HOSPITALITY REVIEW The Official Journal of the Tasmanian Hospitality Association - April 2019
THE REFINED ORIGINAL
THE REFRESHING NEW LAGER
April 2019 www.tha.asn.au
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BORN of TASMANIANWATERS
Corporate Partners
• Veolia • Tasmanian Hotel & Catering Supplies • Bupa • Silver Chef • Performance Automobiles• Lion Dairy & Drinks • Collins SBA • Tasmanet • Rhinoplay • Premium Beverages • Workskills • Clinton Institute • Red Bull • Hobart Airport • Typeface • Phillip Morris
• Entertainment Book • Knight Frank • Taswater •Samual Smith & Son • Europcar • Qantas • Business Event Tasmania • Tourism Industry Council Tasmania • Oakley Textiles
April 2019 www.tha.asn.au
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Awards For Excellence 2019
Nomination Form
NOMINATIONS FOR THIS YEAR’S AWARDS FOR EXCELLENCE CLOSE ON FRIDAY, APRIL 12 CONTACT LEANNE AT THE THA ON 6220 7300 FOR ANY QUERIES OR, SUBMIT YOUR NOMINATION NOW TO AVOID DISAPPOINTMENT
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* THURSDAY APRIL 4th - Daylight Saving Time Ending
* MONDAY APRIL 4th - THA and Drysdale Awards for Excellence 2019
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TO UPDATE YOUR DETAILS CONTACT ISABELLA ON
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Hospitality Review
CONTENTS
FEATURES & ARTICLES
PAGE 4 - PRESIDENT'S REPORT PAGE 7 - CEO’S REPORT PAGE 9 – MEMBERSHIP UPDATE PAGE 10 – FEATURE – IPAR PAGE 20 – 21 – NEW STAFF AT THE THA PAGE 22 – 23 – UPCOMING EVENTS PAGE 26 – SCAMMING THE SCAMMERS PAGE 36 – FEATURE – GALLAGHER
25/93 Salamanca Place, Hobart TAS 7000 PO BOX 191, Battery Point TAS 7004 Phone: 6220 7300 Email: enquiries@tha.asn.au Web: www.tha.asn.au
April 2019 www.tha.asn.au
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President's Report
COMMONWEALTH BUDGET BRIEFING
THE BUDGET LAST WEEK TREASURER JOSH FRYDENBERG MP HANDED DOWN THE 2019-20 COMMONWEALTH BUDGET. THE TREASURER SAID IN HIS SPEECH TO PARLIAMENT THAT THIS YEAR’S BUDGET RESTORES AUSTRALIA’S FINANCES, STRENGTHENS AUSTRALIA’S ECONOMY AND GUARANTEES ESSENTIAL SERVICES. THERE ARE A LOT OF POSITIVE ANNOUNCEMENTS IN RELATION TO TOURISM AND HOSPITALITY IN TASMANIA THAT HAVE
BEEN INCLUDED. 1.3 Excise Growth There are no policy changes to any form of alcohol excise or to the wine equalisation tax (WET). BUDGET PAPER 2: BUDGET MEASURES (Alphabetically by Portfolio) Communications 1. Support for Tasmanian Tourism
The government will provide $1.5 million in 2019-20 to support the installation of a major light show in Tasmania as part of the Museum of Old and New Art’s winter Dark Mofo festival. The light show will encourage tourism in Tasmania during the closure of the Tahune Airwalk as a result of recent bushfires. 2. Support for the Australian Music Industry The government will provide $30.9 million over five years from 2019-20 (including $5.1 million in 2023-24), to support the Australian live music industry. The funding includes $22.5 million to support live music venues through a new grants program. Education and Training 1.Skills Package – Delivering Skills for Today and Tomorrow The government will provide $525.3 million over five years from 2018-19 to further improve the quality of the Vocational Education and Training (VET) system, and to respond to the Expert Review of Australia’s Vocational Education and Training System led by the Hon Steven Joyce. The government will also commence long-term tertiary reform to enhance the VET brand, keeping it at the centre of modern skills development into the future, and ensuring that the VET sector is student focused and responsive to change. This package includes: • Creating 80,000 additional apprentices over five years in priority skills shortage areas through a new apprenticeship incentive worth $200.2 million over four years. The incentive will double existing payments to employers to $8,000 per apprentice placement, and these new apprentices will also receive a new $2,000 incentive payment. Pastry-cooks are the only relevant occupation for our sector currently on this list, but the list is dynamic; • Developing a National Skills Commission to drive long-term reforms in the VET sector, including a nation-wide approach to identifying areas of skills shortage and enhancing the role of industry in designing training courses; • Trial 10 national training hubs supporting school-based vocational education in regions with high youth unemployment, with an aim of creating better linkages between schools and local industry, and other skills development measures. Foreign Affairs and Trade 1. Enhancing National Tourism Icons The government will provide $50 million over three years from 2019-20 to support the development and enhancement of nationally and regionally iconic tourism infrastructure, with co-contributions from state and territory governments and industry. These projects will generate tourism demand in regional areas and support regional economies. 2. Tourism Australia The total net resourcing for Tourism Australia (including both annual appropriations and amounts received from the DFAT portfolio for the Asia Marketing Fund, Working Holiday Makers campaign and Implementing Sport 2030 campaign) will increase from $170.3 million in
2018-19 to $175.4 million in 2019-20. 3. Export Market Development Grants
The government will provide $60 million over three years from 2019-20 in increased funding for the Export Market Development Grants scheme to boost reimbursement levels of eligible export marketing expenditure for small and medium enterprise exporters. This will include eligible accommodation providers marketing to international visitors.
6 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
Home Affairs 1. New Regional Visas – Population Package The government will provide $49.6 million over five years from 2018-19 to introduce new visas to better support the needs of regional Australia. From November 2019, two new regional visas will be implemented - the Skilled Work Regional (Provisional) visa and the Skilled Employer Sponsored Regional (Provisional) visa, which will respectively replace the existing Regional Sponsored Migration Scheme (subclass 187) visa and the Skilled Regional (Provisional) visa (subclass 489). The new visas will permit skilled migrants to stay and work in regional Australia for a period of five years. From November 2022, the government will also introduce a new Permanent Residence visa for regional Australia. 2. Extension of Temporary Graduate Visa for Regional Graduates From November 2021, international students will be able to apply for an additional year on a second post-study work visa if they complete a higher education or postgraduate qualification in a regional area, and live in a regional area while holding a Temporary Graduate (subclass 485) visa. TAA has advocated since 2017 for an expansion of the Temporary Graduate visa. 3. Visa Application Charge - Uplift The government is increasing the base visa application charge (VAC) for all visa subclasses, with the exception of the Visitor (subclass 600) visa, by 5.4 per cent from 1 July 2019. There will be no increase to second instalment VACs. This measure is estimated to increase revenue by $275 million over the period from 2018-19 to 2021-22. Jobs and Small Business 1. Addressing Sham Contracting The government will provide $9.2 million over four years from 2019-20 (and $2.3 million per year ongoing) to establish a dedicated sham contracting unit within the Fair Work Ombudsman to address sham contracting behaviour engaged in by some employers, particularly those who knowingly or recklessly misrepresent employment relationships as independent contracts to avoid statutory obligations and employment entitlements. The unit will more effectively tackle sham contracting by increasing education, compliance and enforcement The government will provide $26.8 million over four years from 2019-20 (and $6.2 million per year ongoing), including $1 million over four years in capital funding, to establish a National Labour Hire Registration Scheme to protect vulnerable workers, including migrant workers. The scheme will make it mandatory for labour hire operators in high-risk sectors, such as horticulture, cleaning, meat processing and security sectors, to register with the Australian Government as a labour hire operator. The Scheme will provide visibility of businesses operating in the labour supply industry, introduce a pre-entry requirement to those operating as a labour hire business, help to reduce worker exploitation, and drive behavioural change in the industry. Treasury 1. Instant Asset Write-off – Increasing and Expanding Access The government is increasing the instant asset write-off threshold from $25,000 to $30,000. The threshold applies on a per asset basis, so eligible businesses can instantly write off multiple assets. Medium sized businesses will now also have access to the instant asset write-off. Small businesses (with aggregated annual turnover of less than $10 million) will be able to immediately deduct purchases of eligible assets costing less than $30,000 that are first used, or installed ready for use. Medium sized businesses (with aggregated annual turnover of $10 million or more, but less than $50 million) will also be able to immediately deduct purchases of eligible assets costing less than $30,000 that are first used, or installed ready for use. Medium sized businesses must also acquire these assets after budget night to be eligible as they have previously not had access to the instant asset write-off. This measure is estimated to reduce revenue by $400 million over the forward estimates period, and will take effect immediately from 7.30pm on April 2. activities, and dedicating additional resources to investigate and litigate cases. 2. Protecting Vulnerable Workers – National Labour Hire Registration Scheme This proposal does not target accommodation or licensed hospitality businesses.
April 2019 www.tha.asn.au
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8 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
CEO's Report
THE FIRST IN OUR SERIES OF HOSPITALITY INDUSTRY FORUMS WAS HELD IN STRAHAN ON 1 AND 2 APRIL 2019, AND IT WAS A VERY SUCCESSFUL TWO DAYS. THESE FORUMS ARE SCHEDULED TO BE HOSTED TWICE A YEAR AND ARE SUPPORTED WITH FUNDING FROM THE TASMANIAN GOVERNMENT. THA HOSPITALITY INDUSTRY FORUMS
The first event was the workshop session on day one, which saw a range of local businesses and enterprises providing their thoughts and ideas about the challenges and opportunities they are faced with on Tasmania’s West Coast. The outcomes from these workshops, to be held around Tasmania, will assist in developing an industry development plan, with specific plans for each of the regional areas (west coast, south, north, east coast and north-west). It was pleasing for me to see how proud the local west coast businesses are about the service they provide to the local community and visitors in their region. It was also pleasing to hear their feedback about the value of the workshop and the other forum events. These included a networking event at the end of day one, which, with the support of our hosts RACT, and sponsorship from Carlton and United Breweries, included a two hour cruise on Macquarie Harbour. It was a great way to end the day after a very engaging workshop session.
The forum also included a range of seminars and presentations on day two, including: • Industrial relations and compliance • Wellness and mental health in the industry • IT security • Social media • Coward’s Punch and safe venue presentations such as drink spiking • Event management • The Great Customer Experience Program Day two also included a trade exhibition and an opportunity for the local hospitality enterprises to meet with suppliers on a range of products and services for their business needs. The schedule for the first series of forum events is: West Coast (Strahan) - 1 & 2 April 2019 South (Hobart) - 29 & 30 April 2019 North (Launceston) - 6 & 7 May 2019 East Coast (Orford) - 27 & 28 May 2019 North-West (Devonport) - 17 & 18 June 2019. I encourage you to attend these free forums when they are held in your region and look forward to seeing you there.
April 2019 www.tha.asn.au
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10 enquiries@tha.asn.au 03 6220 7300 Hospitality Review IRON JACK is the story of a man who embraces the freedom and challenge of this hot, rugged country, with a reputation built on conquests in the wild and an ability to spin a good yarn over a cold beer and a generous feast of his day’s catch. Brewed for thirst crushing refreshment.
ARTICLE Nick Roney
MEMBERSHIP UPDATE
For the past two months the membership and corporate team have been quite busy gaining new corporates and getting out and about with the new podcast. We have been to the Huonville area to explore the impact on the greater community that the fires have had and the stories that have come out of a situation that has been damaging. We conducted three interviews in the Huon Valley that included Willie Smiths, The Grand Hotel and The Kermandie Hotel, I would like to thank Joanna (Kermandie), Ellie (Willie Smiths) and Georgie (The Grand) for taking the time out to share your stories. These interview can be heard on episode 4 of Hospitality in our Community. I have just returned from a National catch up in Brisbane with corporate managers from all other states to help better utilise our national network in regards to best practice with membership benefits and also discuss the obstacles that our industry is having nationwide. In the coming months we will be having regional forums that will be beneficial to whole of industry. These forums will be run over two days with the first day having a working group flesh out the obstacles and build the framework for a regional plan, in the evening there will be an industry networking event, where we can come together in a more social setting. On day two we will be providing more tailored information sessions and also some display stalls from our corporate partners. I encourage everyone to come along to this event when it is in your area.
I would like to welcome five new corporate partners who have come on-board with the THA recently and they are IPAR, Johns Lyng, Typeface, Salters Hire, and Jessups Solar Squad. As corporate partners of the THA, each partner has different offers that they can provide members. See our website for contact details. I have stated previously in regards to the THA Podcast, this gives us an opportunity to spread the hospitality word far and wide. As the months go on this will become a powerful tool for the whole of the industry as we endeavour to get out to most areas of the state to interview owners, operators, managers, staff, locals and politicians. Please go to our website to get more information on this new initiative and please subscribe, share and listen. The THA website is where you are able to go for any information you require about the THA and the site which has been restructured recently by our good friends at Beetle Black also contains relevant and up to date ER/IR information. If you have misplaced your member login please email Hayley at hayley@ tha.asn.au or call our office on 6220 7300. Finally, a lot of my time over the past six weeks has been around membership renewals. Under our association rules if you are not financial after the 31st of March, you will not be able to utilise the services of the THA. That could be an issue if you have any staff enquiries or issues that you may need some guidance on. Please contact myself directly if you need assistance in any
way in regards to your membership on 0439 119 343 or email nick@tha.asn.au
April 2019 www.tha.asn.au
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FEATURE IPAR
Are your workers ready to work? In 2018, a nationwide review was conducted, where the accommodation and food service industry was identified as a national priority to reduce work-related injuries. The highest proportion of claims within the industry were due to; falls, trips and slips, and muscular stress while handling/lifting objects *Safe Work Australia Risk factors such as, physical inactivity, obesity and pre-existing injuries can all increase the possibility of a physical injury in the work place. As such, it is important for employers to consider the physical capabilities of their staff in relation to the workplace tasks. How can IPAR help? IPAR provides pre-employment services to assist the recruitment process by identifying applicants who may be at risk of injury, while performing their duties. Pre-employment screening is an assessment of the candidate’s history and current physical capacity to perform the functions of the role. It also enables documentation of functional baselines for comparison with future assessments and may be beneficial to assist employers to meet strict medical requirements when tendering for new contracts. These assessments have been shown to dramatically reduce an employer’s injury exposure and as such reduce workers compensation premium. What is a Pre-Employment Assessment? This assessment is the functional evaluation of a candidate against known parameters. During the evaluation, an occupational therapist will identify the physical suitability of the applicant in regards to the specific role. Components of a pre-employment assessment may include: • A comprehensive medical history review • Blood pressure testing • Dynamometry (strength) testing • Visual testing • Range of motion assessment • Musculoskeletal strength and endurance tests Why choose IPAR? IPAR is a leading rehabilitation provider and will tailor assessments to the specific demands within your workplace and enable you to select workers best suited for your business. For further information please email bsteicke@ipar.com.au or visit www.ipar.com.au.
12 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
Stephen Long ARTICLE
THE GCE IS NOW MOVING ALONG WELL WITH A DELIVERY MODEL THAT HAS THE RIGHT PEOPLE IN PLACE TO PROVIDE HOSPITALITY AND TOURISM INDUSTRY VENUES WITH THE SUPPORT THEY NEED, PARTICULARLY IN REGIONAL AND ISOLATED AREAS WHERE SUPPORT IS LIMITED, WHERE STAFF ARE DIFFICULT TO FIND AND WHERE VISITORS ABOUND.
Employee Management We are now pleased to be able to integrate another focus into the program to support venues; an employee relations component. We will take the information you provide as part of the program to source any support we can for areas that may be needing it – it’s important to support the employee relationship and management process in a positive way to make sure our industry is seen in the best light as an employer of choice. The GCE contractors will ask general questions about policies and procedures and THA employee relations staff will use this and other information collected to offer support to venues in managing these issues. Venue information is confidential but aggregated information will be used to inform government of any issues, and trends that are evident which allows government to take any other positive actions required in this important area. The Program We have started a process to reinvest in about 130 of completed venues who were allocated a THA Great Customer Experience “Seal of Approval” in 2016, and we will be confirming their as continuing delivery of, and improvement in, the Customer Experience in their venues. This is going well and social media comparisons (now and then) confirm the continuing improvement around the venues who have participated in the GCE. "We have completed many venues and are now getting terrific involvement in venues in the GCE Presentation and Skill Sessions based around our video based product (Typsy)." Some information: In venues completed since September 2017 – 15% have undertaken a presentation or skills session. In the last season this was at 2%, in the off season it increased to 10% and the current season we have had 23% - this is a fantastic progression and doesn’t include any estimate of venues who are still in the progress of skills sessions or presentations. – It's working. Each Typsy video is expressed as a Unit – below are the number of units presented and the number of staff involved – 650 staff over 67 venues – in simple terms, 10 staff average per venue undertaking an average of 4 elements each.
Information and Testimonials will soon be on the THA website. Want to be included? Stephen Long: Phone: 0439 100 290 or Email: stephen@tha.asn.au
April 2019 www.tha.asn.au
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Merv Saltmarsh ARTICLE
Case 1; Notice of termination – does contract override NES? The two cases and check lists included in this publication can hopefully assist members and provides a simple risk management process, however should members require assistance and or support feel free to contact the THA by phone or send an email to Merv Saltmarsh ER Business Improvement at merv@tha.asn.au or mobile direct on 0407 869 924. Members can also have access to all of our services and much more, including the member’s area of this website Does a notice period in an employment contract override provisions in the National Employment Standards? Example only A company has decided to dismiss a manager whose contract of employment stipulates that notice of termination of employment is one month. The manager has been employed for about 6 ½ years and is aged in his fifties. The company intends to provide the appropriate notice as set out in the contract of employment, that is, one month’s notice. The manager claims he has an entitlement to five weeks’ notice because he is over 45 years of age. Question What period of notice applies in this case – the notice in the contract of employment or the notice required under the National Employment Standards? Answer Where an employee’s employment is terminated by the employer, the Fair Work Act (s117) provides an entitlement to a minimum period of notice, or payment in lieu of notice. In this case, the minimum provisions under the National Employment Standards would prevail as the terms of the contract of employment are inconsistent with the minimum provisions of NES. This means the employee is entitled to five weeks’ notice (or payment in lieu). What period of notice applies? Generally speaking, the relevant legal obligation with respect to the applicable minimum notice of termination would be as follows: 1. Is there a notice period in the contract of employment? If yes, the contract notice period will apply if it is greater than the National Employment Standards. If the notice period in the contract of employment is less than the NES, the NES will prevail. 2. Is the contract of employment for a fixed term or specific task? The contract ceases at the end of the fixed term or specific task. No notice of termination is required. 3. If there is no notice period in the contract of employment (and it is not fixed term or specific task)? In this situation, the notice of termination provisions in the applicable modern award or enterprise agreement will apply. These usually specify the minimum notice period provisions under the National Employment Standards. If the person is an award/agreement-free employee, then reasonable notice will apply. 4. If there is no contract of employment, reasonable notice will apply. NOTE: The period for giving notice of termination by an employer to an employee under the NES is the minimum period an employer must give (or pay in lieu) on termination of employment. Reasonable notice – common law The courts consider the primary purpose of giving a period of notice is to enable an employee to obtain new employment of a similar nature. While the Fair Work Act details the minimum periods of notice of termination to be given by an employer to an employee, a greater period of notice may be required to be given under an individual’s contract of employment, particularly in relation to senior executive employees. In the absence of an express contractual term dealing with notice in a contract of indefinite duration, the law will imply a contractual term entitling an employee to reasonable notice of termination. What is considered ‘reasonable notice’ varies depending on the circumstances. Relevant factors to take into account when considering what may be reasonable notice for an employee include: •Length of service •Seniority and status of the position •The level of remuneration, experience and expertise •Whether the employee was approached by the employer to join the organisation •The prospects for the employee to find alternative employment. In determining reasonable notice, a court will bear in mind the primary purpose of such notice, namely, to enable an employee to obtain new employment of a similar nature. The determination of what is reasonable notice must be determined at the time the notice is given.
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Hospitality Review
In circumstances where an employee has been wrongfully dismissed on account of an employer’s failure to provide reasonable notice, damages are generally limited to the gross amount (including superannuation) that would have been earned during the period of reasonable notice had the contract continued.
The bottom line: The terms of a contract of employment do not override the minimum provisions under the National Employment Standards where the contract is less beneficial than the Standards. Case 2; Managing Dismissals The decision to dismiss an employee is an area of the employment relationship that requires an understanding of a wide range of legislative and other obligations of an employer. The decision is also a significant one in terms of the effect on the employee and the business. Not surprisingly, a significant amount of resources, time and effort needs to be devoted to the associated decisions and processes. Knowing the legal risks and obligations involved is essential. CHECKLIST FOR MANAGING DISMISSALS Can you establish that you have a sound, defensible reason related to the employee's conduct or capacity or due to redundancy to dismiss the employee, unrelated to any discriminatory attribute?
Do you need to suspend the employee if the possible reason may amount to serious misconduct?
Have you conducted a thorough investigation (where appropriate and necessary) into the grounds for the dismissal, by considering and adequately weighing up all relevant evidence?
Have you given the employee an opportunity to respond to the grounds for the possible dismissal, including giving the employee sufficient detail of the grounds?
If the grounds for dismissal are not serious misconduct, have there been previous recorded instances of the same or similar behaviour or performance by the employee and has the employee received warnings for these?
Were you required to enable the employee to have a support person at the meeting to consider dismissal and did you do so?
Have you identified and followed all policies and procedures relating to dismissal that apply to your workplace?
Have you considered any matters relevant to the decision, including the employee's length of service, employment record and relevant personal circumstances, before making any decision to dismiss?
Have you notified the employee of the reason for dismissal and that the employment has been terminated, identifying the effective date, in writing?
Have you paid the employee all appropriate entitlements on termination, including entitlements in industrial instruments, policies and any written contract of employment?
Do you need to take steps to protect the organisation's confidential information or property and enforce any restraint of trade?
Have you properly considered the period of notice the employee is entitled to and any pre- or postemployment representations that may have been made to the employee?
Have you considered if it is a special type of case, e.g. an absent worker due to illness or injury, short or long term?
April 2019 www.tha.asn.au
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16 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
Chris Symons - [THAT] Foundation ARTICLE
Major Fundraiser When: Tuesday 27th August 2019 Time: 10.30am for 11am ‘Shot Gun’ Start Where: Launceston Country Club, 10 Casino Rise Prospect Vale “Celebrity Golf Day”
If you would like to enter a team, provide a prize or support with having celebrities on the day, please contact Chris on chris@tha.asn.au Donations Eleanor has had a tough year having to live in Melbourne with her family whilst fighting neuroblastoma. This has meant a lot of surgery and treatment and tough times for the family. With the support of Mantra Lorne we were able to provide the family with a few nights away from the hospital. Nic recently participated in a Rockband Academy run in the school holidays for children with a disability. He enjoyed it so much that he wanted to learn the electric guitar. We were pleased to be able to purchase a guitar and lessons to help Nic on his journey. After watching him play we think Hobarts next rock star is on their way.
If you know any children in need of support or would like to support one of our fundraising events please contact me at chris@tha.asn.au
April 2019 www.tha.asn.au
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OYSTERS Grown in Australia’s secluded inlets and open bays, Australian oysters are the ultimate food experience! Raw oysters have complex flavours that vary greatly among varieties and regions: some taste sweet, others saltywith a mineral flavour. Throughout the seasons we access the best regional oysters from around the country. 030488 1DZ FRESH 1/2 SHELL BISTRO PACIFIC OYSTERS 030486 1DZ FRESH 1/2 SHELL PLATE PACIFIC OYSTERS 030487 1DZ FRESH 1/2 SHELL STANDARD PACIFIC OYSTERS 202220 1DZ FRESH 1/2 SHELL MEDIUM ROCK OYSTERS 202218 1DZ FRESH 1/2 SHELL LARGE ROCK OYSTERS
Speak to your local PFD representative for market pricing and availability. Call 131 733
www.pfdseafood.com.au Find us on:
18 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
Andrew Moore ARTICLE
The Clubs Tasmania program has now commenced in earnest, with our overall vision, to be the peak body for community clubs across Tasmania. In the initial phase of the program, we are focusing on RSLs. In early April, I met with RSLs on the West Coast, as part of the first Industry Forum in Strahan. Key take home messages from the meetings, with RSL staff, were that Clubs Tasmania can play a vital role in connecting RSLs, and community clubs to skills and resources, in order to build capability. Strategies to help achieve this include: •Our 1300 hotline number, 1300 1CLUBS (1300 125827) which will be launched in late April, which provides a contact point The RSL Information Kits, which were road tested in Strahan and will be launched at our Hobart forum on Monday April 29. We believe the information kit can greatly assist in the growth and development of RSLs, and assist RSLs to operate in a more professional manner and established contact with local RSLs across the state to create awareness of the Clubs Tasmania brand
Dates and venues for 5 forums have been finalised and will coincide with industry forums across the state
Hobart
Grand Chancellor Grand Chancellor Eastcoaster Resort Quality Gateway
Monday April 29 Tuesday April 30 Monday May 6 and Tuesday May 7 Monday May 27 and Tuesday May 28 Monday June 17 and Tuesday June 18
Launceston
Orford
Devonport
Clubs Tasmania and the broader THA network are excited to be able to play a role in making RSLs and community clubs, robust and sustainable, courtesy of the Tasmanian Government allocating funding of $800,000 over the next four years. The funding commitment, is recognition of the important role, RSLs and community club, fulfil in the local community. Importantly, the Clubs Tasmania initiative will help boost participation, assisting in promoting physical health and well-being so they can continue to provide enjoyment and a healthy lifestyle for the community
April 2019 www.tha.asn.au
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pink pink pink
Australia’s #1Rosé * This little pig started his journey in New Zealand’s South Island, before travelling across the ditch to Australia and spreading his wings to other parts of the world. We know our Rose is great, but so must you, because it is the #1 Rose in Australia*. If you haven’t tried it, we suggest you do, because this little pig goes to market down a treat!
20 enquiries@tha.asn.au 03 6220 7300 *Source: IRI Liquor Unweighted $ bottled Rose QTR to /01/19
Hospitality Review
Rebecca White ARTICLE
I HAVE SPENT THE PAST SUMMER REFLECTING ON WHAT IT MEANS TO BE TASMANIAN.
Of course, there are many, many answers to those questions. Our beautiful natural environment which is unparalleled in Australia. Our stunning beaches. And our laid back lifestyle which is exemplified by the warmth and friendliness of Tasmanians. But the bigger question in that regard – and an important part of what drives me as the Labor Leader of Opposition in Tasmania – is this: What are we doing to protect the things that make us unique? What are we doing to preserve the Tasmanian way of life while at the same time we promote our crucial tourism and hospitality industry and help it thrive? I have spoken many times about the need to support visitation to our state and the iconic attractions that entice so many people here. I don’t believe that Tasmania has too much tourism – but I do believe we need to be more strategic about how we manage growth. The rapid growth of tourism is currently outstripping the ability of the Tasmanian Budget to fund necessary infrastructure and services. We should be investigating ways for visitors to make a greater contribution to protect the things that make our state unique and special while ensuring the viability of the industry and our natural environment. Labor has proposed a policy to restructure entry fees to our iconic national parks and reserves to ensure the cost matches the true value of the experience. This should include investigation of a tiered fee structure for our three most popular parks, with higher fees during times of peak demand, but with a reduction in the price of an annual entry pass for all Tasmanians. The proceeds should be reinvested to protect our biosecurity defences and upgrade visitor infrastructure. I would encourage the incumbent Liberal Government to adopt that policy. Our reputation as a must see visitor destination continues to gain global recognition and by 2020 our state can expect to welcome 1.5 million visitors. That anticipated growth in visitor numbers will place increasing pressure on Tasmania’s existing visitor services and our ageing tourism infrastructure. We need to protect and create tourism and hospitality jobs. As Shadow Minister for Tourism, Hospitality and Events, I am committed to working with stakeholders across the tourism and hospitality industry to create more full-time jobs and ensure that the reputation Tasmania has as a must-see destination is protected and enhanced. Labor’s Tourism, Hospitality, Festivals, Heritage and the Arts Industry Advisory Council, chaired by Daniel Leesong from the TICT, is doing just that by developing strong, enduring policy for our state. Together, we are focused on the long-term challenges and opportunities facing Tasmania’s tourism and hospitality industry and workforce, including education and training. Together we are determined to strike the right balance between a thriving visitor economy and a Tasmania that also thrives for our future generations. WHY DO WE LOVE LIVING HERE? WHAT MAKES US UNIQUE IN AUSTRALIA? WHY DO SO MANY AUSTRALIANS FROM OTHER STATES ENVY OUR LIFESTYLE AND, AS A RESULT, WANT TO SHARE IN IT BY MOVING TO TASMANIA? AND, IMPORTANTLY, WHAT IS IT ABOUT THE MATCHLESS TASMANIAN WAY OF LIFE THAT HAS PEOPLE FROM AROUND THE COUNTRY AND AROUND THE GLOBE CHOOSING OUR STATE AS A HOLIDAY DESTINATION AND FLOCKING TO IT IN DROVES?
April 2019 www.tha.asn.au
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W elcome to our
Isabella Crespan
Just recently (Tuesday 12th of March) I started my role with the Tasmanian Hospitality Association full time as the new receptionist. In the past, my preference of work has always been in the hospitality industry; naturally I was a little nervous to be starting a new job in a very different environment than what I am used to, but in saying that I was also excited to find out what kind of opportunities I would be given while working with the THA. Prior to beginning my new job at the THA I had been (and still am) working in a restaurant three nights a week waitressing and working behind the bar at Solo Pasta and Pizza. Working in the hospitality industry is something that I thoroughly enjoy doing because I get to meet fantastic people and it is a great shift for me in terms of being in the office for the day and then a restaurant at night time constantly on my feet and interacting with fantastic people. Outside of work I have an interest in playing basketball, which I do during the week, playing games and training and it is something that I have been doing since a young age. I take interest in making time for social activities like catching up with friends and family on the weekends and after work while also fitting in other commitments such as basketball and working in the restaurant. After working at the THA for about a week and a half I have come to realize what kind of great opportunities I will be given and experiences I will get to encounter all while working with great, friendly and lively people. Within my first couple of days working in the office, everyone was super welcoming and lovely, creating a great working environment for myself to be working in, and I cannot wait to see what the future is going to hold for me during my time at the THA.
22 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
new staff at the tha
Jordan Lewtas
My role at the THA is in employment relations where I will be working on the Greater Customer Experience and assisting our members as part of that which includes, working with the Employment Relations -Business Improvement Manager, in liaison with the Greater Customer Experience GCE Manager. I will also be supporting the management and delivery of the identified Employment Relations /Industrial Relations support services aligned to the Greater Customer Experience (G.C.E.) I grew up on the North West Coast where I attended St Brendan Shaw College before leaving Tasmania for the bright lights of Melbourne. I lived inMelbourne withmy girlfriend Charlotte for 5 years, where I studied journalismand politics and also incorporated elements of law and industrial relations at Deakin University. Prior to graduation I interned at The Herald Sun where I was fortunate enough to have published articles as well as learning valuable career lessons. Work experience included working in the retail sector, on the floor and acting manager in a diverse and high level environment, that included a bottle shop which made me aware of relevant awards and conditions of employment. In typical Tasmanian fashion I found an opportunity to return home and I jumped at it (to the delight of my family) When I’m not at work I spend my time watching any sport I can, including AFL, basketball, cricket and MMA. I come from a teaching background as well as working with disadvantaged youth, developing programs to reintegrate back to school or society. I then spent time in sales followed by owing my own small business. Although new to the hospitality industry, I believe my skills transfer well and I look forward to bring a fresh outlook to the WFD team. Six weeks into the job I’m really excited at the opportunities that are presenting and the direction we are heading and what this will mean in terms of employment outcomes for our members. My spare time is taken up by my three-year-old son and one-year old daughter and wishing I had the time to return to being a single figure handicap golfer. Marc Banovic I started with the THA on the 12 February 2019 as the Workforce Development Manager. I’m looking forward to working hard to deliver really positive outcomes for all our members.
April 2019 www.tha.asn.au
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pcoming
11-14 Flinders Island Food & Crayfish Festival 21-27 Sheffield International Mural Fest 22-24 King Island Long Table Festival 28 Hawthorn V Carlton 29 April - 4 May Targa Tasmania APRIL
24 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
vents
MAY 3 Agfest 18 North Melbourne V Sydney Swans 25 Hawthorn V Port Adelaide
April 2019 www.tha.asn.au
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26 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
Max Hitchins ARTICLE
Scamming the scammers
Linked In is a wonderful marketing tool. Here is a great video telling how and why to use LinkedIn. See: https://www.youtube.com/ watch?v=_kwqqtpprrE. But, whilst singing the praises of LinkedIn, I want to share a scam that came to me via LinkedIn…and an interesting way to handle it.
“Greetings Max. It is my urgent need for a foreign partner that made me contact you for this transaction and I will formally introduce myself to you because I had to disguise on my LinkedIn profile for security reasons my name is Ms. Judy Hsu, working with Standard Chartered Bank as the Regional (CEO), ASEAN & South Asia. I have contacted you over a very important business transaction which will be of great interest and benefit to both of our families.” (Note: First sentence too long…so I checked out Judy Hsu and found she definitely exists and works for the named Bank) “In December 2009, one Mr. Harry, whose surname is the same as yours and has your country in his file as his place of origin, made a fixed deposit for 24 months, valued at $15,500.000.00 with my bank. Sadly Mr. Harry. was among the dead victims in the April 2011 Super Outbreak Tornado in the USA that leftover 362 people dead while he was there on a vacation trip with his family.” (Note: Super Outbreak Tornado definitely happened. See: https://en.wikipedia.org/wiki/2011_Super_Outbreak) “He died without leaving a Will and several efforts were made to find his extended family through his embassy but all to no avail.” (Note: Ummmm Sounding like a scam. There’s no Harry in our family…but $15,500.000.00…I’ll continue reading.) “Therefore, I am seeking your co-operation to present you as the one to benefit from his fund at his death since you have the same name so that my bank head quarters will pay the funds to you. I GUARANTEE that this process would be executed under a legitimate arrangement that would legally protect you from any breach of Law. I will tidy up the legal aspect with the assistance of a lawyer who will prepare all the documents that will be needed to transfer the funds. If you would want to partner with me on this project, I intend to give you 50% of the total funds.” For more information about me please visit: https://www.sc.com/en/people/judy-hsu/ Ms. Judy Hsu, Chief Executive Officer, SCB. Note: My reply… “Thank you Ms Hsu. I am so happy you have found me as we have been searching for Uncle Harry’s hidden money for quite some time.” “I can definitely show you all the information that will legally allow me to claim the money held at your Bank.” “I am very happy to see you rewarded for you ingenuity. However, I do think you asking for 50% is too much to pay.” “I am prepared to pay you 10% to reimburse you for your time and effort. However, I do have a proposition for you.” “I have an investment opportunity that has been presented to me that requires $US250,000 within the next 14 days.” “I am prepared to increase the amount I pay you from 10% to 20% if you are able to arrange a loan from your Bank within the next 14 days. I’m happy to use Uncle Harry’s money to guarantee the loan.” “I look forward to us coming to a satisfactory arrangement and await to hear from you.” Sincerely, Max Hitchins So far…my email remains unanswered! By line: At HospitalityDoctor.com.au you will find tips, tricks and tonics to help you become a super Hospitality Industry professional. You will also find details of a series of eBooks titled “How To Develop A Memory Like An Elephant.”
April 2019 www.tha.asn.au
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INTRODUCING
HAHN ULTRA CRISP is an easy-drinking, lower carb lager brewed with a revolutionary new process using rice instead of the standard barley or wheat to create a cleaner, crisper tasting beer that is Lower Carb, Preservative Free, 99% Sugar Free & Gluten Free. A refreshing new full strength lager with a clean crisp taste.
NEXT GENERATION THE OF BEER
* 35% less carbs than regular beer
28 enquiries@tha.asn.au 03 6220 7300
Hospitality Review
FOR IMMEDIATE RELEASE 27 February 2019
19 Crimes launches a brand new campaign with real conviction 19 Crimes, the wine that bought you the first talking wine label via the AR Living Wine Labels app, has launched a unique campaign that brings to life the rich and authentic story of the convicts turned colonists who feature on the brand’s labels. In the 18th and 19th centuries, British rogues found guilty of at least one of 19 Crimes were sentenced to live in Australia as punishment, where they were forced to forge a new country and new lives for themselves. Today 19 Crimes, a $13m brand in Australia experiencing triple digit growth*, celebrates the rules they broke and the culture they built. Over the next month, 19 Crimes will take over two of Australia’s busiest train stations – Bondi Junction and Sydney Central Station. This criminally good ‘station domination’, will be seen by over 2.3 million commuters each week. Heavily focused on out-of-home channels across the eastern seaboard, this campaign also features some very cool and disruptive hand painted murals with light projections, as well as multiple street posters with jail cell bars covering the prisoners’ mug shots. Currently the third favourite red wine brand in Australia**, 19 Crimes will also be unmissable in-store with almost 250 large in store displays mimicking a jail cell, POS and customer exclusive activations. In addition, the campaign supports a national in-store promotion, where consumers can win flight vouchers if they find the 19 th Crime under the cap. “Following the phenomenal success 19 Crimes has had in the US, it’s an exciting time to be launching a campaign for a brand that has already gained traction quickly and organically here in Australia. We are thrilled to be bringing the 19 Crimes story to life in a non-conventional and disruptive way. This campaign is a great way to educate consumers on a story rich in history, whilst also highlighting a strong portfolio of quality, affordable wines. It would be a crime not to drink it”, says 19 Crimes Brand Director, Clive Coleman. Live now, 19 Crimes’ fully integrated campaign features across social, digital, a national out-of-home program and in-store visibility that will run until the end of April. -Ends- For more information please contact Zoe Tostevin, PR Manager 19 Crimes on zoe.tostevin@tweglobal.com or 0419 417 893 About 19 Crimes 19 Crimes turned convicts into colonists. In the 18 th and 19 th centuries, British rogues found guilty of at least one of 19 Crimes were sentenced to live in Australia as punishment. As pioneers in a frontier penal colony, they forged a new country and new lives, brick by brick. Today, 19 Crimes wines celebrate the rebellious spirit of the more than 160,000 exiled men and women, the rule breakers and law defying citizens that forged a new culture and national spirit in Australia. Similar in character to the rogues on our bottles, 19 Crimes wines are bold and uncompromising. Each bottle bears the mug shot of true historical convicts, with one of the 19 Crimes inscribed under the screwcap. Armed with Augmented Reality, if you download the Living Wine Labels app and hover your mobile phone over the label, the convicts animate to life, telling their unique stories.
* Source: IRI Liquor Unweighted Market, Volume Sales, MAT to 20/1/19 ** #3 Red Wine Brand, $10-$14.99 in Australia. Source: IRI Liquor Unweighted Market, Volume Sales, MAT to 20/1/19
April 2019 www.tha.asn.au
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