

When an employee performs duties that carry a higher rate of pay than their ordinary classification,
the award specified above provides that:
       where more than two hours are worked at the higher level during one day, the employee is to
        be paid the higher rate for the whole day;
       where two hours or less are worked at the higher level during one day, the employee is to be
        paid the higher rate for the time worked only.
Signature of employee:        ____________________________________________________       Date: _________ /___________ / ___________




Name of manager/supervisor:




Signature of manager/supervisor: _______________________________________                 Date: _________ /___________ / ___________



                      PLEASE KEEP A COPY OF THIS FORM FOR YOUR RECORDS




Fair Work Ombudsman is committed to providing useful, reliable information to help you understand your rights and
obligations under workplace laws.
It is your responsibility to comply with workplace laws that apply to you.
The information contained in this publication is:
• general in nature and may not deal with all aspects of the law that are relevant to your specific situation; and
• not legal advice.
Therefore, you may wish to seek independent professional advice to ensure all the factors relevant to your circumstances
have been properly considered.

				
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