IR June 2017

ISSUE 4 | JUNE 2017

YOUR INDUSTRY NEWS PROVIDED BY MGA INDEPENDENT RETAILERS

UPSKILL YOUR STAFF AND REAP THE BENEFITS!

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OUR MISSION The mission of MGA Independent Retailers is to deliver the best possible industry specific business support services to independent grocery, liquor, hardware and associate store members.

CONTENTS 5 CEO welcome

INDUSTRY NEWS 6 Queensland Government supports extending trading hours despite risking the

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SUPPORT OFFICE Suite 5, 1 Milton Parade, Malvern, Victoria, 3144 P: 03 9824 4111 • F: 03 9824 4022 admin@mga.asn.au www.mga.asn.au Freecall: 1800 888 479

RETAILER DIRECTORS Rodney Allen (President) – Victoria Andrew Bray – New South Wales Michael Daly – Victoria Gino Divitini – Western Australia Grant Hinchcliffe – Tasmania Steve Miller – Victoria Chris dos Santos – South Australia Debbie Smith – Queensland

MGA CHIEF EXECUTIVE OFFICER Jos de Bruin 03 9824 4111 E: jos.debruin@mga.asn.au

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livelihoods of thousands of independent Queensland retail businesses

6 MGA meets Victorian Small Business Minister – Hon Philip Dalidakis MP 7 Cyber Security / Cybercrime – is your business prepared?

7 The Federal Budget 9 Tobacco related store break ins and burglaries on the rise 9 Victorian plastic bags inquiry 10 IGA Bungendore, NSW – The Village Supermarket 13 Creating a mentally healthy small business 15 eftpos Hub project complete 15 Sunday penalty rates – staff engagement 17 Advocacy in Canberra 18 MGA Committee meeting – WA 19 Retailer of the Year awards 20 SPAR launches new stores in Woombye & Palmwoods 20 Don’t let a ram raid smash your business…

LEGAL AND HR 23 Swearing at work – grounds for dismissal?

25 Workplace warnings 25 Patriot Campers – on the road to success 26 Long service leave entitlements

LIQUOR NEWS 29 ACT Government announces the introduction of legislation reducing unnecessary red tape

31 Lion joins Cricket Australia as a gold partner 31 New phylloxera detections in Maroondah PIZ 32 Mitchelton Wines hosts MGA Liquor Committee meeting 32 Coca-Cola Amatil Australian Beverages MD Barry O’Connell steps down 33 New Chair and Deputy Chair announced for Victorian Commission for Gambling and Liquor Regulation

34 Around the World 36 Urban hub stores designed to meet the needs of high density residential living 37 Independent Liquor Retailers launches new price-led banner brand

TRAINING 39 Employment law seminar 39 Free tobacco training 39 Training in the use of equipment 41 MGA Industry Training Course Guide

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CEO REPORT

CEO WELCOME MGA launches its much awaited Industry Training Course Guide MGA is a Registered Training Organisation and as such, members have long known about the suite of training courses MGA has had on offer at subsidised prices for its members. Members, staff training and professional development are key factors in running your business professionally and efficiently. Not only is compliance training an employer’s obligation but please take note that well trained and compliant staff are essential ingredients to providing your customers with seamless professional support and service in a very competitive market place.

MGA is proud to announce the launch of the 2017 MGA Training Course Guide which includes a number of compliance training courses as well as professional development training courses.

Also included is a comprehensive suite of safe work instructions that has also been developed and collated for use in your work place. Please see the Training Course Guide contained within this magazine and give MGA’s industry training team a call if there is anything we can assist you with to help train your staff.

MGA welcomes a positive 2017 Budget for all Australians MGA believes that the Federal Budget 2017 has delivered a number of positives which will assist Australian economic growth. At the present time wages growth has slumped to a record low of 2.1% but the Federal Government is forecasting that this will increase over the next 4 years when it is likely to reach 3.75%. This projection, together with other initiatives, are strong incentives in the Federal Budget 2017 to lead Australia forward into a stronger economic position over the next 5 years.

for businesses with a turnover of $10 million or less. In addition, there is a $100 million incentive for the States and Territories to cut red tape in small businesses.

Also there will be a greater connectivity for regional centres to the major cities through the establishment of the National Rail program, including the proposal to spend $500 million for the upgrade of the Victorian regional rail system.”

The Budget 2017 has produced a number of opportunities that will lead Australia forward towards a more prosperous economy, not the least of which are the promising opportunities for our members that will provide them with confidence for their future growth.

MGA members across the country continue to meet the competition by investing back into their businesses. We have seen first hand our members grow their standing in their communities with their customers by innovating, being creative, investing in excellent friendly customer service and giving their customers a strong offering of locally produced fresh foods, produce, wines and much more. Please see the article inside this edition referring to IGA Bungendore NSW and two SPAR stores on the Sunshine Coast in Queensland.

MGA members employ over 115,000 people all over Australia and this positive budget will assist them with their continuous challenge to remain viable, grow their businesses, compete against the chains and employ more people, all the while operating on razor thin margins. MGA supports the positive action points in this Budget that will assist small businesses throughout Australia. We see the introduction of the Australian Financial Complaints Authority as a constructive means of settling disputes between consumers and the big banks. Small businesses are all too often left helpless with no means of recourse if they are in dispute with a major banking corporation.

This initiative provides a welcome opportunity to quickly resolve any problems.”

Until next edition – good selling.

Perhaps one of the most welcome aspects of the Budget for small businesses is the extension of the asset write off to $20,000

Jos de Bruin CEO MGA Independent Retailers

Supermarket, Heathcote Victoria – under construction

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INDUSTRY NEWS QUEENSLAND

Queensland Government supports extending trading hours despite risking the livelihoods of thousands of independent Queensland retail businesses Late in May 2017 the Queensland Government presented a Bill to the parliament for debate to further liberalise trading hours in Queensland. This is despite any consideration for the impact of this sudden change on the viability of family owned and privately run independent retailers, according to MGA Independent Retailers.

Small businesses in Queensland have planned their investment in their business around being able to trade, without the overarching power of big businesses encroaching on a small window of opportunity they have to realise profits at either end of each trading day, on Saturday evenings and on Sundays.”

The Palaszczuck Government has once again ignored the needs of small businesses. This is just another step in the

radical trading hours’ changes promised by a government determined to promote the interests of big businesses in Queensland, over the desperate needs of smaller businesses who are struggling to survive in the retail industry.

The Government has already chosen, by promising to overhaul trading hours, to ignore the cries of small businesses who serve the community, provide jobs and who have for years contributed to the economic well-being of Queensland.

from the Queensland independent retail sector to the large dominant chains.

Small retailers last year lost their fight in the Queensland Industrial Relations Commission against the growing power of the chains in South East Queensland. This decision has forced many independent retail businesses to assess their commercial viability and employment levels as this move did not create additional jobs and sales growth but instead supplanted sales

We don’t think so. But one thing is certain and that is that small retailers will suffer heavy financial losses and the big chains win again.

MGA members in Queensland have asked the State Government, “is this really fair to a massive group of hard working, small business Queenslanders?”

“Are there really going to be thousands of jobs created by allowing big businesses to trade even more hours than consumers have said they want?”

We ask the Queensland Government to re-think its position and consider the thousands of small businesses that struggle for survival on a day to day basis.

VICTORIA

MGA meets Victorian Small Business Minister – Hon Philip Dalidakis MP On the 4th of May MGA met with the Victorian Minister for Small Business, Innovation and Trade, Mr Philip Dalidakis, to discuss the draft reforms of the Small Business Regulation Review ahead of public release and consultation.

The Small Business Regulation Review is a part of the Victorian Government's program to reduce the regulatory burden for small businesses. The review has undertaken extensive stakeholder engagement and engaged with around 1,000 small retailers, industry groups and councils. MGA and its members from all around Victoria have been heavily involved in the consultation process.

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Minister Daliakis commented by saying, ”This engagement allowed us to stand in the shoes of small business and view regulations from their perspective.

Through this process we identified key areas of concern for business. More information about the project can be found on the Small Business Regulation Review website: https://smallbizreview. economicdevelopment.vic.gov.au/ Minister Dalidakis thanked MGA for its valuable input into the process so far. The engagement has been very effective in terms of the Victorian Government landing on a set of draft reforms that will assist small businesses grow.

Victorian Minister for Small Business, Innovation and Trade, Philip Dalidakis with Jos de Bruin

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INDUSTRY NEWS

Cyber Security / Cybercrime – Is your business prepared?

Given the massive increase in the use of technology in the supermarket, liquor and retail sector and the ever increasing reliance upon computer hardware and software systems to deliver efficient customer and business outcomes, it is absolutely essential members safe guard their businesses against cyber crime.

The Australian Criminal Intelligence Commission is concerned about cybercriminals who are trying to make a profit from everyday Australians.

Australia’s relative wealth and high use of technology such as social media, online banking and government services make it an attractive target for serious and organised criminal syndicates. Lucrative financial gains by serious and organised crime syndicates ensure the persistence of the cybercrime threat.

The Cyber Security Review, led by the Department of the Prime Minister and Cabinet, found that cybercrime is costing the Australian economy up to $1 billion annually in direct costs alone. Cybercrime is diverting funds from the legitimate Australian economy to the illegitimate economy. In addition to loss of money, cybercrime causes other damage including: • damage to personal identity and reputation • loss of business or employment opportunities • impact on emotional and psychological wellbeing.

Cybercrime describes crimes that are directed at computers or other information communications technologies, such as hacking or unauthorised access to data. Examples include ransomware and credential harvesting malware.

Ransomware is a type of malware that facilitates extortion. Like the majority of credential harvesting malware that we

see, it usually infects a victim’s computer following the victim opening a malicious email attachment.

Following infection, ransomware locks a computer’s content and displays a message requiring victims pay a ransom to obtain a decryption key that will supposedly allow them to regain access.

Prime Minister Malcolm Turnbull

The emails delivering ransomware to Australian victims use the branding of trusted and well-known Australian corporations as part of its social engineering techniques.

Credential harvesting malware is designed to harvest a user’s credentials when they are logging onto a website. This is done completely covertly with the victim being unaware their credentials are being stolen. The malware that facilitates this harvesting is usually delivered to a victim’s computer or device via an email with a malicious attachment.

The principal threat to Australia from cybercrime is from offshore. Cybercriminals who are impacting Australian victims collaborate together even though they may live in different countries or even continents. This makes cybercrime activities inherently fluid and flexible.

The Australian Criminal Intelligence Commission is the systems administrator of the Australian Cybercrime Online Reporting Network (ACORN) website.

The ACORN website provides resources on how to protect yourself online, and quarterly statistics which provide a snapshot of cybercrime trends.

MGA is currently developing a disaster recovery insurance solution for members which will be launched in the coming weeks. Members are advised to seek assistance immediately if there is any doubt that the cyber security systems in your store could be compromised.

Treasurer Scott Morrison

The Federal Budget On the 9th May MGA, together with a number of MGA members and industry colleagues attended a Federal Budget Dinner in Parliament House Canberra.

The handing down of the Federal Budget by Treasurer Scott Morrison was viewed live in the function room via a number of TV screens.

After the budget was delivered, a number of government ministers, including Prime Minister Turnbull and Deputy Prime Minister Barnaby Joyce, popped into our Parliamentary function room to articulate the features and benefits of the budget in respect of the portfolios they are responsible for.

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INDUSTRY NEWS

June 2017 - Edition 4

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INDUSTRY NEWS

Tobacco related store break ins and burglaries on the rise As most members will know illicit and illegal tobacco availability is on the rise. Store break ins and burglaries are also on the rise. Dramatically rising prices of tobacco associated with a sustained series of 12.5% excise tax increase over a short period of time, has meant that tobacco is used as a currency out on the street. Tobacco products are light in weight, packets are small and have a very high value.

By 2020 the tax on cigarettes will have increased by 125 percentage points sending the price of cigarettes to over AU$40 a pack or $1.30 a stick (30 pack).

Channel 9’s A Current Affair has picked up on this activity and put together a story covering the recent spike in break-ins targeting tobacco retailers in Melbourne.

The story focussed on the personal impact this activity is having on the profitability and safety of retailers who are the victims of criminals targeting cigarettes.

As per data collected by Philip Morris Tobacco Company, this is a very

serious issue affecting our Victorian members as the data below indicates.

No doubt this alarming data is reflective of the other states and territories around Australia.

Details of break-ins in Victoria between January 2016 and March 2017: • 137 break-ins in VIC recorded by Philip Morris between 1 January 2016 to 15 March 2017 • approximately one theft every three days in Victoria • $2.795 million in damage and stock losses • 1 in 5 robberies during store hours o 77% of robberies happened out of hours o 22% happened during store hours.

• biggest theft was a tobacconist in Noble Park ($300,000) • thefts concentrated in the South and Bayside areas of Melbourne • top offending suburbs: o Cranbourne (8 robberies) o Dromana/Rosebud (7 robberies) o Mornington (4 robberies) Thefts of cigarettes have always been an

issue for the retail sector but the nature and frequency of these thefts has increased dramatically over the past twelve months.

Organised crime gangs involved in smuggling and growing illegal chop chop are taking advantage of the high price of legal cigarettes and roll your own tobacco. The black market in tobacco now accounts for around 14% of total consumption in Australia.

Excellent work by the Australian Border Force, Federal and State police had led to a string of busts and interceptions hampering supply of illegal tobacco by criminal networks.

However, we have seen the emergence of opportunistic thieves specifically targeting supermarkets selling legal cigarettes. These thefts involve tens and often hundreds of thousands of dollars’ worth of damage and stolen inventory. These figures do not include the human capital cost of lost staff, work cover, increased insurance premiums or lost customers.

VICTORIA

Victorian plastic bags inquiry On the 20th of April 2017, MGA was invited to attend a public hearing as a witness in relation to the Victorian Government Inquiry into the Environment Protection Amendment (banning plastic bags, packaging and microbeads) Bill 2016.

MGA was given the opportunity to express views, on behalf of members in regard to supporting the intent of banning plastic bags but made comment in regard to the practicality of such an

initiative. Consumers whilst supportive of such an initiative often forget their enviro bags or provide soiled enviro bags unfit to carry fresh foods in them.

MGA recognises this initiative could be a significant cost saving for members and is supportive of this measure provided ALL supermarkets and retail outlets must follow the same rules. MGA recommended there should be a rigorous education campaign to foster the use of Enviro Bags.

Victorian Government House

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INDUSTRY NEWS

NEW SOUTH WALES

IGA Bungendore, NSW – The Village Supermarket Long time Bungendore, NSW residents, the Heathcote family, have a very strong association with their local community.

Located not far from Canberra, they have owned and operated a supermarket in historic Bungendore for 29 years.

Father, Graham Heathcote, began his career as a grocer with a small local milk bar come supermarket in the heart of Bungendore with a dream to serve the local community with their grocery needs and to provide for his family. Today the Heathcote family have taken their supermarket offering in Bungendore to an amazing new level. Graham’s son Darren, after a stint working in Canberra and overseas, returned to Bungendore to assist

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with the operation of the family owned supermarket.

After working in the business for a time and watching locals shop out of town for products they didn’t stock, owing to the size of the business, Darren quickly worked out that there was a real opportunity to provide the residents of Bungendore with an exceptional shopping experience.

After working through many issues, including the risk of a Woolworths coming to town, the Heathcotes were finally able to embark upon a new development in the town which would incorporate a 2,500 square metre “village” supermarket, employing 95 staff members. The store

officially opened in March of 2017.

Darren employed sister Kylie, to take care of the employment and staff side of things whilst Darren focused on the operational side of the business. The staff at this store are amazing. They cannot do enough for their customers and work very closely as a team toward making the store a success.

The store is famous for its “passion to serve customers” which is evident throughout the store.

The store sources products from more than 40 local suppliers of fresh produce, meat, dairy and cheese products, eggs, honey, small goods, organics products, nuts and more. The store is positioned as a lifestyle store with a community sitting area set

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INDUSTRY NEWS

aside in the store, next to the amazing delicatessen and well stocked bakery.

The store boats a wellness section with 60 metres of low shelving stocking gluten free and wellness products. This offer is very new in Bungendore and has created an enormous interest from locals.

The 7 aisles are wide and are conveniently interrupted in the middle to create access to other aisles rather than have to walk and shop the full length of each aisle. This has enabled the store to have 28 gondola ends for product displays.

The delicatessen, or kitchen, as Darren likes to call it, is a delight for customers to

shop. It is 15 metres long and incorporates locally made meal solutions cooked by a professional chef who is employed by the store. The fresh meals solutions are different each day and have had a terrific response from customers. The deli includes an array of olives, sliced small goods, a terrific range of local and imported cheeses as well as a myriad of other tantalising delicacies. With the store stocking over 14,000 SKUs it is definitely keeping the locals in town to shop locally.

However, the large fresh produce and 14 door meat sections are what the locals really like. The quality and presentation of fresh fruit and vegetables as well as meat is presided over by a dedicated team of staff who have incredible pride in what they do.

The fresh mix of sales for this store is an impressive 37% and growing which is testament to knowing customers are drawn to the store for their fresh offer.

There are 38 doors of chilled refrigeration, 42 freezer doors that provide a comprehensive range of products sure to satisfy the needs of any family. Customers are served through a choice of 5 full registers and 3 fast service checkout areas – which is testimony to what the store is famous for – “A passion for exceptional customer service”.

Congratulations to the Heathcote family – this store is amazing!

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INDUSTRY NEWS MEMBER WELL-BEING

Creating a mentally healthy small business Starting, growing and sustaining a small business can be a rewarding experience. However, it’s not always an easy journey. Running a business is a bit like riding a rollercoaster; it’s full of highs and lows. It’s important to know how to cope when inevitable challenges arise.

At first it may not be obvious how the pressure of running a business will affect a person’s mental health. Understanding this can help a business owner identify early on when additional assistance is needed to keep functioning at an optimum level.

What do we mean by mental health?

The term ‘mental health’ is frequently misunderstood. It is often used as a substitute for mental health conditions such as depression, anxiety conditions, schizophrenia and others. But according to the World Health Organisation, mental health is “a state of well-being in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community”.

What is mental health in the workplace?

When we talk about mental health in the workplace, we are looking at how the business environment affects us – either positively or negatively – as well as the effect our mental health has on our ability to do our jobs.

There are a number of things you can do to care for your mental health. This may include: • Make time to exercise each day: For example, a simple daily lunch time walk can help maintain a positive outlook.

• Practice mindfulness: Mindfulness means being aware of your reactions/feelings/thoughts as you have them.

This helps you choose how to manage matters as they arise. Mindfulness is a great tool to help lower stress and anxiety levels.

• Adopt work/life boundaries: Don’t let work overtake your life. Set some boundaries to ensure you have time for both work and a social life. You might decide not to discuss work from 5pm Friday night to 8am Monday morning because weekends are for family time only.

• Connect with others: Find someone worthy of your stories – a confidant or mentor you can talk to about your business experiences. Make sure this person is supportive, a good listener and someone whose opinion you value.

Mental health red flags It’s important to know the mental health indicators that may require attention. These include: • Physical signs: For example, a constant knot in your stomach, tense neck and shoulders, feeling nauseous, heart palpitations or chest pains.

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Changes in behaviour: For example, being unable to sleep, crying regularly, feeling moody or often irritable, increase or loss of appetite.

Unclear thinking: For example, not being able to make decisions, not understanding directions, not being able to focus, being inattentive.

Feeling sad or anxious regularly: We all have bad days – they’re a normal part of life. This flag needs attention if you begin to notice feeling like this regularly.

Disconnecting from others: This may include not joining in social activities, choosing to spend time away from family and friends or stopping hobbies/sporting activities.

Feeling overwhelmed: It is difficult to find solutions to problems, and in some instances it feels like they are insurmountable. Problem solving becomes difficult.

Creating a mentally healthy workspace for others Normalising mental health in the workplace helps to reduce stigma and creates a space where it’s safe to talk about, and address mental health challenges. People often work closely together in small business so it’s important to create a workplace that respects individual experiences.

Ways to do that include: • Talking about mental health at work: Check out the Heads Up (www.headsup.org.au) resources to see how you can develop a plan to address this topic in a safe and interesting way in the workplace. Lead by example. Your approach to your own mental health will help create a team approach to the topic.

• Encourage staff to take their breaks. A quick walk in the sunshine or a casual chat in the lunch room may be of benefit.

• Provide access to mental health resources: Share information and tips about managing mental health, and make sure local support service details are readily available. If needed, get advice on how to refer someone to professional help.

• Embrace workplace campaigns: Sign up and support campaigns like ‘R U OK? Day’ to get your team talking about workplace mental health.

For more information visit: http://mga.asn.au/news-ma/mentalhealth-in-the-workplace Source: Victorian Small Business Commissioner (VSBC)

www.mga.asn.au

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INDUSTRY NEWS

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CHQ CHQ

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eftpos is a great way to give your customers added value with their everyday purchases. The more cash they get out from your store, the less cash you will have on the premises, helping to reduce the cost and risk of doing business.

June 2017 - Edition 4

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INDUSTRY NEWS

eftpos Hub project complete eftpos CHQ and SAV has now completed its eftpos Hub project, making it faster and more efficient to bring new, local payment options such as eftpos Tap & Pay, eftpos Mobile and eftpos Online payments.

processing and will facilitate an ongoing roadmap of improvements and capabilities to drive further efficiencies and value from the existing investment in the ATM channel.

This service reduces the complexity and effort of multiple ATM interchange links.

The completion of the eftpos Hub project is a significant achievement for the industry.

To date, ANZ, Westpac, CBA, NAB and Suncorp have connected to the eftpos Hub for ATM transactions.

The eftpos Hub is mission critical infrastructure that links the Australian payments industry through a central point, replacing a network of complex bilateral links between financial institutions and merchants that have evolved since eftpos was first launched in Australia more than 30 years ago.

To date, the eftpos Hub has had zero downtime, while conducting regular releases, changes and processing millions of transactions a day.

The Hub is also now providing the industry with an efficient, low cost solution for ATM

In addition, the eftpos Hub is connected to the eftpos Token Service Provider (TSP), making eftpos only the second domestic scheme in the world with this tokenisation capability. This service provides increased security for mobile payments by replacing essential sensitive data, like the card number with a unique digital identifier known as a payment token.

Mobile testing hots up ahead of launch eftpos is continuing to test tokenised eftpos Mobile Tap & Pay transactions at merchants across the country, ahead of launch in the coming months.

In-market testing has been ramped up over the past few weeks, with many hundreds of successful transactions at key merchants. eftpos has a program of mobile launches planned with financial institutions over the next 12 months, beginning in mid-2017.

More financial institutions issuing eftpos only Tap & Pay cards Seven Australian financial institutions are now issuing eftpos-only (proprietary) Tap & Pay cards, with more to follow in coming months.

There are now around 1 million eftposonly Tap & Pay cards in the market, with that number expected to grow to about 2.7 million by the end of 2017.

That’s on top of the more than 22 million Multi Network Debit and Credit cards that are now in the market featuring the eftpos Chip.

Sunday penalty rates – staff engagement MGA has had many calls and queries from members for a communique to use with their staff when explaining the recent decision by the Fair Work Commission to reduce (not slash) Sunday penalty rates.

were intended for those who were forced to work. At that time more people went to church, they did not play sport on Sunday and they stayed at home as it was regarded as a day of rest.

MGA has drafted a short and simple explanation of the Fair Work Commission Sunday penalty rate decision that can be shared with staff individually or be placed in the staff tea room. The explanation is as follows:

Today, times are different and society has changed. Shops are open almost everywhere but high penalties persist. This is a high cost for employers and an impediment to business growth and employment.

“Sunday Penalty Rates – how it could affect our employees“

We want to employ more staff and grow our business and spend time with our families. At the same time we want to compensate you if you do choose to work on Sunday.

“You will no doubt have seen the recent publicity about the Fair Work Commission decision on Sunday penalty rates.

As your employer we want you to understand what this important change in penalty rates might mean for you and for us, as your employer.

Sunday penalty rates were introduced in 1947 when nearly all businesses closed on Sunday, including shops. The penalties

The FWC has decided that the Sunday penalty should be 50 per cent. If the law changes to reflect this you would still be compensated for Sunday work and we can grow our business.

We can still both benefit together from this decision.

We value you as our employee and we hope you value us as your employer”.

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17

INDUSTRY NEWS AUSTRALIAN CAPITAL TERRITORY

Advocacy in Canberra In the month of May, MGA has visited Parliament House in Canberra on two occasions. Aside from the budget announcement the main reason for engaging with our federal ministers and MPs was to reinforce our industry sector views on a number of important matters.

Competition Law reform in the form of strengthening section 46 – misuse of market power, is set to go before the senate. There will no doubt be a robust debate as always but in the end this Bill must pass through the Parliament.

A number of senate cross benchers assure MGA they will support this legislation change.

Other matters that were raised and discussed include: The need for the Federal Government to make a commitment to support the family enterprise and privately owned business sector with industry training & development funding and resources.

The lack of support is beginning to have a serious effect on MGA member succession planning and could cause mental health issues as more business

owners are working increased hours In their businesses.

The urgent need for the government to address the serious increases in energy costs around Australia. Members report a 350% increase in energy costs which is simply unsustainable and will put them out of business.

Illicit and illegal tobacco is cause for great concern. The black market for illegal tobacco is growing and denying the government from collecting some $1.6b in excise taxes. The illicit trade also has a direct effect on MGA members as it serves to decrease sales. Predominately the illicit trade (60% is chop chop) is growing as a consequence of the continuous increase in tobacco caused by hefty 12.5% excise increases. At present a regular 30 pack of cigarettes is approximately $30 or $1 per stick. It is foreseen that this price will rise to $40 per packet in the next few years owing to the cumulative excise increases.

Tax rates, applicable to companies with a sales turnover of $50m or less. The original threshold favoured by MPs and Senators was $10m, the increase to $50m is a far better outcome for many more members.

In a meeting with the Minister for Employment Michaelia Cash, MGA raised its concerns that the FWC to reduce Sunday penalty rates from 200% to 150% is a land mark decision that will more than assist small business sustainability and will encourage a growth in employment. MGA stressed that the FWC is an independent umpire and that this matter ought not be politicised. MGA also brought to the Minister’s attention that the SDA planned to apply to the FWC to increase Saturday penalty rates and requested a review of the conciliatory process within of the Fair Work Act to put an end to employers having to pay “go away” money, despite employers being in the right.

MGA also complimented MPs and Senators for the passing of the Company

The meetings in Canberra were robust and successful, with MGA acknowledged and recognized as a highly credible industry organisation representing its members.

Shadow Small Business Minister Katy Gallagher with Jos de Bruin

Nationals Senator John Williams with Jos de Bruin

Minister for Small Business Michael McCormack with Jos de Bruin

Parliament House

Minister for Employment Michaelia Cash with Jos de Bruin

Parliament House

www.mga.asn.au

18 WESTERN AUSTRALIA

MGA Committee meeting – WA MGA recently held its inaugural MGA WA committee meeting at the South of Perth Yacht Club. The committee will be convening again in the near future and is keen to represent WA members on a number of issues.

The new Premier, Mark McGowan, has announced his cabinet as listed below and the MGA WA committee will seek to engage the relevant ministers as soon as possible.

Premier Mark McGowan says he has picked a “cabinet for the times”, handing heavy responsibility to some of his most trusted MPs in a 17-member ministry.

Mr McGowan said he would be demanding high standards from his cabinet.

Mr McGowan has downplayed the level of union influence in the cabinet, saying it was a strong mix of people.

More than half of the new cabinet is union-affiliated.

June 2017 - Edition 4

WA LABOR MINISTRY PORTFOLIOS: Mark McGowan – Premier; Public Sector Management; State Development, Jobs and Trade; Federal-State Relations Roger Cook – Deputy Premier; Health; Mental Health Ben Wyatt – Treasurer; Finance; Energy; Aboriginal Affairs John Quigley – Attorney General Rita Saffioti – Transport; Planning; Lands Alannah MacTiernan – Regional Development; Agriculture and Food; Minister Assisting the Minster for State Development, Jobs and Trade Michelle Roberts – Police; Road Safety Sue Ellery – Education; Leader of the Legislative Council Fran Logan – Emergency Services; Corrective Services Bill Johnston – Asian Engagement; Housing; Electoral Affairs; Commerce and Industrial Relations Paul Papalia – Tourism; Racing and Gaming; Small Business; Defence Issues; Citizenship and Multicultural Affairs

Mark McGowan credit ABC News: Andrew O’Connor Dave Kelly – Water; Fisheries; Forestry; Innovation and ICT; Science Stephen Dawson – Environment; Disability Services; Deputy Leader of the Legislative Council Simone McGurk – Child Protection; Women’s Interests; Prevention of Family and Domestic Violence; Community Services Peter Tinley – Mines and Petroleum; Veterans Issues; Youth Mick Murray – Seniors and Ageing; Volunteering; Sport and Recreation David Templeman – Local Government; Heritage; Culture and the Arts; Leader of the House

19

INDUSTRY NEWS

Retailer of the Year awards Retailer of the Year awards for IGA supermarkets were recently held around Australia. Some of the states included WA, NSW, ACT and SA. Nominees for departmental awards and eventual state Retailers of the Year were

once again outstanding making it very difficult for the judges in each state to determine the winners.

consumers. These refurbishments also resulted in often a more than 20% increase in sales.

Most nominees had made significant investments back into their businesses to lift their presentation and offer to

The departmental award winners and the overall Retailer of the Year award winners are as follows;

WESTERN AUSTRALIAN WINNERS SUPA IGA STORE OF THE YEAR Queens SUPA IGA: Delicatessen, Bakery and Grocery & General Merchandise Department Awards IGA STORE OF THE YEAR Taylor Rd IGA: Delicatessen, Bakery and IGA Fresh Produce Department Awards SUPA IGA DEPARTMENTAL AWARDS • Darch SUPA IGA: Fresh Produce • Wonthella SUPA IGA: Dairy/Freezer • Lynwood SUPA IGA: Meat • Mosman Park SUPA IGA: Retail Transformation & Innovation IGA DEPARTMENTAL AWARDS Canning Vale IGA: Meat • Vale IGA: Grocery & General Merchandise • Pearsall IGA: Dairy/Freezer • Toodyay IGA: Service Award of the year • Preston Street IGA: IGA Community Award • Rachael Kolbrink, Hilton SUPA IGA: IGA Team Member/ Rising Star Award

NSW/ACT WINNERS SUPA IGA STORE OF THE YEAR Ashcroft’s SUPA IGA Summer Centre: Bakery, General Merchandise, Dairy/Freezer and IGA Community Awards IGA STORE OF THE YEAR IGA Pennant Hills: Grocery & General Merchandise, Dairy/ Freezer and Retail Transformation & Innovation Awards IGA XPRESS STORE OF THE YEAR Mint Fresh, Baulkham Hills SUPA IGA DEPARTMENTAL AWARDS • Romeo’s SUPA IGA St Ives: Delicatessen

• •

Donges SUPA IGA Plus Liquor Young: Meat Ashcroft’s SUPA IGA Moss Vale: Fresh

IGA DEPARTMENTAL AWARDS • Romeo’s IGA Oxford Street: Delicatessen, Produce • IGA Ainslie: Meat • Crookwell IGA Plus Liquor: Bakery • IGA Milton Plus Liquor: Service Award of the Year • Chelze Warwick, IGA Bellingen: Team Member/ Rising Star

SOUTH AUSTRALIA WINNERS FOODLAND IGA STORE OF THE YEAR McLaren Vale Foodland IGA: Delicatessen Department Award.

IGA STORE OF THE YEAR Mannum Green IGA Fresh: Grocery & General Merchandise Delicatessen, Dairy/Freezer and Meat Departments of the Year Awards.

FOODLAND IGA DEPARTMENT AWARDS • Frewville Foodland IGA: Bakery and Community Awards (in conjunction with Pasadena Foodland IGA) • Happy Valley Foodland IGA: Dairy/Freezer and Retail Transformation & Innovation Awards • Fairview Park Foodland IGA: Fresh Produce Award • Wallaroo Foodland IGA: Grocery & General Merchandise Award • Munno Foodland IGA: Meat Award IGA DEPARTMENT AWARDS • Mt Barker IGA Fresh: Fresh Produce and Bakery Awards • Minlaton IGA Fresh: Service Award of the Year • Andrew Parkyn, Ceduna Foodland IGA: IGA Team Member/Rising Star Award

Congratulations to all nominees and winners of awards, particularly the Retailers of the Year!

www.mga.asn.au

20

INDUSTRY NEWS

QUEENSLAND

SPAR launches new stores in Woombye & Palmwoods SPAR Australia has welcomed the addition of two ex-IGA stores located in the Sunshine Coast hinterland to the SPAR family. SPAR Woombye and SPAR Palmwoods are exciting stores, each with significant opportunities to further entrench themselves in their local communities and increase the value offered to their customers.

The stores have been trading under the SPAR brand since early April and already huge improvements in sales and customer feedback have been achieved. Working with staff and key community stakeholders has ensured the businesses are on the right track to meet the needs and bring value to the local community. To assist with introducing the SPAR brand to the area, seriously cheap specials tailored to customer’s needs have been offered each week and are bringing disenfranchised locals back into the stores.

SPAR has introduced a loyalty program across these stores to reward customers for their loyalty. In addition to this, any points customers had accrued under the previous banner will be honoured and transferred to the new SPAR program. The SPAR loyalty program will also give customers the ability to support local community organisations by donating their points, or a percentage thereof, to nominated beneficiaries. SPAR are pleased to offer this additional support to the community.

June 2017 - Edition 4

The beneficiaries are: Nambour & Hinterland AFC; Nambour Christian College; Palmwoods Cricket Club; Palmwoods State School P&C; Palmwoods/Woombye Lions Club; Smartpups; Woombye Community Library; Woombye Light Horse Regiment; Woombye Netball Club; Woombye Scout Group; Woombye Soccer Club; Woombye State School P&C A launch event was held at SPAR Woombye on Saturday 6th May. Attended by hundreds of locals, the day was a huge success. In addition to a market day style event where a range of products were sold at crazy prices, there was a sausage sizzle to support Woombye State School, formalities including speeches, cake and ribbon cutting ceremonies, face painting, goodie bags for the first 200 customers, tastings, vouchers, giveaways & much more!

Smart Pups were present, as well as the Buderim Ginger Van and Monster Truck. Local suppliers Maleny Cuisine & Kenilworth Country Foods attended while other local suppliers Maleny Dairies, Wimmers Soft Drink, SunPork, Gluten Free Bakehouse, Woombye Cheese & Queensland Yoghurt provided samples for the event. The store was abuzz and a great day was had by all!

Both stores offer superb fresh produce, full service delis, quality meat delivered fresh daily to be cut and prepared

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INDUSTRY NEWS

by the stores’ butchers, a great grocery range and strong dairy, frozen and general merchandise ranges to ensure the community can source all of their supermarket needs locally.

Their friendly service and value offer, combined with their lengthy trading hours will provide great experiences and convenience for their customers.

There is still work planned to be undertaken to improve both of the stores but the SPAR team have been working around the clock to deliver quality supermarkets for their customers.

The opportunities presented by these stores are great and SPAR are excited about continuing to work to ensure SPAR Woombye & SPAR Palmwoods become model stores in the world-wide network. Entrenching these stores in the local community, becoming an employer of choice in the region and excelling in both customer service and value are the key priorities for these stores.

SPAR looks forward to continuing to develop these stores to cater to the needs of the local community.

Located at 20 Blackall St, SPAR Woombye offers 7 day trading, from 6am - 8pm Monday to Saturday and 7am - 7pm on Sunday.

Located at 7 Main St, SPAR Palmwoods also offers 7 day trading, from 6:30am - 7pm each day.

Don’t let a ram raid smash your business…

According to Christopher Jacques’ Crime at Work, supermarkets and liquor stores are some of the most popular targets for ram raids. This is most likely due to their bright displays and variety of inventory, including cigarettes (due to their high price points).

The threat of ram raid robberies is not one to take lightly.

Even when you’ve taken physical steps to protect your business, say by installing bollards or an alarm system, there may still be someone willing to take the risk to get your inventory.

It’s important to go the extra distance and make sure your business is properly covered by having a bespoke insurance package designed for your business. Earlier this year a ram raid caused over $100,000 in damage to a supermarket in WA. Without the right insurance, it’s unlikely a business owner would be able to come up with the funds to rebuild.

This kind of crime is a serious business interruption liability and one to take into consideration when selecting your policy package. Your business may be at a particularly high risk if you have an ATM on the premises or stock cigarettes, but those are only a few risk factors.

Of course an obvious lack of security can be enticing, but more often than you’d think, (particularly with ram raids) those security features do little to deter people.

Whatever the motivation may be, one thing is definite – you cannot afford to stop your business for what could be over a year because of one unfortunate night. However, you can make sure you’re properly protected by getting in touch with one of our trusted partners for a policy review at Adroit Insurance Group. Don’t let one person’s actions define the future of your business; make sure to review your insurance before you renew.

Contact your local broker on 1300 402 756 for a FREE INSURANCE REVIEW or go to www.adroitig.com. au/mga.

www.mga.asn.au

22

LEGAL AND HR

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• Does your accountant discuss benchmarking?

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Call us to book in a time!

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Phone: (03) 9824 5533 www.imaccountants.com.au 2017_AxiBlade_halfpage_vertical_MGA.indd 1

June 2017 - Edition 4

30/5/17 10:01 am

LEGAL AND HR

23

LEGAL AND HR Swearing at work – grounds for dismissal?

The question of whether swearing in the workplace is ever acceptable in the workplace often arises in the context of termination.

Recent cases before the Fair Work Commission (FWC) confirm that there is a distinction between regularly using swear words as part of everyday language and swearing aggressively and maliciously at another person. The latter situation can be grounds for dismissal. Even though swearing at work is not acceptable, swearing alone without something more will not usually warrant dismissal. All the circumstances must be considered and employers should never act too hastily when dismissing an employee for inappropriate language at work.

Even if an employee uses inappropriate language, procedural fairness must always be afforded.

In order to pre-emptively deal with unacceptable behaviour or language at work, members should have a Code of Conduct or policy that outlines the workplace expectations regarding appropriate behaviour and swearing which also specifies the consequences should the employee breach the policy. All employees should also be treated consistently and all warnings should be recorded.

Some recent unfair dismissal cases before the FWC in relation to swearing and inappropriate behaviour are summarised below: Threats of physical violence – fair dismissal An employee called his supervisor “computer illiterate”, raised his voice and said “if you don’t go away I might knock your f*****g head off” and was then dismissed. The employee also had a prior

history of inappropriate conduct in the workplace. Despite the dismissal having significant negative consequences for the employee’s personal and economic situation, the FWC found that the substantial breaches of the employer’s code of conduct justified dismissal.

Darren Piera v Essential Energy T/A Essential Energy [2016] FWC 8316 One-off incident with otherwise clean record – unfair dismissal A cleaner was dismissed after sending a text to a colleague calling him a “f**king scab”. In this case, the conduct was a one-off event in the employee’s 7 years of otherwise good conduct. Further, other employees investigated for similar behaviour were only given written warnings. Despite the misconduct, the FWC found that the termination was an inappropriate outcome and ordered reinstatement.

Treen v Allwater – Adelaide Services Alliance [2016] FWC 2737 Repeated use of foul language – fair dismissal An employee was dismissed following a “tirade” of expletives directed at a supervisor. The FWC accepted that although swearing was common in the workplace, the employee’s behaviour amounted to more than swearing, it was verbal abuse. The employee had also previously been provided with a warning that using inappropriate language to a supervisor was unacceptable, which led the FWC to find that there was a valid reason for termination.

Horner v Kailis Bros Pty Ltd [2016] FWC 145 Dismissed for swearing during a private conversation – unfair dismissal A truck driver swore at his managing director during a private phone

conversation which was not overheard by other employees. The employee was subsequently dismissed by telephone.

The FWC concluded that although such conduct should not be tolerated in the workplace, in the context of a one-on-one heated discussion with a manager without anyone else present, the conduct was not sufficiently insubordinate to establish a valid reason for dismissal and a warning was the appropriate action.

Smith v Aussie Waste Management Pty Ltd [2015] FWC 1044 Threatening, aggressive and insulting behaviour and language – fair dismissal An employee was dismissed after allegedly swearing several times and acting in a way that was threatening, aggressive and insulting towards an on-site nurse because he disagreed with the nurse’s medical diagnosis.

This was enough to justify dismissal of the employee.

David Pauling v Roy Hill Operations Pty Ltd [2016] FWC 7648 Dismissed by text for using profanities – unfair dismissal During a heated conversation regarding unpaid overtime, both an employee and his boss used a variety of profanities at one another.

The call ended with the employee stating “that’s not my f**king problem you owe me money you old c**t.” The employee was then dismissed by text message. Whilst the FWC considered that the employee’s conduct was disrespectful and unjustified which would normally warrant dismissal, it held that the dismissal was unfair because the employee was dismissed by a text message and the employer failed to provide procedural fairness.

Hain v Ace Recycling PTY LTD [2016] FWC 169.

www.mga.asn.au

25

LEGAL AND HR

Workplace warnings MGA receives many calls from members who are experiencing difficulties with a particular employee.

Providing warnings to employees is an effective way to communicate to an employee how they can improve their performance or conduct.

Depending on how serious the performance or conduct issues are, employers can provide verbal or written warnings. If the issue is more serious a formal written warning is required by the employer to address the issues with their employee. However, whether you provide an employee with a verbal or written warning the goal is to improve

employee’s performance or conduct. This can include performance managing the employee and conducting regular follow up meetings.

Many employers ask how many warnings they should provide before they can terminate. The law does not require a certain number to be provided before terminating, more importantly an employer should provide the employee an opportunity to fix any performance or conduct issues.

The only exception to this rule is the Small Business Fair Dismissal Code that requires one written or verbal warning to be given by “small businesses” who have

less than 15 employees prior to termination. Excepting in relation to small businesses, employers are not required to provide a set number of warnings.

As a general rule, two written warnings allows an employer to act accordingly in the circumstances if the conduct continues, or the performance does not improve.

For more information or to obtain a copy of our suggested warning templates, please contact MGA’s Legal and HR Team on 1800 888 479 option 1.

Patriot Campers – on the road to success Queensland camper-trailer manufacturer Patriot Campers had its genesis on a camping trip to Stradbroke Island when founders Justin and Sarah Montesalvo sketched their dream trailer design in the sand.

“We had bought a couple of camper trailers, the best on the market at the time, but they were too long and too heavy to take off road easily and they just didn’t suit what we wanted to do. So we got talking about what we’d do differently,” Justin says.

Back home, he spent the next three months turning their wish list into a blueprint for a compact, modular, towanywhere trailer with all the comforts and conveniences of a ‘big rig’. Built during downtime at his Brisbane sheet metal fabrication plant, the prototype was ready to be put through its paces by July 2014, on another Stradbroke trip.

Building a prototype was one thing, but they knew that to go into even limited production would require a dedicated factory. But they found it difficult to secure funding to make it happen, until they spoke to NAB. The difference they found in working with NAB was that

their banker was dedicated to finding a solution that would work for them. Their banker had the industry expertise, he really understood manufacturing and he took the time to understand their idea, their business plan and their vision.

With a tailored loan for Patriot Campers in place, the Montesalvos never looked back. Soon after, Patriot Campers was on the road to success: influential industry awards came pouring in while sales started taking off.

Planning what’s next Justin says the advice he receives from NAB is critical to his business planning. “Our NAB Business banker can help me not only with banking matters but can also put me in touch with specialists from across the bank to help with our overseas expansion plans”.

To find out how NAB can back your business, visit nab.com. au/backingbusiness to get in touch with a NAB Business banker today.

www.mga.asn.au

26

LEGAL AND HR

Long service leave entitlements The rules for long service leave entitlements are currently contained in State and Territories laws. The Federal Government has long sought for a uniform national standard for long service leave however this is problematic as any standardisation may result in an improvement in long service leave conditions for some employees but not

for others, depending on the jurisdiction.

In all states and territories, full time, part time and casual staff may be eligible for long service leave. The entitlements for staff in each State and Territory are set out below. Please note that if a staff member is covered by a Federal award or enterprise agreement, different rules may

apply if the award or agreement contains its own long service leave provisions.

Please note that the following information is for summary purposes only and should not be constituted as legal advice. If you have any questions regarding long service leave, please ring MGA’s Legal and HR Team on 1800 888 479 option 1.

State

Entitlement

Entitlement on termination

Rate of pay cash out

Cash out

ACT

An employee can take long service leave after 7 continuous years service.

An employee is entitled to additional long service leave on a year to year basis after the initial seven years.

Less than 5 years’ service: No entitlement.

Full time employees – ordinary remuneration for the period of leave. Ordinary remuneration does not include overtime, penalty payments or allowances.

No

An employee accrues 1/5th of a months leave for each year of service (approximately 6.06 weeks leave after 7 years continuous service).

NSW

Employees with 10 years continuous service is entitled to 8.67 weeks leave and 1 months leave for each subsequent 5 years of continuous service.

5 to 7 years service: Pro rata long service leave is payable if: (a) the employee dies or retires; (b) the employee resigns due to reasons of illness, incapacity or domestic or other pressing necessity; or (c) the employee is terminated for reasons other than serious & wilful misconduct.

10 + years service: Long service leave entitlements payable on termination for any reason (less any leave taken) Less than 5 years service: No entitlement.

5 to 10 years service: Pro rata long service leave is payable if: (a) the employee resigns due to reasons of illness, incapacity or domestic or other pressing necessity; or (b) the employee is terminated for reasons other than serious & wilful misconduct.

10 + years service: Long service leave entitlements payable on termination for any reason (less any leave taken)

NT

An employee who has completed 10 or more years of continuous service is entitled to 13 weeks leave in respect of the first 10 years of service and 1.3 weeks leave in respect of each subsequent year of service.

Less than 7 years service: No entitlement.

7 to 10 years service: Pro rata long service leave is payable if: • the employee has reached retirement age • the employer ends employment for a reason other than serious misconduct, such as redundancy • the employee resigns due to illness, incapacity or domestic or other pressing necessity which prevents the employee from being able to work.

10 + years service: Long service leave entitlements payable on termination for any reason (less any leave taken). Different rules apply for termination for serious misconduct.

June 2017 - Edition 4

Part-time & casual employees are entitled to the average number of weekly hours worked during previous 12 months for the period of long service leave.

If, within 2 years of the employee becoming entitled to leave, the employee ceases to be employed fulltime and is employed part time or as a casual, different rules may apply.

Full time and part time staff with set ordinary hours are to be paid the greater of: • their weekly earnings in the pay period immediately prior to taking leave; or • their weekly earnings averaged over the last 5 years, excluding penalty or overtime rates.

No

Employees who have no fixed hours of work (such as casual work) are to be paid the greater of the average number of hours worked during the previous period of 12 months or the previous 5 years at the current rate of pay.

While on long service leave, employees will be paid at their usual rate of pay. This does not include overtime, penalties, or allowances.

Where an employee, casual employees included, has worked a varying number of hours throughout their employment, a “weeks” leave will be the average number of hours worked in a week over the previous 12 months of employment.

No

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LEGAL AND HR

QLD

Employees with 10 years continuous service are entitled to 8.67 weeks leave with further leave after each additional 5 years continuous service.

Less than 7 years service: No entitlement.

7 to 10 years service: Pro rata long service leave is payable if: (a) the employee resigns due to reasons of illness, incapacity or domestic or other pressing necessity; (b) the employee is terminated for reasons other than serious & wilful misconduct; or (c) the employee dies.

10 + years service: Accrued long service leave payable for termination for any reason (less any leave taken)

SA

An employee who has completed 10 or more years of continuous service is entitled to 13 weeks leave in respect of the first 10 years of service and 1.3 weeks leave in respect of each subsequent year of service.

Less than 7 years service: No entitlement.

7 to 10 years service: Payment equal to the monetary equivalent of 1.3 weeks leave in respect of each completed year of service.

An employee is not entitled to this payment if the employment is terminated on the ground of serious and wilful misconduct or if the contract is unlawfully terminated by the employee.

10 + years service: Accrued long service leave payable for termination for any reason (less any leave taken)

TAS

The long service leave entitlement is 8.67 weeks of paid leave after completing 10 years ‘continuous employment’. After each additional 5 years ‘continuous employment’ an employee’s entitlement is 4.33 weeks leave.

Less than 7 years service: No entitlement.

7 to 10 years service: Pro rata long service leave is payable if: (a) the employee resigns due to reasons of illness, incapacity or domestic or other pressing necessity; (b) the employee is terminated for reasons other than serious & wilful misconduct; or (c) the employee dies.

The rate of pay an employee receives on long service leave is the amount they would have normally received immediately prior to taking the leave, calculated according to the employee’s normal weekly hours of work. The rate of pay does not include penalty or overtime rates, but does include casual loading.

Only if permitted

by Award or Certified Agreement

For casual and regular part-time employees, the number of hours leave due is calculated by total ordinary hours during entire period of service divided by 52, and then multiplied by 0.86667.

Employee gets ordinary weekly rate of pay for the period of leave. Ordinary remuneration does not include overtime, penalty payments or allowances.

Where an employee has worked a varying number of hours from week to week, the ordinary weekly rate of pay will be calculated by averaging the number of hours worked per week in the preceding three years at the current rate of pay (including the casual rate if the employee is casual).

An employee gets ordinary pay for a period of long service leave. Ordinary pay is the remuneration that the employee would receive if the employee remained at work during that period, including shift penalties and loadings but excluding overtime.

Yes, if individual written agreement made with employee

Only if permitted

by Award or Certified Agreement

The ordinary pay for a casual employee is based on the average number of hours worked over the 12 months immediately prior to the commencement of leave.

10 + years service: Accrued long service leave payable for termination for any reason (less any leave taken)

VIC

Employees with 10 years continuous service is entitled to 8.67 weeks leave.

Less than 7 years service: No entitlement.

7 to 10 years service: Pro rata long service leave to be paid out on termination for any reason after 7 years service.

10 + years service: Accrued long service leave payable for termination for any reason (less any leave taken)

WA

Employees with 10 years continuous service are entitled to 8.66 weeks leave with further 4.33 weeks leave after each additional 5 years continuous service.

Less than 7 years service: No entitlement.

7 to 10 years service: Pro rata long service leave to be paid out on termination for any reason other than serious misconduct 10 + years service: Accrued long service leave payable for termination for any reason (less any leave taken). This entitlement is calculated on completed years of employment only.

Employee gets ordinary remuneration for the period of leave. Ordinary remuneration does not include overtime, penalty payments or allowances.

No

If employee’s rate of pay has been changed in the 12 months prior to taking the leave, the employee is to be paid the greater of: • the average weekly rate earned in the 12 months immediately prior to taking leave; or • the average weekly rate earned in the 5 years immediately prior to taking leave.

Employee gets ordinary weekly rate of pay for the period of leave. Ordinary remuneration does not include overtime, penalty payments or allowances.

Where an employee, casual employees included, has worked a varying number of hours throughout their employment, a “weeks” leave will be the average number of hours worked in a week over the entire period of their employment.

Yes, if individual written agreement made with employee

www.mga.asn.au

EW N To speak to your local T’Gallant representative please call 13 48 93

LIQUOR NEWS

29

AUSTRALIAN CAPITAL TERRITORY

LIQUOR NEWS ACT Government announces the introduction of legislation reducing unnecessary red tape ACT Attorney General Mr. Gordon Ramsay MLA, recently advised that the ACT Government will shortly be introducing a package of reforms to the ACT’s liquor legislation to cut unnecessary red tape for off premise license holders.

• introduce perpetual licences. Once you have been issued with a perpetual licence you will no longer have to make a yearly or three yearly application for renewal of your liquor license.

In his press release Mr Ramsay stated that “in the lead up to the 2016 election, the Chief Minister Andrew Barr announced a new Night Time Economy election policy. The Government’s policy goal in regulating the sale of alcohol is to achieve a vibrant, diverse and safe industry”.

MGA Liquor looks forward to continuing to work with the ACT government in developing further legislation that further reduce liquor licensing red tape.

“A key focus in achieving this balance is harm reduction. The Government recognises the contribution to Canberra’s amenity and economy that the liquor industry makes. It is the case, however, that there are harms associated with alcohol that we have a shared responsibility to address”.

Mr Ramsay went on to say that “for most off-licensees, the reform package that he brought to the Assembly in the March 2017 sittings will mean no changes to your license fees or obligations. However, there will be a moderate increase in fees for those with the largest businesses in Canberra”.

For any further queries call MGA on 1800 888 479 or email admin@mga.asn.au for assistance.

@IBWINE #IBWINE

Attorney General Mr. Gordon Ramsay MLA

T: 1800 032 248

“As indicated in the Chief Minister’s election policy, off-licensees who purchase between $3 million and $4 million in liquor per year will see a fee increase of 5 percent. Fees will progressively increase for each additional million in annual purchases up to a cap of 20 percent. The funds raised by this moderate fee increase for larger off-licensees will be invested in a campaign to promote the responsible consumption of alcohol”.

For most license holders who sell take-away liquor, there will be no increase in fees and the regulatory changes will only make your interactions with government more simple and straightforward.

Other red tape reduction measures in the reform package include: • Recognition of interstate Responsible Service of Alcohol qualifications, making it easier for liquor businesses to hire and manage staff; and

NOW DISTRIBUTED BY BROWN BROTHERS

www.mga.asn.au

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LIQUOR NEWS

Get along with dairy

*As part of a healthy and varied diet including calcium from Pauls Zymil supports digestion.

June 2017 - Edition 4

le ab ash l i a c Av Met ly l w No ough iona t r th Na

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LIQUOR NEWS

Lion joins Cricket Australia as a gold partner Cricket Australia (CA) has announced that Lion will become a Gold Partner of Cricket Australia and the Australian Men’s team.

The partnership is for four years and begins on 1 July 2017.

Lion replaces Carlton & United Breweries as Cricket Australia’s Official Beer and Cider Partner for international cricket.

Lion’s gold sponsorship will see its beers stocked at all CA official functions, along with designated signage at stadiums.

The partnership does not include any branding of player clothing.

The Chief Executive Officer of Cricket Australia, James Sutherland, welcomed Lion as a commercial partner.

“Lion is one of Australia’s largest food and beverage companies, with quality products and a well-deserved reputation for corporate responsibility. XXXX Gold is the number one mid-strength beer in the country and will be a great moderation choice for fans attending our games.

Lion and Cricket Australia both have a relationship with DrinkWise Australia and we look forward to working collaboratively to promote a positive drinking culture at games, where fans never miss a moment of the action.”

Lion’s Marketing Director, Ben Slocombe, echoed Mr Sutherland’s comments.

“Mid-strength beers are a popular fixture in stadiums and other venues around the country and we are proud to bring the number one mid-strength in the country, XXXX Gold, to cricket fans to enjoy responsibly. Lion has invested for decades in mid-strength beers, which provide consumers with credible options to moderate consumption. Today 1 in 4 beers consumed in Australia are lower than full strength.

“We are looking forward to working with Cricket Australia to further engage our shared audience of adult beer drinkers and cricket fans behind this great midstrength beer.”

Under a restructure of CA’s commercial partnerships, announced at the start of the summer, naming rights sponsorship for the men’s International team, Test series and the short-form series (OneDay and T20 Internationals) are being negotiated separately. Discussions for all three are well advanced and will be announced as they are concluded.

VICTORIA

New phylloxera detections in Maroondah PIZ Victoria’s Maroondah Phylloxera Infested Zone (PIZ) boundary has been extended to the north, following new detections of phylloxera in the existing zone.

The extension was gazetted on 30 March 2017. The extension captures four additional vineyards in the Yarra Valley region. While the new detections were found within the existing PIZ boundary, the Maroondah PIZ was extended to maintain a 5km buffer zone between an infested property’s boundary and the PIZ boundary. The size of the extension appears large, as it encompasses national and state forests and aligns with main roads. The Healesville-Kinglake Rd was the first main road to the north, therefore the Maroondah PIZ has been extended to this point.

This latest boundary extension is the sixth expansion to the original Maroondah PIZ, which was established in 2006 following the first detection of phylloxera in the region. The previous extension to the Maroondah PIZ was in April 2016.

CEO of Vinehealth Australia, Inca Pearce, says another extension to this PIZ boundary is concerning, and highlights the importance of implementing farmgate hygiene practices, monitoring vines routinely and reporting any suspect vine decline early to limit spread.

“Phylloxera doesn’t respect vineyard boundaries or state borders. We must work together nationally to ensure we stop the spread of phylloxera,” Inca said.

“Vinehealth Australia recognises the need to act with urgency to respond to a constantly evolving biosecurity environment, with trends in trade, tourism, climate change and business ownership increasing the extent and nature of biosecurity risks. These new detections underscore the urgency.”

Grape phylloxera is a small insect that lives on the roots of grapevines. Once established, death of own-rooted vines is inevitable. “South Australia has some of the toughest controls in the world designed to prevent phylloxera incursions. We invest heavily in protocols, surveillance and research to keep SA phylloxera free,” Inca said.

Source: Vinehealth Australia

www.mga.asn.au

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LIQUOR NEWS

VICTORIA

MGA Liquor Committee meeting over lunch – Nagambie Winery

Mitchelton Wines observation deck the “Ashton Tower”

Mitchelton Wines hosts MGA Liquor Committee meeting On Wednesday 19th May Mitchelton Wines kindly hosted the MGA Liquor Committee meeting at their Nagambie Winery.

Officially opened in 1974 and designed by renowned architect Robin Boyed, The Mitchelton Estate has always captured the imagination of its visitors through its unique architecture, in particular the breath taking views of the vineyard and surrounding areas from the famous 55 metre “Ashton Tower” observation deck.

Since acquiring the Mitchelton Winery

and Vineyard in 2011 the Ryan Family heralded an exciting new era of redevelopment to an iconic wine, food and hospitality destination.

Managing Director, Andrew Ryan contributes a wealth of marketing and business management experience to the Mitchelton team. Mitchelton’s owners, Andrew and his father Gerry Ryan aim to preserve Mitchelton’s integrity as a leading Victorian fine wine producer whilst realising the full potential of the stunning winery and vineyard location.

In 2014 Gerry Ryan detailed plans to invest $22 million into the Nagambie district of which $12 million has gone into building a 70 room hotel and day spa which is currently under construction, $2 million for a chocolate factory at the winery and another $8 million set aside for a residential leisure park of 90 cabins on Nagambie Lake.

On behalf of the committee we would again wish to thank our generous hosts Gerry and Andrew Ryan and their staff for facilitating the committee meeting.

Coca-Cola Amatil Australian Beverages MD Barry O’Connell steps down CCA has announced that Barry O'Connell, who became MD of the unit in 2014, will step down in order to return to Europe.

Peter McLoughlin, currently a member of the group's executive team, will assume the role on an interim basis "pending the completion of a full internal and external search", CCA said.

"Over the last three years Barry has built

June 2017 - Edition 4

a strong foundation for our Australian Beverages business through his leadership of our transformation programme and focus on rebalancing our portfolio to deliver a sustainable business for tomorrow," said Amatil Group MD Alison Watkins.

O'Connell has spent around 20 years with the Coca-Cola System, CCA said.

Coca-Cola Amatil CEO Alison Watkins with Barry O’Connell

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LIQUOR NEWS VICTORIA

New Chair and Deputy Chair announced for Victorian Commission for Gambling and Liquor Regulation Acting CEO of the Victorian Commission for Gambling and Liquor Regulation (VCGLR) Michael Everett has announced that Mr Ross Kennedy PSM has been appointed to be the new Chair of the VCGLR and Ms Deirdre O’Donnell PSM has been appointed as Deputy Chair.

Mr Kennedy has served as Deputy Chair and Commissioner since 2013. Prior to joining the VCGLR Mr Kennedy was the Executive Director responsible for liquor, gaming and racing at the Department of Justice and Regulation – a role he performed for over 10 years.

Ms O’Donnell is currently a Commissioner at the VCGLR and has extensive experience in executive roles in the public and not-for-profit sectors.

MR Ross Kennedy PSM

Ms Deirdre O’Donnell PSM

Mr Kennedy will succeed Dr Bruce Cohen, who had advised the Minister for Consumer Affairs, Gaming and Liquor Regulation of his intention to vacate the position of Chair at the end of April.

his time as Chair of the VCGLR and look forward to working with the new Chair Mr Ross Kennedy PSM and Deputy Chair Ms Deiedre O’Donnell PSM in the minimisation of harm arising from the misuse and abuse of alcohol, and the continued development of a fair but competitive packaged liquor industry.

MGA Liquor wishes to thank Dr Bruce Cohen for the work he has done during

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LIQUOR NEWS

Around the World New liquor laws come into effect allowing barber shops and bookstores to sell alcohol A new law goes into effect – allowing a range of B.C, Canada, businesses to apply for a liquor licence. But that’s angered pub owners who say barber shops and bookstores will soon be cutting into their bottom line.

New liquor laws come into effect in May creating new opportunities for businesses across the province. The new laws will allow all kinds of businesses, from salons to bookstores, to apply for a liquor licence.

Hotels with a bar will also be allowed to serve guests a complimentary drink upon arrival and even permit them to carry that drink from the lobby to their room.

The only businesses that will be exempt from being able to apply are those who operate from a motor vehicle or those that target minors.

“One of government’s goals is to ensure that doing business in

B.C. is easy and exciting,” said Coralee Oakes, Minister of Small Business and Red Tape Reduction and Minister Responsible for the Liquor Distribution Branch, in a release last year. “Creating new liquor licence and permit options for businesses is part of our ongoing effort to remove operating obstacles for businesses, create ease of access for consumers, and still maintain B.C.’s health and safety standards.”

Just like bars and restaurants, businesses will have to go through the same licensing processes as other establishments, including that all staff serving liquor are ‘Serving-It-Right’ certified. The requirement that businesses applying for a liquor primary licence must also abide by their local government’s or First Nations’ liquor licensing criteria will remain unchanged.

The B.C. government opens the door for more businesses to serve alcohol. As Keith Baldrey reports that means your drinking options are being expanded well beyond bars and restaurants.

Hundreds of WWI liquor bottles found Hundreds of WWI liquor bottles were found near Ramle An, Israel after an unexpected discovery was made recently in an archaeological excavation conducted by the Israel Antiquities Authority in the vicinity of Ramla.

Together with flint tools that are 250,000 years old from the Middle Palaeolithic period, archaeologists were astounded to find a fascinating reminder from the First World War that included hundreds of liquor bottles that are 100 years old.

These were found where British soldiers were garrisoned during the war. According to Ron Toueg, excavation director on behalf of the Israel Antiquities Authority, “The written historical evidence regarding the soldiers’ activities in the British army in Israel usually consists of “dry” details, such as the number of soldiers, direction of attack, and the results of the battle.

The discovery of this site and the finds in it provided an opportunity for a glimpse of the unwritten part of history, and

June 2017 - Edition 4

reconstruct for the first time the everyday life and leisure of the soldiers. A building was exposed whose upper part was not preserved, which was apparently the foundations of a barracks.

A Scotch whisky bottle credit: Assaf Peretz This structure was used for agricultural purposes in the Ottoman period, and during WW1 the British converted it for military use and soldiers were housed in it. Inside the building dozens of uniform buttons, belt buckles, parts of riding equipment, and other artifacts were discovered.

The building that was discovered in the excavation was used by the British soldiers, and it is rare authentic evidence and the first of its kind of the day-to-day life of the expeditionary forces for a very brief period during the First World War”.

LIQUOR NEWS

35

Move over, Johnnie Walker: There’s a tussle at the top of the global booze business The company that makes China’s eye-wateringly strong Moutai drink is edging out Diageo (DEO), the owner of Johnnie Walker, as the world’s most valuable liquor firm.

The drinks maker turned its attention to a wider, younger consumer base rather than the government officials to whom it had traditionally appealed.

Kweichow Moutai, whose fiery signature product has an alcohol content of 53%, hit a market capitalization of $71.5 billion, pushing it past Diageo.

For the moment, that approach seems to be working. But Moutai has a huge dependency on the Chinese market, which accounts for 95% of its sales.

Based in the southwestern province of Guizhou, Moutai makes a high-end type of baijiu, a popular Chinese liquor distilled from sorghum and rice. The company’s stock has been on a tear this past year, soaring more than 50%.

It has made some efforts to expand outside of the country, but without much success.

Moutai has a storied place in Chinese culture and is considered the “drink of diplomacy.” It was used to toast President Richard Nixon on his landmark trip to China in 1972.

To this day, Moutai is considered the gift to give and the drink of choice to toast with on special occasions, especially big business deals. That’s made it a staple at lavish banquets, the very ones discouraged by Chinese President Xi Jinping’s anticorruption campaign.

Rein says there’s still potential at home, with more young people now able to afford the punchy price tag a 500 ml bottle (about one pint) can set you back as much as $580 and a slow but steady increase in luxury purchases.

Perhaps most important, Moutai’s brand is so strong in China, Rein says, that “they just don’t have any real competitors.”

As the campaign got under way in 2012, Moutai sales took an initial hit, but that didn’t last long.

“They got smart,” said Shaun Rein, the founder of China Market Research in Shanghai. Moutai cut prices to make its baijiu more affordable and broadened distribution to make it more accessible, according to Rein.

For more information contact your De Bortoli representative or visit debortoli.com.au

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LIQUOR NEWS

Urban hub stores designed to meet the needs of high density residential living With a vision to meet the needs of high density urban living, Con, Peter and Harry partnered together to develop a chain of high quality retail food and liquor stores that would meet the needs of consumers living in apartments within the major city’s newly developed residential zones.

Starting with stores in Docklands and Southwharf over five years they have grown the Urban Hub brand to nine stores in Melbourne and Brisbane.

How and when did you become involved in the retail market?

Approximately five (5) years ago I was looking with my two business partners, Peter Argyriou and Harry Mihailidis, ways of growing and expanding our first Urban Hub Food Store outlet. After much discussion, liquor retailing was settled on as a way to appeal to a broader cross section of consumer. With nine (9) outlets between Melbourne and Brisbane by this year (five involving liquor), we expect this to serve as a strong base for all stakeholders moving forward.

What was your vision for the business?

After pursuing a corporate career for 15 years, I became involved with Peter and Harry over ten years ago in hospitality ventures. Although our heritage is in hospitality (namely cafes), we saw terrific opportunities opening up over the coming 2-3 years with our model.

The Urban Hub model is based on owner/ partners managing the outlet, with a small team of people in the background

June 2017 - Edition 4

providing ongoing support. Usually our partners are people we have known and trusted, making it easier for all concerned.

The core of what we do at Urban Hub is to innovate, experiment and push our boundaries a little. Lots of patience, hard work and a bank balance also help!

Having a strong team of partners, staff and suppliers with the innovation mindset is the absolute key to maintaining our growth for years to come.

How do you see liquor retailing evolving in the future?

As retailers, there is a need to satisfy buyer demand with both physical and online offerings. Physical stores will certainly have their place in the customer decision making process for a long time to come, as there still is an enormous pool of customers that prefer to come in to touch, feel and smell our offering.

We all love the feeling of walking into a well designed and built store that displays product in a thoughtful and logical manner. Attentive staff, easy to understand promotions, ready to consume product all play a part as well.

I love being able to physically pick up an unknown bottle, read the label, read into the brand, its provenance, its history and so forth. It’s a tangible sense of romanticism that the online experience can’t provide.

How do you see the independent liquor retail sector, its strengths, and weaknesses and how do you see it evolving into the future?

I’m incredibly confident as to the future of independent liquor retailing. Australian consumers will always support the local independent in a good location, with a good selection and promotional program.

Independent liquor retailers are becoming more savvy and innovative with their product selections, layouts and offers.

Besides, most, if not all independent retailers that I know work incredibly long

hours, so we’re vested in our business performing well over the longer term.

Consumers are always looking for something new and exciting. The majors can’t and won’t offer this as their models are predicated on maintaining incremental growth, not exponential growth usually associated with cutting edge retailers.

On the flipside, some retailers are their own worst enemy, by not continuing to invest in their business via improved lighting, shelving, equipment and staff training. The major outlets do this consistently well.

With increasing numbers of innovative suppliers looking for a way to distribute their products (and can’t get into the majors), independent retailers will offer a natural choice for them.

Finally, joining industry bodies such as MGA Independent Retailers will be crucial in helping retailers to understand their markets and business better.

Independent retailers are by nature, time poor, hence having information delivered to you is invaluable. Your competitors are definitely involved.

How important is store branding to you, and what role should wholesalers play in the market?

Brand is important as it highlights to your customers who you are and what you stand for. Again, it depends on your strengths. If you’re a retailer that prefers a turn key solution, then wholesalers such as Australian Liquor Marketers can provide a solution. However, if you’re an adventurous type (like me) and feel you have a new brand to offer the market, go for it.

We all have ideas about what wholesalers should or shouldn’t be doing. They have evolved into offering greater products and services, providing a full solution to the independent retail industry. There will

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LIQUOR NEWS

always be debate if they’re over reaching.

The market will eventually sort itself out, if it’s functioning correctly.

What are your views on online shopping and its impact on traditional bricks and mortar stores?

Online liquor retailing is a healthy development, enabling retailers to connect with customers 24/7. It will continue to grow as the online experience improves and buyers feel more comfortable.

liquor retailers who are tightly regulated and better custodians.

For many of us, liquor is our only product on sale, not as part of a fuel sale. The consumers perception of liquor will change negatively if it is more freely available. I’d like to think that industry bodies that represent the independent liquor retailer are pushing our viewpoint.

The debate certainly needs to be balanced out with a strong voice from industry bodies that represent the independent liquor retailer.

How important is it to you to be a member of an employer organisation and what benefits does it offer?

Independent retailers are time poor and have a need for current industry news, trends and other relevant information.

Staying aware of latest employment, marketing, supplier and online matters does add value.

It’s natural that physical stores will continue to lose share as they are the dominant sales channel when compared to online. However, lots of buyers still prefer the physical experience and our job is to keep them interested and engaged.

Again, innovation is key here.

What is your view on government changes to liquor licensing and what impact does it have on our sector?

This is a very real threat. Ongoing lobbying of the state government as well as a concerted PR push by other potential players presents a situation where liquor retailing could be in the hands of less capable operators. Right now, we have an industry of responsible, independent

opportunities will always be available.

Governments at all levels are playing a fine line of maintaining tax revenue whilst being seen as responsible for the health of its citizens.

How do you view the relentless pressure by the health lobby groups on governments to have more restrictions on alcohol, advertising, availability and labelling?

Tighter regulation is something we have to live with. I’m a great believer in coming up with novel solutions, hence

If you had the ear of government what would be the one thing that you would have them do?

Understand the value the independent liquor retailer and the responsible place they have in a local community.

Seek balanced viewpoints from all independent liquor industry participants, not the noisy few.

Independent Liquor Retailers launches new price-led banner brand Independent Liquor Retailers (ILR) have announced the launch of Liquor Boss – a new banner brand set to lead with an aggressive pricing strategy.

ILR General Manager Corey Leeson said the launch of the new brand is part of a reinvigorated channel strategy. “We want to ensure we have a retail offer for all types of independent liquor businesses” he said. “Our strategic planning identified a gap in the market for an aggressive price strategy underpinned with strong range, service and everyday value attributes.”

The new brand has already been rolled out across three stores with plans for more and Leeson says the early feedback had been positive. “The branding for this banner is bold and striking – from signage to point of sale material and external marketing, this is a brand that is designed to cut through and the first of the new stores look great” he said.

The Liquor Boss strategy is driven by highly competitive specials and strong consumer marketing underpinned by value-driven branding and a flexible model that allows stores to still execute local initiatives.

Leeson says the new brand is well suited to energetic independent retailers that are looking to gain an edge. “This new banner will be underpinned by independent retailers that want to have market leading pricing to drive foot traffic” he said. “They will also be able to deliver on commitments to execution and ranging and in return we’ll be able to deliver strong buying power and increased rebates”.

Liquor Boss joins Local Liquor, Liquor & Co and Countrywide Liquor as ILR’s key banner brands. Source: Independent Liquor Retailers

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TRAINING LE

AB E L I N A V A JU

t s 1 2

INTRODUCING THE

NEW • The greatest Coca-Cola product advancement in 10 years • Targeting lapsing regular cola drinkers who aren’t switching to sugar free alternatives because of taste… until now!

• Rather than tell people how great it tastes, we will give away 1 MILLION samples.

• $6M launch spend will reach 95% of Australians Speak to your CCA Sales Representative on how your store can get involved!

250mL

600mL

June 2017 - Edition 4

1.25L

8 x 200mL

10 x 375mL

24 x 375mL

TRAINING

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TRAINING Employment law seminar On Tuesday the 23rd of May Legal and HR conducted a Master Class in Employment Law, it was held at the Kooyong Lawn Tennis Club in Melbourne.

This master class was a great success as it was fully booked, with 27 participants attending the class. Apart from the chance to network with fellow business owners and managers they also received valuable comprehensive information regarding several aspects of employment law. The topics covered included managing your employees, an overview

of employment laws in Australia, National Employment Standards, the award system as well as the General Retail Industry Award, Fair Work Act and lastly superannuation.

These master classes will be continuing throughout the year in different areas around Australia. Look out for the upcoming dates and if you are interested in attending contact us here at MGA Industry Training on 1800 888 479 or visit mga.asn.au/ma-training.

Employment Law Master Class at the Kooyong Lawn Tennis Club, Melbourne

Free tobacco training Tobacco training is required in some form for employees who are selling tobacco products. Whether it be before the commencement of working for the business or regular training every six months. MGA has an easy solution for your store to ensure that your staff are completing the training – available from our website you can now receive online tobacco training FREE for employees!

After completing the learning material, there is a short assessment to be taken –

after which, staff will be able to print out the acknowledgement form confirming that they have done the training.

Some of the topics covered in the tobacco retailer guide are: selling to minors, display requirements, packaging laws and general information all relevant to the selling of tobacco products.

To find out more visit: mga.asn.au/matraining or call MGA Industry Training on 1800 888 479.

Training in the use of equipment We need to remember that the need to train staff in all aspects of using equipment in the store no matter how basic the equipment is or how it is used. Recently a company was fined over $1,000,000 for the lack of training on how to use a safety step. Even though the name says what it is does not mean that correct training is required. The safety step is a basic piece of equipment that is used in many businesses throughout Australia. The assumption that no training is not required can result in a hefty fine as proven by the recent court case.

Any relevant equipment that is to be used by a staff member should be introduced in their induction process.

The staff member should be able to demonstrate competency in the use of the equipment prior to allowing the use in their job role. Training does have a cost, yes we know that, but not having training can be more costly for the business.

Ongoing training for the use of equipment is vital for businesses, to maintain a safe and healthy workplace. No employees should be put in a position where they may put themselves in danger because of the lack of training in the workplace. It is the responsibility of all managers and owners to ensure that employees are safe and well trained in the use of equipment that they use in their day to day routines. Do not assume that employees know how to use equipment, check before allowing them to use any equipment.

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INTRODUCING

OUR NEW

COURSE GUIDE

Practical

Interactive

Supportive

Log into mga.asn.au/ma-training to access your member discounts!

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2017

COURSE GUIDE

Practical.

Supportive.

Interactive.

1800 888 479 www.mga.asn.au

MGA Industry Training course guide MGA Independent Retailers is here to make your life easier! We are thrilled to announce that the training department has developed a course guide with new courses that are in line with the day to day running of your business.

Training is crucial for organisational development and success, it is beneficial to both employers and employees.

An employee will become more efficient and productive if he/she is trained well.

Some of the benefits are improved

morale, less accidents, less supervision required and increased productivity.

the employee satisfaction and retain their job.

Training is particularly important to new employees. When a business invests in the training and development of their employees it tends to generally give

Look out for your copy of the 2017 course guide. If you would like any more copies please contact the training department on 1800 888 476.

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TRAINING

NATIONAL ONLINE COURSES MGA delivers training and compliance solutions specific to the needs of independent retailers. We have a range of training and compliance solutions readily available for members. *Log in to our website with your member login to order your courses at these member prices.

Call us on 1800 888 479 if you need your log in details.

Responsible Service of Alcohol

X

This course deals with the skills and knowledge required to satisfy the requirements for responsible service of alcohol under state/territory legislation. All persons involved in the serving and sale of alcohol must complete this.

RSA – WA, QLD, SA, NT

RSA Refresher – ACT

RSA – ACT

RSA Face to Face – VIC

Duration: 3 hours Member Price: $45

Duration: 3-4 hours Member Price: $45

Food Safety Develop the knowledge and certification required to work in a food handling area.

BASIC FOOD HANDLING

FOOD SAFETY SUPERVISORS NSW

Duration: 20-30 minutes Member Price: $25

Duration: 4-8 hours Member Price: $150

FOOD SAFETY SUPERVISORS

FOOD SAFETY SUPERVISORS NSW REFRESHER

Duration: 4-8 hours Member Price: $105

June 2017 - Edition 4

Duration: 2-4 hours Member Price: $100

Duration: 1-2 hours Member Price: $30

Duration: 4 hours Member Price: $49/$75

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TRAINING

Customer Service Ensure your staff have the skills and knowledge to build relationships with your customers, suppliers, fellow team members and management.

CUSTOMER SERVICE BASIC

Duration: 20-30 minutes Member Price: FREE

CUSTOMER SERVICE ADVANCED Duration: 45 minutes Member Price: $20

Tobacco Training This course covers information on the legal obligations for the sale and service of tobacco, non-tobacco smoking products, smoking accessories, e-cigarettes and e-cigarette accessories in each respective state/ territory. Training ensures your staff comply with Tobacco Retailing Laws – protecting your business.

STATE BASED TRAINING Duration: 30 minutes Member price: FREE

Don’t forget to log in for your member discounts!

Visit www.mga.asn.au to see our range of training courses!

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