Hotel SA September 2023

HOUSING IMPACT ON JOB SHORTAGES

From the President

This column has devoted many paragraphs to the urgent need to reform our migration policies as a key trigger to ease our chronic labour shortage.

Some very hard-earned migration concessions have seen an easing of our labour issues, notwithstanding there is much more to be done to restore the labour market balance. That market imbalance has meant the much-discussed lack of wage growth has not occurred in our industry.

Many of our members have taken advantage of the new found availability of overseas workers. Agencies such as AHA|SA Corporate partners Migration Solutions and The Kingsmenhave assisted in bringing out specialised labour, whilst the return of overseas students has been an important boost.

However, stalling these gains is the scarcity of housing. A major issue in the metropolitan area and an even greater concern for many of our regions.

To give credit, the Malinauskas Government has shown genuine intent to ease the housing shortage.

Premier Peter Malinauskas is on the public record of backing urban growth and new houses in regional developments. We must now remove unreasonable barriers to make that happen in a timely

manner. New land releases in areas such as Dry Creek and Sellicks Beach can be great drivers to ease our housing issues, but we don’t need drawn out lead times.

The opportunity for more infill projects, such as converting the abandoned Franklin Street Bus Station to housing, are also great levers to move forward in a positive manner.

Backing that up, a report released by the Business Council of Australia ranked South Australia as having the best planning system in the country. And after politics seemed more prevalent than policy, the Federal Government has finally passed its ambitious bill hoping to build one million homes over the next five years.

Despite that, all three tiers of Government stand guilty of past and present poor decision making as outdated planning laws, strangling red tape and over caution have combined to lead us to the current social and economic failure.

The housing crisis is very much part of the daily news cycle, yet it was staggering to learn builders and developers in SA are required to navigate a 5,423-page document to gain planning approvals, meaning planning applications can take months to be approved.

The Advertiser reported an Urban Development Institute of SA poll local whereby councils were the

biggest hinderance to efficient development delivery. Any hotelier that has tried to facilitate business with local government would identify with those sentiments. Their reflex response to any request too often is ‘No’.

Master Builders SA CEO, Will Frogley ,absolutely nailed it when he said “If we have enough available land to gain a strong affordability advantage we can attract more working aged people to the state.”

Frogley noted there are delays of up to 15 years from the time land is identified for housing to when people can move in. Most of our members need their sous chef relocating form interstate or overseas, or moving from the city to Port Lincoln, to start a bit quicker than that.

It is critical governments stay sensitive to the current crisis and ahead of the game to increase the housing supply. Equally, in the regions where availability of land is not an issue, services are needed to ensure the people can live there.

Today’s crisis is a generational failure of government.

In the current environment, no policy at the three levels of government can be allowed to decrease supply. Landlord rent caps? What are they thinking?

This housing crisis is a genuine social issue, but the economic impediment is very real.

DAVID BASHEER

And for the daily lives of our members trying to fill their employment vacancies and grow their own businesses, they need to know governments and councils are sensitive to their urgent needs and remove any unreasonable barriers to get the houses built.

AIRBNB CHANGES NEEDED

Adding to the scarcity of housing stock is the letting of short-term rentals by Airbnb, which in Australia avoids regulations imposed in most other parts of the World.

So what do London, Amsterdam, Paris, San Francisco, Barcelona, Berlin, Hong Kong and New York have in common? They have regulatory structures to manage Airbnb in these international cities. Many restrict Airbnb properties to a maximum of 90 days a year. A similar regulation here would free up valuable long-term rental stock

COOKING WITH GAS

Simmering under the surface is a move from some State governments and local councils to want to phase out gas from kitchens.

For hotel operators, this is both a financial and an operational nightmare.

In early 2023, there was much media speculation that the Federal Government as part of its deal to pass its energy price cap legislation, wanted to remove gas as part of the energy mix. The media speculation was that this would in turn mean commercial kitchens would have to shift from cooking with gas to cooking with electricity.

The AHA has sought to be ahead of the curve. We have spoken to key players federally and at State level for them to understand how crippling this would be for our members.

Apart from political engagement on this issue, the AHA has also brought in other affected parties to garner their support.

Who will make the decisions to turn off gas?

Decisions are currently being made at all levels of government to restrict natural gas. The Federal Government wants 82% renewable energy by 2030.

In the ACT, from 1 January 2023, all gas connections to new builds (including older suburbs) are banned - that represents about two-thirds of Canberra homes that currently use natural gas.

Victoria, which is the highest gas user in the nation, will ban gas connections from next year for new builds, subdivisions, schools, hospitals and public and social housing.

The Sydney City Council in August 2023, voted to investigate how to change the council’s local planning rules to ban new gas connections. Pleasingly, NSW Premier Minns has ruled out banning new gas connections, saying the state already has enough energy supply issues.

(But in Sydney’s elite eastern suburbs, a new type of power is being trialled, with the first step taken in creating Australia’s poopowered gas industry. My best advice to members is not to promote that energy source too heavily on menus!)

In SA, discussions with both major parties regarding gas, suggest neither has currently expressed any interest in going down this route. But this is still an area where not a lot of actual information exists. Decisions are being made ad hoc at all three levels of government. But the consequences for our members are real.

AHA members, like the entire community, have obligations around environmental responsibility. But our small and family business should not be expected to be the financial spear carriers, and just because this issue is not getting a lot of attention does not mean we are not an interested party to the discussions.

VALE RUSSELL ELMES

The hotel industry was saddened by the passing of Russell Elmes.

Russell was a pioneer in our industry, highlighted by his introduction of the highly successful Charlie’s Diner buffet concept at the Scott Elmes Group of Hotels. He also served our industry in his role as Chairman of the Liquor Smart/ Thirsty Camel Liquor Group for a decade.

On behalf of the industry, I would like to extend my condolences to Raelene and family.

CONGRATULATIONS

Finally, in what has been my most pleasing duty of the last month, I was honoured to witness the induction of Lisa Matthews and Loretta Wilmshurst into the Women In Hotels Hall of Fame.

Strong, intelligent, innovative – the list of their shared attributes could fill this entire page. Both Loretta and Lisa are very worthy recipients of this high honour and their stories will be told over the next two issues of Hotel SA magazine.

The entire Women In Hotels event was a stunning success. It is further evidence that the AHA|SA plays a leadership role in ensuring that women are valued, supported and treated equally throughout our industry.

David Basheer, AHA|SA President

PUBS ARE PLACES FOR ALL –Enhancing Inclusion and Accessibility in our venues

It has long been said that hotels are a place for people to congregate, celebrate and commiserate. As a reflection of the communities within which they are established, it is imperative that pubs are as inclusive and accessible as possible.

In early 2023 Autism SA sought and received funding through ‘Pubs With Heart’, a facilitator of applications to the Independent Gaming Corporation Ltd for financial support from community groups and interests within the state. Successful grants are approved and provided by the Independent Gaming Corporation Ltd from revenue it generates from the monitoring fees paid by all Hotels and Clubs with electronic gaming machines.

I am so pleased to be able to announce that this funding will support the employment of a full time Autism Hospitality Industry Liaison Officer. Importantly this project will foster inclusivity and accessibility for just so many autistic individuals and their loved ones within pubs and licensed clubs throughout the state. Over 12 months a dedicated liaison officer will work with licensed venues to build their capacity to support access and inclusion. The project’s primary goals are to raise awareness, cultivate understanding and establish welcoming environments for autistic patrons and their friends, families and supporters.

From the CEO ANNA MOELLER

“Embracing inclusivity has the potential to open your venue to a community of over 205,000 autistic individuals, along with their families and friends, and supports the success of autistic individuals in the workforce. ”

From left to right: Owen Webb – AHA|SA Manager Workplace Relations, Emily Bourke MLC – Assistant Minister for Autism, Anna Moeller – AHA|SA CEO Anna Hurley – Hurley Hotel Group, Helen Graham – Autism SA CEO, Kaitlin Withers – Autism Engagement Advisor.

Watch Video 

In particular the Industry Liaison Officer will collaborate with venues to identify what support they would like to enhance access and inclusion. This assistance will be tailored to each participating venue with activities including venue assessments and recommendations for inclusive adjustments, assisting venues with events targeting the autistic community, expanding business opportunities through the establishment of autism-inclusive venues and supporting the success of autistic individuals in the workforce through reasonable adjustments and workplace mentoring.

Small changes can lead to significant improvements in accessibility and inclusion, without substantial time or financial investment. Enhancing accessibility and inclusion benefits all patrons as it contributes to a more vibrant venue experience. Embracing inclusivity has the potential to open your venue to a community of over 205,000 autistic individuals, along with their families and friends, and supports the success of autistic individuals in the workforce.

So watch this space over the coming weeks as we work with Autism SA and a pilot venue to ‘champion’

this wonderful project. We cannot wait to showcase the manageable nature of achieving positive change and impactful outcomes along our journey towards increasingly accessible and inclusive venues for patrons across the state.

Anna Moeller, AHA|SA CEO

“Enhancing accessibility and inclusion benefits all patrons as it contributes to a more vibrant venue experience .”

SCOTT’S SPOT

BY SCOTT VAUGHAN

Hello all and welcome to the latest edition of Scott’s Spot.

stories relived for both. Both are incredible women who are highly respected throughout the industry. A source - who will remain anonymous - sent through some observations that were made throughout the day.

I would like to put this on the record that I’ve always thought that Lisa Matthews’ husband, Graham, is a dashing figure by the way! Keep reading and you’ll understand the context

One of the conference speakers described ways of dealing with stress.

Going for a walk, breathing exercises and meditation were all recommended.

A delegate was going to ask if “a 6 o’clock gin and tonic” could be added to the list, but thought better of it.

I’m told the food was fabulous at every break and at the awards dinner. Well done to the team at Eos.

REGIONAL MEETINGS

There have been two regional meetings since the last edition, one hosted by the Railway Hotel  in Jamestown and the other by the Hotel Elliot in Port Elliot.

Massive thanks to these venues for hosting, with attendances once again incredibly strong from both members and corporate partners.

WOMEN IN HOTELS

I wanted to personally congratulate my colleague, Lucy Randall who set up an amazing conference and dinner that received incredibly positive feedback for this highly anticipated biennual event. To all that assisted Lucy in making this event such a success, congrats!

I was fortunate to attend the dinner where both Loretta Wilmshurst and Lisa Matthews were inducted into the Hall of Fame, with beautiful

One (unnamed) male ventured into the inner sanctum of the highly successful Women In Hotels Conference at EOS in August.

He cut a lone figure among 160 women and I’m told he hid at a back corner table.

During the first break, he thought: “Well, at least I won’t have to queue up to go to the toilet like I do at the footy. I’ll have it all to myself.”

But when he walked past the ladies’ toilets and went to stroll into the men’s, he was confronted with the following sign.

Lisa Matthews is renowned for her hospitality leadership skills and resilience, and she was a worthy inductee into the Women In Hotels Hall of Fame.

That resilience was shown in her youth, when she was an accomplished horse rider.

The audience learned that “she certainly learnt the art of ‘getting back on the horse’, having suffered multiple injuries and broken bones, once having the side of her face reconstructed following an unfortunate head butt from a horse, not to mention breaking her collar bone 4-5 times.”

He wasn’t inducted into the Hall of Fame but one person was celebrating as if he had.

That was none other than Lisa Matthews’ husband, Graham.

It wasn’t a case of reflected glory. He just liked the announcement speech, where he was described as “dashing”.

Shelly and Rob from the Railway Hotel 

Matt Kelly from Hotel Elliot 

If you have any entertaining stories and photos to share, please email them to svaughan@ahasa.asn.au 

I’m told he wore a smile as big as the winners for the rest if the night. We have some stellar waiters in South Australia.

At an award-winning Hills hotel, a waiter was setting up cutlery for main course. Suddenly he paused and said: “Sorry, I’m just presuming you’re right-handed. Anyone here left-handed?” Now that’s attention to detail.

Here are a couple of pics taken at the Women In Hotels event, starting with Penny and Jane who made the trek from Streaky Bay, along with Renee (middle) who came across from the Penneshaw Hotel , Kangaroo Island.

This next photo showcases Natarsha, Anna, Alisa and Belinda from the AHA|SA, accompanied by 160-plus name tags which was a record attendance for this event.

Lovely to catch up with Lesley at the German Arms Hotel 

Riverside Hotel  in Tailem Bend is gearing up for a big summer. Great that my hardened biker mates posed for a photo!

Jeff Owens, Hospitality Manager at the Adelaide Festival Centre, with Didier from the AHA|SA office.

Was great to meet with Rajiv Matthew, Cluster General Manager at the Avani Adelaide residences on Franklin Street.

PLEASE ENJOY PHOTOS TAKEN OVER THE LAST MONTH.

Sherie Meek behind her bar at the Hahndorf Old Mill 

Always a pleasure to catch up with Chris Jarmer

Extremely fortunate to attend the stunning new Bobbi’s Bar and Restaurant down at the Hilton Hotel . Big thanks to Elisa and James for hosting the event, along with their wonderful team.

Welcome to new publicans Craig and Hayley at the Oakbank. Craig also had all of his family members at the pub on a quiet Thursday afternoon!

It was great to catch up with Katrina, Tim and Adam recently at the Commercial Hotel  in Jamestown.

Hostplus is a top-performing super fund that puts members first. That’s why we’re proud to have been named the 2023 Fund of the Year by third-party ratings agency SuperRatings. Judged across three areas: strong performance, competitive fees, and an ongoing focus on members, we’re thrilled to receive this recognition.

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REGIONAL MEETINGS

The AHA|SA held two fantastic regional meetings in the month of August.

A big thank you to Shelley and Rob and their wonderful staff for hosting the regional meeting at the Railway Hotel  l Jamestown on 15 August, and for the delicious lunch!

It was also a great meeting at the Hotel Elliot  on 29 August for the South Coast and Hills region. Thank you to Matt, David, Amanda and the team for the hospitality. The new venue was stunning!

Both meetings saw a great turnout by members and corporate partners – thank you to everyone attended and supported these events.

Are you classifying your employees correctly?

One of the most common queries the workplace relations team receive from AHA|SA members is how to determine appropriate classification levels for employees under the Hospitality Industry (General) Award 2020 (HIGA).

In this article we explore how to appropriately classify an employee and why it’s so important to ensure they are paid at the correct classification level.

AWARD COVERAGE

In determining the appropriate classification level we firstly need to ascertain whether both the employer and employee are covered by the HIGA in accordance with Clause 4 of the Award.

The HIGA is an industry based Award and it covers:

• Employers in the hospitality industry throughout Australia; and

• Employees (with a classification defined in Schedule A - Classification Structure and Definitions) of employers in the hospitality industry.

The hospitality industry for the purposes of the HIGA incorporates not just hotels but also a variety of other

types of establishments such as resorts, motels, serviced apartments, caravan parks, ski lodges, casinos, caterers and many more.

Once the employer has been determined as an establishment that is covered under the definition of hospitality industry in the HIGA, it is then a question of looking at Schedule A of the HIGA – Classification Structure and Definitions to determine whether the employee’s position fits under the HIGA.

SCHEDULE A – CLASSIFICATION STRUCTURE AND DEFINITIONS

Schedule A of the HIGA contains several streams including a food and beverage stream, kitchen stream, guest services stream, administration stream, security stream, leisure activities stream, stores stream, maintenance and trades stream and managerial staff stream.

Each stream contains several grades, with a classification definition under each grade outlining the respective duties and any level of training required to be classified at that grade. Each grade also has a corresponding wage level number next to it. For

OWEN WEBB - AHA | SA WORKPLACE RELATIONS MANAGER

example under the Food and beverage stream a Food and beverage attendant grade 2 (wage level 2) classification is defined as an employee:

“… who has not achieved the appropriate level of training and who is engaged in any of the following:

• Supplying, dispensing and mixing liquor, including selling liquor from the bottle department;

• Assisting in the cellar or bottle department

• Undertaking general waiting duties for food and beverages or both, including cleaning tables;

• Receiving money;

• Attending a snack bar;

• Performing delivery duties; and

• Taking reservations, greeting and seating guests.”

Once the classification wage level in Schedule A has been determined we can then ascertain the minimum hourly rate (excluding loadings) for the employee by cross checking the classification wage level with the corresponding wage level contained in Clause 18 of the HIGA – Minimum Rates.

APPROPRIATE LEVEL OF TRAINING & TRADE QUALIFICATIONS

A number of classification definitions in Schedule A make reference to the term appropriate level of training

There are several instances where an employee will be classified at a higher classification level in the respective stream where they have achieved the appropriate level of training

Appropriate level of training under the HIGA is defined under Clause 2 as an employee who:

“(a) has completed an appropriate training program that meets the training and assessment requirements of a qualification or one or more appropriate units of competency forming part of a training package; or

(b) has been assessed by a qualified skills assessor as having skills at least equivalent to those attained in an appropriate training program; or

(c) as at 30 June 2010, has been doing the work of a particular classification for a period of at least 3 months.”

Those who are recruiting and subsequently classifying employees for roles need to ensure that when onboarding employees they obtain records of any relevant training that the new employee may have previously undertaken (e.g. Certificate II, III or higher in hospitality or cookery).

The HIGA in Schedule A also makes references to grades that contain a tradesperson classification. For example the cooking stream refers to Cook

Grade 3 (tradesperson) (wage level 4), Cook Grade 4 (tradesperson) (wage level 5), and Cook Grade 5 (tradesperson) (wage level 6).

Where the classification level refers to tradesperson, the employee will need to be able to produce to the employer relevant trade qualifications as proof of evidence that they are trade qualified in order to be classified within that tradesperson classification level.

NATIONAL STRUCTURE

The HIGA is a national modern award which contains a classification structure under Schedule A which is applicable to employers and employees across Australia in the hospitality industry.

The classification structure is a national structure and therefore does not contain references to any state or territory based legislation. We often get enquiries at the AHA|SA about whether an employee’s approval as a gaming employee or manager under the Gaming Machines Act 1992 (SA) or responsible person approval under the Liquor Licensing Act 1997 (SA) affects the level that the employee should be classified under. As there is no reference to these South Australian Acts, the HIGA does not make any distinction between classification levels based on whether an employee is approved as a gaming manager, gaming employee or responsible person.

Ultimately the employee’s classification is defined according to the definition outlined within the classification level. For example one of the duties outlined under the Food and Beverage attendant grade 3 (wage level 3) classification level is “attending a wagering terminal, electronic gaming terminal or similar terminal”. This is the only reference to gaming (outside of casinos) under the HIGA, there is no distinction as to whether someone is approved as a gaming employee or gaming manager under the Gaming Machines Act 1992 (SA)

MANAGERIAL CLASSIFICATION

The HIGA provides a classification level under Schedule A.2.9 for managerial staff. There are parameters around which roles can be classified under the managerial classification.

Firstly for a role to be considered under the managerial staff classification the employee needs to be employed in a hotel. A hotel is defined under Schedule A.2.9 as:

“hotels, resorts, casinos, taverns, wine saloons, wine and spirit merchants retailing to the general public and other retail licensed establishments in or in connection with accommodation, with the selling of drinks, preparing and servicing food and drinks, cleaning and attending to the premises and all other associated services. “

Having determined that the establishment is a hotel, we then need to look at the employees’ duties and level of

responsibility to ascertain if the employee falls within the managerial classification definition. The managerial classification definition is as follows:

“ … an employee (however designated) who:

• Under the direction of senior management is required to manage and co-ordinate the activities of a relevant area or areas of the hotel; and

• Directs staff to ensure they carry out their duties in the relevant area or areas of the hotel; and

• Implements policies, procedures and operating systems for the hotel “

The employee must have also completed an appropriate level of training in business management or have relevant industry experience, including in supervising employees in one or more areas of a hotel. An indicative position that would fall under the managerial classification level is that of a Duty/ Assistant Manager.

If an employer has determined that the employee fits within the managerial classification structure based on the definition under Schedule A.2.9, the employer then has the option of either paying the role according to an hourly rate or alternatively under a salary arrangement. The rates of pay for managerial staff employees paid under an hourly rate are contained under Schedule B.5 of the HIGA.

Salary arrangements for managerial staff are contained under clause 18.2 and clause 25. Clause 18.2 stipulates the minimum annual salary that is required to be paid to a managerial staff employee. Clause 25 is the salaries absorption clause, where payment of at least an additional 25% above than the minimum salary under clause 18.2, exempts the employer from providing to the employee the benefit of terms and conditions within a range of clauses of the HIGA including - Breaks, Allowances, Overtime, Penalty Rates, Annual Leave Loading and additional public holiday arrangements.

There are some positions which are specifically excluded from the managerial classification of the HIGA and would therefore be considered award free. Positions that are excluded from award coverage include an employee who is required to undertake the duties of senior management or is responsible for a significant area of the operations of one or more hotels.

“It’s important for employers to classify their employees in accordance with the correct classification level of the HIGA.”

Indicative positions which are excluded from award coverage include: company secretary, chief accountant, human resources manager, financial controller, venue manager, general/hotel manager, executive assistant manager, regional manager.

WHY IS IT IMPORTANT FOR EMPLOYERS TO CLASSIFY EMPLOYEES CORRECTLY?

It’s important for employers to classify their employees in accordance with the correct classification level of the HIGA. A failure to pay the employee at the correct classification level will result in potentially significant backpayment of wages and entitlements.

An employee also has the potential to make a claim in the South Australian Employment Tribunal or Court for an underpayment of wages and entitlements arising from being paid at the wrong classification level.

Section 45 of the Fair Work Act 2009 (Cth) provides provisions which prohibit an employer from contravening a term of a modern award and can result in not only the awarding of backpay to an incorrectly classified employee under an award but also the provision of civil penalties applying to the employer if found guilty of a contravention.

WHAT CAN EMPLOYERS DO TO ENSURE THEY CLASSIFY EMPLOYEES CORRECTLY?

To ensure they are classifying employees correctly under the HIGA, it is imperative that employers undertake the following measures:

• Ensure they have a job description which clearly outlines the duties and responsibilities that the employee is required to perform in their role and the level of qualifications they may be required to hold.

• Ensure that based on the employees’ duties, level of responsibility and any appropriate level of training or qualifications required, the employer reads through Schedule A of the HIGA to determine the correct classification level for the employee.

• Prior to the new employee starting obtain evidence of any prior training certifications and or trade qualifications.

• Ensure that the employee’s HIGA classification level is clearly articulated in their contract of employment.

• Contact the AHA|SA if further assistance or advice on employee classification levels is required.

Two Of The Stars Of Kitchen Equipment

Efficiency is crucial to success in the fast-paced world of commercial kitchens. Even with the best staff, you’ll struggle with the right ‘tools’.

Two hard-working pieces of equipment are the combi oven and the humble dishwasher.

Some of the information in this article is for less experienced operators, with more high-level tips (and reminders) included later in the story.

COMBI OVENS

If you’re a hotel owner, a seasoned chef or a kitchen manager looking to improve your operations, the purchase of a new combi oven has to be in the frame.

The combi oven revolutionised the way chefs work. Combining the functionalities of a traditional oven and a steamer, it offers a multitude of cooking options in one powerful appliance.

Whether you’re baking bread, roasting meat, steaming vegetables, or even sous vide cooking, a combi oven can handle it all. This versatility not only saves space by eliminating the need for multiple appliances but also saves time and energy.

The precise temperature and humidity control ensures consistent and even cooking results. This is especially crucial for large functions where a consistent output is necessary.

KEY FEATURES AND FUNCTIONS OF A COMBI OVEN

A combi oven typically consists of three main components: a heating element, a steam generator, and a control panel.

The heating element provides the dry heat necessary for baking, roasting, and grilling. It is responsible for maintaining the desired temperature within the oven chamber. The steam generator, on the other hand, produces steam that can be injected into the oven chamber to add moisture to the cooking process. The control panel allows chefs to set precise temperature, humidity and cooking time parameters.

Combi ovens usually come with several cooking modes, including steam, convection, combination (steam and convection), and even sous vide. Each mode serves a specific purpose and offers unique benefits. Understanding these modes and their applications is key to unlocking the full potential of your combi oven.

TIPS FOR MAXIMISING EFFICIENCY OVEN

1. Optimise cooking times and energy usage: Combi ovens offer the advantage of faster cooking times compared to traditional ovens. By utilising the precise temperature control and steam function, you can reduce cooking times without compromising on quality. This not only improves efficiency but also saves energy in the long run.

For example, commercial kitchen equipment and cooking experts, Comcater, has combi oven solutions that conserve energy and increase sustainability, using highly sensitive sensors to detect and evaluate the current conditions in the cooking cabinet and adapt energy levels to meet the food requirements. This ensures food is cooked at the right temperature for the right amount of time — saving energy and

the cost of running ovens for too long or at too hot a temperature. Additionally, short preheating times eliminate the need for the standby mode commonly used with conventional appliances. The combi oven only needs to be on when cooking, reducing energy costs up to 70%.

2. Invest in quality cookware: Invest in cookware that is compatible with the oven’s functionalities. Stainless steel pans and trays are ideal for even heat distribution and easy cleaning. Additionally, using perforated trays or steam pans can enhance the steam cooking process by allowing better steam circulation.

3. Clean and maintain: Regular cleaning is essential for many reasons – but don’t be tempted to overlook your maintenance schedule. This is what will give you optimal performance and longevity of the oven. Clean filters and regularly inspect the door seal for any signs of wear or damage. Replace the seal if necessary to maintain optimal performance. The steam generator is a vital component of a combi oven. Consistently descale the steam generator according to the manufacturer’s instructions to remove mineral deposits and ensure efficient steam production. Failure to descale can lead to reduced performance and costly repairs.

4. Train your staff: Especially in regional areas experiencing turnover, make sure that new staff working solo or in a very small team, fully understand the different cooking modes, temperature and humidity controls, and cleaning procedures for your specific oven. For example, do they understand that preheating a combi oven to the desired temperature will reduce the overall cooking time and ensure even heat distribution.Also, do they understand the art of batch cooking? A small amount of training can achieve substantial benefits. Comcater (see advertisement on facing page) was established in1979, and provides premium advice, training and equipment to help customers select the best equipment for their commercial kitchen. It has a nationwide team of over 150 experienced staff including chefs, service technicians and industry focused personnel. The company is dedicated to continuingto provide their customers with the latest advice and training.

HOW TO TRAIN DISHWASHER ATTENDANTS IN HOTEL KITCHENS

Extending the Life of a Dishwasher

A dishwasher is another significant investment for any hotel kitchen, and proper usage and care are essential to extend its life.

This is in the hands of your staff - but training can be a challenge, especially for hotels that experience high staff turnover.

DID YOU KNOW?

• Smoking: Some combi ovens offer smoking capabilities, allowing you to infuse your dishes with delicious smoky flavours.

• Dehydrating: A combi oven can also be used for dehydrating ingredients, such as fruit, vegetables, and herbs. By using the lowtemperature mode with the fan on, you can gently remove moisture from your ingredients, preserving their flavours and textures for extended shelf life.

For example:

• “Dishy” staff should be educated on the proper use of detergents. Using the right products in the correct quantities ensures effective cleaning while preventing any damage to the dishwasher. Regular cleaning and maintenance should be emphasised to prevent the accumulation of debris and the formation of scale or mould.

• Additionally, dishwasher attendants should be trained on troubleshooting common issues that may arise with the dishwasher. This includes identifying and addressing clogs, leaks or any other malfunctions. By being proactive in identifying and resolving problems, attendants can help prevent major breakdowns and minimise downtime in the kitchen.

• All of your “dishies” should be trained on the correct loading and unloading techniques to maximise the machine’s capacity and efficiency. Overloading the dishwasher can lead to poor cleaning results and potential damage to the equipment.

By instilling proper usage and care practices in dishwasher staff, hotels can protect their investment and ensure the longevity of their dishwashing equipment.

Attendants should also be encouraged to communicate any issues or concerns promptly. Whether it is a malfunctioning dishwasher, shortage of supplies, or any other challenges they may encounter, open communication allows for timely resolution and minimises disruptions in the workflow.

Efficient workflow, effective communication and teamwork further enhance the performance of dishwasher attendants and contribute to the overall success of the kitchen.

A range of AHA|SA Corporate Partners can assist with advice and planning.

These include

· Stoddart Food Service Equipment

· Bunnings Group

· Bunzl

Hostplus is proud to offer hotel staff a wide range of investment options to suit their needs. Ultimately, their super is their money. They should be able to invest it their way. Find out more at hostplus.com.au/investments

Super that puts your staff in control. That’s a plus.

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Super that puts your staff in control

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WO MEN IN

HOTELS CONFERENCE 2023

From managing staff, effective communication and social media tips, to personal energy and surviving adversity, the 2023 Women In Hotels Conference was a smash hit.

The inaugural Women In Hotels Conference was held in 1994 - a result of the growing demand for a gender-specific educational and inspiring network.

The following stories are a chronological summary of the 2023 event held at EOS. Future issues of Hotel SA will feature a range of topics in more depth.

OUR TIME TO SHINE

“Women are the backbone of this state’s hospitality industry,” according to the Minister for Tourism, Zoe Bettison. Giving the opening address to the biennial Women In Hotels Conference, she praised its 29year history and the way it inspires delegates, allows them to share knowledge and to strengthen networks.

WE’RE HERE TO HELP

The strong message from AHA|SA CEO, Anna Moeller, was: “We are here to help.”

• She outlined the wide range of services provided by the AHA|SA, as well as the plethora of issues the Association is working on, including:

• the Late Night Code

• Accommodation Australia is the amalgamation of the accommodation division of the AHA and the Accommodation Association of Australia.

• Not only will it provide a unified voice, the appointment of respected industry figure Jenny Lambert will “help Accommodation Australia tackle the number one issue holding back the sector – the skills crisis.”

• The Minister has attended the conference on several occasion.

• She noted that women are often a key decision maker or director, that more female licensees are running their own venues and are in executive positions in accommodation.

• Minister Bettison revealed that the current visitor spend of $9.4b was a record high, 16% up on pre-Covid levels. April was the strongest month on record thanks to two new events, LIV Golf and AFL Gather Round.

• That spend flowed into hotels and bars, with higher room values.

• She said the goal was to achieve that level of visitor nights and spending across the entire year.

• The Minister urged hotel employees to be ambassadors for SA, saying “it is our time to shine.”

• “Each and every one of you play a role... and your people connections make a difference.”

• liquor restrictions

• enterprise bargaining

• licensing submissions

• a gaming machine trading round review… and much more.

• “Make sure you access our help when you need it,” she urged delegates. “We’re like your insurance cover.”

Natarsha Stevenson outlined her two roles at the AHA|SA: Chief of Staff to the CEO – a new position; and Manager of Policy and Research (Gaming Care).

• The Chief of Staff role sees her working closely with Anna and is “an evolution” of the work she has been doing.

• This includes meeting with industry representatives and key stakeholders, preparing submissions to government, briefing papers and engaging with government and other stakeholders to represent members.

Katherine Taylor, Manager of Accommodation and Tourism spoke about the formation of Accommodation Australia:

• Natarsha touched on a range of issues, including responses to the ongoing skills shortage, the Late Night Code and a review of training for gaming.

HALL OF FAME INDUCTEES

Two industry role models – Lisa Matthews and Loretta Wilmshurst – have been inducted into the prestigious Women In Hotels Hall of Fame.

Both will be profiled in upcoming issues of Hotel SA. The award recognises those who have made a significant contribution to the South Australian hotel industry. This year, the presentations took place at a special dinner, held at the conclusion of the Women In Hotels conference on August 22.

Loretta was the first inductee of the night. She was described as a trailblazer, whose story is one of courage, determination, and a “steadfast commitment to building not just businesses, but vibrant communities”.

Guests heard about her involvement in a wide range of hotels, from the Commonwealth Hotel in Pt Augusta, to transforming Spuds Roadhouse in Pimba near Woomera.

The second inductee of the night, Lisa Matthews, is a third-generation member of the Matthews family. Her formal duties at the family hotels started in the office at the Feathers Hotel while she was at university: “Learning all aspects of the hotel, overseeing the tills, service during lock-ins, pulling beers and ensuring service excellence, she embraced every aspect of the Matthews Hospitality ethos and expectations.”

Lisa Matthews Loretta Wilmshurt

WOMEN IN LEADERSHIP

• “In a time of staff shortages, we need to be the industry of choice,” she said.

• Around broad themes of education, inspiration and empowerment, she covered a wide range of topics – including gender equality and working with male leaders to help them overcome unconscious bias. These issues will be the focus of future stories in Hotel SA.

EXCELLENCE :

DELEGATION

:

• If you can’t have a day off, or your team is constantly calling you on your day off, “that is not a badge of honour”. Not being able to delegate will lead to burn out.

• Consider using the BALM Model.

RECRUITMENT:

• “We are not great recruiters.”

Bianca Dawson, Chief Training And Development Officer at Australian Venue Co, describes herself as a “leadership nerd”.

“160 women talking about hospo is like Christmas,” said the founder of the successful HerHospo program.

• Coming from a hospitality family, she quickly learned “the value of guest experience” and picked up her parents’ passion, describing it as “contagious” (although they did try to steer her away from hospitality).

• On that point, Bianca noted that while 73% of teenagers say parents are biggest influence on them – few parents encourage their children to choose a career in hospitality.

• Set levels of excellence and consequences. If you accept lower standards, your good performers start to perform poorly.

LEADERSHIP :

• Managers might know a hotel and its systems inside out. But are you a leader?

• Don’t underestimate your value as a leader and how much people are looking to you.

• “Accountability starts with us, as leaders.”

EMPATHY :

• “Authentic leadership is key.”

• Be honest. You can admit to having a tough day.

• When someone leaves, consider how the role might change. Don’t use a cookie cutter job description; it may not be relevant to your operation.

• When someone has no experience, ask questions that reveal personality.

FEEDBACK

• The importance of specific and clear communication that is regular, immediate and in an appropriate location.

• “Avoid the sh!# sandwich.” Delegates certainly related to this.

• “What are you working on to improve?” Staff should be able to answer this question because of the regular feedback you provide.

TO DRIVE GROWTH VIA A CALENDAR OF PROMOTIONAL ACTIVITY

In 2022 customers that activated CCEP promotional activities in their venues achieved 9% more volume than those that didn't activate*.

PENGUIN BLOOM: LESSONS FOR ADVERSITY

Living a dream existence, Sam’s life was turned upside down when she fell six metres onto concrete. Her devastating injuries included severe damage to her spinal cord, leaving her paralysed from the chest down.

Struggling with suicidal depression, Sam tapped into the spirit of an injured magpie, “Penguin” , to piece together a new life and become a world-class athlete, author and household name.

Encapsulated into a single sentence, her recovery almost sounds like a fairytale.

Far from it… and Sam tells her story raw.

style has been described as “unflinching”, and it is.

It is a powerful insight into the “how” and “why” of an individual, who was broken physically and mentally, triumphing against devastating odds.

Keynote speaker Samantha Bloom  – the inspiration for the movie Penguin Bloom  – delivered so many messages of inspiration it’s hard to know where to start.

Photo courtesy Cameron Bloom

LESSONS

Delegates at the Women In Hotels Conference were taken into Sam’s “battle with the darkness”. She admitted that she found herself “filled with shame and anger”, “hated waking up” and “craved oblivion”.

Such ‘confessions’ make her messages all the more powerful. While self-help gurus tout similar lessons, they lack the lived misery that is at the core of Sam’s advice.

Lessons such as:

• While “some things suck”, don’t let misery block you from great happiness. You may be “shocked that so much can change for the better in a relatively short time”.

• Make your dreams happen today, not tomorrow.

• “Frequent lows and rare highs - gravel and diamonds - that’s what almost everyone’s life journey looks like, and mine is no exception.”

• While we are stronger than we think we are, we can’t do it alone. Ask for help instead of giving up or surrendering to self pity.

• “Don’t fixate on what you can’t do, or don’t have.”

• Nothing feels as good as helping others. Sam shared her story because, as she puts it, “anything is possible if you are creative and determined enough to make it happen.”

A compelling part of the day was a discussion about the difficulties of access in the hotel sector, which was brought to life by this video 

Future issues of Hotel SA will feature advice on how to improve access at your property.

A week following Sam’s presentation, she travelled to the USA to compete at the US Para Surf Championships and became a three times World Champion in the unassisted category.

You can find more information about Sam here .

Photo courtesy Cameron Bloom

Photo courtesy Cameron Bloom

Great Taste. Low Carb.

WOMEN IN HOTELS

Photos from the highly successful Women In Hotels Conference and the Hall Of Fame dinner. If you weren’t there, make sure you don’t miss the next event in 2025.

HOTEL BRANDING INSIGHTS

Jordaine Chattaway, Brand Strategist from Fuller Brand Communication, used practical examples when she addressed the conference. Messages included:

• A brand is not a logo and a visual identity is just the tip of the iceberg when developing branding for your business.

• Create something unique as a selling point, focusing on:

• Purpose: why people should come to your hotel. Be authentic.

• Position: what makes you unique, your “secret sauce” and why someone might choose your venue over another.

• Personality: list the traits that match your business.

• Promise: what can you guarantee every time? Make it attainable but also stretch yourself.

• Proof points: this is a list of ways you deliver on your brand promise. It should not change over time.

• Jordaine also provided an insight into several branding projects that Fuller had been involved with – Eyre Peninsula and The Prairie Hotel. To find out more go to fuller.com.au  or contact Paul Kitching at paul.kitching@fuller.com.au  or 0413490573.

MINDFUL COMMUNICATION AND CONNECTTION

• This was followed up, half-jokingly, with the observation: “Some people light up a room when they leave.”

• Summer counselled each individual to take responsibility for their energy. What energy do you want to bring where and when?

HOW TO SHIFT YOUR ENERGY

Summer offered the following techniques for mindful energy shifts:

• Ask: is this energy helping me or harmful?

• Smile

• Breath work. Deep breaths. Fastest way to calm.

• Walking also calms you down. Even a simple walk around the block.

• Use music to settle yourself or pump yourself up.

• Meditate.

• Journaling. Vents your feelings on paper.

Difficult conversations:

• Undertake in person

• Avoid public shaming

• State what it’s about from the start

Poor workplace communications leads to lost sales, low morale and missed performance goals, according to author, writer and speaker Summer Land from EQ Minds.

She offered the following advice to conference attendees:

• People only hear 7%; tone of voice and body language make up 93%.

• After people have left your presence, do they feel up and inspired, or have you brought them down?

• Ask a lot of questions

• Avoid “I” and “Me” – it’s about “Us”

• Don’t use a nice compliment and then “but”. It negates the compliment.

Email or in person?

• An email will always be read in the tone of the other person’s mood.

• If it is high stakes, try and have the conversation in person or over the phone.

SUSTAINABILITY

SUSTAINABILITY CAN CUT COSTS

A five-person panel on sustainability left delegates with a better understanding of how sustainability measures can cut costs, not add to them.

Chaired by KESAB CEO Wendy Bevan, the panel also explained how hotels could gain an employment advantage by showcasing their commitment to good environmental practices.

Key advice:

Sarah Bruns, KESAB.

• Having worked in hotels, she stressed the importance of educating staff in a way they can relate to.

• Bring them along on the journey. Involve the people around you. Make it personal.

• Early wins can provide the basis for more ambitious measures.

• Just get started!

Claire Kneller, Managing Director of WRAP Asia Pacific

• Reducing food waste in hotels makes financial sense. Can be low monetary cost or no cost, but it will involve a time investment.

• Cited an example of a large hotel that halved its food waste in 15 weeks.

• The average benefit to cost ratio is 7:1. $1 spent saves $7.

• Over 70% recoup their investment in one year, and 95% in 2 years.

• Average site saved 4c on every dollar of COGS

• How to:

• Measure your food waste.

• Engage your staff

• Rethink your buffet – reduce food over production. Staff can tell you what foods are not eaten.

• Engage with suppliers about bespoke ordering. It cuts your food purchasing cost.

• Repurpose your excess food.

Jessica Wundke, Manager Policy Reform at Green Industries SA.

• Food waste diversion - get your waste into a composting system, rather than landfill.

• SA system is great and leads to the regeneration of soil in SA.

• Green Industries SA can assist, including tips and signage.

• Single use plastics: discussion around compostable options where single use can’t be avoided. (More on this in future issues of Hotel SA.)

• You won’t be perfect first time. Look back and reflect – what could we have done better?

• Make it a game. Make it a competition. Keep trying, don’t give up.

• Spoke about ‘how to win’ by reducing energy, waste etc to cut costs.

• About to launch a project with the AHA|SA. They have assessed 70 pubs of all sizes.

“The boring stuff” tends be simple and provides good returns:

• Refrigeration systems are the least maintained. Clean the filters and condensing coils

• Lighting – upgrade to LED because it uses 80% less energy and produces a lot less heat, so air conditioning does not have to work as hard.

• Calculate your greenhouse gas emissions footprint –government is mandating it for large business next year.

• How do you increase revenue from being more sustainable? Corporate customers want green accommodation. It gets included in their emissions data. Gives you a point of difference if you can provide this information.

Nick Palousis, Founder and CEO for 2XE.

SOCIAL MEDIA TRENDS

Simone Douglas, owner of Digital Media AOK, gave a hands-on presentation on TikTok and Instagram Reels, offering the following advice:

INSTAGRAM REELS : THE NEW FRONTIER FOR HOTELS AND PUBS

Craft a Creative Blueprint: Before you even think about hitting that record button, sit down and map out a creative plan. Align each reel with your business goals and brand identity. This isn’t just content; it’s a strategic move.

Find Your Unique Voice: Don’t just be another hotel or pub on Instagram. Establish a creative voice that sets you apart. Consistency in format and theme will make your reels instantly recognizable.

The Power of Music: Music isn’t just an add-on; it’s a mood-setter. Choose tracks that resonate with your brand’s vibe and message. But remember, always respect copyright laws.

Hashtags Aren’t Optional: Think of hashtags as the SEO of Instagram. Use them wisely to increase the discoverability of your reels.

Foster Conversations: Want to know what your audience thinks? Ask them! Pose a question in your reel to encourage comments and discussions.

Master the Art of Captions: A compelling caption can be the difference between a scroll and a stop.

Use caption starters to hook your audience and keep them engaged.

Entertain to Retain: Sure, reels should be fun and entertaining, but don’t forget they can also be informational. Use them to showcase special offers, happy hour deals, or upcoming events at your establishment.

TIKTOK : WHERE EVERY SECOND COUNTS

Strategize Your Profile Link: You get one clickable URL, make it count. Whether it’s your homepage, a special promo landing page, or even a blog post, choose a link that serves your business goals.

Content That Resonates: You can’t connect if you don’t resonate. Pay attention to your audience’s likes and dislikes, and tailor your content accordingly.

Diversify to Amplify: Don’t put all your eggs in one content basket. Mix it up with different types of videos to appeal to a broader audience and keep your feed fresh.

Invest in TikTok Ads: Want instant visibility? Consider investing in TikTok advertising. It’s like giving your business a shot of social media adrenaline.

Metrics That Matter: Don’t get lost in the numbers. Focus on what truly counts. Video views get eyes on your content, but likes, comments, and shares measure engagement and brand affinity.

So, there you have it! Implement these tips and watch your social media game transform. And hey, if you’ve got questions or want to share your success stories, don’t hesitate to reach out.

ENTERTAINMENT AND MEDIA TRENDS

Tracy Adams, State Sales Manager (SA/NT) at Big Screen Video, gave an insight into the future of large screens.

• This included global trends and innovations; from outlier $2.3bn dome project in Las Vegas, which uses mesh LED the size of hockey pucks; to 3D/anamorphic content, seen throughout the world from Tokyo to London, but not replicable in Australia due to road laws.*

• Relevant to the South Australian hotel market, pubs can consider more achievable options such as:

• LED video walls with split screen functionality, with the option for hotel staff to be able to control the screen remotely, using a touchpad or remote tablet as opposed to accessing a control room. This allows screening of multiple sports and even advertising for the hotel; making video walls “not just a big TV”

• This exact style of screen can be seen in the Chandelier Bar in SKYCITY or the REZZ

• Ticker wraps are the next big thing, with Winghaus in QLD shown as an example, at 23m long wrapped around the venue’s bar. Live content feeds (such as odds) keep punters engaged & venues can run relevant specials

• Rise in popularity of curved screens in hospo venues interstate

Danielle Mullins, TAB Wagering Sales Executive, covered a wide range of topics, from a vibrant new look for TAB, to their ongoing support of the South Australian hotels industry

The exciting refresh of the iconic TAB brand, with the launch of the “We’re On” identity, is just the beginning of a comprehensive rebrand. The refresh includes a vibrant new colour palette and spans a wide array of touchpoints, from revamped marketing materials and captivating content to eye-catching merchandise and signage that will cover the extensive TAB Retail network.

Danielle also outlined TAB’s ongoing support of AHA|SA members, including:

• Digital Commissions paid for ID Verified TAB Accounts opened in-venue

• Retail-exclusive offers delivered via Venue Mode on the TAB App

• Exclusive Racing & US Sport content via SKY Racing & Sports

• Path to zero SKY Racing fees by July 2024.

TAB has also recently launched the new debatingcreating ‘Sport is our Sport’ campaign, which is currently showing on TV screens across the nation, billboards, in cinemas and, of course, in venue.

• To tease the campaign, TAB started a conversation

around the country which asked one contentious question – what is Australia’s national sport?

• TAB customers weighed in on the debate and 35% of survey participants said AFL is Australia’s national sport. At the same time as polling customers, TAB asked their team members and found 41% think cricket is our national sport.

• Regardless of the results, one thing is clear: Aussies will play, support and conquer almost any sport. Which means there is only one logical answer… Sport is our Sport.

MUSIC MAKES THE DIFFERENCE

MusicSA is the state’s peak body and advocate for the contemporary music industry.

Due to scheduling issues, Christine Schloithe, CEO of MusicSA, was unable to present on the day, but made the following points:

Good Music Month:

• MusicSA has developed and launched a new project to support venues and artists, to promote South Australia as a live music destination and elevate Adelaide as Australia’s only UNESCO City of Music.

• Called Good Music Month, it’s a new annual open-access state-wide festival highlighting live music that runs the full month of November: www.goodmusicmonth.com.au 

Why do venues book live artists and musicians?

• Ar tists add a layer of entertainment

• Attract customers

• Ar tists add ambience to and activate spaces and venues

• Provide a point of difference

• Ar tists provide another point of contact for your local community to engage with your venue.

Current trends and challenges in live music:

• Small-medium live music venues are doing it particularly tough. Business costs have increased, audience trends have changed since the pandemic and the market of local and touring acts is still rebuilding

• Adelaide has always been known for ‘late’ ticket sales for live music events. This is still the case but the rest of Australia is now experiencing a consumer lag in ticket sales and ticket sales for music in venues is slow across the board

• The music industry continues to face chronic staff and skill shortages. The industry is focusing on pathways, training and rebuilding a workforce with expert skills

• Audiences aren’t going out as much as they used to. The pandemic changed our appetite for ‘live performance’ and the more recent economic pressures are starting to bite

• Young audiences appear to have a different relationship with alcohol in venues, which is challenging the traditional venue business models. For some younger audiences, it’s the cost of alcohol and for others, it’s a health and lifestyle choice

Despite a seemingly bleak landscape, it is not all bad news. Live music is strong and resilient in South Australia and the industry is rebuilding and adapting.

ACCOUNTANCY SERVICES

Bentleys SA 8372 7900

Perks Accountants & Wealth Advisers

08 8273 9300

Winnall & Co. 8379 3159

ARCHITECTS & INTERIOR DESIGNERS

Mister Lincoln 0402 777 326

Studio Nine Architects 8132 3999

ART & FRAMING

Art Images Gallery 8363 0806

ATMS

Banktech 0408 462 321

Cashzone 1300 305 600

Next Payments 1300 659 918

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

Bank SA 0403 603 018

Perks Accountants & Wealth Advisers

08 8273 9300

BEVERAGE GASES

BOC Limited 0424 647 568

Supagas 8252 7472

BEVERAGES

Accolade Wines 8392 2238

Australian Liquor Marketers 8405 7744

Big Shed Brewing Concern 8240 5037

Campari Group 02 9478 2727

Carlton & United Breweries 13 BEER (13 2337)

Coca-Cola Europacific Partners 8416 9547

Coopers Brewery 8440 1800

CUB Premium Beverages 8416 7819

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

Treasury Wine Estates 8301 5400

BOOKKEEPING

Perks Accountants & Wealth Advisers

08 8273 9300

Winnall & Co. 8379 3159

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 & HYGIENE SUPPLIES

Bunnings Group 0435

HOTEL BROKERS

Langfords Hotel Brokers 0410 605 224

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

KITCHEN & BAR EQUIPMENT

Bunnings Group 0435 630 660

Bunzl 08 8245 6222

Stoddart Food Service Equipment 0468 923 320

LEGAL SERVICES

Eckermann Lawyers 8235 3990

Piper Alderman Lawyers 8205 3318

Ryan & Co Solicitors 0421 595 815

Wallmans Lawyers 8235 3018

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

08 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

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

0424 700 888

Independant Gaming Analysis 8376 6966

Konami Australia Pty Ltd 0409 047 899

MAX 8275 9700

Scientific Games to Light & Wonder 0400 002 229

Statewide Gaming 0448 076 144

HEALTH INSURANCE

Bupa 1300 662 074 (#2146982)

The Kingsmen 0410 416 655

Maxima 8340 7766

Perks Accountants & Wealth Advisers

08 8273 9300

St John 1300 360 455

SUPERANNUATION

HostPlus 0418 327 607

WEBSITES

Boylen 8233 9433

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 suppor ting 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.

GAMING CARE

CORPORATE PARTNERS 2023/24

AED Authority

Ainsworth Game Technology

Australian Liquor Marketers

BankSA

Big Screen Video

Bluize 1800 ON HOLD

A Cleaner World (ACW)

Adelaide Institute of Hospitality

Banktech

Bentleys Accountants

Big Shed Brewing Concern

BK Electronics

BOC Limited

Bunnings Group

Bunzl

Boylen Campari Group

Digital Marketing AOK

Empire Liquor Foxtel

IGT

131 733

pfdfoods.com.au

Konami Australia Pty Ltd

Light & Wonder

Liquor Marketing Group

Novatech Creative Event Technology

Oatley Fine Wine Merchants

Options Craft Liquor Merchants

Ryan & Co. Solicitors

Samuel Smith & Son

Stoddart Food Equipment

Tanda

Cashzone

Class A Energy Solutions

Compnow COMS Systems

Concept Collections

Eckermann Lawyers

GBay/Aruze Gaming

Independant Gaming Analysis

Knight Frank Valuations & Advisory SA

Langfords Hotel Brokers

McGees Property Hotel Brokers

Next Payments

Perks Accountants & Wealth

Advisers

Piper Alderman Lawyers

PowerMaintenance

SCS Group

Solstice Media

Statewide Gaming

St John

Studio Nine Architects

Supagas

The Banner Crew

The Kingsmen

Trans Tasman Energy Group

Vix Vision

Wallmans Lawyers

Winnall & Co

Art Images Gallery

Bupa

The Card Network

Maxim Migration Solutions

NEW AHA|SA MEMBERS

South Aussie Hotel, Mount Gambier

OFFICE HOLDERS

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

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E information@ahasa.asn.au

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DAVID BASHEER President

MATTHEW BINNS Vice President

LUKE DONALDSON Deputy Vice President

COUNCIL

BRAD BARREAU

ANDREW BULLOCK

SIMONE DOUGLAS

TREVOR EVANS

JASON FAHEY

TRENT FAHEY

SAM M c INNES Secretary Treasurer

MATTHEW BRIEN Executive Council

ANNA HURLEY Executive Council

COREY FARMER

ELISE FASSINA

JAMES FRANZON

TONY FRANZON

JOHN GIANNITTO

TOM HANNAH

ANDREW KEMP Executive Council

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ADMINISTRATION

ANNA MOELLER

CEO

NATARSHA STEVENSON

Chief of Staff

ALISA WENZEL

Financial Controller

OWEN WEBB

Workplace Relations, Liquor

KATHERINE TAYLOR Accommodation

Australia (SA) and Tourism Communications

LUCY RANDALL Events & Partnerships

PETER JOHNSON

JASON KELLY

GUY MATTHEWS

KAREN MILESI

ANDREW PLUSH

DARREN STEELE

Licensing & Gaming

GARY COPPOLA

Legal and Advocacy

SCOTT VAUGHAN

Membership & Business

DIDIER VOLLERIN Liquor & Gaming

LIZ TURLEY Training Coordinator

BELINDA RICHARD Executive Assistant

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.

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PATRYCJA WHIPP Studio Manager/Graphic Designer

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