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“TAKE A BREAK” REINFORCES INDUSTRY COMMITMENT
From the President
DAVID BASHEER
Gambling Harm Action Week has just passed and the AHA|SA and our members once again demonstrated why we lead the industry in being part of the solution.
We have partnered with Consumer and Business Services Minister, Andrea Michaels and Human Services Minister, Nat Cook, in a new nation-leading gaming harm minimisation initiative, Take a Break.
As you will read in this issue, the Take a Break program is being trialled in 31 venues during November and allows at-risk players to more easily ban themselves.
It is one of many self-regulation programs initiated by the AHA|SA as part of our commitment to social responsibility. If you would like to understand these in more detail, my recent column takes an in-depth look at this very issue.
But in all the emotion surrounding gambling, the work AHA|SA members and other bricks-andmortar operators are undertaking in harm minimisation is too often lost.
Calls by the anti-gambling industry for ever-more stringent regulations solely aimed at pubs and clubs wilfully ignores what is happening
in the unregulated on-line world. (I can only presume that a considerable body of research is being undertaken into this hidden problem.)
We encourage Government to continue to work collaboratively with those who are paying the taxes, providing the jobs and most critically, have a history in demonstrating a genuine commitment to harm minimisation.
84 – AND GETTING WORSE
In a recent KPMG survey of Australian business leaders, 41% listed dealing with evolving regulatory processes and reporting changes amongst the five top issues keeping them up at night.
Don’t our members know it.
When governments come into office, they all talk about reducing red tape, then proceed to increase it.
Layer upon layer.
We never see evidence of Government departments talking to each other to avoid duplication, nor over onerous red tape additions.
And we can be absolutely certain the three tiers of Government never communicate with each other.
A quick scan of all our red tape obligations revealed we have 25 different obligations to meet in liquor, 4 more in the live music world, 20 in gaming, 19 in our kitchens, and another 16 red tape obligations in HR/IR.
That’s 84 pieces of red tape.
And now we learn of new legislation being brewed up at the federal level to introduce green tape regulations.
All the while, members have the onerous task of keeping the cogs of their business running in the face of massive cost increases, including energy, insurance and the insidious alcohol excise.
There is a chance they may innocently miss a few things.
A chef ringing in sick on a Tuesday morning can derail a planned day of compliance checking.
So, here is our request to those legislators and regulators who thinks one more bit of red tape won’t be a problem.
Consider what the humble publican and their family must deal with before they even consider tapping a keg and opening their doors.
Consider that our small and family businesses don’t have HR departments. And please understand that they do not have full-time compliance officers.
We need spear carriers for small business. Champions who will ensure, at the very least, that government departments talk to each other - and other tiers of Government - to minimise onerous and duplicated regulations.
CONGRATULATIONS
October was a busy month for the AHA|SA team. We held our inaugural HR conference, which was well attended by members and their senior staff.
The feedback on the day and the speakers were excellent and I
recommend you read the story in this issue.
Full credit to Owen Webb, Sarah Legoe and all involved on this fantastic initiative. We look forward to building on the programme next year.
Our annual Awards for Excellence at a sold-out Entertainment Centre in the presence of the Premier and Opposition Leader again portrayed our great industry in the best possible light.
It was a night where the AHA|SA family came together to celebrate the extraordinary success of the South Australian hotel industry and the achievements of our fabulous venues.
A night where we recognised our State’s best hotels that are leading
the way in innovation, in inspiration and in design.
So many of our hotel staff filled the room. The dedication, energy and excellence of the 26,250 employees who work alongside our entrepreneurial members, place us to be at the heart of all things tourism.
We are at the heart of LIV Golf, the heart of Gather Round, the heart of that 3000 person international conference.
Full credit to Lucy Randall, who celebrated her 20th year running these awards, and the AHA|SA team on a great event.
My heartfelt congratulations to all category winners. They will now go on to represent South Australia at our national awards in Brisbane later this month.
Particular congratulations to The Arkaba Hotel which was awarded the coveted Best Overall Metropolitan Hotel and to both the McLaren Vale Hotel and Mt Lofty House who - in a rare feat - won back-to-back awards for Best Country Hotel and Best Accommodation Hotel respectfully.
David Basheer, AHA|SA President
TRUTH TELLING
Digital Content Manager A Timely Appointment From
the CEO
ANNA MOELLER
From the CEO
ANNA MOELLER
Hotels are not an unhealthy industry.
That message, delivered by Premier Peter Malinauskas during a recent speech, is transformational after years of unfounded attacks on pubs by vocal minorities with prohibitionist mentalities.
Allow me to quote the Premier’s words exactly, as he addressed hundreds of hotel staff and owners:
“You make going to the pub a valued proposition for tens of thousands of families every single night of the week.
“Going to the pub is accessible.
“Going to the pub provides a sense of community.
“Going to the pub allows you to sit down with your own kids, like I do at mine most weekends, and have a conversation in a way that is utterly healthy.
“Going to the pub means hanging out with mates rather than hanging out at home, playing around on your phone.
“And that is good.
“There is nothing unhealthy about this industry.
“It makes a valuable contribution, not just to the economy but to our social fabric.”
COMMUNITY
Our industry plays an important role in keeping the community healthy in so many ways. Not just mental health and wellbeing when friends go out and have a chat, commiserate or celebrate. Our hotels are the dependable sponsor of so many community activities, from the netball club and football club to fundraisers and supporting local charities that would otherwise find it impossible to survive.
We are not an employer with one or two large factories. Our staff –whose numbers are equivalent to the population of Mount Gambier – are employed right across South Australia. And as a major decentralised employer, hotels contribute to the economic health of local communities.
TAX
That’s why the twice-yearly tax hike on alcohol needs to end. It is pricing people out of pubs and into unregulated environments.
It’s important, as the Premier recognised, that people visit pubs – with all of their benefits and safeguards - as opposed to sitting on a couch and drinking at home.
The beer tax is a tax on socialising. It’s a tax on mental health and wellbeing.
And as people stop visiting their local because it has become too expensive, it as a tax on jobs.
REGULATED V UNREGULATED
Of course, we are ever mindful thatfor a small and reducing percentage of the population - we're dealing with potentially harmful products (just as cars are if you don't drive them properly).
That’s why we are so highly regulated by government regulations and have our own codes of conduct to self-regulate. We lead the nation in responsible service of
alcohol training, harm minimisation around gaming and so on.
This is in stark contrast to the scourge of illegal drugs and kids ‘playing’ on illegal casino sites on their phone where nobody can see them.
The AHA|SA has been active in developing a raft of services that contribute to the social and economic health of South Australia. We have actively sought funding to provide an ever-growing raft of services for everything from mental health support, financial
and management training, hotelspecific sustainability guides and so on. We have joined the We’re Equal movement and we are proud of our Bystander Intervention training.
There's nothing unhealthy about it. There can be incredibly positive things, but we are mindful. Yes.
GOOD FOR THE SOUL
It’s fitting that I end this column with some more words from the Premier, as he addressed members and hotel staff at our recent awards night:
“You make going to the pub a valued proposition for tens of thousands of families every single night of the week.”
“So when David (Basheer) talks about our challenge and our tackle of social media tech diets, I make no apologies.
“Because it is always good for the soul to be hanging out with a friend over a frothy and sharing a few ideas in good times and in bad.
“And you facilitate that, and you make it accessible and affordable with a sense of community at your heart.”
“To that end, I just want to pass on my genuine appreciation. You know, when it comes to Gather Round and all these other events, the one thing that people talk about more than anything else isn't so much the footy, it's the sense of hospitality and the sense of welcome they experience when they come across the border.
“We (government) don't make that happen.
“You make that happen and you do our state proud.”
Anna Moeller, AHA|SA CEO
“There is nothing unhealthy about this industry.”
- South Australian Premier, Peter Malinauskas
2024 AHA|SA AWARDS
Congratulations to all nominees and winners at the 2024 Awards for Excellence gala.
The evening was a celebration of the collective efforts in building a vibrant and thriving South Australian hospitality industry.
Through the hard work of your teams, you continue to be a cornerstone of community and entertainment.
It’s been an incredible year for punters—nothing unites us as a nation quite like the Olympics, footy finals, or the Spring Carnival! And, as always, there’s no better place than the local pub to catch all the excitement live.
At Tabcorp, venues are at the heart of everything we do, and we remain dedicated to supporting and strengthening your venue through our key brands:
TAB, MAX, SKY Racing, and SKY Sports. Together, we’re proud to champion local pubs!
Let’s continue to celebrate the very best our industry has to offer – and thank you for your continued support.
Paul Carew
Chief Operating Officer – Tabcorp
AHA| SA Awards Night's Major Industry Sponsor
Pages 15-19
AWARD WINNER LIST
Pages 21-29
PHOTOS FROM THE NIGHT
Pages 30-35
Watch Video
STARS OF THE INDUSTRY HONOURED AT AWARDS NIGHT
Over 900 people – a new record –attended the 2024 AHA|SA Hotel Industry Awards for Excellence at the Adelaide Entertainment Centre.
The night was sponsored by industry supporter TABCORP, with major corporate partners Carlton & United Breweries, Coopers, Lion, and Hostplus.
The Premier, Hon Peter Malinauskas MP, was full of praise for the winners and the vital role the industry plays tourism and the community.
“I was delighted to join with South Australia’s hotel industry and celebrate all the winners at the 2024 Hotel Industry Awards for Excellence,” he said.
“It was a tightly run race in so many categories, speaking volumes to the quality of our state’s hospitality industry.
“These achievements are important to acknowledge at a time when SA is rapidly becoming the Destination State. The food, beverage, and accommodation services on offer in South Australia are second to none. Hotels and pubs remain the
backbone of many metropolitan and rural communities - They are a source of employment, investment, and community spirit that I am very proud of as a South Australian.”
During his speech, the Premier praised the hotel industry for its contribution to the State.
“You make going to the pub a valued proposition for tens of thousands of families every single night of the week,” he said. “Going to the pub is accessible.
“Going to the pub provides a sense of community. Going to the pub allows you to sit down with your own kids, like I do at mine most weekends, and have a conversation in a way that is utterly healthy. Going to the pub means hanging out with mates rather than hanging out at home, playing around on your phone.
“And that is good. There is nothing unhealthy about this industry. It makes a valuable contribution, not just to the economy, but to our social fabric.”
The Premier added, “I have no doubt that AHA|SA members will punch above their weight at the AHA National Awards later this year, rivalling the offering of the eastern states.
“Hotels large and small have been the beneficiary of the government’s push to generate visitors and growth for the state through major events never before contemplated. These events could not have succeeded to the extent they have without a vibrant and viable hotel industry that punches well above its weight.
“2024 has been a massive year for our hotels industry and 2025 is gearing up to be even bigger. That is why it’s so important that both government and the broader community continue their support for an industry that is leading by example in so many ways and putting us on the world stage.”
We thank our entertainment for the evening, Hot Dub Time Machine, and major industry supporters of the night: TABCORP, with major corporate partners Carlton & United Breweries, Coopers, Lion, and Hostplus
BEST OF THE BEST
A ‘born again’ hotel and two celebrated venues achieving “back-to-back” success were among many highlights for South Australia’s hotel industry.
The Arkaba Hotel won the coveted Best Overall Hotel – General Division (Metropolitan), after undergoing a multi-million-dollar renovation, its first major development in decades. It’s a fitting reward for the hotel’s 150 staff who provide excellent standards of service across accommodation, entertainment, bottle shop and function facilities.
In an amazing showing, the Arkaba also won awards for:
• Best Redeveloped Hotel - General Division Metropolitan
• Best Entertainment Venue
• Best Outdoor or Non-Enclosed Facility - Metropolitan
• Best Sporting Entertainment Venue
• Community Service & Support
“The Arkaba was a world class development by superb architects back in 1965,” said Hurley Hotel Grouop’s Managing Director, Peter Hurley.
“There is an event-based positive vibe in SA currently. That gave us the confidence to give the superbly located Arkaba a once in 60-year major revitalisation.
“Fortunately, it also gives our bank the confidence to fund investment in our industry.
“We have a great team of managers, a marketing team, admin team , next generation family stars, recruiting and coaching a highly motivated frontline crew.
“Collectively they impressed the judging panel sufficiently to give us six awards, including the prestigious Overall Best Hotel.”
“The Arkaba, McLaren Vale Hotel and Mount Lofty House have achieved the pinnacle of excellence,” said AHA|SA CEO, Anna Moeller.
“The Arkaba exemplifies what hard-working and entrepreneurial South Australian families can do. The award is a stunning tribute to their unparalleled commitment to excellence.
“I am in awe of the McLaren Vale Hotel and Mount Lofty House. The ability of their teams to win top awards two years in a row is an astonishing feat and richly deserved.
“But ultimately, all the winners and nominees tonight reflect the incredible quality of South Australian hotels, which deliver world-class experiences across the entire state.”
BEST OF THE BEST
Mount Lofty House won the Best Overall Hotel – Accommodation, repeating a rare back-to-back, taking this award in 2023 as well. Judges highlighted the excellence “in all facets of their offering including accommodation, dining, bar, functions, customer service and tourism to name a few. The Sequoia Lodge development has added the final element to the overall experience of this iconic venue.”
Mount Lofty House was also named:
• Best Luxury Hotel Accommodation
• Best Bar Presentation & Experience - Accommodation Division
Join us for a beer to celebrate, it’s our shout!
West End, in collaboration with Triple M, will shout the bar at 165 pubs across South Australia to celebrate this iconic milestone and celebrate our great state, South Australia.
BEST OF THE BEST
BACK - TO - BACK WINNERS – BEST COUNTRY AND BEST ACCOMMODATION
The McLaren Vale Hotel was named Best Overall Hotel – Country for the second year in a row. The 1850’s hotel has been beautifully renovated to provide first-class facilities across all areas of the venue, including dining, bar and a stunning outdoor space. Judges also noted the hotel’s engagement with local wineries, saying it “places a sophisticated focus on attracting tourism into the region, considering businesses beyond its own”.
The McLaren Vale Hotel also won the categories for:
• Bistro Casual Dining – Country
• Bar Presentation & Experience – Country
40.
Gambling Harm Action Week
As part of Gambling Harm Action Week, the AHASA and Gaming Care were delighted to partner with Consumer and Business Services, South Australian Minister for Small and Family Business, Andrea Michaels MP, and Minister for Human Services, Nat Cook MP, to continue leading the nation in gambling harm minimisation.
The ‘Take a Break’ initiative, administered by CBS and currently being trialled in 31 venues, is designed to make it easier for people at risk of gambling harm to bar themselves from gaming rooms. By simply scanning the 'Take a Break' QR code, people will be directed to an online form where they can bar themselves in just a couple of minutes.
Gaming Care Manager, Tom Owens, said, “South Australia already has the most effective suite of harm minimisation measures and barring legislation in the nation, allowing individuals and people with concern for another's health and wellbeing to apply for a barring order from gaming venues.
“This initiative aims to fill the gaps in support services, providing a discrete way for those suffering from gambling harm or those who are too embarrassed to speak up, to quietly bar themselves and take a break.
“We look forward to seeing the results of the ‘Take a Break’ QR code trial,” Tom said.
It was equally important for the AHASA and Gaming Care to participate in Gambling Help Services events throughout the week, further cementing our relationships with support mechanisms.
Tom said, “I was delighted to attend Relationship Australia SA’s Gambling Help Services Meet and Greet at the Seaton Hotel.”
“Our Gaming Care Officers were able to meet with councillors and clinicians working in this sector, and fortunate to have representatives from Statewide Gambling Therapy, OARS Community Transitions, and Peace.
“We deepened our understanding of gamblingrelated harm and how we, along with venues, can play a proactive role in harm minimisation and early intervention.
“It’s not just about compliance though, this week was about actively creating a culture of responsibility and care for patrons.
“This networking also aligns with our Responsible Service of Gaming Services training, which ensures that gaming employees and their managers are recognised by CBS, are competently using the Barring and Online Employee Notification (BOEN) system, and recognising gambling harm in their venues.
“I remind members that RSG training is mandatory for those with gaming machines.
“We offer the most comprehensive RSG training package in the nation. When you do this training through Gaming Care, you’re not only receiving knowledge from an accredited trainer, but you’re also receiving insights and ongoing relationships with the Gaming Officers who visit your businesses.
“Our 200th participant has just completed RSG 3 online, and we’re just shy of our 100th participant completing RSG 2 online as well.
“Traction is definitely building and that’s definitely due to moving to an online training option. Through our new system, you can ask trainers questions and do the training in your own time,” Tom said.
Blue chip advice at AHA|SA's first Human Resources and Employment Conference –Navigate and Engage
The inaugural HR and Employment Conference –Navigate & Engage – was an overwhelming success.
Approximately 100 people attended attended the fullday conference, which was held at the Hotel Grand Chancellor in Adelaide.
Participants left with considerable insight into how to attract, engage and motivate staff, ways to develop their skills as future leaders, and how common workforce problems can be solved.
The day was introduced by AHA|SA Deputy CEO, Owen Webb who explained why the conference was named “navigate and engage”.
“In recent years there have been a significant number of legislative reforms from an employment perspective which have posed challenges for businesses in our sector to navigate their way through,” he said.
“It’s never been more difficult to source and retain staff. Many of our members have found themselves having to train staff that don’t have the level of experience they were accuomed to in years gone by.
“So today is also about coming together as industry peers to share ideas in areas such as recruitment and migration, retention of our staff, creating healthy workplaces, understanding the current and future HR trends and looking at how we develop and motivate our future leaders.”
The following is an overview of some of the points raised by speakers.
Connie Letizia, Account Manager at Hostplus (major sponsor of the conference):
• Flagged upcoming legislation including accumulating the Superannuation Guarantee on paid parental leave
• Discussion of payday super, why it’s being introduced and how it will operate.
• Elevated workplace engagement and support available from Hostplus
Rodney Griffiths, Director, Interest Rate Solutions –Financial Markets (Corporate, Business & Consumer Solutions), Bank SA:
• Set the macroeconomic scene.
• Insight into the dynamics of the Australian labour market and the effects on participation rate.
• Job vacancies as a leading indicator appear to have peaked in South Australia, which is a positive for employers seeking staff.
Michael Kay – Partner - Employment, Wallmans Lawyers (major sponsor of the conference):
• The new concept of a hostile workplace.
• Need for employers to be proactive and meaningful with obligations on preventing unlawful conduct of a sexual nature, not just pay lip service. If you’re a large employer, the requirement to be proactive is higher.
• Sex based harassment is different to sexual harassment.
The inadvisability of promise anonymity to a complainant. It is better to say you will do your best but there is no guarantee.
Jodeen Carney – South Australian Equal Opportunity Commissioner:
• Outlined how the commission works and the benefit of its confidential process.
• Reinforced the AHA|SA's involvement in the Bystander program and We’re Equal initiative - and commended the Maylands Hotel where she had a personal positive experience.
Panel Discussion: Maintaining a Healthy and Diverse Workplace in the Hospitality Industry
Moderator: Sarah Legoe, Senior Advisor – Workplace Relations, Liquor Licensing & Gaming, AHA|SA
Amanda Sadauskas – Healthy Workplace Advisor –Employer Risk, Return to Work SA
• Outlined framework of creating a healthy workplace
• It can be a minefield but industry specific workshops available to assist.
• Return to Work SA has free audit and resources to benchmark yourself on healthy workplaces and offer ways to improve.
Sharn Elder – Community Education & Training Manager, Breakthrough Mental Health Research Foundation:
• Employer responsibility to provide a safe work environment.
• Know the signs of mental health issues.
• You don't have to solve it for someone, just recognise it and reach out.
Rebecca Barnes – General Manager, Basheer Hotel Group
• Protect culture at all costs.
• Explained the benefits of working with RTWSA, including advice and assessing policies to see if compliance processes are in place.
• All managers receive mental health first aid training.
Dr Ashokkumar Manoharan – Senior Lecturer in Strategic Management, Flinders University:
• Diversity makes good business.
• His research shows that a diverse workforce is key to a successful workplace.
• Migrants who previously went into hospitality are now going into the gig economy such as Uber.
Cletus Brown, Director – Knowledge, Fair Work Ombudsman:
• The importance of maintaining appropriate employee records and issuing pay slips.
• Withholding entitlements on termination is a no-no, as are unlawful deductions for breakages and till shortages.
• Non-payment of work hours. For example, putting people on unpaid trial shifts
• If contacted for an investigation, he advised telling the officer that you're an AHA member and then contact the AHA who can work with investigators. “If the AHA is involved with you, it's a much simpler process.”
• New wage theft provisions come in from 1 January 2025.
Commissioner Chris Platt, Fair Work Commission:
• Right to disconnect, with questions including whether you can send information about rosters to staff out of work hours.
• Unfair dismissal. Get as much independent evidence as possible. This includes emails, text, documents and CCTV footage, rather than witness evidence.
• Take a pragmatic, risk-based approach to settle disputes. It is less costly, and you can use the time to focus on your business.
• Performance management must be in writing, spelling out consequences and time frame.
• Casuals and long service leave. If you're not going to employ them in non-peak times, considering ending the contract because if you don't and it goes on for seven years, they will be entitled to long service leave. Questions about whether warnings transfer when you sell your business.
Andrew Stewart, Consultant Piper Alderman Lawyers & John Bray Professor of Law at the University of Adelaide:
• When does a casual become permanent under the new casual definition?
• Under the new employee choice provisions, casuals can trigger the employee pathway to permanency but based on past experience with casual conversion we know they often prefer to stay on casual.
• Changes to fixed term contract arrangements - you can't have more than two fixed-term contracts no matter how short they are.
• Continuing debate around flexibility and roster justice.
• The right to disconnect includes client contact.
• He looked into his crystal ball and said a future Labor government is likely to want to bring in new types of leave, including reproductive leave which covers areas such as IVF, menstrual cycles and menopause.
• There are also likely to be limits on post-employment restraints, e.g. a chef not being allowed to work within a 5km radius of your venue.
• Non-competes for lower paid people might be banned totally, or adopt the European system where employers compensate the worker, usually a percentage of salary.
• New rules on privacy and surveillance.
Panel Discussion: Recruitment & Retention Strategies for the Hospitality Sector
Moderator: Owen Webb, Deputy Chief Executive Officer, AHA|SA
Sharni King – Vice President Operations, 1834 Hotel Group
• There are more candidates than a few years ago across all roles. Regional is harder because of the lack of accommodation and they have bought houses on KI and in Port Pirie.
• One of the issues is managing candidate expectations.
• Having a migration agent helps. Sponsored employees bring a lot of joy. There is an investment at the start but they stay for a long time and they often stay in the group when they do move to another venue or location.
• She reinforced the need to use a good migration agent.
• Listen to your team's feedback and then go back to them with solutions.
Ben Mayne – Chief Operating Officer, Alliance College:
• There has been a drop in interest in hospitality management, but cooking is still strong. If you
are struggling to fill chef roles, a great way is to look at immigration. He stressed the importance of leadership.
• If you have good leadership in place, your retention will improve.
• It hasn't changed a lot with younger staff. When you are onboarding them, treat them like people and show them that their work is worthwhile. Treat them with respect.
• Do a competitor analysis of how your competitors are doing, what they are doing to attract and retain staff.
• Then SWAT your own organisation. What are your strengths? Where can you do better?
• An anonymous 360 audit of managers. You will see what people think of managers.
Suria Ward – Director, PeopleQ:
• There is no perfect way because you are dealing with people.
• Having the right people who are engaged and will put in the extra effort, the discretionary effort.
• People with good EQ. Helps them self-manage and be more resilient.
• You don't need massive resources. Focus on culture and good leadership, neither of which have to cost.
Rahel Wheatley – Director HR, Adelaide Marriott:
• Explained how she found staff for the opening of the new Marriott, despite being new to Adelaide ‘and not knowing anyone’.
• Focused on what can we do for their career.
• Go to your market rather than expect them to come to you. Be active on Facebook, Instagram etc.
Steven Nayda – Director, ISC Consulting
• New generations see loyalty differently.
• Think about lateral development opportunities for progression, not just vertical.
• Leaders take actions to help other people do their job better.
• So just give them the space to lead. That's not management tasks like the roster. Allow them to help others.
• Performance equals potential minus the blockers.
• If people are engaged, they will do more work. Coach your emerging leaders and expect them to make mistakes.
Mark Glazbrook - Managing Director, Migration Solutions:
• Migration can help in difficult employment markets.
• Outlined how various visas work and what market testing means in practice.
• Costs and the risks.
• You have to think about the whole picture, including school, house, job, for a partner, etc.
Cecilia White – Director, Perks People Solutions:
• Workforce trends and managing a multi-generational workforce.
• Flexibility helps high performance and retention.
• Ideas to introduce flexibility might include:
• Compressed work week.
• Role flexibility.
• Job sharing, which is ideal for quality employees you want to retain.
• Part-time and freelance contracts.
• Quiet zones and relaxation spaces.
• Bundle up wellness benefits.
• On-site exercise classes.
• Sleep hygiene classes.
• Expanded parental leave policies.
• Assistance with student loans
• Extended leave without pay for a sabbatical.
• Ethical supply chain
• Employee led sustainability initiatives
• Paid volunteer leave
• Match staff donations
People & Culture Panel – Key Issues & Wrap
Moderator: Lucy Randall, Manager Events & Partnerships, AHA|SA
Clara Mora Barrientos – Director of Talent & Culture, IBIS & Pullman
• Hiring by attitude and aptitude.
• Peer recruitment.
• Be open, honest and authentic.
• Show the same care with each other as we do for clients.
Mark Condi – General Manager, Duxton Pubs
• Become an employer of choice.
• Introducing an emerging leaders program, which especially important in regional areas.
• The value of family and friends benefits.
• Celebrate Great.
Katy Sargent – Manager of People & Culture, Matthews Hospitality:
• Person-centred approach to mentoring,
• What is their style, what do they need and want.
• Managers are hired on emotional intelligence and they have a very high retention rate.
Ali Sexton – Director of Human Resources, Hilton Adelaide:
• People tend to stay in Adelaide and not move on, so you want them to thrive via work life balance
• Hilton provides considerable help for other areas of a person’s life (eg. health and wellbeing)
Feedback was extremely positive with delegates commenting that the conference was hugely beneficial and they would attend another one.
Membership Profile Highlights
You might have seen our fortnightly membership profiles on social media over the last few months. These profiles are highlighting the achievements of members but also the advocacy the AHA|SA is working towards on behalf of our industry.
With membership renewals notices due to reach your inboxes in early December, now is a great time see what the AHA|SA is achieving and what makes our industry so special!
Renew early for your chance to win our yearly $7,000 renewal prize!
You can follow us on social media
THE TERMINUS MORGAN
The Terminus Hotel Morgan has stories to keep you listening for days! The hotel was built in the 1870s and local Publicans, Heather and Phil, have owned it for a few years now. They continue to be a central part of the Morgan community in South Australia's Riverland, supporting many local clubs and groups.
The Terminus won last year's AHA|SA $7,000 membership renewal prize, and they understand the importance of being backed by an industry association that goes the extra mile to support their business. Check out this hotel, it's one of a kind!
KELLY HOTEL GROUP
Matt Kelly has been in the hotels game for nearly 40 years and is passionate about supporting his staff, local communities, sporting clubs, and seeing customers walk out with a smile! The Kelly Group owns the Elliot Hotel, the British Hotel, and recently took the reins of the Republic at Norwood. Matt has also recently taken on the Royal Exchange Hotel in Kadina! Hear about Matt's journey, but also the advocacy that we continue to work on behalf of business owners like him including skills and training, the beer excise, and other red tape. that hinders growth in our sector.
THE LOBETHAL HOTEL
Travis Blundell took ownership of the Lobethal Hotel over 12 months ago, taking a leap of faith from behind the bar. As a local Adelaide City Hills man, he is passionate about his community and family, but also humbled by the support he has received from many hoteliers across South Australia and our corporate partners. He's proud to have passed on that support to his staff. Take a look at the newly renovated hotel and hear his story.
Watch Video
Watch Video
While sexual harassment and hostile work environment behaviours should be stamped out at all times, understanding an employer’s obligation in respect of sexual harassment and other unlawful sex based behaviours is of particular importance in the lead up to the Christmas season. This is not only because of the presence of workplace Christmas parties but an increase in the number of patrons visiting the hotel.
In this article we will outline what the positive duty under the Sex Discrimination Act 1984 (Cth) (Act) is and what steps employers can take to comply with this duty to take proactive, not reactive, steps in this area.
What is the positive duty?
On 1 December 2022 amendments to the Act commenced which impose on employers a positive duty to eliminate, as far as possible, certain conduct that is unlawful under the Act. This conduct includes, but is not limited to:
1. sexual harassment in connection with work;
2. sex based harassment in connection with work;
3. conduct which creates a hostile work environment on the ground of sex; and
3. victimisation.
Common forms of behaviour that may be seen as the type of conduct captured by the above include
The Positive Duty and Sexual Harassment
BY OWEN WEBB & SARAH LEGOE
unwelcome touching, jokes of a sexual nature, unwanted date invites, inappropriate and sexually explicit emails, unwelcome starring, jokes about one gender at the expense of another, treating a person unfavourably because they made a complaint about this type of conduct etc.
The positive duty places an obligation on employers to take action and be proactive in managing unlawful conduct, rather than be reactive to such matters.
Why the change?
The positive duty was introduced as a result of the findings and recommendations of the former Sex Discrimination Commissioner in a report titled “Respect@ Work: National Inquiry into Sexual Harassment in Australian Workplaces”. This report was prepared following a survey which found that 1 in 3 people had experienced sexual harassment while at work.
How do employers comply with the positive duty?
To comply with the new positive duty, employers must take reasonable and proportionate steps to prevent its employees (or the employer) being subjected to such behaviour whether from the employer, fellow employees or insofar as hospitality industry is concerned patrons, customers and suppliers.
What will be deemed reasonable and proportionate for a workplace is assessed on an objective basis and depends on factors such as:
1. the size, nature and circumstances of the business;
2. available resources (financial or otherwise);
3. practicality and cost of the control measures; and
4. any other relevant matters such as the working hours, systems of work, level of supervision etc.
A medium or large business which may have dedicated Human Resource or legal staff, would be expected to do more than a small business with very limited resources. Conversely, as the hospitality industry may be seen as a high risk environment for sexual or sex based harassment given the nature of the industry, more may need to be done than when compared to other workplaces (for example, a small office environment with no or limited customer or patron contact).
The Australian Human Rights Commission (AHRC) has developed Guidelines, which while not binding may be taken into account by the AHRC or a court when determining whether an employer has complied with the positive duty. The Guidelines set out seven standards that the AHRC expects employers would comply with, namely:
1. Leadership – management
should have an understanding of sexual discrimination and harassment laws and take a proactive approach to preventing such conduct occurring.
2. Culture – develop a safe, respective and inclusive culture.
3. Knowledge – develop a policy which sets out the expected standards of behaviour and process for dealing with complaints.
4. Risk Management – understand that such conduct may also result in work health and safety risks (i.e. psychosocial hazards).
5. Support – provide support services or details of where support can be accessed.
6. Reporting and response –
ensure employees are aware of how to report an issue and what process may be taken if they do.
7. Monitor and evaluate measures that are put in place to assess the effectiveness of the measures.
When developing and implementing polices, procedures or other measures in this regard, it is important to remember that the workplace for the purposes of unlawful conduct occurring under the Act, is not limited to the confines of the physical workplace during regular work hours but can extend to offsite work related events such as training, conferences or social activities (provided there is connection with work). The workplace can also extend to out
of hours social media activities but this will depend on the type of conduct complained of and whether the requisite connection with the workplace can be found.
Other matters
While not a new provision, members should be mindful that the employer may be held vicariously liable for the conduct of their employees, unless the employer can prove that it took all reasonable steps to prevent the employee from undertaking the conduct complained of. Compliance with the positive duty may assist an employer in defending such a claim.
What does all of this mean for members and what are some practical things members can do now?
Why so serious?
First and foremost, members need to ensure that they are both aware and have an understanding of the forms of conduct that need to be eliminated under the positive duty.
Practical steps that members may wish to consider adopting may include:
1. Adopt, implement and enforce a workplace policy relating to the unlawful conduct or if a policy is already in place review that policy and update where necessary.
2. Consult with employees to get an understanding of the ‘lived experience’ of all employees, regardless of gender, race, ability level, age etc. This will assist members in formulating appropriate measures and/or development of a workplace policy.
3. Regular management and staff training – this may include training on sexual harassment, respectful workplaces and/or bystander intervention training. Training can be internally run training or external training such as the bystander intervention training conducted on behalf of the AHA|SA for example.
Endnotes
1 See section 47C of the Act.
4. Regular communication channels with employees to discuss the types of the behaviour and conduct that will and will not be accepted at the workplace (for example, regular staff meetings, regular email updates, information posted to the staff intranet etc).
5. Provide employees which details of where support can be accessed both internally (for example, speaking with Human Resources, the owner or various management staff) and externally (for example, an Employee Assistance Program, the Fair Work Ombudsman, AHRC etc).
6. Keep records of the steps have been taken (for example, minutes of staff meetings, copies of policies, notes of reviews of policies, details of staff or management training, copies of complaints, warning letters etc).
7. Encourage staff to call out or report bad behaviour and establish a process for doing.
8. If the conduct is patron initiated – the Duty Manger or Responsible Person on duty may wish to notify the patron the behaviour was unacceptable,
cease service if necessary, ask the patron to leave, remove the patron and/or issue a barring order under the Liquor Licensing Act 1997 if deemed necessary.
9. Display posters at the premises which set out behaviour that is not acceptable and that a respectful and safe environment towards all is encouraged.
The above is not an exhaustive list and as set out above what will be reasonable and proportionate for each business will differ depending on the size, available resources and other factors.
Further Information
As it has now been almost two years since the positive duty was introduced, members must ensure they know of the duty and what it entails and take real steps to try and minimise harmful behaviour from occurring in the workplace. The AHA|SA has a number of resources available for members and members should contact Owen or Sarah for further information.
This article contains information that is of a general nature and is for informational purposes only. This article, and its contents, does not constitute legal advice.
2 Australian Human Rights Commission, ‘Respect@Work: Sexual Harassment National Inquiry Report (2020) < https://humanrights.gov.au/our-work/sexdiscrimination/publications/respectwork-sexual-harassment-national-inquiry-report-2020>.
REGIONAL MEETINGS
There was a massive attendance at the Southern Hotel for the Gawler/Barossa Regional Meeting on the 24 September. We thank all our corporate partners for attending, highlighting how together, we can save your business time and money.
REGIONAL MEETINGS
The Port Hughes Tavern highlighted yet another reason we’re becoming the Destination State – fantastic weather, food, and company!
A huge thanks to Sigourney and the Chapman family for hosting AHA|SA members and our corporate partners for the Yorke Peninsula Regional Meeting on 29 October. We also thank Commissioner for Equal Opportunity SA, Jodeen Carney, for attending and continuing this important relationship which helps to promote and ensure our hospitality industry remains an employer of choice.
The Mawson Lakes Hotel and Function Centre hosted a huge turnout for the Metropolitan Meeting on 5 October. A big thanks to Grant Stevens, South Australia Police Commissioner, for attending the Q and A with CEO, Anna Moeller and members.
We are proud to be an industry that has open lines of communication with SAPOL. With SA fast becoming the Destination State and an influx on tourists expected over summer and beyond, we are grateful for the level of support that Grant and his entire SAPOL team provides, keeping our venues and communities safe. We also thank Michael Brown MP, Member for Florey, for attending and speaking to members.
ACCOUNTANCY SERVICES
Bentleys SA 8372 7900
Perks Accountants & Wealth Advisers
8273 9300
Winnall & Co. 8379 3159
ATMS
Banktech 0408 462 321
Cashzone 1300 305 600
Next Payments 1300 659 918
ARCHITECTS & INTERIOR
DESIGNERS
Studio Nine Architects 8132 3999
ART & FRAMING
Art Images Gallery 8363 0806
AUDIO VISUAL
Big Screen Video 1300 244 727
Novatech Creative Event Technology 8352 0300
BACKGROUND MUSIC
Foxtel Music 1300 148 729
Moov Music 1300 139 913
Zoo Business Media 07 5587 7222
BANKING & FINANCE
BankSA 0403 603 018
Perks Accountants & Wealth Advisers 8273 9300
BEVERAGE GASES
BOC Limited 0424 647 568
Supagas Adelaide 08 8480 4500
BEVERAGES
Accolade Wines 8392 2238
Australian Liquor Marketers 8405 7744
Carlton & United Breweries
13 BEER (13 2337)
Campari Group 02 9478 2727
Coca-Cola Europacific Partners 13Coke 132653
Coopers Brewery 8440 1800
Diageo Australia 0401 120 872
Empire Liquor 8371 0088
Lion 8354 8888
Liquor Marketing Group 8416 7575
Oatley Fine Wine Merchants 1800 628 539
Options Craft Liquor Merchants 8346 9111
Pernod Ricard Australia 8208 2400
Samuel Smith & Son 8112 4200
Southtrade International 0410 449 720
Treasury Wine Estates 8301 5400
BOOKKEEPING
Perks Accountants & Wealth Advisers 8273 9300
Winnall & Co. 8379 3159
DATA ANALYTICS
STR 02 8091 2009
EQUIPMENT/SUPPLIES/HARDWARE/ DESIGN
Bunnings Group 0435 630 660
Bunzl 08 8245 6222
Forward Creations 0468 923 320
Mr Wet Wall 1800 938 925
Stoddart Food Service Equipment
1300 79 1954
CASH HANDLING/TERMINALS
Banktech 0408 462 321
BK Electronics 0431 509 409
Cardtronics 03 9574 4878
Coms Systems 0408 462 321
GBay/Aruze Gaming 0424 700 888
Next Payments 1300 659 918
CLEANING COMPANIES
A Cleaner World 0426 887 364
CLEANING & HYGIENE SUPPLIES
Bunnings Group 0435 630 660
Bunzl 08 8245 6222
DEFIBS
AED Authority 03 8710 8666
Alsco 8346 1391
St John 1300 78 5646
ELECTRIC VEHICLE CHARGING
RAA Charge 0419 405 235
ENERGY & SOLAR SOLUTIONS
Class A Energy Solutions 8391 4853
Energy Alliance 03 9872 6869
PowerMaintenance 1300 700 500
Trans Tasman Energy 1300 118 834
FINANCIAL PLANNING
Perks Accountants & Wealth Advisers
8273 9300
Winnall & Co. 8379 3159
FACIAL RECOGNITION TECHNOLOGY
COMS Systems 1800 324 918
FOOD SERVICES
Bidfood 0427 099 558
Cookers 1300 88 22 99
Galipo Foods 8168 2000
PFD Foodservice 8114 2300
Thomas Foods 8162 8400
FINANCIAL MANAGEMENT
Wirely 0421642409
FIRST AID
St John 1300 78 5646
FURNISHINGS
Concept Collections 1300 269 800
GAMING ANALYSIS
Independant Gaming Analysis 8376 6966
Winnall & Co 8379 3159
GAMING FLOAT RECONCILIATION
GBay/Aruze Gaming 0424 700 888
GFR Pro 0408 186 540
GAMING MACHINE SERVICES
Ainsworth Game Technology 0409 171 616
Aristocrat Technologies Australia 8273 9907
Coms Systems 0409 283 066
GBay/Aruze Gaming 0424 700 888
IGT 8231 8430
Independant Gaming Analysis 8376 6966
Konami Australia Pty Ltd 0409 047 899
Light & Wonder 0400 002 229
MAX 8275 9700
GAMING LOYALTY
Bluize 1300 557 587
GAMBLING SERVICES
SA Lotteries 13 18 68
HEALTH INSURANCE
Bupa 0417 608 751
HOTEL BROKERS
Langfords Hotel Brokers 0410 605 224
JLL 0407 710 389
McGees Property Hotel Brokers 8414 7800
HOTEL MANAGEMENT
H&L Australia Pty Ltd 1800 778 340
HOTEL MARKETING
Digital Marketing AOK 1300 658 543
INFORMATION SYSTEMS/SITE PREP
Max Systems 8275 9700
INSURANCE
Aon Risk Solutions 8301 1111
IT SERVICES
Rockfort Global 1300 00 RFIT (7348)
KITCHEN & BAR EQUIPMENT
Bunnings Group 0435 630 660
Bunzl 8245 6222
Cookers 1300 88 22 99
Stoddart Food Service Equipment
1300 79 1954
LEGAL SERVICES
Eckermann Lawyers 8235 3990
Ryan & Co Solicitors 0421595815
Wallmans Lawyers 8235 3018
LINEN & UNIFORM SERVICES
Alsco 1300 659 892
The Banner Crew 8240 0242
MEDIA
FIVEAA 8419 1395
Foxtel 1300 138 898
Solstice Media 8224 1600
MIGRATION
Migration Solutions 8210 9800
ONHOLD/MESSAGING
1800 ON HOLD 8125 9370
PAYROLL & HR RESOURCES
Perks Accountants & Wealth Advisers
8273 9300
Tanda 1300 859 117
Winnall & Co. 8379 3159
POS SYSTEMS
Bepoz 1300 023 769
Bluize 1300 557 587
H&L Australia Pty Ltd 1800 778 340
PROPERTY & VALUATIONS
JLL 0407 710 389
Knight Frank Valuations & Advisory 8233 5222
RETAIL LIQUOR MARKETING
Liquor Marketing Group 8416 7575
SIGNAGE & PROMOTIONAL ITEMS
The Banner Crew 8240 0242
SPORTS & ENTERTAINMENT MEDIA
Foxtel 1300 790 182
STAFF TRAINING & RECRUITMENT
Adelaide Institute of Hospitality 8338 1492
Alliance College 1300 665 065
Perks Accountants & Wealth Advisers
8273 9300
St John 1300 78 5646
SUPERANNUATION
HostPlus 0418 327 607
WEBSITES
Boylen 8233 9433
WORKERS COMPENSATION
EML 08 8127 1368
GAMING CARE
GAMING CARE works with all South Australian Hotels with gaming machines to reduce the harm caused by problem gambling.
Providing the hotel industry with the capacity to respond to community concerns related to the harm associated with gambling by contributing to early intervention and support for problem gamblers and their families.
Minimising the harm caused by problem gambling behaviour by fostering a compliant and proactive industry that works with regulators, gambling help services and gaming patrons to minimise harm caused by gambling.
Assisting licensees and hotel staff with their compliance obligations, and supporting venue staff through education and training regarding the recognition of problem gambling indicators and assisting in accurately documenting patron behaviour.
Providing licensees and hotel staff with the confidence and skills required to engage directly with patrons who are showing indicators of potential problem gambling, enabling them to intervene early and refer the patron to a gambling help service, or other support options if required.
Contact your local Gaming Care Officer, or our Office, for information on how Gaming Care can assist your venue.
For any assistance or support please contact your local Gaming Care Officer, or our office for information on how Gaming Care can assist your venue.
CORPORATE PARTNERS 2024/25
GAMING CARE
Ainsworth Game Technology
Australian Liquor Marketers
Pty Ltd
BankSA
Big Screen Video
Bluize
1800 ON HOLD
Adelaide Institute of Hospitality
AED Authority
Alliance College
Alsco
Banktech
Bentleys SA
BK Electronics
BOC Limited
Cashzone
Boylen
Bunnings Group
Bunzl
Campari Group
Digital Marketing AOK
Empire Liquor
Foxtel
GFR Pro
IGT Australia
Konami Australia Pty Ltd
Light & Wonder
Liquor Marketing Group
Novatech Creative Event Technology
Oatley Fine Wine Merchants
Samuel Smith & Son
Stoddart Food Equipment
STR
Tanda
Class A Energy Solutions
COMS Systems
Concept Collections
Cookers
Eckermann Lawyers
Energy Alliance
GBay/Aruze Gaming
Independant Gaming Analysis
JLL
Knight Frank Valuations & Advisory SA
Langford’s Hotel Brokers
McGees Property Hotel Brokers
Mr Wet Wall
Next Payments
Options Craft Liquor Merchants
Perks Accountants & Wealth
Advisers
PowerMaintenance
RAA Charge
Rockfort Global
Ryan & Co Solicitors
Solstice Media
St John
Supagas
The Banner Crew
Trans Tasman Energy Group
Wallmans Lawyers
Winnall & Co
Wirely
Art Images Gallery
BUPA
Forward Creations
Migration Solutions
Southtrade International
Studio Nine
CONTACT
OFFICE
Level 4, 60 Hindmarsh Square, Adelaide SA 5000
POSTAL
PO Box 3092, Rundle Mall SA 5000
P (08) 8232 4525
P 1800 814 525 Toll Free
F (08) 8232 4979
E information@ahasa.asn.au
W www.ahasa.asn.au
DAVID BASHEER President
MATTHEW BINNS Vice President
LUKE DONALDSON Deputy Vice President
ANDREW BULLOCK
DANIEL CASSIN
SIMONE DOUGLAS
JASON FAHEY
TRENT FAHEY
ELISE FASSINA
JAMES FRANZON
TONY FRANZON
JOHN GIANNITTO
TOM HANNAH
GUY MATTHEWS
KAREN MILESI
ANDREW PLUSH
ROB RANKINE
MARGY RAYMOND
ANNA MOELLER CEO
OWEN WEBB Deputy CEO
ALISA WENZEL Manager – Finance and Administration
KATHERINE TAYLOR Manager – Accommodation Australia SA and Tourism
NATARSHA STEVENSON Manager – Policy & Industry Affairs
COREY FARMER
DARREN STEELE COUNCIL ADMINISTRATION
PETER JOHNSON
Views expressed in Hotel SA are not necessarily those of the AHA|SA or the publisher and neither can accept, and therefore disclaims any liability, to any party for loss or damage caused by errors or omissions resulting from negligence, accident or any other cause. We do not endorse any advertising materials, services offered within advertisements or products, special offers or goods promoted therein.
TIM BOYLEN Managing Director tboylen@boylen.com.au
LIZ
SARAH LEGOE Senior Advisor –Workplace Relations, Liquor Licensing & Gaming
GARY COPPOLA Manager – Legal and Advocacy
