Staff Policies and Procedures Manual
Addington Raceway And Events Centre May 2012
Staff Rules & Policies Manual
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Version: July 2014
CONTENTS INDEX
1. Welcome
2. Staff Work Rules & Policies Manual
3. What you can expect at work
4. Your Responsibility
5. Trial Period
6. Pay/Performance review
7. Gambling on the Venue or Premises
8. Confidentiality
9. Cash Handling, Cheque Policy and Charge Accounts
10. Medical / Emergency Procedures
11. Equal Employment Opportunities
12. Health and Safety
13. Accident Reporting
14. Hold-up or Robberies
15. Host Responsibility
16. Staff Drinks
17. Lost and Found
18. Hours of Work
19. Annual Leave
20. Appearance and Presentation
21. Uniforms
22. Punctuality or Absences
23. Staff Meals
24. Smoking
25. Employee Amenities
26. Theft or loss of personal items
27. Personal records
28. Timesheets
29. Telephone calls
30. Email and Internet
31. Restricted keys, phone and security codes
32. Trade Gifts
33. Drugs and Alcohol
34. Change of Address
35. Sexual Harassment
36. Racial and Ethnic Harassment
37. Access to Personal Files
38. Energy Saving
39. Ideas
40. Leaving the Company
41. Disabilities
42. Managing Performance
43. Gross misconduct
44. Computer, Email & Internet usage
45. Social Networking Sites
1. WELCOME
We would like to take this opportunity to welcome you to Addington Raceway and Events Centre team. We are delighted that you have joined us and hope that you will truly enjoy your time here.
For Addington Raceway and Events Centre our vision is to be Australasia’s leading Harness Racing Venue and a vibrant Events Centre, providing a great entertainment experience.
How will we achieve this vision? Through the adoption of the below four values
Values
1. Excellence
- To always strive for the ultimate result
2. Engagement
- With customers, members, stakeholders and within the team
3. Innovation
- Be prepared to seek and embrace change
4. Integrity
- In all we do
5. Safety
- To provide a safe workplace and venue for staff, patrons and stakeholders
Whether you have direct customer contact in our premises or you are operating behind the scenes, you play an important part in ensuring that we achieve our vision and maintain our position of strength in the market place.
Never be afraid to ask questions. If you ever have any worries, queries, or suggestions, please ask your immediate Manager.
2. STAFF WORK RULES & POLICIES MANUAL
This Manual has been written to help you understand not only your role, but everybody else’s, at Addington Raceway and Events Centre.
This Manual is designed to provide two objectives:
• What you can expect at work.
• What the employer can expect from you.
This Manual forms part of your Employment Agreement with Addington Raceway and Events Centre, and sets out the way in which you will need to work and the standard required from you. A copy of this Manual is available to you at all times for reference if required. Please read this manual and indicate your acceptance of the information contained in the same by signing the acceptance form attached to the rear of this document. Please ensure the signed declaration is handed to your immediate manager.
3. WHAT YOU CAN EXPECT AT WORK
We care about you and your workplace and take our responsibility as an employer very seriously. Part of that responsibility is to provide you with a work environment that you are safe and comfortable to be yourself in.
We commit to you that your workplace will:
- Be free from harassment of any type
- Be fair when resolving problems at work
- Provide equal opportunity employment practices
- Have a safe environment along with adequate tools, equipment and systems to allow you to carry out your work safely
- Have a system in place to manage people’s performance if required
4. YOUR RESPONSIBILITIES
By signing off the Employee Acknowledgement Form in your Individual Employment Agreement you agree to:
- Treat other people with respect and fairness.
- Always perform all duties as directed.
- Be punctual and regular in attendance.
- Observe normal safety practices.
- Behave in a responsible manner by not:
- Damaging, stealing, modifying or misusing property.
- Being under the influence of alcohol and /or drugs.
- Engaging in any behaviour that could offend, embarrass or threaten others.
- TRIAL PERIOD
When you first start with Addington Raceway and Events Centre, there will be a trial period of three months as outlined in your employment agreement. This will enable you to familiarise yourself with our systems and procedures as well as giving us an opportunity to evaluate your skills and work performance. The first six weeks of the trial period will be focused on training, with the second six weeks viewed as a consolidation period in which your manager will be looking for you to demonstrate the skills you have learned during the first six week period. You can expect to receive regular feedback form your direct manager during your trial period and you will be notified of any performance improvements required.
From the 1st of April 2011, if you are a new employee, you must complete a 90 day trial period. During the trial period, the employer will assess the employee’s work performance against Addington Raceway and Events Centre’s performance expectations. If the employee does not reach the standards as agreed and discussed prior to their appointment, then the employer will not confirm the employee as a permanent employee, and their agreement with the employer will be terminated. During this time the employee cannot bring a personal grievance or other legal proceedings in respect of the dismissal against the employer.
- PAY/PERFORMANCE REVIEW
Casual staff are required to complete a timesheet for hours worked. Pay week runs from Monday to Sunday and deposited in a nominated bank account Wednesday mornings on a weekly basis. Salaried staff are paid fortnightly. Payslips are made available and can be emailed to your address if chosen or picked up from the personnel manager on Wednesdays.
Performance management is a continual process of feedback from your immediate manager to let you know how you are going. In addition to the formal performance review cycle you will receive communication and feedback about performance throughout the year.
- Performance Development ReviewsAugust
- Mid Year Performance Development ReviewsFebruary
- GAMBLING ON THE VENUE PREMISES
While on duty, or prior to commencement of shift, food and bar staff are not (under any circumstances) permitted to partake in any form of gambling whatsoever on the premises of the employer. Any breach of this rule will be deemed to be serious misconduct and may result in disciplinary action being taken.
- CONFIDENTIALITY AND NON-DISCLOSURE
As part of normal duties, you will obtain, or have access to, confidential information concerning Addington Raceway and Events Centre. Under no circumstances is any use to be made of this information, except for purposes directly related to furthering the business objectives of the employer, as provided within the terms of the employee’s delegated authority.
All information relating to the business of Addington Raceway and Events Centre, its employees, clients and suppliers, other than information readily available to members of the public, must be classed as confidential.
During the term of employment, or any time thereafter, the employee may not reveal, disclose, divulge or publish to any person, firm or organisation, and shall use their best endeavours to prevent disclosure or publication of, any information concerning accounts or finance, confidential documents, papers or other confidential matters of Addington Raceway and Events Centre, unless authorised by the General Manager.
Failure to comply with this clause may render the employee liable for summary dismissal or legal action or both.
- CASH HANDLING, CHEQUE POLICY AND CHARGE ACCOUNTS
You are responsible for all cash handled by you on your shift, and this will be balanced at the end of the shift. All variances above $20.00 will require a discrepancy report to be completed.
Unexplained variances are considered unacceptable and continued variances, in the absence of an acceptable explanation, may result in disciplinary action being taken.
No cheques are to be accepted by any staff member without prior approval of the Functions and Events Manager, General Manager or Finance Manager
All transactions must be processed through the point of sale system at the time of sale through cash, debit card or credit card. The only exception to this policy is if we are invoicing for a function.
- MEDICAL / EMERGENCY PROCEDURES
In the interests of both your safety and that of our customers, please ensure that you are familiar with the procedures for evacuating the workplace, and your responsibilities in emergency situations. It is important to know where the hose reels, fire extinguishers and fire blankets are located. It is necessary for all
employees to attend fire and emergency evacuation drills.
First Aid is available to all employees and customers in the event of a medical illness or injury on the venue premises. All employees should be familiar with the location of the First Aid kit and the First Aid Officer.
The first priority is to ensure the injured person is attended for their injuries.
Management must be notified immediately to enable assistance to the injured person(s) to be coordinated.
As and when appropriate (and physically possible) the injury must be recorded in detail and all information, records, etc. made available to the Facilities Manager and Manager on Duty to assist with any follow-up arising from the accident/incident. No liability is to be acknowledged under any circumstances.
11. EQUAL EMPLOYMENT OPPORTUNITIES
Addington Raceway and Events Centre are committed to the principle of equal opportunity. The company will not discriminate against individuals on the basis of race, colour, sexual orientation, religion, disability, age or ethnic origin. It is the individual’s ability and performance that are the major criteria for success.
Addington Raceway and Events Centre abide by all legislation regarding equal opportunity in all aspects of employment.
If you have a concern about fair and equal treatment, you should contact either the Personnel Manager or your immediate Manager. Your concerns will be investigated immediately.
12. HEALTH AND SAFETY
The health and safety of our employees and our customers on company premises is of utmost concern. It is the policy of Addington Raceway and Events Centre to constantly strive for the highest possible level of safety in all operations and to comply with all health and safety laws applicable to our business.
All employees must comply with all relevant legislation including the Health and Safety in Employment Act 1992. There are significant penalties if you or the company breach health and safety legislation. Please report any hazards in the workplace or any unsafe or unhygienic working conditions to the Facilities Manager or Manager on Duty immediately.
It is critical that safety procedures are observed by all employees at all times. This includes the use of protective clothing and equipment where appropriate and ensuring that all work areas are left clean and tidy at all times.
13. ACCIDENT REPORTING
Duty to Report Accident / Injury
The employee is required to report all accidents/injuries however minor arising out of or in the course of his/her employment to the employer. All accidents, injuries and near-misses must be reported through the completion of an accident form. Duty managers have access to these.
Accident Prevention
Education and meetings outlining hazards and accidents can help reduce and prevent most accidents in the workplace. It is a policy of the company to avoid injuries and accidents wherever practicable. Time and effort have been spent to ensure your workplace is as safe as possible. If an accident should occur it is important that procedures are followed to prevent future accidents.
14. HOLD UPS OR ROBBERIES
If confronted by an armed robber, do not risk either your safety or that of our customers.
• Stay calm.
• Comply with the robber’s instructions promptly, no more and no less.
• Contact the police as soon as it is safe to do so.
15. HOST RESPONSIBILITY
Both you and the company have an obligation under the Sale of Liquor Act to ensure patrons drink responsibly and only people over the age of 18 are served. This obligation is taken seriously and as such requires all employees to ensure patrons are served in a responsible manner.
All staff will be given the appropriate training outlining our Host responsibility policy
16. STAFF DRINKS
Only the Manager on Duty may authorise staff drinks, and all drinks must be written up on briefing sheets and end on the shift and signed by Duty Manager. This policy is a privilege and not an automatic right. This policy is restricted to one drink per person to be consumed on the premises at the end of the shift. Food and bar staff are not permitted to consume alcohol whilst on duty.
17. LOST AND FOUND
You must hand in any items found on the venue premises to either the Functions and Events Manager or Manager on Duty. Anything of value such as passports, credit cards, jewellery, wallets etc, must be secured in the main safe. Nothing is to be taken off the premises.
18. HOURS OF WORK
For Casual Employees, your hours of work will be as agreed with the Personnel Manager prior to each work engagement.
Hours of work may be altered by mutual agreement between the parties.
For permanent employees, your hours of work will be as agreed with your Manager.
19. ANNUAL LEAVE
Annual Leave must be applied for on the relevant Personnel File Form. All leave will either be granted or denied within seven days of requesting.
20. APPEARANCE & DRESS
All staff must be smartly uniformed, well dressed and groomed. Long hair should be tied back neatly. Personal hygiene should be such that there is no risk of offending customers.
Hair should be clean, neat and tidy and a conservative style and colour. If your hair touches your shoulders it must be tied up. Peroxide and radical hair colouring will not be permitted.
Facial hair: All males should shave before each shift. Clean shaven or neatly trimmed short moustache and/or beard, provided they are grown while on leave or before commencing employment.
Hair clasps: Black ribbon, scrunchy or conservative hair clasp.
Tattoos: No visible tattoos.
Fingernails:
Males – kept short and clean, no nail polish.
Females – neatly manicured, not too long. No nail polish for any food and beverage staff.
Shoes: Black closed in shoes (low heels for females). No suede must be leather. Only black socks or black pantyhose are to be worn by staff members. No sneakers, thongs, running shoes, boots or ankle socks
Aprons: All Food and Beverage staff should wear an apron as provided by the employer.
Jewellery: No nose studs or other facial piercing, maximum of one ring on each hand. No visible necklaces, chains or bracelets. Only studs or sleepers no bigger than a 50c coin are to be worn. Dangly earrings are not to be worn at any time.
No hats unless provided by the company.
21. UNIFORMS
The employee shall be attired as required by the employer.
Male Staff
Provided by the employer;
Black Shirt with a collar – long or short sleeves.
Name badge
Apron
Jackets if working outside
Provided by the employee;
Black Dress Trousers straight legged only
Black Shoes, - covering the complete foot
Black socks (no ankle socks)
Female Staff
Provided by the employer;
Black Shirt with collar - long or short sleeves.
Name badge
Apron
Jackets if working outside
Provided by the employee;
Black Dress Trousers straight legged only
Black Shoes, - covering the complete foot
Black pantyhose or black socks (no ankle socks)
Your uniform is to be neat and tidy, the shirt or blouse should be buttoned to the neck. No other piece of clothing is to be worn other than the uniform stated above. This includes jackets or cardigans
Regarding trousers we do have relationships with suppliers and we can assist you with finding suitable pants (possibly at a discounted rate).
22. PUNCTUALITY
It is your responsibility to ensure you start work on time in the room you are designated to work in. If you are unable to report for duty or if you are going to be late for work you are required to advise the Personnel Manager at your earliest opportunity. On weekends please contact the Manager on Duty.
If you intend to be absent from work due to sickness please call the Personnel Manager at least two hours prior to your shift. Repetitive lateness or unexplained absences may result in disciplinary action.
23. STAFF MEALS
Staff Meals
A meal will be provided gratis and is to be sourced from food within the kitchen area within the room you are working in, unless otherwise directed by Manager on Duty.
The meal is to be eaten on the premises, in an area away from the view of customers. Food should not be taken home. All food consumed shall be recorded on wastage sheets and will be completed by the Manager on Duty.
Staff Drinks
During the working shift, all employees are permitted to have post-mix soft drinks free of charge. Employees are not entitled to free bottled soft drinks/juices/water/espresso coffee or alcoholic beverages, and are not allowed to drink alcoholic beverages whilst working.
24. DESIGNATED SMOKING AREA
The designated external smoking area is located in between the loading dock and kitchens at the venue, clearly defined with signage.
25. EMPLOYEES AMENITIES
Lockers and changing areas are available for staff but are not always convenient.
Employees may however bring bags into work areas. The employer reserves the right to monitor these where they are brought into the work areas, and without reason or notice, to search lockers, bags or containers. The employee has the right to be present while any such search is carried out.