MGA Independent Retailer Magazine - December 2022 - Issue 6

OUR MISSION

The trusted leading voice of industry responsive to member needs in a competitive environment. We employ people of exceptional expertise and determination to deliver valuable service and solutions for our members.

MGA NATIONAL SUPPORT OFFICE

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P: 03 9824 4111

admin@mga.asn.au • www.mga.asn.au

BOARD OF DIRECTORS

Debbie Smith (President): Queensland

Grant Hinchcliffe (Vice President): Tasmania

Ross Anile: Western Australia

Graeme Gough: New South Wales

Jeff Harper: Victoria

Ripple Parekh: New South Wales

Chris dos Santos: South Australia

Terry Slaughter: Queensland

Lincoln Wymer: Victoria

CHIEF EXECUTIVE OFFICER

David Inall 03 9824 4111

E: david.inall@mga.asn.au

CORPORATE PARTNERSHIP & MEDIA SALES

Mark Paladino 0417 264 331

E: mark.paladino@mga.asn.au

DESIGN & PRODUCTION

Cindi Damian 03 9842 4111

E: communications@mga.asn.au

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Contents

5 CEO Welcome 6 New staff 8 Engaging part-time employees 10 COVID-19 vaccinations and the workplace – Should members continue to require staff vaccinations? 12 Standing down employees without pay 14 The performance management process 16 Jobs Skills Summit 18 Unprecedented labour crisis across Australia’s food supply chain

Board of Directors meet in Melbourne

MGA meets NSW Productivity Commission

MGA meets new ACCC Chair – Gina Cass Gottlieb

IGA WA State Board meets Bruce Billson 23 Roleystone Fresh IGA WA farewells the Anile family 24 Foodies IGA Claremont WA 25 IGA Fresh Waterloo NSW 26 IGA Market Central Drummoyne NSW 27 Outstanding Supermarkets recognised at National IGA Awards of Excellence 28 Metcash Expo 2022

SPAR opens new Distribution Centre in Brisbane QLD

Ingpen family business celebrates 50 years in business 33 Innovative and forward-thinking alcohol products 34 Members Insurance Cover announcement 36 New Baranduda IGA VIC store 37 Edgemill Group hosts MGA Liquor Committee August meeting 38 New Victorian Liquor Licence conditions for liquor home deliveries 39 Pernod Ricard host MGA National Liquor Committee dinner 39 NSW Blitz on unlicensed alcohol sales 40 IBA Hall of Fame 2021 Inductee – Tony Bongiovanni 42 Say hello to Live Payments 43 WA’s banned drinkers register to be overhauled as figures reveal less than 200 people on list 44 MGA TMA joins the Timber Framing Collective 44 Forest & Wood Products Australia Ultimate Renewables campaign

Step back in time 46 St Hubert’s The Stag makes sustainable strides 48 19 Crimes Drops New Rosé with Snoop Dogg 49 Obituaries

Front Cover: Tony and Vicki Bongiovani – 2021 IBA Hall of Fame Inductee – Officially recognised and inducted in 2022.

CEO Welcome

Welcome to our final Independent Retailer Magazine for 2022.

This will be my final welcome to you.

After sixteen amazing years at the helm of Master Grocers Australia (MGA), I am retiring from my role as Chief Executive Officer effective as of 16 October 2022.

It gives me great pleasure to announce the appointment of David Inall as our new Chief Executive Officer who commenced in the role on 10 October 2022.

David has thirty years’ senior experience providing strategic and operational direction within the NFP sector. With extensive global experience in political advocacy and policy development for primary industry, David comes into the role after five years as CEO of Australian Dairy Farmers.

David is a dedicated supporter and advocate for family and private businesses and is keen and enthusiastic to meet members and industry stakeholders.

Between now and my final day, my role is to help David transition into the CEO role as quickly and as smoothly as possible, so MGA business continues seamlessly, assisting members and that the momentum on advocacy and industry representation matters does not slow down.

Please join me in warmly welcoming David.

Annual Report 2022

The Annual Report, sent to members recently, highlights the significant work MGA has done over the last financial year. The last financial year was divided into two parts: - the COVID-19 Pandemic and the post Pandemic periods. It has been our pleasure as a close knit and dedicated team to serve members for another big year.

The past six months have been extremely busy for the MGA team whether it be involvement with Federal advocacy matters such as, COVID-19 pandemic business recovery, IR reform, severe labour shortages, Jobs Summit, competition matters, Illicit tobacco, least cost routing, introducing ourselves to the new Government and a plethora of State matters including post COVID pandemic recovery business forums, liquor, planning and zoning issues, single use plastic item bans, trading hours and sustainability education.

Industrial relations demand from members for support and services has escalated exponentially with many IR matters raised being more complex and more time consuming. Our Employment Law team has experienced unprecedented workloads in coping with escalated demand and continues to speedily attend to member’s needs.

Inside this edition are stories about members and their stores as well as a belated congratulations to all the winners of the IGA Retailer of the Year Awards and Hall of Fame induction held on the Gold Coast at the Metcash Expo back in July 2022.

MGA continues to engage with a breadth of industry stakeholders across the food and grocery, liquor, and timber hardware sectors, particularly focusing on safeguarding

members from exposure to any red tape and cost burdens that “get in the way” of doing business.

MGA’s AGM was held at Leonda Receptions in Hawthorn Victoria on Friday 25 November commencing at 7.00am. Guest speakers included ACCC Chair Gina Cass Gottlieb and Metcash Group CEO Doug Jones.

This event was the first face to face AGM in three years and was a unique opportunity to celebrate our members who have come out of this pandemic as strong and relevant business hubs within their communities after what has been a tough and challenging 2.5 years of COVID-19 pandemic restrictions.

We wish our members a robust and profitable trading period leading up to Christmas 2023.

Jos de Bruin Retiring CEO MGA Independent Retailers

First and foremost, I would like to congratulate Jos de Bruin for sixteen successful years in this role. His contribution to the independent retail sector is second-to-none, with a long list of achievements for both the organisation and the industry more widely. I would personally like to thank Jos for setting this organisation up for success as we head into 2023.

It gives me great pleasure and an enormous honour to present my first CEO Welcome for Master Grocers Australia Ltd (MGA).

David Inall

Jos de Bruin

I write this column after two months in the role. Furthermore, we now have our Annual General Meeting and Industry Networking Breakfast for this year successfully behind us. Our networking event was another demonstration as to how this industry comes together and unites around those key issues that truly matter to the sector. It is clear to me that the culture in the industry is highly collaborative and engaging and I am truly excited to work on the myriad of opportunities and challenges that lie ahead.

There is no doubt I have entered the industry at an interesting and important time. The Industrial Relations (IR) changes that have now been passed in Canberra are significant, and rest assured I am fully aware as to how important a fair and effective IR system is for the independent sector. Other issues such as Illicit tobacco and workforce shortages remain ever-present, and the committed team at MGA remains focused on these and many other important matters.

I would like to take this opportunity to wish everybody well for the upcoming Christmas period, successful selling and I look forward to meeting as many members as possible as we launch into 2023.

best!

online at www.mga.asn.au/membership/ update-member-details

Martin Stirling began with MGA on the 17 October as Head of Legal, replacing Marie Brown (retired in December 2021), after she practised as National Legal Counsel with MGA for more than 15 years.

Martin has an extensive background in Industrial Relations and Employment Law and a passion for assisting family and privately owned business owners with support and advice to help them grow their businesses and ultimately employ more staff.

Lauren commenced with MGA in November and is currently undertaking a Bachelor of Laws (Honours) with completion due early 2023.

Lauren has experience in the legal sector as a Paralegal and assisting with submissions to Parliament through volunteer commitments. She is passionate about employment law because of the everchanging and wide scope of work, so much so that she is currently writing her Honours thesis on this area. Outside of work, Lauren enjoys learning new recipes and travelling.

All the

David Inall CEO MGA Independent Retailers

MGA TMA members, guests and corporate partners engaged in the AGM and Industry Breakfast held in November 2022

New Staff

Martin Stirling MGA Head of Legal

Lauren Kavanagh MGA Paralegal

Engaging part-time employees

How part-time employment differs from casual and fulltime employment

Part-time employees are required to work less than 38 ordinary hours per week and typically work a predictable or fixed pattern of work. The nature of part-time engagement requires employment on a permanent basis or on a fixed-term contract. In the spectrum of the different methods of engagement, part-time employees sit between casual and full-time employees. Full-time workers work longer hours, requiring an average of 38 ordinary hours per week. In contrast, casual workers have irregular or unpredictable hours without a firm and consistent commitment in advance of ongoing work on an agreed pattern. Part-time employees generally work less hours than full-time employees but have an ongoing commitment from their employer to work certain hours within a week.

Part-time employees in the context of the GRIA

Many members will be covered by the General Retail Industry Award (the GRIA), which specifies that part-time employees work less than 38 ordinary hours per week, with reasonably predictable hours. Part-time employees receive minimum entitlements such as sick leave and annual leave, which are accrued on a proportionate basis. To comply with the GRIA when engaging a part-time employee, there must be an agreement recorded in writing between the employer and the employee which specifies the employee’s guaranteed hours of work,

start and finish times on each day of work and meal break timing and duration. Such an agreement may take place through an exchange of emails, text messages or other electronic means to confirm the arrangement. A shift minimum of three hours applies to parttime employees covered by the GRIA.

In the context of the TIA

Other members will be covered under the Timber Industry Award (the TIA). Part-time employees in this context are subject to similar provisions to the GRIA. Members are required to roster a part-time employee for a minimum of 3 consecutive hours on any shift. Like the GRIA, an agreement is to be recorded in writing outlining the hours to be worked by the employee, the days which they will be worked and the start and finish times for the work performed.

Requirements when engaging a part-time employee under the GRIA and TIA

When engaging part-time employees, the following steps are recommended to ensure that members have complied with the GRIA or the TIA.

Step 1: Agree in Writing

Members must agree in writing with the employee on a regular pattern of work. This may involve contacting the part-time employee, consulting on the proposed regular pattern of work then recording the agreed pattern of work in writing. This can be achieved in a variety of ways, including formal and relatively informal contexts, including through a formal employment contract or exchange of

emails, text messages or other electronic means.

Step 2: Number of hours worked on each particular day of the week

The written agreement should specify the number of hours to be worked on each particular day of the week.

The following passage is an example of how a member can meet the requirement to confirm the guaranteed hours of work when engaging a part-time employee.

E.g. Dear James, Congratulations on your new role with us. We will be engaging you as a part-time employee during your employment. As part of your employment we will require you to work 8 hours on Monday, Tuesday and Friday respectively and 4 hours on Sunday Depending on the store’s demand, there may be room for additional hours, but the hours listed will form your guaranteed hours of work. If these conditions are suitable, please confirm with us by replying to this email.

Step 3: The times at which the employee will start and finish work each particular day

The written agreement should also specify each workday’s start and finish times.

The below passage is continued from the passage above.

E.g. In the course of your employment, you will complete your hours from 10am6pm on Monday, Tuesday and Friday and 10am-2pm on Sunday. These will form your guaranteed hours of work…

Step 4: When meal breaks will be taken and their duration - GRIA

For employees covered by the GRIA, the written agreement should also specify

the timing and duration of meal breaks. This requirement does not apply to employees covered by the TIA. However, members exercise their discretion in outlining the timing and duration of meal breaks in the written agreement with employees.

The below passage is continued from the passage above.

E.g. When you are working, you will be entitled to meal breaks each shift. They will be for 30 minutes of your designated shift and can be taken any time between 12 and 2 pm on the day of your assigned shifts. These lunch breaks will be paid for and will provide you with a significant break during your shifts. We look forward to you commencing your time with us next week.

Employment contracts

When engaging part-time employees, it is advisable to formalise the terms that have been agreed upon in a formal employment contract. An employment contract outlines the contractual obligations each party agrees to be bound by and can form an essential safeguard for members when engaging part-time employees. In such a contract, you should outline key terms, such as hours to be worked; days worked, breaks, conditions of employment and any other relevant information.

When is it suitable or not suitable to engage a part-time employee? If not suitable to engage a part-time employee, in what scenarios is it more suitable to engage a full-time or a casual employee?

Members should be aware of conditions that may render engaging a part-time employee more suitable. Factors that may support the engagement of a parttime employee are outlined below:

• A requirement for consistent specified hours of work each week

• A requirement for a significant amount of hours of work per week that is less than 38 ordinary hours a week

• A requirement for a permanent employee that is critical to the business requirements for the predictable or foreseeable future

• A requirement for commitment to work given hours of work

Conversely, factors that may support the engagement of an employee other than a part-time employee are given below:

• No requirement to perform a regular set of hours each week

• A requirement for work to be performed on an ‘as needed basis’

• A requirement for more than 38 hours a week

• A requirement for only a small amount of hours each week

• A requirement for different hours of work each week

Part-time flexibility provisions under the GRIA

Part-time flexibility provisions are found in the GRIA only. If your employee is covered by another award or by an enterprise/collective agreement, the below information on part-time flexibility provisions does not apply.

The part-time flexibility provisions apply to the following types of employees:

• Employees covered by the GRIA; and

• Part-time employees only; and

• Includes juniors; and

• Includes previous casuals that have converted to part-time.

What is the part-time flexibility provision?

This provision is outlined in clause 10.6 in the GRIA:

The employer and the employee may agree to vary the regular pattern of work agreed under clause 10.5 on a temporary or ongoing basis with effect from a future

date or time. Any such agreement may be recorded in writing.

(a) If the agreement is to vary the employee’s regular pattern of work for a particular rostered shift –before the end of the affected shift; and

(b) Otherwise – before the variation takes effect

Note 1: An agreement under clause 10.6 could be recorded in writing, including through an exchange of emails, text messages or by other electronic means. Note 2: An agreement under clause 10.6 cannot result in the employee working 38 or more ordinary hours per week (as then they no longer can be classified as a part-time employee)

Why use the part-time flexibility provisions?

The GRIA provides for overtime rates to be paid to part-time employees if they exceed their guaranteed hours of work.

Suppose members use the part-time flexibility provisions compliantly. In that case, members can pay an employee ordinary rates of pay instead of overtime rates for what would otherwise be additional hours of work.

The part-time flexibility provision provides an incentive for members to comply with casual conversion obligations because members can still retain flexibility after converting a casual employee to part-time status. This is also an incentive for Members to convert casuals to part-time positions even if the casual conversion obligations do not apply.

If members have any questions in relation to engaging part-time employees, please contact our Employment Law Team on 1800 888 479.

COVID-19 vaccinations and the workplace – should members continue to require staff vaccinations?

At the time of publication, there is no requirement for a fully vaccinated status for workers to attend retail work in all Australian states. It is important to be aware of changes in vaccination requirements as this may affect the safe and effective operation of members’ businesses and the discussions members have with staff concerning the matter. Despite changes to health directives that permit unvaccinated employees to attend work premises to perform duties, some members may wish only to permit fully vaccinated staff to attend the workplace. Implementing a COVID-19 vaccination policy includes containing COVID-19 transmission between staff and customers and complying with occupational or work health and safety obligations.

Determining the appropriateness of a mandatory vaccination policy is outlined below. This outlines and explores some of the concerns and barriers members may have in implementing a COVID-19 vaccination policy. It is important to note that the information below is relevant when this article is published and may be subject to change.

If it is not appropriate for members to issue a mandatory vaccination policy, what other steps can a member take to ensure the health and safety of workers? i.e. non-mandatory policy, WHS measures (risk assessment and control measures)

If it is not practicable and appropriate for members to introduce a mandatory vaccination policy, members can implement other less prescriptive measures to ensure the health and safety of workers. Such measures include the provision of a nonmandatory vaccination policy. Such a policy outlines to staff the benefits of vaccination and reasons why it may benefit employees, the store, colleagues, and customers. It will explain these benefits without demanding vaccination or threatening dismissal and will state that vaccination is not mandatory.

Apart from a non-mandatory vaccination policy, members may employ specific WHS measures such as risk assessment and control measures to help mitigate the potential impact of COVID-19 on the business. Such measures may include modifying tasks, implementing cleaning and hygiene protocols, and assessing the risk potential of certain scenarios.

COVID-19 Vaccination –Should members continue to require staff vaccinations?

Mandatory vaccination requirements have been removed for retail workers of supermarkets in all states. However, if it is lawful and reasonable, store owners can still require their employees to be vaccinated to attend the workplace.

Before implementing any mandatory vaccination policy, members should consider balancing work health and safety obligations, privacy and other obligations to employees. If members wish to issue a mandatory vaccination policy, they must determine if it is lawful, reasonable, safe, and practicable.

‘Lawful and reasonable’

Members must ensure that directions to employees are both lawful and reasonable concerning the circumstances.

Under the Fair Work Ombudsman’s (FWO) ‘tier system’ guideline, whether it is ‘reasonable’ to mandate vaccinations depends on the interaction between staff and other individuals. Reasonableness must also be assessed on a case-bycase basis. When considering what is ‘reasonable’, you must consider the nature of the workplace, the risk of transmission, health and safety obligations, each worker’s circumstances, and whether the worker has any legitimate reason not to be vaccinated. This guidance will likely be difficult to apply in practice. Members are encouraged to contact the MGA Employment Law team for assistance.

Consultation is paramount

Members are advised that they should consult with staff before implementing a mandatory vaccination policy. Members are reminded that a mandatory vaccination policy may be advisable in some circumstances but may not be suitable for all workplaces or all employees. Members are encouraged to seek legal advice before implementing any mandatory vaccination policy.

In a recent case decided by the Fair Work Commission, an employer implemented a mandatory vaccination policy that came into effect one month from the date of announcement of the policy to give employees time to comply with the policy. Once the policy came

into effect, 80 employees were stood down for failing to provide evidence of their vaccination or for failing to provide proof of a lawful reason for being exempt from the mandatory vaccination policy. In response, a union lodged an application to the Fair Work Commission challenging the mandatory vaccination policy.

The Fair Work Commission found that there was nothing unlawful about requiring individuals to be vaccinated, and the policy was reasonable in many respects, including the following:

• The policy was proportionate to the risks associated with the worldwide pandemic that is COVID-19;

• It was developed based on the contact that workers have with other workers and the public;

• It sought to ensure the health and safety of the workers and the public;

• The implementation coincided with the risks that were in the particular state (NSW) and the local area; and

• It was implemented after a significant period of encouraging staff to receive the COVID-19 vaccination.

However, despite the above, the Fair Work Commission determined that preventing access to the workplace for unvaccinated employees was unreasonable due to the inadequate level of consultation that the employer engaged in with their workers before standing them down due to the policy. The Fair Work Commission found the employer did not consult with their workers “as far as reasonably practicable” according to their obligations under the applicable work health and safety legislation. To fulfil its consultation requirements, the employer should have undertaken the following actions:

• Provided employees with information relating to the reasons, rationale and data supporting the mandatory vaccination policy; and

• Provided employees with a copy of the risk assessment or information

relating to the analysis that informed the company’s decision to implement the policy.

This case serves as an important reminder that when members implement new policies, they must engage in genuine and meaningful consultation with staff, particularly where a failure to follow the policy can result in an employee’s inability to perform work, or disciplinary action including but not limited to termination of employment. Consultation may also necessitate providing supporting information, such as risk assessments, to employees.

Contact the Employment Law team on 1800 888 479 or legal@mga.asn.au for queries concerning mandatory vaccination policies and how to lawfully implement them.

Standing down employees without pay

Under the Fair Work Act 2009 (Cth) (the Act), members may stand down an employee without pay during a period in which the employee cannot usefully be employed. There is a narrow range of circumstances where the stand-down provisions can be utilised lawfully.

Consultation is integral to any workplace and can present a legal requirement for members. Consultation effectively means asking for, and considering an employees’ views, when making decisions.

The Act outlines three circumstances in which an unpaid stand down can take place:

1. Industrial action (other than industrial action organised or engaged by the member);

2. A breakdown of machinery or equipment, if the member cannot reasonably be held responsible for the breakdown; or

3. A stoppage of work for any cause for which the member cannot reasonably be held responsible

It should be noted that members who have been affected by recent flooding events or other major natural disasters or have employees who are affected may be able to stand down employees based on circumstance (c) above. If there is a stand-down clause in your employees’ employment contracts or enterprise agreements, you must use those clauses instead. MGA TMA can assist members and provide members with a stand-down letter for relevant employees to assist members with record-keeping obligations.

Members may also have the option to agree with employees to use annual

leave of unpaid leave to cover the period of absence that would otherwise be processed as an unpaid stand down. Permanent employees who become ill, injured, or are required to care for a family or household member due to the recent flooding events may also use their personal/carer’s leave.

If members stand an employee down according to the Act, the member is not required to make payments to the employee for that period.

Despite the above three circumstances, there are instances where standing down an employee is not permitted. Employees cannot be stood down if they can otherwise be usefully employed.

Members are reminded that if an enterprise agreement or contract of employment applies to an employee that provides for a stand down during one of the abovementioned three circumstances, the employer must stand down the employee under the enterprise agreement or the contract of employment. Furthermore, an enterprise agreement or a contract of employment may also include additional requirements that an employer must meet before standing down an employee (for example, requirements relating to consultation or notice).

Members should be aware that employees cannot generally be stood down under the Act simply because of

a deterioration of business conditions or because an employee has contracted COVID-19.

Unlawful stand downs may result in legal liability for members for underpayment, unpaid wages, or breach of the Act.

Example scenario: where stand down of employee would be permitted

Tim’s company imports a large portion of their stock from interstate, but due to enforceable government COVID-19 restrictions, the business is prevented from selling any in-date stock. Tim explores other options to compromise but is unable to identify any alternative work of any value for his ten permanent employees. Tim closes the store and regrettably informs his employees that they will be stood down without pay. Tim explains that they are entitled to request a period of paid annual leave during the period as an alternative to being stood down without pay

Concerning lawful stand-downs, contact our Employment Law Team on 1800 888 479.

The performance management process

When should members engage in the performance management process?

It is essential that members utilise an effective performance management process (PMP) when managing employees. An effective performance management process may help foster a harmonious and productive workplace that benefits both members and employees.

It is appropriate to engage a PMP when an employee’s performance is not up to required standards. PMP can also be conducted at regular intervals to evaluate employee and business performance, assess strengths and weaknesses, develop constructive feedback, and assist with setting future goals. Without an effective PMP, it may compromise operational effectiveness, and members can expose themselves to legal risks. Two factors to be aware of before engaging in the PMP are skill (the competencies of the employee) and will (their motivation and desires within their conduct).

Skill

In summary, skill is how competent your employee is at a specific task or how effective they are in their role. Skill is perhaps easier to measure as it can be evaluated objectively. Skill can be natural or developed over time. The PMP is appropriate to address deficiencies in skill.

Will

‘Will’ can be a product of several factors within the workplace and can depend on the environment, professional goals, support systems, self-confidence and culture. It is centered on motivation or deliberate conduct, and typically, the PMP is not appropriate to address willful misconduct.

Conducting the Performance Management Process

Best practice steps

Addressing underperformance or lack of ‘skill’ can be challenging for members and employees. If members fail to engage in the PMP in an appropriate, sensitive, and prompt manner, the culture and productivity of the workplace can be compromised. Issues to do with performance are unlikely to be resolved on their own; therefore, a proactive approach is recommended. When undertaking such a process, applying the following ‘best practice’ approach is advisable to minimise legal risks.

1.

Identify the problem

Members should commence this process by documenting examples of performance-related behaviour or actions that are causing issues. Identify when problematic instances take place and how frequently these occur. It is helpful to document specific cases that illustrate the underperformance. For example, information such as business statistics, customer feedback and examples of the employee’s work can be collected.

2. Assess and Analyse

Once members have completed the first step, they should consider how serious the underperformance is and how long the problem has existed. Members should also analyse the gap between what is expected or required of the employee and what they deliver. Once members have assessed and analysed the nature of the problem, they should organise a performance review meeting with the employee. The employee should be advised in

writing of the reason for the meeting in advance and with reasonable notice so they can prepare or seek independent legal advice. Members should also consider providing copies of relevant documents to the employee before the meeting. Employees should be permitted to bring a support person to the performance review meeting. This may be a co-worker, family member, friend, or union representative. They can support the employee during the meeting but are not to represent or advocate for them.

3.

Meet with the employee

Members should ensure that the performance review meeting takes place in a private, comfortable, and non-threatening environment. No other employees should overhear the discussion. The meeting should occur during reasonable hours, such as existing rostered work hours, and the employee’s attendance should be paid. During the meeting, members should outline what the underperformance is, why it is an issue and specify how the behaviour would ideally be modified or improved.

Other relevant discussion points may include the following:

• A clear description of the problem and reference to specific examples

• Outline how the conduct is impacting the business, the employee’s work, or co-workers

• Explanation of the reasonable outcomes to be achieved from the meeting and setting expectations of a reasonable timeframe in which improvement is required

• Provision of an opportunity to respond and share views of the situation

• Outlining potential consequences if the required improvement is not attained within the specified timeframe may include disciplinary action or further performance management.

4. Agree on a solution

After discussing the problem following the previous step, you and your employees should work together to find an adequate solution. Employees are more likely to improve their performance if they feel they have contributed to this process.

Members should record the agreed or required actions in a performance improvement plan, which is a document that outlines what the employees need to do to improve their performance, any relevant timeframes, and a summary of potential outcomes if performance does not improve.

This plan should:

• identify the performance that needs to improve or the behaviour that needs to change

• outline how this will be done, and list any support that will be provided to help the employee improve

• explain each party’s responsibilities

• give the employee a reasonable time to improve their performance

• set a date for a follow-up meeting to review progress and discuss the employee’s performance against the agreed plan

• in cases of serious or ongoing underperformance, specify clearly and preferably in writing the possible consequences if the employee’s performance does not improve, such as disciplinary action up to and including termination of employment.

• Members and the relevant employee should keep a copy of this plan.

5. Monitor and review

Members should be aware that resolving an issue often takes more than one performance review meeting. Followup and progression meetings are a good idea as they offer a chance to acknowledge the employee’s progress and focus on the improvements that are still required. Members should remember to give the employee a reasonable period to improve. What is reasonable will depend on the

employee’s role and the duties they perform.

If performance is modified and improved to a satisfactory level, members should acknowledge that the issue has been resolved and discuss how this will be maintained.

Conversely, suppose performance has not improved after a reasonable period. In that case, members may consider other options, including the continuation of the PMP, issuing of a formal written warning or other disciplinary measures such as termination. Members are reminded that any termination may create legal risks and that engaging in effective and appropriate performance management can assist in addressing these risks.

For questions about the performance management process, please contact our Employment Law Team on 1800 888 479.

Jobs Skills Summit

1 and 2 September 2022

Australia has the most complex wages award system in the world. Unbelievably complicated and sometimes impossible to navigate leaving employers constantly at risk of underpaying a wages entitlement.

Industrial Relations and Employment Law is a key support service for members and a very important policy area for MGA TMA. MGA TMA, together with COSBOA, has been involved in consultations with the Federal Government, occasionally with the Fair Work Commission, and in negotiations with other stakeholders over the years. MGA is a Council member of the Council of Small Business Organisations Australia. Jos de Bruin is a board member of COSBOA.

COSBOA has entered into a Memorandum of Understanding with the ACTU to explore ways to simplify and reduce complexity within the industrial relations system that will enable small businesses to employ more people and grow their businesses.

The two organisations have agreed to support development of a simpler system for small business that includes:

1. The ability for small business to be able to correctly embrace the workplace relations requirements

2. A simpler BOOT (Better Off Overall Test)

3. New options for flexibility in the workplace

4. New options around making it easier for small businesses to develop employer agreements.

Both organisations recognise the importance of small business owners and employees to our economy and have committed to working together with new laws to deliver workplace arrangements customised for small businesses that benefit owners and employees.

MGA TMA members may have seen recent reports that have incorrectly stated COSBOA supports industry/ sector wide bargaining. This is not correct. MGA TMA and COSBOA are not in support of any measures which would force, mandate or remove the autonomy of small businesses to decide their future.

We are not interested in any model that is sector wide and compulsory. This is an opt-in conversation recognising the complexity of the system and lack of resources with which the small businesses are left to navigate. We all agree the current system is broken.

Small businesses such as MGA TMA’s members have been looking for a way forward that suits their unique needs for a long time. Our members do not have resources that are available to businesses with lawyers and HR departments.

The current agreement and bargaining system was not built for small businesses; it is not efficient and is too complicated.

The Jobs Summit gave us the opportunity to explore new flexible single or multi-employer options that can be customised to our members circumstances. The one size fits all approach does not work. The Jobs

Summit is an opportunity to look for new and modern solutions.

Members in food, grocery, liquor, timber, and hardware are seeking an industrial relations environment conducive to employing more people and that reduces complexity of compliance.

We will not agree on everything; there are already examples where we are not aligned. But there is an acknowledgement by both sides that the system is currently unmanageable for small business and the tools which larger organisations employ are inaccessible for them. And that is not right.

MGA TMA and COSBOA have tried to get our members and small businesses back on the agenda; and believe this has been achieved.

MGA TMA has submitted that solving the current labour and skills shortages will be multi-pronged. Increasing migration, simplifying the temporary visa system to allow longer hours to be worked and visa extension made easier, allowing pensioners and welfare recipients to work additional hours by not putting their welfare payments at risk of reduction and the big one, industrial relations reform – making it easier to employ people with less complexity and more flexibility.

It is about resetting the conversation with small business at the centre of the discussion and seeking principals which work to improve engagement, increased productivity, simplicity and compliance.

MGA TMA has been advocating for a less complex, simpler, and more flexible industrial relations landscape for many years.

At the time of writing, we hope to find consensus on aspects of industrial relations reform which are currently unmanageable. Including examining the BOOT test, agreements which might work for employers in one industry, or better frameworks which may make the apparent benefits that are included in enterprise bargaining conversations accessible for small businesses.

This is a complex discussion but the sooner we get started with stakeholders, the sooner we can see change. Our voice will bring about transformation, meaning small businesses can engage with their workers fairly.

“Small business has been looking for a way forward that suit their unique needs for a long time. We do not have resources that are available to big business with lawyers and HR departments. The current bargaining system was not built for us, it is not efficient and is too complicated. We welcome in good faith discussions to explore the opportunities that may be created to make it easier for small businesses to make an agreement customised to our circumstances. The one size fits all approach doesn’t work. The Jobs Summit is an opportunity to look for new and modern solutions. Small business is seeking an environment that is conducive to employ more people and that reduces the complexity of compliance.”

Boyd, COSBOA CEO

“We recognise that the current system is not working for small business. We are committed to working with COSBOA to put in place bespoke and modern agreements that are easy to administer and suit the needs of employees and business owners.

The current enterprise focused system was built for an economy of 30 years ago, it needs to be upgraded and work for the economy of today.

The employees of small businesses, and their owners, should be able to access the same benefits from bargaining that bigger businesses have enjoyed”.

McManus, ACTU Secretary

Alexi

Sally

Minister Brendon OConnor, Bruce Billson Jobs Roundtable

Minister Small Business Julie Collins, Bruce Billson Jobs Summit Roundtable

Minister Small Business Julie Collins Jobs Summit Roundtable

Sally McManus & COSBOA

Unprecedented labour crisis across Australia’s food supply chain

172,000 workers needed say peak food industry bodies or prolonged higher food prices for consumers and reduced food availability will continue throughout 2022 and beyond.

MGA is an inaugural member of the Independent Food Supply Chain Alliance. An alliance formed to monitor the fair distribution of food supplies across the entire food supply chain. An alliance making sure that the independent sector is never disadvantaged owing to the market power and strength of large corporate businesses.

The Alliance comprises MGA, National Farmers Federation, Independent Food Distributors of Australia, Aus Veg, Seafood Industry Australia, Restaurant and Catering Industry Association, Australian Association of Convenience Stores, and Australian Meat Industry Council.

The Alliance made a call for the federal government to prioritise food sector in Jobs and Skills Summit.

Australia’s top peak food industry bodies have calculated the food supply chain is short at least 172,000 workers

from paddock to plate. This massive labour shortage will have significant long-term impacts on price and the availability of food for the consumer unless solutions are found quickly.

The Alliance says there are steps the government can take now to relieve the pressure on food industries and consumers. The food supply chain urgently requires a suite of tools, including suitable visa pathways to welcome overseas workers, as well as measures to facilitate people in the country to take up the work (i.e. lifting restrictions on work rights for temporary migrants and seniors, and support to enable relocation to do the work).

Former CEO of Master Grocers Australia, Jos de Bruin stated “Independent Food and Grocery supermarkets have never before experienced worker shortages as we have seen in the past 12 months. The situation is diabolical as members

struggle with increased costs of doing business coupled with insufficient staff to help run their stores. Our industry sector has traditionally relied upon local workers in the first instance and then new migrant workers, temporary visa holders and backpackers to work in their stores. MGA strongly encourages the Government to allow older workers currently not wishing to risk their pension payments, to work in our members stores as well as simplifying Temporary Visa conditions to allow temporary visa holders to work longer hours, extend their visa and apply for permanent residency.”

The Alliance believes the government must, as a matter of urgency, develop a National Food Supply Chain Strategy to reduce the impact of both natural disasters and future global challenges.

Board of Directors meet face to face in Melbourne

For the first time since February 2020, MGA’s Board of Directors met face to face on the 17 August 2022, rather than over a virtual platform.

Needless to say, it was quickly down to business with many state and federal matters being discussed and addressed including the Job Summit that would address severe labour shortages.

MGA Board meeting in session

MGA Board on steps of the MGA offices in Malvern

NEW SOUTH WALES

MGA meets NSW Productivity Commission

On the 26th July 2022 MGA met with the NSW Productivity

As a member of NSW Covid Small Business Covid Recovery Task Force, MGA was invited to attend a symposium at the NSW Parliament House. The theme of the forum was to discuss lessons learned from the COVID-19 period. The main discussions which also included Treasurer Matt Keane was to understand what regulations that were relaxed during COVID-19 pandemic should remain permanent into the future.

Commissioner - Peter Achterstraat.

NSW Treasurer Matt Keane opens Productivity Commission Covid Regulations review NSW Productivity Commissioner Peter Achterstraat

NSW Productivity Commission Covid Regulation Review Panel

NSW Productivity Commission Covid Regulation Review Panel

MGA meets with new ACCC Chair – Gina Cass Gottlieb

MGA enjoys a close and collaborative relationship with the ACCC, sitting at the table of the ACCC Small Business and Franchisee Consultative Committee, raising concerning “competition” matters.

MGA’s NSW Director Ripple Parekh, IGA NSW ACT State Board member Petar Lujic, and Jos de Bruin met with newly appointed ACCC Chair Gina Cass Gottlieb and Deputy Chair Mick Keogh in Sydney on 15 August 2022.

Key issues discussed included anti-competitive hurdles preventing MGA’s members in Queensland from acquiring a liquor license, the continuous growth of large box stores –Food and Grocery - crowding out small businesses, and the need to strengthen mergers and acquisitions laws.

Gina Cass Gottlieb was a guest speaker at MGA’s AGM in Melbourne on 25 November 2022.

ACCC Chair Gina Cass Gottlieb

ACCC Deputy Chair Mick Keogh

IGA WA State Board meets Bruce Billson

On the 9 August 2022, MGA held an exclusive meeting with the Australian Small Business and Family Enterprise Ombudsman, Bruce Billson, and his team to discuss several issues and concerns members are facing being barriers or hurdles to employing staff and growing businesses in Western Australia.

Bruce had to join the meeting virtually, but he was larger than life in his presentation. Deputy ASBFEO Director Alexander Hordern was also present at the meeting. MGA’s WA Director, Ross Anile and Jos de Bruin were also present and presented the board with an update of State and Federal activities.

Bruce is taking these learnings to the WA Small Business Commissioner, David Eaton, WA state Government, using many concerns raised as a policy framework to address the federal government.

Matters discussed included: severe labour shortages, increasing immigration, relaxing visa applications, cost of wages, complex award system, Jobs Summit, state trading hours (Mandura & Xmas), payroll tax reductions, tobacco regulations and illicit tobacco, planning and zoning issues affecting fair competition, and expansion of Dan Murphy big boxes stifling fair competition.

This was the final meeting for IGA State Board Chair, Dean Carter from IGA Toodyay. MGA thanks Dean for his great leadership and welcomes the new Chair, Greg Rice.

IGA State Board meets with MGA and ASBFEO Bruce Billson

Roleystone Fresh IGA farewells the Anile family

The 15 August 2022 was the end of an era for the Anile family. After 45 years of involvement at Roleystone Shopping Centre, this was the day they handed over the keys of Roleystone Fresh IGA to new owners.

After building and growing an orchard for many years and the subsequent sale of the orchard, Mick and Paola Anile purchased Roleystone Liquor Store in 1977 located in the Roleystone Shopping Centre.

Four years later, their son Ross would purchase the deli and fruit and vegetable business in the middle of the shopping centre and then in 1984, the entire Anile family purchased the supermarket.

The second generation of Anile’s - Ross, Joe, Rita - and their respective partners, all worked in the family business and when old enough, so did their children. Not only was it three generations of Anile’s that worked in the business, but some local families also saw the same number of generations of their family employed by the Anile family.

A very difficult time for the group was July 1993 when the entire store was gutted by fire. Testament to the positive impact the Anile’s had on the community, was the support they received from local trades to rebuild and reopen within just four months.

Ross has been a valued member of the MGA board for five years and will continue to represent the industry with his place on the board.

On behalf of all our members, we wish the Anile’s all the best for the future.

The Anile family. L-R Connie, Ross , Paola (mother), Rita, and Joe.

Foodies IGA Claremont

MGA’s WA Director Ross Anile (IGA Fresh Roleystone) and Jos de Bruin met with IGA Claremont store owner Inderjit Singh on the 9th of August. This was the first time MGA has been able to visit WA since February 2020.

Inderjit and his family have created a wonderful shopping experience in a new Greenfields site on the ‘other side’ of the railway line in Claremont. With an unusual floor plan and prominent corner position, Inderjit has designed a store that is open and fresh and easy to shop in with a very practical floor plan.

Catering for a huge development of newly built apartments Inderjit has targeted this store’s offer for convenience and time-poor shoppers. There are a variety of innovations and shopping experiences that have made this store a favourite for local customers.

The emphasis is all on fresh and takeaway foods. The delicatessen is expansive and overflows into standalone display fridges and offers a large variety of small goods, cheeses, take-home meals, gourmet delicacies, continental foods such as olives and dried tomatoes and a huge range of dips. The Deli also doubles up as a pizza-making facility offering customers ready-made pizzas to take home and heat up. There is a large bain marie in the store serving delicacies such as lasagna, chicken leek pie, butter chicken and cottage pie complimented by a wonderful salad bar with tabouleh salad, chicken caesar salad, rice salads, vegetable salads and other varieties.

MGA Director Ross Anile (L) & Foodies IGA Claremont owner Inderjit Singh (R).

Foodies fresh apple packs.

GPK meets with Inderjit Singh at Foodies IGA Claremont.

IGA Fresh Waterloo

Located in the very competitive and difficult area of Waterloo in Sydney, Guoxiung Li (Lee) and Jian Zhong Hu (Jimmy) have transformed, what was a very ordinary and uninviting store with a limited range of food and groceries, into a wonderful shopping hub for local customers.

The major chains are located on all sides of this store but that has not stopped Lee and Jimmy from investing in new shelving, refrigeration, flooring, delicatessen, point of sale system lighting and heating. They have done the same at their other store in Rosedale.

There is a section for emerging organic and health foods, a large juicing machine that churns out litres of fresh orange juice, a self-service coffee machine that sells freshly brewed coffee, a bakery serving freshly baked cakes, pastries, and bread, as well as an extensive range of meal solutions that have been freshly cooked in store. These meal solutions include pizza slices, vegetable selections, lasagna, roast chickens, and so on.

Since the refurbishment, the store has doubled sales and profitability. The fresh section demonstrates this sales growth.

As a former owner and operator of IGA Xpress Circular Quay, Lee is no stranger to success, winning no fewer than four state Store of the Year Awards and two National IGA Xpress Store of the Year Awards.

Congratulations to Lee and Jimmy for the food and grocery offer created at IGA fresh Waterloo that has enhanced the locals shopping experience.

IGA Fresh Waterloo owner, Guoxiung Li (Lee).

IGA Waterloo fresh produce.

IGA Waterloo chilled ready meals.

IGA Market Central Drummoyne

This 600 square metre food and grocery store was refurbished over a year ago, built to enhance shopper experience and convenience. Employing forty staff members, including Petar’s three sons, this store delivers constant joy to customers with efficient service through fast service registers.

Boasting an amazing range of fresh flowers, fruit, and vegetables upon entry, extensive Mediterranean style hang cell small goods delicatessen, huge dairy bar with yoghurts, dips, cheeses, local juices, and milk products, as well as a “Fresh Crop” fridge with prepacked vegetables - this store is definitely the established community hub.

Surrounded by intense competition from the major chains, the store has become the centre of Drummoyne community. Customers gravitate to this store with friendly and welcoming staff, a warm and well-presented ambience and a great range of food and groceries.

Congratulations to Petar and family for presenting such a wonderful food and grocery offer to the locals of Drummoyne.

On 15 August 2022, MGA NSW Director and store owner, Ripple Parekh, together with MGA’s Jos de Bruin, visited IGA NSW ACT State Board member Petar Lujic at his store in Drummoyne. IGA Market Place, located in the inner west of Sydney with a warm country feel.

IGA Drummoyne Petar Lujic (R) and Ripple Parekh (L)

IGA Drummoyne fresh produce & meat.

IGA Drummoyne gondola ends.

Outstanding Supermarkets recognised at National IGA Awards of Excellence

Leading IGA and Foodland IGA stores have been recognised at the 2022 National IGA Awards of Excellence. After COVID-19 restrictions and border closures saw the awards held virtually with smaller events in each state for the last two years, IGA and Foodland retailers from around the country were invited to an in-person event on the Gold Coast.

Master MC’s and hosts of The Today Show, Karl Stefanovic and Ally Langdon hosted guests at The Star Gold Coast to recognise the incredible work of the independent IGA retailers from across the country.

The awards recognise and celebrate the achievements of independent retailers and their teams across Australia who play a vital role in their local communities and are judged on a range of criteria including customer service, community pride, department excellence, brand values, merchandising and the store’s overall performance.

Scott Marshall, Metcash Food CEO said: “The IGA Awards of Excellence acknowledge the hard work, commitment and excellence IGA stores across the country have demonstrated throughout the year in delivering an exceptional store experience for their local shoppers. These exemplary stores have gone over and above for the benefit of their local community and reflect the strength of the IGA network and the efforts that they go to support the locals.”

The major award winners are listed below:

» National Retailer of the Year and SUPA IGA Store of the Year: Ritchies IGA Maclean, NSW

» IGA Store of the Year: IGA on Bloomfield, Queensland

» IGA Xpress Store of the Year: IGA Xpress Swanbourne, Western Australia

Seventeen outstanding stores were recognised on the night including: Ritchies IGA Maclean NSW

• IGA National Retailer of the Year

• SUPA IGA National Store of the Year

• SUPA IGA National Grocery & General Merchandise Department of the Year IGA on Bloomfield QLD– Tyrone and Leanne Jones

• IGA National Store of the Year

• IGA National Delicatessen Department of the Year

• IGA National Bakery Department of the Year

IGA Xpress Swanbourne– Steve and Kirsty Carre

• IGA Xpress Store of the Year

Donges IGA Plus Liquor Young NSW –Robert Donges

• IGA Hall of Fame

• SUPA IGA National Dairy-Freezer Department of the Year

Rigters SUPA IGA Geraldton WA - John Rigter

• SUPA IGA National Delicatessen Department of the Year

• SUPA IGA National Fresh Produce Department of the Year

Other IGA Awards of Excellence winners include:

• IGA National Community Award: Hasting’s Co-Op Group

• IGA National Customer Service and Experience Award: Mount Compass IGA

• IGA National Meat Department of the Year: Keith IGA

• Foodland IGA National Meat Department of the Year: Saints Foodland IGA

• SUPA IGA Bakery Department of the Year: SUPA IGA Queens

• IGA National Fresh Produce Department of the Year: IGA Winthrop

• IGA National Grocery & General Merchandise Department of the Year: IGA Cockatoo

• IGA National Dairy-Freezer Department of the Year: Seasons IGA Greenslopes

• IGA Xpress National Fresh Award: Lovey’s IGA Xpress Hawks Nest

• IGA National Retail Transformation & Innovation Award: Spano’s IGA Mermaid Waters

• IGA Xpress National Small Format Store Innovation Award: IGA Xpress Kincumber Plus Liquor

• IGA National Rising Star Award: Josh Rock IGA Baldivis

Metcash Expo 2022

The Metcash Supermarket and Convenience Store Expo, held on the Gold Coast in Queensland, had retailers gathering from around Australia, after almost three years of COVID-19.

The theme was “Championing Successful Independents”, with the Expo strongly attended by approximately 5,000 retailers, suppliers, and support teams. This year’s Metcash Expo provided an opportunity to share knowledge, take in new opportunities, exciting innovations, and network with independent retailers, suppliers, and state and National Metcash teams.

Metcash has introduced new retail brands, designed to target shoppers’ desires. The Expo showcased ways retailers can access tools, resources, and opportunities to ensure their offer meets the needs of their catchment, including the latest shopper data, trends and insights and marketing programs. Dedicated floor areas supported identifying new opportunities for small business growth,

including a huge fresh food arena, retail channels, IT tech zone, and development and refurbishment specialists.

There were over 400 supplier and support function stands, grocery, general merchandise, fresh, perishable, private label, ALM, retail services, retail development, technology, and financial stands.

MGA’s stand was staffed by two of our employment lawyers, Angeline Lee and Aimee Lyons, Jos de Bruin CEO, and Mark Paladino business Development Manager, with over 150 members visiting the stand to connect or reconnect with their peak association.

“Without you on my side, I don’t know what I would have done”! Vincent Pham – Midland IGA WA.

L-R: Jos de Bruin MGA, Vincent Pham Midland IGA WA, Aimee Lyons MGA

L- R: Colin and Sandra Cleary Port Fairy IGA VIC, Angeline Lee MGA

The team from GPK Retail Technology -MGA Corporate Partner

L-R: Angeline Lee MGA, Debbie Smith MGA President, Aimee Lyons and Jos de Bruin MGA, Terry Slaughter Qld MGA Director, Steve Sellars and Jacqui Hooper IGA Creswick Vic.

The team from Till payments -MGA Corporate Partner

Mathew Pham, collects the MGA stand prize valued at $350, for registering for a FREE insurance health check, provided by Adroit and Aust Brokers Country Wide

SPAR opens new Distribution Centre in Brisbane

SPAR Australia announced the opening of their new 13,400sqm state-of-the-art Distribution Centre within the ESR Australia’s Acacia Ridge Business Park in an event officiated by The Honourable Graham Perrett, Member for Moreton on Thursday the 13th October 2022.

The opening commenced with John Dobrenov, Senior Project Manager from ESR Australia, welcoming the official party to the opening and introducing The Welcome to Country which included a traditional Smoking Ceremony.

SPAR Australia’s Managing Director, Lou Jardin, said that locating the distribution facility in Acacia Ridge was a strategic decision. “Consolidating operations to the Acacia Ridge site enables SPAR to better service its network of licensees, the majority of which are family-run small businesses, who support their local community by offering the best service.”

“SPAR decided to keep operations in Queensland to continue supporting the local economy and contribute to the growth opportunities across the industrial industry. It’s been a great experience working with ESR Australia, who share this vision for the region,” Mr Jardin said.

The distribution centre will service over 240 Branded and Independent Retail supermarkets across the Eastern Seaboard. Further, the facility is set to employ over 80 people and will contribute to the employment of an additional 2,500 workers who will work across the network of SPAR stores. Both existing and future SPAR Australia customers will benefit from the greater

New SPAR distribution centre will service over 240 Branded and Independent Retail supermarkets across the Eastern Seaboard

NATIONAL

QUEENSLAND

logistic efficiencies for Retailers. The new Distribution Centre has been designed for future growth of the SPAR network, the state-of-the-art equipment allows the SPAR Retailers to be serviced with greater efficiency which in turn will benefit the communities they service.

At SPAR’s new Distribution Centre, ESR Australia has delivered a cutting-edge facility, drawing on its internal integrated development capability of developing the highest-quality sustainable industrial facilities.

ESR Australia’s CEO Phil Pearce said, “the opening of SPAR’s distribution facility within ESR Australia’s Acacia Ridge Business Park exemplifies the robust growth within Queensland’s industrial sector, fueled by growing demand for local manufacturing and distribution facilities.”

Locally owned and operated, SPAR stores are part of the worldwide SPAR family. Over 13,600 SPAR stores in over 48 countries across 4 continents meet the needs of over 14.5 million customers daily. At SPAR our customers can be assured of great service, a great range, low prices every day and specials that will SAVE them money!

Smoking Ceremony

Internal view of the SPAR Distribution Centre

SPAR Guild Council - Lou Jardin (second right) & Hon. Graham Perret MP (far left)

Ingpen family celebrates 50 years in business

In 1972 James Ingpen purchased the Big Star Grocery Store in Mt Evelyn and after trading for twelve months just breaking even, he bought in his eldest son Gemmell to help run the business. Together they grew the business and in 1975 the family purchased their local competitor’s supermarket.

James Ingpen’s principles in business were simple and always reinforced that “the customer is king, and your staff keep the king coming back”. He placed a lot of value on being involved and contributing to his local community.

James younger son Tony joined the business in 1982 as the store converted to running under the Riteway banner. The store went on to trade under many other banners including SuperRite, Foodtown and SSW before finally settling as an IGA Everyday branded store.

In 2000 the family built and relocated its business into a larger brand new store where they still trade today.

In 2005, after thirty-four years as a successful retailer, James Ingpen was inducted into the IGA Hall of Fame. His eldest son Gemmell decided to pursue other interests and left the business in 2010 leaving Tony to take over the running of the business. Sadly, both James and his wife passed away in 2012.

Tony decided to continue his father’s legacy and complete a total refurbishment of the store which now trades as the IGA Mt Evelyn in October 2022, in time to celebrate the family’s fiftieth anniversary. The event was attended by over eighty people including the local community, fellow retailers, and key industry stakeholders, including Metcash F & G CEO Scott Marshall.

In his address to the audience, Tony reiterated his father’s passion for

the independent sector and his commitment to the local Mt Evelyn Community and his family’s desire to continue his father’s legacy.

MGA congratulates the Ingpen family for reaching such an impressive milestone in achieving fifty years of retail service to the Mt Evelyn community.

IGA Mt Evelyn

Tony and Donna Ingpen

Innovative and forward-thinking alcohol products

At 80 Proof Australia, we are liquor lovers.

Comprising 3 nightclub owners and an off-premises expert our business is focused on the customer.

Forced to pivot during the Covid-19 pandemic while their clubs shut down, the group took club favourites and staples and prepackaged them for consumption in off premise retail nationally.

With decades of experience selling liquor to clients face to face we believe we know what type of products the consumer wants.

From look, taste, and brand representation. Our focus is good times, good memories, and great products.

80 proof is a forward-thinking liquor company. Our goal is to become a leader for innovative and forward-thinking alcohol

products. Our aim is to shake up the existing alcohol market with products that people want while focusing on great taste and cutting-edge marketing. As an Australian based brand quality is a key part of our focus. Our vision is to position ourselves as a global brand.

We are a team of likeminded industry leaders in their specialised fields joining their strengths and skill sets to create innovative alcohol brands with a difference.

Watch out for our new and exciting new product releases! All current stock lines, can be ordered from all wide range wholesalers nationally. Visit our website to view our product range. www.80proof.com.au

L-R: Jess Conti, George Grigoriadis, Shane Barrington, Cameron Lowe, Danny Grant, and Ben Zervaas.

VICTORIA

New Baranduda IGA store

On the 9th of July, the Retail Management Group, Nick & Karen Cook, Andrew Reid and Mick Dare opened their brand-new store in Baranduda, situated ten kilometres south of Wodonga.

The Retail Management Group was incorporated late last year and, with the opening of the IGA in Baranduda, owns and operates 7 Supermarkets in the Northeast of Victoria and Southern New South Wales across both the IGA and FoodWorks Banners. In addition to the supermarkets, RMG also owns a Cellarbrations Liquor Store.

The site in Baranduda was considered over ten years ago. Since then, RGM has watched and monitored the growth of Baranduda to the stage where it became viable to build a new store. Partnering with Nordcon Land as the property developer, the retail design for the store was created by TRG over two years ago. Following full consultation with the community of Baranduda, construction commenced mid-way through 2021.

The 1300m² site has been designed and constructed to have a minimal carbon footprint with the latest design in refrigeration utilising CO2, (not Freon-based refrigerants, which are harmful to the environment) and extensive use of solar panels. When fully completed, the solar installation will generate over 300 kilowatts of power, and 2 EV chargers will be available for customers with electric vehicles.

RMG is exceptionally grateful to the team at Nordcon Land and Southern Cross Developments for the extremely high standards

the store has developed. Proud to offer the development to the community of Baranduda, locals welcome the store. With community feedback, they will tailor the store to suit the needs and shopping habits.

As in all our other sites, RMG now looks forward to employing local people, giving young members of the community their first experience in the workplace, and supporting local groups, organisations and sports teams through sponsorship and donations.

Soon to be launched is a rewards card that will not only enable customers to earn rewards for themselves for their loyalty but will also allow them to nominate a local not-for-profit organisation that will benefit from the scheme.

Internally the store has been finished to the highest standards and offers excellent fresh food and produce departments with a full-service delicatessen, fresh produce, and locally sourced meat, provided with outstanding local customer service.

The Retail Management Group L-R: Mick Dare, Karen Cook, Nick Cook, Eric Patella, Lauren Patella (RMG Group), Andrew Reid (Nordcon Land)

Edgemill Group hosts MGA National Liquor Committee August meeting

The August MGA National Liquor Committee meeting was hosted by the Edgemill Group’s Laverton North Facility Board Room.

Edgemill Group MD Alex Stavrakoulis and newly appointed National Sales Manager Kim Satterthwaite welcomed the committee and guided a tour of the state-of-the-art Distillery, Brewery, and bottling facility.

The Edgemill portfolio consists of a range of Wine Brands, which include Rare Penny and Matilda’s Ghost. Spirit Brands, Arkitika

Arktika Premium Vodka is a tribute to the pioneers who first navigated the rough and extreme seas of the Northeast Passage. Artika has a unique hint of spicy sweetness and can be enjoyed neat, chilled or on the rocks. With its smooth taste it provided an uplifting and heart warming escape from the cold. Vodka was a way of keeping up morale during times when human endurance was challenged.

Our longevity is due to our innovative approach and focus on research and development to ensure our products are of the highest quality and correctly tailored to the relevant market.

Our commitment to quality is fundamental to our success and it’s this commitment that has earned us multiple awards, including this years The Quest King William South Trophy for Champion Vodka at the Royal Australian Spirit Awards.

We always endeavour to achieve the highest level of quality with every one of our products.

Arktika Vodka is Australian made and owned.

Enjoying the tour of the distillery, brewery and bottling facility

New Victorian Liquor Licence conditions for liquor home deliveries

Melissa Horne MP, Minister for Consumer Affairs, Gaming and Liquor Regulation, under section 18D of the Liquor Control Reform Act 1998 (Act), specify the following conditions for licensees that supply packaged liquor for delivery.

The Order applies to any liquor licence that authorises the supply of packaged liquor for delivery for orders placed by off-premises request whether authorised under the Act or conditions in the licence.

This Order takes effect on the day it is published in the Government Gazette 21 September 2022.

Record keeping:

1. The licensee must ensure that a record is kept of each occasion where a delivery person refuses to deliver packaged liquor to a person during the relevant period.

2. The record must specify which of the following reasons was used for refusal:

(a) the recipient was a minor

(b) in the case of a same day order, the address was unattended

(c) in the case of a first-time order that is not a gift, the person who placed the order was not home to accept the order or could not provide appropriate identity verification

(d) in the case of a gift neither the recipient or another person at the delivery address was present or able to produce an evidence of age document

(e) the recipient was intoxicated or there was substantial risk that they were intoxicated.

3. The record must specify for each relevant period the:

(a) licence number

(b) total number of deliveries (c) total number of failed deliveries (d) for each failed delivery

i. the reason for the refusal of delivery

ii. the date and time when the delivery refusal occurred

iii. the postcode of the location where the delivery refusal occurred.

4. A licensee must keep separate records for each licence authorising supply by offpremises request. For example, if the licensee holds more than one licence that provides for supply by off-premises request, a record for each licence must be kept.

5. The record must be submitted to the Victorian Liquor Commission (the liquor regulator) by 30 July each year in a format specified by the liquor regulator.

MGA has developed a Home Delivery Record File Template that can be downloaded by members click here>>, should you have any queries contact the National Support Office on 1800 888 479 or email liquorretailers@mga.asn. au

Pernod Ricard hosts MGA National Liquor Committee dinner

The MGA National Liquor Committee was invited to dine with the Pernod Ricard leadership group, comprising Blake Coates, Head of Independents; Richard Dabbs - Field Sales Manager (Vic/Tas). Liam Patrick - Account Manager (Vic). Ashlea Scott - Senior Account Manager and Judd NissenFSM on Premise Manager.

Convivial discussions took place before dinner, followed by Blake Coates outlining some of Pernod Ricard’s future growth strategies and emerging categories with a strong emphasis on the independent sector.

An evening enjoyed at the Botswana Butchery Restaurant in Melbourne.

NEW SOUTH WALES

Blitz on unlicensed alcohol sales

Liquor and Gaming NSW is conducting a special compliance operation in response to reports that some suburban Sydney grocery stores are selling alcohol without a liquor licence. Recent inspections in Chatswood, Eastwood, Epping, Cabramatta and Mascot found five businesses selling alcohol illegally.

As these shops serve ethnic communities, there are concerns around language barriers and the sale of alcohol to minors, as some operators may not be aware that drinks, they are selling contain alcohol.

Businesses selling alcohol without a licence face significant penalties and the seizure of their alcoholic products. MGA encourages all unlicensed members to contact our membership engagement team on 1800 888 479 or email liquorretailers@mga.asn.au with any queries they may have on how to apply for a liquor licence.

L-R: Blake Coate, Jeremy Goodale, Judd Niessen, and Tony Bongiovanni

L-R: Michael Reddrop, Liam Patrck, and Ryan Chard

L-R: Ashleigh Scott, Nick Cook, Shane Vella, and Tony Leon

2021 IBA Hall of Fame Inductee –Tony Bongiovanni Gisborne Cellarbrations Victoria

At the recent Victorian IBA Trade Workshop Presentation Dinner held at the Crown Palladium Room and attended by over 350 delegates, ALM CEO Chris Baddock announced the 2021 Cellarbrations Hall of Fame Award recipient - Tony Bongiovanni of Cellarbrations Gisborne.

The Hall of Fame Award recipient is selected by an independent panel which sits outside IBA / ALM with nominees being judged on three criteria.

» Support of the IBA Brand

» Contribution to industry outside of IBA

» Community work

Baddock went on to say that Tony joined the IBA network in 2006, where he quickly solidified himself as a steward of the brand and where three years later Tony’s store won the IBA Victorian store of the year. This was the beginning of many Victorian and Regional awards culminating in being awarded the converted IBA National Store of the Year award.

In 2009 Tony was elected to the ALM State committee and in 2013 was the Victorian state representative on the inaugural IBA National Board under CEO Fergus Collins and later Scott Marshall. Tony also served on the Victorian Liquor Stores Association (LSAV) Board from 1980 to 1990 and has been a committee member of the MGA National Liquor Committee from 2016 to present.

A strong advocate and supporter of local sporting and community groups, Tony coached his local junior Basketball club and served on the Committee and later as Vice President and then President for 10 years.

In receiving the award Tony said: “A big and special thanks to Chris Baddock and his team and also to my Business Development Manager Chris Burnett in believing in me and helping me to “Test, Measure and Execute!” I’m looking forward to years ahead as the independents prosper during the challenges that lay ahead. Remember, without the independents, who is going to keep the corporate giants honest?”

On behalf of the broader ALM / IBA community, the MGA Board of Directors, and the MGA National Liquor Committee we extend our congratulations to Tony and Vicki on their well-deserved win!

Vicki and Tony Bongiovani (centre) daughter Simone (right) and son in law Jimmy Marganis (left)

L-R: Tony Bongiovanni and Chris Baddock ALM CEO

Say hello to Live Payments

Live Payments is one of Australia’s leading payment service providers. With over 15 years of experience servicing the Australian SME market, Live Payments offers a full suite of business solutions and products aimed at helping businesses grow. Live Payments is Australian owned, and proud to partner with thousands of customers across Australia to bring them innovative, market leading payment solutions.

Catering to businesses of all sizes, Live Payments offers a range of products including integrated terminals, standalone devices, eCommerce solutions and more, with the objective to simplify payments and enable customers to have a payment solution to suit their business needs, whilst providing an exceptional customer experience.

Least Cost Routing (LCR)

Businesses can save thousands of dollars a year with Least Cost Routing (LCR) enabled.

Least Cost Routing (LCR) works by directing contactless dual-network debit card transactions to the most cost effective payment type, reducing merchant service costs. When Least Cost Routing is not enabled on a payment terminal, the dual-network card will default to the issuing network such as Mastercard or Visa and can result in a higher Merchant Service Fee for the transaction.

Live Payments will assess the potential benefits of Least Cost Routing for all MGA members and enable on the terminals where applicable.

Earn Qantas Points

In partnership with Qantas Business Rewards, Live Payments customers can be rewarded with Qantas Points for transactions through their payment terminals*. Customers can use their Qantas Points to offset business expenses such as business flights, upgrades, fuel, and wine, or redeem on 8000+ other products from the Qantas Store.

We care about our customers

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* A business must be a Qantas Business Rewards Member to earn Qantas Points for business. A one-off join fee of $89.50 including GST normally applies, however this will be waived for Live Payments customers that join here Membership and Qantas Points are subject to the Qantas Business Rewards Terms and Conditions. Qantas Points for business are offered under the Live Payments Terms and Conditions. Any claims in relation to Qantas Points under this offer must be made directly to Live Payments by calling 1300 780 788 or emailing help@ livepayments.com

WA’s banned drinkers register to be overhauled as figures reveal less than 200 people on list

MGA welcomes the McGowan Governments overhaul of the banned drinkers register (BDR) in regional Western Australia, after new figures reveal fewer than 200 people on list.

Key points:

» The BDR will be overhauled in an effort to get more problem drinkers on the list

» Less than 200 people are on the register across three regions which have a combined population of over 100,000

» Industry has welcomed the move but an alcohol service on the ground says the reforms will not work

Racing and Gaming Minister Tony Buti, speaking in Karratha, announced the government would introduce legislation to reform the BDR, which bans problem drinkers from buying takeaway alcohol in the Pilbara, Kimberley, and Goldfields regions.

The liquor store industry has welcomed the move, but an alcohol service in WA’s north says the government’s focus on punitive restrictions would not reduce excessive drinking in remote corners of the state.

The two-year trial program started in the Pilbara in late 2020 before being expanded to the Kimberley and Goldfields, in an effort to reduce alcoholfueled violence and crime in the regions.

However, a review led by the University of Western Australia (UWA) on behalf of the government revealed just 29 people were on the BDR in the Goldfields, with 85 in the Kimberley and 60 in the Pilbara.

The regions are home to a combined population of more than 100,000 people.

Racing and Gaming Minister Tony Buti says minimising the harmful effects of alcohol is a priority

Mr. Buti said the proposed reforms would start in July 2023, extending the trial for another two years as well as implementing recommendations from the UWA review.

Recommendations included mandatory use of the BDR for all bottle shops in the regions, expanded options for police and the courts to put someone on the register and cracking down on people who supply alcohol to individuals on the BDR.

“I wouldn’t say it’s been unsuccessful because there are people on the register,

we’ve got to look at how we can improve that,” Mr Buti said.

“We want feedback on that, and we believe that we’ll be able to come up with a regime that will improve the efficiency of the BDR.”

MGA members can provide feedback on these proposed reforms at: https:// www.dlgsc.wa.gov.au/bdr

Racing and Gaming Minister Tony Buti says minimising the harmful effects of alcohol is a priority

MGA TMA joins the Timber Framing Collective

The Timber Framing Collective has existed for a number of years and is responsible for the marketing of timber framing in Australia.

Recently, a key member of the collective approached MGA TMA Management Committee for us to join the Collective. After much consultation, it was decided MGA TMA would join as a funding partner.

The supply chain for timber framing has many facets so it is important that the opinions of all involved are combined and everyone is represented and heard.

“Timber is in the DNA of Australian homes. It’s a living reminder of the connection we feel to the world around us and the duty we have to help preserve it for future generations. Timber framing is strong, versatile and, most importantly of all, endlessly renewable.”

www.timberframingcollective.com.au

MGA TMA is looking forward to partnering with Australian sawmills, timber importers, other industry groups and peak bodies, building products and treatment suppliers to promote the benefits of timber framing.

Forest & Wood Products Australia Ultimate Renewables campaign

Forest & Wood Products Australia (FWPA) re-launched their “Wood The Ultimate Renewable” campaign part of the way through 2022.

FWPA states on their website, “The Ultimate Renewable™ provides a universal, positive communications message for the sector to share. It’s all about reframing forestry in the eyes of the public by making and continually reinforcing the association between wood and the word ‘renewable’, aiming to encourage the community to embrace forest and wood products across the supply chain.

The term The Ultimate Renewable™ is a recognition that, unlike other mainstream building materials, wood and wood products are managed for

planting, growing, and harvesting, whether in single-species plantations or mixed species forests. This process leads to a range of advantages, including reducing the resource depletion of our planet, increasing the amount of carbon dioxide removed from the atmosphere and stored in wood and lowering the environmental impact of construction through lower embodied energy.”

Source: www.theultimaterenewable.com.au

Adam Doville (Better Homes & Gardens presenter) was named the brand ambassador and has appeared in TV

Commercials, radio ads and billboards promoting Wood The Ultimate Renewable.

The campaign messaging spoke about the renewable benefits of timber but also how trees can regrow a house frame in 150 seconds. There was a significant amount of data collated to make this claim. For more information, visit www.fwpa.com.au/news/ newsletters/forwood-newsletter/2452how-fast-you-can-grow-a-house.html

The Timber Merchants’ Association Annual Dinner

2 December 1970 • Camberwell Civic Centre

MGA TMA’s National Membership Manager was contacted by Maree, a lady whose father had worked in the timber industry for many years.

Upon her father’s passing, Maree reviewed his files and found a copy of a dinner program from a TMA annual dinner in 1970. She wanted to send it to TMA to retain a piece of memorabilia.

The menu certainly sounds like 1970!

Maree said that her father always had to stop and visit the timber yards he drove by. She commented that she remembers saying that her father

worked in a wood yard, and he would correct her, “No, a timber yard. Wood you put into a fireplace.”

She was pleased to pass it on, and MGA TMA is grateful to receive this memorabilia.

Grocers Board Indenture Form

16 September 1940

This form belonged to my father, Edwin Warner who commenced his employment at Radcliff Bros, grocery store, a service grocery outlet.

His debenture was suspended on 15th January 1942 when he joined the army and served in New Guinea. The debenture was revived on 4th March 1946.

He had a long career in the grocery industry and he retired in 1988. 44 years in an industry that evolved from the customer being served to the customer serving themselves. He owned a small independent supermarket for a number of years, and later progressed through the industry from a sales representative

to National Sales Manager. He represented companies like Fowlers Vacola, Gordon Edgells, McAlpins and ended his career at A.W Allens. (All these Australian companies have now vanished, taken over by multinationals)

In addition to these positions, he was for a number of years Merchandise Manager for the Saveway Food Stores (located in Abbottsford), and he was appointed by the auditors to managing Shell’s Supermarkets before the chain was sold.

Credit Warren Warner

St Hubert’s The Stag makes sustainable strides

New partnership announced with Australian environmental restoration company.

Australian wine label St Hubert’s The Stag recently announced a new partnership with environmental restoration company, AirSeed –helping to preserve biodiversity, protect ecosystems and tackle climate change head on. Over the next 12 months St Hubert’s The Stag has committed to planting seed pods for 100,000 trees via AirSeed’s advanced drone technology, across areas of Australia impacted by extreme weather conditions and the effects of a changing climate.

Ben Culligan, Treasury Premium Brand’s Marketing and Category Director says the new partnership is an important step for the brand and the wider category.

“With our roots quite literally embedded in agriculture, it’s crucial as an industry we do what we can when it comes to preserving the Australian landscape. St Hubert’s The Stag has long had a focus on the wilderness, so the opportunity to partner with a company such as AirSeed was a natural fit. Together, we’re committed to helping rewild some of Australia’s most fragile ecosystems and we’re incredibly proud to help champion AirSeed’s vital work,” says Culligan.

From March 2023, St Hubert’s The Stag will begin moving towards new, considered packaging featuring a lighter weight bottle, recycled paper labels and soy-based inks. These initiatives all help reduce the brand’s impact on the environment and is another step to cultivating a brighter future.

Consumers will be able to learn more about the partnership via a QR code located on each bottle and they’ll also have the opportunity to select which Australian location they would like to support, from AirSeed’s network of current projects.

“This partnership allows for genuine and impactful engagement –consumers can be brought on the journey, knowing St Hubert’s The Stag is making a tangible contribution to rewilding in Australia. Additionally, the initiative makes a great talking point at social gatherings, or a truly meaningful gift,” continues Culligan.

AirSeed is an Australian company combatting climate change and biodiversity loss by combining drone technology, artificial and data driven intelligence with their proprietary seed pod biotechnology. Planting at a rate almost 25 times faster than manual planting, the GPS-tracked seed pods improve habitats and carbon sequestration through scalable reforestation and re-vegetation.

St Huberts x AirSeed

Andrew Walker, AirSeed CEO and CoFounder, says “We’re proud to partner with St. Huberts The Stag. There is a genuine interest and investment in driving sustainability and they will now have a significant impact on important rewilding projects across Australia. Their team’s intention to not only restore land at scale but engage their grower networks and customers in meaningful ways, creates an opportunity to bring attention to the vital work required to preserve our natural world.”

St Hubert’s The Stag’s parent company, Treasury Wine Estates recently published its 2022 Sustainability Report, detailing progress against its ambitious targets in the focus areas of building a resilient business, fostering healthy and inclusive communities and producing sustainable wine. The full report is available here.

St Hubert’s The Stag wines are available from leading liquor stores nationwide.

About St Hubert’s The Stag: St Huberts was named after the Patron Saint of the Hunt – a 7th century nobleman who turned his life around after an encounter with a magnificent stag carrying a shining cross between his antlers. The wines originate from the Yarra Valley, Heathcote and various other premium wine growing regions across Victoria. The wines showcase a soft and subtle sophisticated taste, yet house flavoursome expressions. The wines are created under the leadership of winemaker, Greg Jarratt. For further information visit www.sthuberts.com.au

About AirSeed: A fast-growing environmental restoration company, AirSeed has developed specialised tree-planting drones equipped with machine learning capabilities and proprietary seed pod biotechnology to rapidly replant large areas of land to accelerate global-scale reforestation. AirSeed drones can plant up to 40,000 seed pods a day, access remote, hazardous and inaccessible areas and GPS tag every pod planted. AirSeed’s mission is to plant 100 million trees a year by 2024 and restore lost biodiversity across Australia and the world. For further information, visit www. airseedtech.com.

19 Crimes Drops New Rosé with Snoop Dogg

Snoop Cali Rosé is set to be the sip of the summer following the success of 19 Crimes and Snoop Dogg’s debut collaboration, Snoop Cali Red.

Snoop Dogg and 19 Crimes have launched their latest wine, Snoop Cali Rosé. A blend of Grenache and Zinfandel, Snoop Cali Rosé breaks the rules of typical rosé culture, bringing a touch of Cali behavior and Snoop’s iconic West Coast Style to Australia.

The first Californian rosé for the brand and second collaboration with the hiphop icon, Snoop Cali Rosé continues to cast a contemporary lens on 19 Crimes, a line of wines inspired by the convicts turned colonists that helped build Australia.

Snoop explains his excitement, “We did it big with 19 Crimes Cali Red, so you know we had to do it again – and this time, I was thinking pink. I can’t wait for everyone to sip on my Snoop Cali Rosé and bring those fresh feels from spring into summer and beyond. I hope when you open a bottle of this wine you take a little mind trip to my Cali home. This is how we Rosé the Snoop Dogg way!”

19 Crimes Snoop Cali Rosé follows Snoop Dogg and 19 Crimes’ first collaboration, Snoop Cali Red, which has seen strong success in-market since its release in 2021.

Ben Culligan,

Marketing

Director says 19 Crimes continues to be positively disruptive within the category with a bold, uncompromising character that pairs perfectly with Snoop Dogg.

“After the success of Cali Red, we’re excited to bring 19 Crimes Snoop Cali Rosé to Australia and look forward to seeing the response. As a culture creator, innovator and a leader in pop culture, our partnership with Snoop Dogg continues to bring new consumers to the wine category and it’s great to see this innovation go from strength to strength.”

To support the launch, an ATL campaign will roll out across October, with a mix of digital, outdoor and audio advertising. Consumers continue to have access to the Snoop Dogg AR experience also – by visiting askthedoggfather.com they can ask questions and hear Snoop’s responses and sage advice.

19 Crimes Snoop Cali Rosé, RRP $18.00 is now available from leading liquor stores nationwide.

Treasury Premium Brands

& Category

Vale - Alan Burge

Allan Burge, a man of his word

1940 - 2022

Allan was a Board member and Chair of food wholesale QIW, Chair and Committee Member of QRTSA, Chair and Board member of AUR, Director for AUR FoodWorks while operating two large Foodworks stores in Loganholme and Woodridge, South of Brisbane. He was revered as an operator and for his passion and energy for the family and private businesses that made up the independent supermarket sector in Queensland.

Born on 6 December 1940 in Salisbury England, Allan Burge was always very proud to say he was a ‘Moonraker” - a person born close to Stonehenge. Born during the blitz in England amongst constant bombing raids, Allan was christened three times in fear the other priest or reverend had performed it incorrectly. Allan was named after the French doctor who delivered him.

Allan spoke very little about his childhood. He was one of five siblings evacuated to the country and being a large family they went into a home until the end of the war. After the war, the family moved onto their house in Bromley Kent, where Allan grew up and attended school.

Allan’s father passed away when Allan was only sixteen years old. Allan’s mother, Anne, was a strong woman who alone, brought up the seven children, working may jobs as there was minimal government support in England after the war.

Allan had always wanted to join the Navy, emulating Uncle Jim – his ‘hero’ – who had fought in the war and stayed on in the Navy following the war. His mother, however, had different plans for her son, directing him to hold a trade first, then permitting him to join the Navy if still desired. Accordingly, Allan became a platers apprentice at the firm Redpath Brown. Soon he moved to the drawing officer and commenced studying for his Engineering degree, four nights very week.

When he completed his studies, National Service had been cancelled, much to

his disappointment. So Allan sought new opportunities and in 1964 decided to travel to Australia. Spending the first four months in Sydney, he then moved to Brisbane. At the time his future wife Corine, had arrived in Australia with her parents from West Africa, when a work

colleague suggested she join the Young Liberals. Allan on arriving in Brisbane, had also joined the Young Liberals, and within three months had become Chairman of the Windsor branch.

Loganholme Foodbuyers News November 1983

NATIONAL

In late 1964, an election was held and the only place to vote was City Hall. Corine was handing out ‘how to vote’ cards and dropped them all, suddenly chivalrous Allan rushed over to help –and that was it... they married in 1966.

Located in Brisbane, Allan worked for an engineering firm, RJ McWilliams, but Allan had always wanted to be his own boss and engineering was a difficult profession to progress. So when offered the Four-Square store in Taringa, Allan commenced a career in the food industry. Mr McWilliam had to replace three men to replace Allan – it was a significant loss to the company.

Corine says, “I married a quiet engineer that turned into a mad grocer”, working eight days out of seven! The couple borrowed the $200 float on their first day trading.

After three years, the couple sold the Taringa store and bought the Woodridge store, followed by Loganholme, and

some other enterprises, including a Pack and Save, that Allan ran with Jim Nolan. Allan was Chairperson of the QIW board, Spar Fresh board at the markets and later was a board member of Foodworks.

During this time, the couple had three children, David, Louise, and Michael.

Vale - Paul Glennon

It was sad news when liquor retailers learned of the untimely death of a former President of the Liquor Stores Association of Victoria (LSAV) Paul Glennon.

Paul Glennon was a great personality, leader and influencer within the liquor industry for many years.

Paul joined the LSAV and rose to the position of President. During his tenure there were many changes enacted or proposed by the state government, which included easing of liquor trading hours, licenced venues, and easier access to alcohol. Under his leadership the LSAV opposed some proposals and had them stopped.

Paul was also integral in lobbing support from liquor store members to oppose the Victorian Governments abolition of the ‘8% rule’ where no entity could have more than eight percent of the total packaged liquor licences, recognising the devastating impact deregulation would have on existing packaged liquor licences with Woolworths and Coles having carte blanc in increasing their licensed store holdings.

Paul is survived by his wife Megan, three sons, Liam, Erin, Tristan, and daughterin-law, Michelle.

Allan’s drive to achieve was always for his family, seeing his children happy and achieving, and later enjoying life with his grandchildren, Scarlette, Jack, Charlie, William, and Lucy.

The industry farewells Alan, a man whose significant contribution will not be forgotten.

Newspaper cutting from the Property Mail

Paul Glennon

VICTORIA

ValeAlan Weir

It was with great sadness that we learned the news of the passing of Alan Weir as a result of a tragic accident.

Alan was a longstanding and respected Victorian independent retailer and former Tuckerbag and IGA Victoria State Board member.

Alan’s journey in retailing began in 1978, when he and wife Carmel purchased the licenced grocery store in Inglewood,

As the grocery industry in Victoria evolved over the years, Alan and the family evolved with it, having owned and operated a number of independent supermarkets, trading first as Goodfellows, then Tuckerbag, Festival and currently IGA.

In 1980 Alan and Carmel sold Inglewood and purchased the Goodfellows store in Donald, along with Alan’s brother Graeme. In 1981, the Donald store was renovated and rebranded to Tuckerbag, and their

hard work was recognised in 1986 when this site took out the Tuckerbag store of the year.

In 1981 the Weir’s purchased a site in St Arnaud and commenced building a new Tuckerbag supermarket, which opened in 1982. They further expanded their network of stores between 1985 and 1986, purchasing Portland, Warracknabeal and Maryborough, all trading as Tuckerbags.

1994 saw the beginning of major changes for the Weirs when they made the decision to sell Portland and Maryborough to the David’s group. Never content to sit idle, the family opened the new Nagambie store in in 2003. Finally, in 2006 they opened the newly renovated St Arnaud store after purchasing three adjoining

Vale - Anita Grace

It is with great sadness that we advise of industry stalwart, Anita Grace death due to illness.

Those who knew Anita will attest that she was a strong presence in the Newman community and a passionate advocate for the Shire of East Pilbara.

A pioneer and trailblazer, Anita was not only a valued board member of the LSA but she also helped set up the women’s refuge centre in Newman and was a recipient of the LSA Quiet Achiever Award in 2017.

As a tribute to Anita’s legacy the LSA renamed the Quiet Achiever Award in honour of Anita Grace, which came into effect at their awards night in October.

MGA extends our sincere condolences to Anita’s family, friends, and colleagues.

shopfronts to create the footprint of the store as it stands today.

The Weir family continues to run the two very successful IGA stores in Donald and St Arnaud and are avid supporters of businesses within the local community.

In addition to being a successful and highly respected retailer, Alan will be remembered as a loving husband and soul mate to Carmel, treasured dad and best mate to Michelle, Mark, Andrew and Melissa, and loved and special Pa of Lucy, Harry, Zack, Abby and Sami.

On behalf of MGA, and board directors our deepest condolences are extended to Alan’s family, friends and colleagues.

Alan Weir (third left) and wife Carmel (second left) at the Metcash Expo July 2022

Anita Grace outside Cellarbrations, Newman