Restaurant Association THE Thymes - June 2013 by Nicola Waldren

ARBITRAGEUR WINE ROOM, WELLINGTON

JUNE 2013

Now Is The Time To

Prioritise Your Mobile Presence think your café is the best? now your marketing 06 needs to get social A recent survey highlights the way marketing has changed over the years and how mediums such as social media and website marketing are an essential component of your marketing strategy.

Nowadays, the mobile phone has become something of an extension of the human arm. Smartphone penetration is at an all time high with 60 per cent of Kiwis in possession of one. Research shows that 30.9 per cent have used a smartphone app to find information on a restaurant and 16.5 per cent have used an app to place a takeaway order. These numbers are still relatively low compared to global trends and this is in part due to the lack of New Zealand businesses prioritising their mobile presence.

ut before you rush out and invest in an app for your eatery, consider that only 21.7 per cent of respondents would definitely use a restaurant mobile app if the menu featured on it. Instead consider how your website appears when it’s accessed on a smartphone or a tablet device. Is it a miniature version of your actual website? If so, you’re totally stuck in early 2010. Responsive web design is the techy term for making sure your website is optimised for whatever platform it is accessed on.

Mobile matters…

medical certificates in review how to check a workers eligibility to work

Employers need to show they have taken reasonable precautions and exercised due diligence to check that a job applicant is entitled to work for them. Where can you check?

winners of the lewisham hospitality awards celebrate

Make sure your website is maximised for mobile, tablet AND website. Use location services like Google Places for Business. Google is still the portal that most sites get found through so use the tools they provide.. Prioritise what people are looking for when they are out and about. Phone numbers and directions should be prominent. Getting customers to order on their mobile the first time is key. When they have done it once you can work on building the habit. SOURCE, SOURCE, the 2013 Hospitality Report. The third edition of this comprehensive report will soon be available. Packed with vital information to help hospitality businesses understand the current hospitality environment, the report is available free of charge to Association members.

ceo update

November 2011

FROM THE CEO’s DESK THIS ISSUE OF THE THYMES THYMES IS FILLED WITH LOTS OF VITAL UPDATES FOR YOUR BUSINESS…

We have received a number of calls from our members about exorbitant rent increases recently. This is troubling as the environment is still challenging out there. Clyth MacLeod offers valuable insight into the most important part of any commercial relationship – the contract.

esketh Henry draws our attention to the recent Advertising Standards Authority Report which states the authority received 1076 complaints last year – fortyeight of which were related to food and beverage and forty-seven for liquor advertisements. Be sure to check out the detail, it is well worth being aware of these standards.

A review of the issuing of medical certificates is currently being conducted by the Medical Council. The review is the result of a number of complaints and calls from a number of business owners and Associations – yes we are one of them! Employers often know instinctively when an absence is not genuine but are often powerless to contest it when a medical certificate is produced. Rather than challenging a patient's honesty, doctors declare patients as sick. This means the employer has to lose a days work from the employee and pay a days wages in some cases. We will make a formal submission on this matter on behalf of our members and will soon send out a survey to you, to understand your challenges with this issue. Many of our industry awards are happening around the country at the moment. I was in recently in the Hawke’s Bay for their awards and what a great night that was! An excellent showcase of deserving winners that contribute to the passionate industry in the region. The Lewisham Awards were also a great night and again an excellent showcase of the talent in the Auckland region. The Rotorua Awards and the Wellington Capitals are up next so be sure to head along if you are in the area. The NZ Culinary Fare is fast approaching, so be sure to get involved this year. The benefits are immense. Here are five reasons why competitions are good for us:

It Promotes Growth Competitions are a chance to focus on your skills and prepare for the big event. You will learn new things about yourself and take away things to improve on. It’s only natural that when you compete with someone else you have to grow. It Challenges You To Be More Creative The great thing about competitions is that you have to be more innovative. You have to think outside the box and go after new options in order to get ahead. If everybody gave up their competitive spirit the world would be a very different place.

We Learn For someone to win, someone else has to lose, and that sucks. But if you look at it with the right attitude this is actually a positive. We all lose at things here and there, the ones who learn from their losses actually turn it into a positive. They learn from their mistakes and take it as a experience which they can use to grow and improve.

It Brings The Team Together Having a goal to focus on in the business and supporting a member of the team in their training has a great effect on the entire teams moral. Plus you have something to talk to your customers about.

Meet And Mingle With Other Industry Members The NZ Culinary Fare is great place to connect with others in the industry. Many longtime friendships have started at the Culinary Fare!

These are just a few of the reasons to be a part of this exciting event. For more information on entering contact the Association. Marisa Bidois marisa@restaurantnz.co.nz

proudly brought to you by Outdoor Concepts

THE THYMES JUNE 2013

ceo’s update

PRESIDENT’SVIEWPOINT

THE NATIONAL RESTAURANT RESTAURANT ASSOCIATION’S RESTAURANT, HOTEL–MOTEL SHOW WAS RECENTLY HELD FOR THE 94TH TIME IN CHICAGO. WITH OVER 2000 EXHIBITORS FROM 33 COUNTRIES AND 80,000 ATTENDEES THE 4 DAY EXTRAVAGANZA IS VERY WORTH WHILE ATTENDING. BY MIKE EGAN

he 70 free seminars presented by industry experts are also a highlight. This year topics included;

Top 10 Marketing Strategies for Restaurant Brands, How to Recruit, Educate, Hire, Motivate and Retain Today’s Young Adults, Web Warfare: Winning the Social Media Fight, A Conversation with Anthony Bourdain.

TOP TRENDS FROM THE SHOW:

Plates and serving ware in melamine;

Small in-bar custom beer brewing or distillery operations;

Energy and labour saving technology such as CVap ovens that utilise a temperature controlled evaporator to supply vapor, rather than steam, to avoid losing food moisture;

Allergen and gluten free foods;

Packaging for restaurant meals to take out or delivered curbside to your car were also in abundance;

There were 12 individual companies offering employee scheduling technology. However, when you realize that the restaurant industry is worth US$600billion and employs 12 million people you can certainly see why there are some niche products and services that are worthwhile developing.

Of course in a country where you can sue everyone food safety technology, systems and auditing is also a huge segment and the range of products and services were extensive.

If you had a spare US$150,000 there were custom fitted food trucks for sale as well as 45 companies all offering to provide mobile Apps for your restaurant. This Show can be overwhelming. My advice is wear comfortable shoes and go with an open mind. There are products and services that we are not aware of yet in the NZ hospitality scene but are at the leading edge of the restaurant industry and one or two good new ideas could really help your business. As for the local Chicago restaurant scene it is the same as everywhere, with great new and innovative places and very well established operators who are still leading the way after many years. Craft beers are bigger than ever and the main stream breweries are pretty well shut out of the bar and restaurant business except at the very low end. The product knowledge of the servers is outstanding and so is their professionalism and ability. I know you have heard it all before but the fact they are effectively receiving a 20% commission on sales seems to really focus them on assisting you as the customer to find the right food and beverage for your occasion. Once again travel highlights the fact that the hospitality industry is really a fraternity; when your server realizes that we are in the same business this is often then accompanied by an introduction to the owner or chef, or both! It’s the NRA Show’s 95th year next year so put $100 aside every week until then and mark it in your diary to attend next year. Your business will thank you for it.

p r o u d l y b r o ug h t to y o u b y S ta r l i n e president’s viewpoint

THE THYMES JUNE 2013

THE MARKETING MIX This year GrabOne hosted a survey for the Restaurant Association â&#x20AC;&#x201C; an opportunity for the Association to tap into their database of over one million consumers throughout New Zealand. The results of the survey highlight the way marketing has changed over the years and how mediums such as social media and website marketing are an essential component of your marketing strategy.

managing your business

November 2011

NOW YOUR MARKETING

NEEDS TO GET SOCIAL Social media is like breathing to your current and future customers - it’s natural, they do it every day and they’re good at it! 50.6 per cent of respondents have used Facebook to visit a restaurant’s fansite. What does this mean? If your restaurant doesn’t have an active and up to date Facebook page, then it might be time to make a change.

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Consider who is going to look after your social media sites. Doing social well takes considerable resource – it doesn’t just sit there and take care of itself. Keep your page up-to-date, post regularly, comment against posts and provide valuable content. Can you be where others aren’t? Consider using Twitter, Pinterest, Instagram and YouTube to profile your restaurant and its offerings. You’ll find plenty of opportunities for these social media channels to work across each other too – a quality YouTube video of your staff preparing one of your top selling dishes or performing the Macarena for a guest’s birthday celebration make excellent content for your Facebook page. Of course naked Macarena at the staff party is probably best left offline. Take quality (even professional) photos of your best dishes and share these on your social media sites. People LOVE photos of food – you’ll get likes, comments and shares. Share a copy of your most recent menu. Regularly tease daily specials. This works really well if you’re a café and have a new soup or pie offering each day. For example, let your customers know you’ll be sharing the dish of the day on your Facebook page – it’s a great way to entice your customers in store while giving them a regular reason to return to your page. Ensure your establishment’s information is always up to date. Make sure you include your website, opening hours, address and email on your Facebook page.

THE THYMES JUNE 2013

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Content is king. Encourage your customers to share their experience or “check in” to your establishment via social media. Build relationships with your suppliers - post images of new deliveries on Facebook and tag your suppliers if they’re playing in the same space. Example: “Check out this delicious new delivery of award-winning Lindis Pass Brie from Whitestone Cheese in Oamaru. The star of tonight’s cheeseboard.” Make sure you post a photo too. Never get upset (publically) if someone writes a disappointing review of your restaurant on your social media site. This is your opportunity to listen and to show the hundreds or thousands of other people who are fans of your restaurant how you deal with complaints. If you’re already rocking social, make sure you let your fans know there’s a deal on its way – or live now.

“ Conversations are

happening among your customers whether you like it or not. Social media lets you be part of

these conversations Campbell Brown, GrabOne Marketing Director

CONT INUED ON F OLLOWING PAGE

“

HOW TO MAKE SOCIAL MEDIA MEDIA YOUR FRIEND…

managing your business

November 2011

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BUSINESSES NEED TO BE ONLINE TO CONNECT... It used to be a listing in the Yellow Pages but these days an online presence is imperative for restaurants attracting new customers and serving existing ones. With 76.2 per cent of New Zealanders viewing restaurant menus online and an impressive 39.9 per cent making an actual reservation online, there is no excuse for a lack of world wide web presence. In a nutshell, if you’re not there, you’re missing out. And it’s not just fine dining restaurants that need to pay heed to this advice - 60.8 per cent of respondents have placed a takeaway order online. Customers are looking on your website for the basics menus, special offers, telephone numbers and directions. Simplicity and clarity win every time – make sure this information is easily accessible on your site. On the GrabOne discussion boards, merchants are regularly asked about dietary requirements, so if you offer gluten free or vegetarian options, make sure these are clearly marked.

WHAT MAKES A WINNING WEBSITE?

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An up-to-date, clear menu on your website wins hands down A gallery of some of your top dishes and a peek inside your restaurant Easy to find contact details, opening hours and directions A website that reflects the brand, look and feel, and potentially price range of the restaurant (for example – slick mood lighting shots are perfect if you’re a fine dining restaurant but if you’re a popular neighbourhood eatery make sure you capture a fun, community, family feel) Is your website mobile and tablet friendly? If it’s not, it should be. This is particularly frustrating for customers if they’re expected to download your menu via PDF on their phone. Read more in the ‘Mobile’ section.

marketing matters

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Menu Mate and Wizbang online provide booking platform integration into your point of sale and integration with third party sites where your customers hang out. There are now options to embed your booking tool into social media channels such as Facebook. Consider adding a mechanism on your website to allow your customers to order takeaways online – but make sure you tell your customers about this added service.

“ Your website is your silent

salesperson who is there day and night. Make sure it is performing like one.

“

The moral of the story? The more online visibility you have, the more opportunities your new and existing customers have to find you. Providing online options for reservations or ordering takeaways provides a great service to your customers, and the research shows they’re making use of them.

James Kemp, GrabOne Marketing Manager

LOOKING FOR ANSWERS? Marketing in your business is something that many put into the too hard basket but it is an integral part of the business. To assist members, we are starting up a new member service at the Association around marketing. Email your marketing questions through to info@restaurantnz.co.nz and we will consult with our expert and offer advice. Relevant questions and answers will be posted in THE Thymes and on our website.

THE THYMES JUNE 2013

managing your business

November 2011

ADVERTISING STANDARDS

COULD YOUR MARKETING GET YOU INTO HOT WATER WATER? As we all know, advertising is an excellent way to get yourself known in a market. However, there are some risks which is why taking care at the outset could help keep you out of hot water after your advertisement has aired. BY JULIKA WAHLMANN-SMITH, SOLICITOR, HESKETH HENRY

he recently released Advertising Standards Authority’s (ASA) annual report for 20121 highlights this point. The ASA received 1076 complaints during that period, mostly relating to misleading advertising and offensiveness and/or a lack of social responsibility. These included complaints about 47 advertisements for liquor and 48 for food and beverage last year. This year has already featured a few examples of advertisements in relation to the food industry coming under the ASA’s scrutiny. While attention-grabbing advertising can be very successful in gaining viewer engagement – it can also go too far as a fast food chain recently discovered. The advertisement in question shows (including close-up) two women wearing bikini type tops and cropped shorts competing against each other in a cook-off. While care had been taken in the placement of the advertisement (it was specifically played on an On-Demand website during shows suited to a mature audience) the ASA found that it used sexual appeal to sell an unrelated product and was not prepared with a due sense of social responsibility, thereby breaching ASA codes. It did however, in this context, fall short of being considered to cause widespread offence. Special offers continue to be commonplace in any form of advertising. It is imperative that what is described in the advertisement will in fact be provided. An example of this was seen in a recent ASA decision concerning a restaurant’s advertising of a TreatMe deal. The TreatMe deal was offered for a specific time frame but the restaurant intended to be closed during the last week or so of that time frame. Therefore, customers were not able to redeem the voucher during part of the stated period.

This was not made clear to consumers at the time of purchasing the deal and accordingly the ASA found the promotion was misleading.

ASA QUICK FACTS: The ASA is a self regulatory body that governs advertising

in New Zealand in all media. Members of the public can make complaints to the ASA

free of charge. The ASA enforces various codes of advertising, including

general codes, such as the Code of Ethics and more particular industry specific codes, including the Code for Advertising Food, Children’s Code for Advertising Food, and the Code for Advertising and Promotion of Alcohol. Each code sets out principles which advertisements must uphold. If the ASA determines a complaint about your

advertisement, not only will any decision be published, potentially resulting in bad publicity, but the ASA can also request that your advertisement be amended or withdrawn. There have also been quite a few cases where mainstream media have picked up and reported on ASA determinations. In addition to the ASA codes, there are other laws and regulations to take into consideration, including the Fair Trading Act 1986. ABOUT THE AUTHOR For further advice on this, or any other advertising or promotion issue, please contact Julika Wahlmann-Smith phone: (09) 375 8719 / email: julika.wahlmann-smith@heskethhenry.co.nz

This article has been prepared for information purposes only and is not intended to act as legal advice. 1

http://www.asa.co.nz/ar/ASA%20Annual%20Report%202012.pdf

member benefits ...don’t forget to support the people who support your Restaurant Association key partners...

MEMBERINITIATIVES GROWING BUSINESS THROUGH BENEFITS Possibly more than any other industry, the people who work in hospitality are following their passion. But following one’s passion doesn’t come with a rule book, and no one said it would be easy. Luckily, we can help support the business success you’ve dreamed of, through our Key Business Partner Benefits.

embership provides complementary business services, such as the free 24/7 Advice Line, heavily discounted professional development through seminars and webinars, business reports, resources, industry events and service discounts through participating Business Partners.

Hospitality Magazine’s Sue Fea talked with members of the scheme – hospitality operators from around the country, who speak about the benefits of membership through their own experiences. Restaurateurs know only too well you have to ride the tide through the good times and the bad – and having the right support around you is the key to success. Many Christchurch restaurateurs have just emerged from those bad times in the aftermath of the 2011 earthquake and say the support of the Restaurant Association has been vital. Cafe Valentino’s Michael Turner has been on both the receiving and the giving end of that support. A founding Christchurch branch member and former president and restaurateur in the city for 22 years, Turner is a strong advocate for good insurance documentation.

associate+ partners...

Association insurance broker partners Crombie Lockwood took care of him fully. “They did their job and paid up promptly, CAFÉ VALENT INO which opened up my options. I knew where I stood and could plan and move ahead.” While some insurers had not paid out, Turner had only heard good reports about Crombie Lockwood and his advice to newer operators is to ensure everything, is well documented. “Make sure you record everything you purchase and have lots of photos stored off site, whether it’s fire or earthquake, or any disaster. You have to prove you have those assets.” CONT INUED ON FOLLOWING PAGE

NEED MORE INFORMATION? Call the Restaurant Association on 0800 737 827 or go to www.restaurantnz.co.nz (member benefits) for more information. member initiatives

THE THYMES JUNE 2013

member F ROM PREVIOUS PAGE, Gro win g bu sin e ss th ro u gh be ne fit s

INTRODUCES THE CHEF’S HAT RANKING Cuisine magazine is introducing the renowned chef’s hat ranking, already used in Australia, for their awards this year.

op New Zealand restaurants will be reviewed anonymously a number of times and the country’s best restaurants will be revealed at an industry event, the Cuisine Good Food Awards, later in June. At the event, which was formerly call the Cuisine Restaurant of the Year awards, those restaurants that have been awarded one, two or three chefs’ hats will also be announced. Chef’s hats are highly coveted by restaurants in Australia and it is anticipated the industry and consumers alike will welcome the system here. “Using this international benchmark will help to further highlight our country’s finest restaurants and establish an Australasian industry standard,” says Cuisine editor Sarah Nicholson. In the judging process, restaurants can achieve a maximum of 20 points for aspects of food, service, wine and ambience, with hats awarded to those that score 15 and over. A three-hat restaurant will be the very pinnacle of dining experiences and it’s likely that few will achieve this ultimate accolade. “We will only be awarding hats to restaurants – which can include both fine -diners and more casual eateries – that achieve very high standards in food quality and service, to maintain the integrity of the system and standards already established,” says Nicholson.

THE THYMES JUNE 2013

Another long-serving Christchurch branch committee member, restaurateur Liz Barry, says the Association’s advisory services are excellent. She uses the employment agreements, agreements all vetted by Hesketh Henry. “It’s good, instant advice,” she says. Interpretation of legal contracts is another vital service offered that she, fortunately, hasn’t required yet.

She’s never looked back. “I was tired of doing it manually. Datacom are reasonable – their fees aren’t high and their customer support is really good.” Hunter sent her staff to the Association’s professional development courses. For $30 plus GST, they’re excellent value for money.

Business has been challenging since the quake and Barry says the Association’s moral support has been brilliant in trying times, with some customers more fragile and on edge because of the huge pressures they’re enduring. Restaurant Association business partner Office Max – her long-term Peterborough Street neighbour prior to the quake – has proved invaluable, sourcing supplies and equipment as she’s re-opened on other sites. Auckland restaurateur Gail Hunter, a single owner-operator in Papa’s Pizza, a busy Kingsland pizzeria and bar opposite Eden Park; says the Restaurant Association’s support has been “invaluable” in her eight years of business. She’s often rushed off her feet working 60 to 70 hours a week, overseeing 12 staff and the Association is like an extra cog in her business machine. “When you’re running a business on your own you’re often multi-tasking and have all your balls in the air at once. There’s just nobody to talk to.” If complicated issues arise, requiring quick action, Hunter always calls the Association for advice. “Recently I had to let one of my staff go. It was very hard and it was critical I worked through the right procedures. I’d ring them every day working through the issues.” Hunter says just having someone wise to bounce ideas off through the 24/7 Advice Line has been a tremendous support. Earlier this year, she sought payroll advice and is now using Datacom for her payroll system as part of the Restaurant Association’s business partner benefits scheme.

GARR THE FALLS RE Y BATES, STAURANT

Auckland’s Garry Bates, of The Falls Restaurant in Henderson, agrees the Association’s training seminars are first class. He’s sent staff and attended seminars himself led by business partner providers on everything from contract law to insurance. His Association business partnership with Nova Energy has saved him at least $300 a month in electricity and gas bills. Bates is full of praise for Nova Energy’s amazing personal service and he’s built up a great relationship with his local rep. Unlike previous gas suppliers, Nova installed a metre system so he only uses what he pays for. Gas bottles are filled on site and Nova staff also installed a regulator to ensure the gas flows freely. Tauranga restaurateur Patricia Annabell of Cheerywood Restaurant has partnered with Bidvest to receive generous discounts and the benefits of a rewards scheme, achieving big cost savings on her meat. Exclusive member deals with major suppliers like Coca Cola are also among the great “perks” members enjoy. And they wouldn’t be without their business partner discounts, covering everything from Telecom services and credit card fees – all a huge boost to the bottom line of their business.

member initiatives

CREATING A SYSTEM

FOR SUCCESS Since opening in 2010 Auckland restaurant, CafĂŠ Hanoi, has received critical acclaim including being named in both the Metro Magazine and Cuisine Top 50 Restaurants. What does it take to maintain the momentum after achieving initial success and keep the customers coming back?

international update

November 2011 S POTLIGHT ON

How did becoming an owner change your attitude towards staff and restaurant systems? Becoming an owner hasn't really changed my attitude, apart from the fact that now I possibly feel the responsibility of providing sufficient work for staff to feed themselves and their families more keenly than I did as a manager.

KRISHNA BOTICA OWNER PREGO & CAFÉ HANOI How long have you been at Prego? Did you always know that the hospitality industry was something you wanted to be involved with or was it a part time job until you found ‘proper’ employment? I have been at Prego since late 1990 with 2 1/2 years at SPQR and moonlighting at Metropole for 2 years in the mid 90's. Hospitality is in the blood and I have done it since I was 13 in some way, shape or form. I got really serious about it when I was in my 2nd year at Uni and realized that I got more out of that than I did from my studies.

How have you seen the industry change in the last 20 years? Do you feel that there is more support, opportunity and recognition for people entering the industry now? The last 20 years in the hospitality scene in Auckland has definitely seen a revolution in the professionalism required to be successful. We could get away with a lot more and still be busy 20 years ago. There are definitely more opportunities for staff entering the industry now as there are more paths, including university, apprenticeships and independent training schools and gateway programmes. Support-wise I think that many parents are still a little reluctant to accept their kids’ decision to pursue careers in our industry, but reality TV has helped that to some degree.

What is the biggest challenge for the industry? The biggest challenge is that competition is more fierce, customers more knowledgeable What was the attraction of opening Café Hanoi? and more travelled, and most recently, the Wasn’t one restaurant enough? arrival of the online reviewer has meant we The attraction for Cafe Hanoi was more about should all be on our toes more. working with Jason (van Dorsten) and my partner Tony (McGeorge). What do you see as the biggest/most common mistake people make when opening a Whilst I didn't want to leave Prego I wanted to restaurant? What is the best advice you could experience a startup and felt that the three of give to someone thinking of buying a restaurant? us had something a little different to offer the The biggest, most common, mistake is assuming that customers will return and give hospo scene in Auckland at the time. you another chance. There is too much You are passionate about implementing competition out there and if you don't review systems, training and getting the most from your service every night and try to eliminate staff. Was there a trigger that made you start common errors, consistency issues, poor taking staff management seriously? product, delayed service and meals, poor The trigger to focus on training was because music and/or lighting, then - even if you start of, not only my own experiences of being with a bang - word of mouth will travel fast. thrown in the deep end, but also the reading that I was doing in my early years as a If, within a few weeks, these areas are left manager. unaddressed and you do not acknowledge these adequacies with apologies to affected As a University student I had noticed the customers, they will not recommend your different responses that certain lecturers had establishment to their friends. Acknowledge, on me depending on the way they taught apologise and then fix (permanently where their style certainly affected my levels of you can so the same issue doesn't surface engagement. What I trained was influenced again). Be attentive to the productivity and by the book The E-myth by Michael Gerber. I efficiency issues within a new team as they will have bought and given away four copies and need practice to sort this out. Better to be I still recommend it as reading to people in overstaffed and let them work on systems and middle and upper management. speed in an organised fashion rather than have them stressed and chasing their tails The systems side of things had become right from the beginning. ingrained in me through Kelvin Gibson, owner of Prego, as he talked about them Buying a hospitality business??? Make sure constantly through my years in middle the team is behind you before you get started management at Prego. Without his influence I if you are keeping them on. They will be key wouldn't have made the connection between to the business’ continued success. systems and successful business. business initiatives

JASON VAN DORSTEN OWN OWNER & CHEF, CAFÉ HANOI What is the Vietnamese connection that inspired you to open Café Hanoi? I backpacked through Vietnam on a shoestring in 2005 and fell in love with the food and people. I’ve been back many times since. Has kitchen culture changed in the last 20 years? The last 20 years has seen a HUGE shift… you can’t (and don’t want to) emotionally and physically abuse people any more. Being a chef is now seen as a profession and in general chefs are a lot more professional in their staff management methods.

Have you deliberately upup-skilled in management i.e. undergone additional education, or is it something you’ve learnt as you went along? When you entered the industry was staff management part of the appeal? I have upskilled extensively, both in the work place and through professional development, and though management wasn’t why I got into the industry it’s an accepted part of moving up the ranks. What’s the biggest challenge of operating a busy kitchen? Consistency. What is the best thing about the New Zealand hospitality industry? Our suppliers care. What can New Zealanders learn from overseas operations/trends? Don’t be afraid to try something new …if it doesn’t work, try something else. How do feel about the popularity of shows like Masterchef? Has it changed the type of people that the industry attracts and have customer expectations changed? These shows have increased expectations somewhat, which is great. They have also increased the profile of being a chef, which is great too but it’s not why we do it. What advice do you have for chefs training or entering the industry? If the idea of working 70 hours per week doesn’t appeal then get out. There is a misleading romantic ideal of being a chef; it’s all bull, this is a very and often THEhard THYMES September 2012 un-rewarding job.

EMPLOYMENT

IN F OCUS

We examine some of the latest employment news, including medical certificates under review, how to check a workers eligibility to work for you, tattoo discrimination and unjustifiable dismissal...

FEATUREDPRODUCT FEATURED industry sales report

MEDICAL CERTIFICATES

JOB

UNDER EXAMINATION

Handbook

The Medical Council is undergoing a review of the standards for issuing medical certificates and is recommending that the process could be improved in a number of ways.

he Council is currently seeking feedback on the proposed key changes which include to:

Incorporate a new standard that requires doctors to ensure that certificates meet the standards outlined in any relevant legislation Shift the emphasis away from what information a doctor can’t include in a certificate, and instead put a greater focus on what they can and should include Make clear that if a patient is fit for some duties, then a medical certificate should outline what those duties are Include some advice for doctors on responding to requests for more information from employers and other agencies that receive medical certificates Include some advice for employers and other agencies that receive medical certificates on how to seek more information to help inform their decision Make clear that any fees charged for the completion of a certificate must not be excessive or exploitative

The Medical Council says that most of the complaints they receive on this subject come from employers who are concerned that a doctor has inappropriately issued a medical certificate to an employee. In reviewing the complaints received since November 2010 some strong themes emerged. In particular, each of these complaints included at least one of the following three allegations:

That a doctor issued a medical certificate without reasonable cause, and that an employer was therefore required to provide paid leave to a staff member who was fit for work.

14 THE THYMES JUNE 2013

That a doctor issued a retrospective certificate saying that a patient was unfit for work at some point in the past, even when the patient has recovered when seen and the doctor was therefore relying on patient comment rather than clinical observation. That a medical certificate did not contain sufficient information. This appeared to be particularly problematic when the diagnosis related to work-related stress.

Feedback to the Medical Council indicates some employers are frustrated that currently medical certificates do not consider alternative duties and this has been addressed in their proposed changes. The proposed practice, which successfully operates in the UK, will allow doctors to detail on medical certificates which tasks an employee may be able to perform (eg a worker with a broken ankle may still be able to complete tasks that don’t involve them being on their feet all day). A Treasury report estimates that lost productivity due to ill health of workers costs between $1.44 billion and $1.76 billion each year. While this review is unable to address all the complaints of employers, if it assists to alleviate some of their concerns and to clamp down on the small percentage of employees who misuse their sick leave entitlements, it will be well supported.

DESCRIPTIONS

The Restaurant Association have developed a Model Job Descriptions handbook for members. This provides a valuable resource for creating position descriptions to help businesses hire the most qualified applicants for their operation. The handbook includes job descriptions for 24 positions. Job descriptions are intended to help an employer determine whether a person is qualified to perform a job. This handbook provides generic position descriptions, which can be customised to reflect the specific tasks and responsibilities of your employees. We have identified the attributes, experience and competencies that could be associated with the various positions.

ORDER NOW… The Restaurant Association’s Model Job Descriptions handbook is available for just $12.27 (incl of GST and P&P) order online @ www.restaurantnz.co.nz or call 0800 737 827.

Help is never far away!

The Restaurant Association appreciates that hospitality is a 24/7 industry and as a result employment issues can occur at a variety of times. A reminder that we have a HELP DESK, capably managed in-house by CEO, Marisa Bidois and Kirstin Lethbridge, which is contactable Monday to Friday 8.00am-6.00pm on

0800 737 827 and outside these hours on 027-559 7777. The service is for members with urgent member initiatives employment problems.

employment matters

CHECKING AN ELIGIBILITY TO WORK The Association Help Desk continues to receive many enquiries regarding employee eligibility to work in New Zealand and employer obligations around employing foreign workers. The February 2013 issue of THE Thymes provides important information of the different visa categories, however, below we outline your obligations and ways to check a workers eligibility to work in New Zealand.

any hospitality business owners employ international staff who are in New Zealand on work visas. These workers have become a vital component of our industry as they fill a skill shortage need and often bring with them a wealth of experience and understanding of the industry, as well as fresh ideas. Overseas workers are responsible for ensuring they have a valid work permit, however, under the Immigration Act 2009, there are also strict responsibilities for employers. You must not employ, or continue to employ, a foreign national who is not entitled to work in New Zealand (or not entitled to work for you). This applies whether or not you knew that the person was not entitled to work. Employers will need to show they have taken reasonable precautions and exercised due diligence to check that job applicants are entitled to work for them.

The penalties for employers are fierce: The maximum penalty for employing a foreign national who is not entitled to work in New Zealand is a fine of $10,000. The maximum penalty for allowing or continuing to allow a foreign national to work while knowing that person is not entitled to work is a fine of $50,000. The maximum penalty for exploiting a foreign national who the employer has allowed to work while knowing that person was not entitled to work is imprisonment for seven years or a fine of $100,000, or both.

able to show you a print out of the letter received from the Department. Some foreign passport holders may have an endorsement in their foreign passport stating that they are a New Zealand citizen. Citizens of New Zealand (including the Cook Islands, Niue and Tokelau) and Australia do not need a work visa to legally work here. Residents of New Zealand and Australia do not need a work visa to legally work here.

VisaView To assist employers in determining whether a person is entitled to work in New Zealand, Immigration New Zealand also has a website, VisaView (www.immigration.govt.nz/visaview), which allows an employer to check a prospective employee’s entitlement to work in New Zealand for that employer. Express consent from the potential or current employee is not required. CONT INUED ON FOLLOWING PAGE

What should you do to check a person’s eligibility to work for you? Employers need to have robust systems for checking a prospective workers entitlement to work – and to keep good records of their checks. It is important that all checks are made pre-employment, not after you have made an offer of employment. Most foreign passport holders eligible to work in New Zealand will have a New Zealand residence class visa or New Zealand work visa label or stamp in their passport. Some people may have electronic visas and they will be employment matters

THE THYMES JUNE 2013

employment matters F ROM PREVIOUS PAGE,

VisaView is a free online service and employers simply have to register to use the service, then when making a visa enquiry they will need the: Family Name; and passport nationality; and passport number; and date of employment It is important to be confident that the person applying for the job is in fact the person you are doing the checks on. We suggest that you confirm the identity of someone face-to-face by using original photo identification. Many visas only allow a person to work for a specific employer in a specific location, or for a limited number of hours. If the person changes employer or location they must go through another immigration visa process to change their visa conditions. By checking VisaView the employer will be able to establish if a person is able

THE THYMES APRIL 2013

to work for them, view any conditions attached to the particular visa, and see the expiry date of the visa for the prospective employee.

What should you do if you find your employee is not (or no longer) eligible to work for you? Keep good records of visa expiry dates as this will save a lot of time and resource. Employers can check expiry information against the payroll and remind employees to apply for a new visa before their current one expires. You will be in breach of the Immigration Act if you employ a person who is not able to work in New Zealand, or for you. If you do discover that an employee is not eligible, or their visa has expired, their employment with you should stop. However, you canâ&#x20AC;&#x2122;t simply dismiss them on the spot. You should formally meet with the employee to discuss their immigration status and on-going employment. Explain your obligations and possible repercussions as an

employer and that without a valid visa you cannot continue to employ them. You may choose to assist the worker to apply for a further work visa. If they are going through this process they may be granted an interim visa that allows them to stay in New Zealand lawfully while their application is processed. They may be eligible to continue working on an interim visa if the job is in the same position, for the same employer and in the same location as their current visa. Immigration New Zealand will make a decision on whether to grant a person an interim visa close to the day their current visa expires and will inform them by email or letter. A person cannot apply for an interim visa and there is no guarantee that one will be granted. Interim visas are valid for a maximum of six months or until a decision is made on the personâ&#x20AC;&#x2122;s temporary visa application â&#x20AC;&#x201C; whichever is earlier.

employment matters

managing your business

November 2011

RENTS,

LANDLORDS

&LEASES

Nothing is certain but death and taxes… and rent if you own a café or restaurant. BY CLYTH MACLEOD

here are three critical factors that determine the financial success and survival of these types of businesses. These are cost of goods, wages, and rent. The owner has some control over the first two, but the rent is generally fixed for a period by a lease. Ideally, rent should be in the range of 6% to10% of the turnover. Every 1% above that comes directly out of your bottom line profit. Of course, if your rent is low as a percentage this improves your profitability. And if you increase your turnover the percentage drops.

Currently, we are hearing many stories of landlords asking for hefty increases in rent. We are also hearing stories of owners closing and walking away from exorbitant rents. When this happens everyone loses. The owner’s income disappears, the landlord’s rental income stops, and the staff are redundant. This is a lose-lose situation. Any new tenant will be wary and the previous one may face horrendous set-up costs if suitable premises can be found for re-location. It is in the landlord’s interest to have a stable, successful tenant paying the rent on time. It is in the tenant’s interest to have security of tenure at a reasonable market rental. Understandably the landlord wants to maximise his rental but not so much that he or she is left with empty premises. The business owner should expect to pay a fair rental.

customer focus

The lease agreement is critically important. The terms and conditions are as important as the rental. The tenant needs clarity as to what other occupancy costs are involved, how often the rent is to be renewed (and on what basis), what restrictions may impact a future sale, how many rights of renewal there are and what is the final expiration date. A demolition clause can more than halve the value of your business. At renewal and review times a tenant in good standing has some leverage. Most landlords would rather work with a known quantity than be at risk with a new and untried tenant, or have an empty building. A major problem with café and restaurant rentals is that their viability is dependent upon the turnover of the business. The rent of other businesses in the area may be dependent purely upon floor area. In negotiating a lease or renewal the business owner should start early, have a knowledge of market rents in the area and prevailing market rents for the hospitality sector, strive for a long-term lease (but short-term renewals) with clarity on rent increases, and no clauses that will limit the transferability of the business when your time comes to exit. And be friendly. Landlords and tenants really do have common interests!

THE THYMES APRIL 2013

LACK OF INVESTIGATION TRIGGERS

UNJUSTIFIABLE DISMISSAL

A Marlborough vineyard manager has been awarded almost $20,000 for unjustifiable dismissal in a recent determination of the Employment Relations Authority (ERA).

he dismissal resulted from an alleged series of incidents with another employee in which the manager had been accused of being abusive, intimidating and threatening. However, the key factors leading to the ERA’s decision to award in favour of the manager included the company’s failure to conduct a full investigation of the allegations, a failure to interview all the relevant witnesses of the events, and the fact that notes taken were a summary of the points discussed, rather than a verbatim record. The vineyard manager had been employed with the company for more than 10 years when a “final” incident occurred in February 2012 which resulted in the other employee making a formal complaint to her employer that she was feeling unsafe and harassed by her manager. In that incident it was alleged that the manager had confronted the other employee about a piece of equipment not being greased properly. When the employee tried to explain what had happened she alleged that the manager raised his voice and swore at her.

As a result of this incident and the employee’s complaint, the manager was advised in writing to attend a disciplinary meeting where five separate allegations (over a period of two years) with this employee were raised. The allegations were also summarised and provided to the manager with the invitation for him to attend the meeting. One of those five allegations, from around the end of 2011, highlights the differing interpretation of events by the employee and the accused manager. At this time the employee had approached the manager about pain in her leg. She was asked by the manager whether she needed to be replaced and when this statement was questioned, according to the employee the manager responded by saying, “We can’t keep f***in around like this. I have work to be done. It may be time to replace you…” The manager however denied this account of the conversation, saying that in fact he had taken a softlysoftly approach with the employee and shown concern for her wellbeing. He stated he most certainly would not have implied that she should be replaced.

18 THE THYMES JUNE 2013

While the company ultimately made a decision that the allegations had been upheld and subsequently dismissed the manager, the ERA found that one of the key failures in coming to that decision was that they did not interview all of the relevant witnesses to the events. In particular, at the Employment Relations Authority hearing the manager’s version of events was corroborated in several of the allegations by the vineyard’s assistant manager. The assistant manager had not been formally interviewed by the company and this was seen as a significant deficiency in their process. In addition the assistant manager had also appeared as a support representative for the manager in the disciplinary meeting held in February 2012, but had been prevented from providing her input at the meeting as it was deemed ‘inappropriate’. The accuracy of the notes taken when witnesses were interviewed, along with the notes from the February 2012 disciplinary meeting was also questioned. These were a summary, rather than a verbatim record of the discussions and as they were not returned for confirmation to the witnesses their interpretation of the discussions could be questioned. In addition, while an employer is required to put all concerns along with conclusions that may influence the outcome of the investigation to the accused, the company failed in this respect. In fact a statement by one of the vineyard’s other managers was central to the decision to dismiss the manager, yet this statement, nor the key points of the statement, were ever put to the manager. Finally, there was also some evidence that the company had predetermined the outcome of the disciplinary action it had undertaken. Some witness statements which were more favourable to the manager (including a comment from one witness that the employee that the manager had issues with “was difficult to work with”) appeared to have not been considered. It was these failures in respect of the Employment Relations Act that rendered the dismissal unjustified according to the Employment Relations Authority. As a result they awarded the dismissed manager $9685 for lost wages, $5100 for lost benefits and $5000 compensation.

employment matters

managing your business

November 2011

TATTOO REBUFF RE-IGNITES HUMAN RIGHTS DEBATE A debate over the violation of human rights has arisen recently after Air New Zealand's rejection of a prospective crew member because of the ta moko on her forearm became public.

ir New Zealand have borne a degree of criticism for the action but they have stood by their policy that all tattoos must be not be visible. This is apparently a standard policy for airlines as there are still many cultures around the world who find tattoos confrontational. The rejected worker has indicated that she will pursue this case through the Human Rights Commission, which brings to mind a similar case from 2011 in which a Restaurant Association member, the Spit Roast Catering Company, was taken to the Commission for asking an employee to cover up her tattoo before a large corporate function. The company argued that the employer's request that the tattoo be covered for work purposes was not discriminatory but was a means of achieving a legitimate objective relating to the appearance of staff. The company won the case and was awarded $15,000 costs. At many hospitality operations the tattoos of various staff are proudly on show. However, certain businesses have stricter rules around appearance, particularly tattoos and piercings, and if this is the case it is important that this is clearly outlined in the operationâ&#x20AC;&#x2122;s house rules or company policy handbook. Be clear about what is, and is not, acceptable and as with any company policy be consistent with the way you apply the rules. The Human Rights Act sets out the prohibited grounds of discrimination. These include sex, race, ethnic or national origins, age, sexual orientation and religious belief. However, they also include cultural and ethical beliefs, family status and employment status. The Act prevents an employer from refusing to employ someone, affording less favourable terms and conditions, terminating their employment, subjecting them to detriment, or requiring their retirement or resignation, on the basis of any of the prohibited grounds.

employment matters

THE THYMES JUNE 2013

HOW TO ADDRESS ADDICTION ISSUES Drug addiction ruins the lives of everyone it touches. Its not just the addicts who suffer; friends, family, coco-workers and employers often pay the price for an addicts behaviour. For employers, this price tag can be a hefty one, as a result of on the job injuries, lost productivity and absenteeism. BY TOM GARDINER

t is essential that employers understand the signs of addiction and make themselves aware of the degree of substance abuse among working adults, along with the costs incurred as a result of substance abuse.

According to statistics released by the Health Promotion Agency (formerly know as ALAC), over fifty per cent of New Zealand adults can be classified as ‘bingedrinkers’; eight per cent of New Zealanders have used three or more illegal drugs in the last year; and about fifteen per cent of New Zealanders are current cannabis users. Therefore, it is inevitable that in any organisation, regardless of size, there will be a proportion of individuals experiencing problem drinking and drug use, and they are just as likely to be in the boardroom as on the factory floor, in the office or the sales force.

What is ‘problem drinking & other drug use’ and what effect could it have in your workplace? Problem drinking and drug use, in terms of the workplace, is any drinking or other drug use that occurs, either inside or outside of working hours, which may cause impairment. For example, a worker who comes to work with a hangover is impaired. Problem drinking and other drug use creates a range of problems in the workplace. These have the potential to affect employers, employees, members of the public, customers and visitors.

Work colleagues of employees with alcohol and other drug problems face: increased risk of injury and dispute. increased workload and levels of distress. the possibility of needing to work harder, re-do work and/or cover for an impaired colleague. Employers are faced with: lateness and absenteeism. the potential for additional employee health costs. impaired workplace performance resulting from: – poor decision-making and concentration – reduced reaction times and efficiency – increased error rates – less than satisfactory business and customer relationships. It is clear that alcohol and other drug use can affect productivity and profitability, and that affected employees can be a danger to themselves and others.

What can you do?

The first step in addressing this potential problem in your workplace is to set up a drug and alcohol workplace policy. Seek advice from the Restaurant Association on implementing a policy or talk to new industry support group, The Front. A policy should be instigated with consultation with your employees. CONT INUED ON FOLLOWING PAGE

Employees with alcohol and other drug problems face: a higher chance of injuring themselves on the job. a higher chance of losing or resigning their job.

20 THE THYMES JUNE 2013

member initiatives

F ROM PREVIOUS PAGE

need help? call us on 0800 737 827

If someone in your establishment has a problem talk to them and let them know you are there to help. Help minimise the risk for employees who might be in recovery. Educate your staff about the danger of drug and alcohol misuse. For larger organisations, set up an employee assistance programme. Don’t write the employee off, with your assistance you may be able to help them into recovery.

People In Recovery One of the stressful events that people in recovery will face is a job interview. A common dilemma that people face when applying for a new job is whether or not they should admit to their previous problems with addiction. There is no easy solution to this dilemma. The Twelve Step programme recommends rigorous honesty, which would suggest that it is best to be open about the former addiction. On the other hand, volunteering such information can pose career risks. Even if the employee is offered the job, a history of addiction could affect future relationships. The decision to tell, or not, is a personal one that each individual in recovery will need to make for themselves. It is worth keeping in mind that once the information has been revealed it cannot be taken back. If you offer a job to someone in recovery then offer them assistance too. Ask questions like: “What can I do to help?” “What do you feel comfortable with?” It’s not easy for someone in recovery to come back into the hospitality industry. But nine times out of ten they just want to get their life back to normal. It’s important that you are open and honest with them. Ask them about their past and perhaps seek their assistance; they could help you to implement a workplace policy or involve them in setting up an EAP in your work place. Remember, they know. They have been president’s viewpoint there.

November 2011

SALE OF LIQUOR CHANGES

START TO ROLL OUT

We’d like to remind members that 18 June marks one of the key dates for the industry as the changes brought about by the Sale and Supply of Alcohol Act start to come into force.

n this date two important parts of the Act come into force; the new criteria for assessing applications and new transitional provisions.

Under section 106, decision-makers must have regard to the following matters when considering amenity and good order: - noise levels -

levels of nuisance and vandalism

THE NEW CRITERIA

There are three new additional criteria that will apply from 18 June: - design and layout of the premises

amenity and good order

the number of premises for which the same kind of licences are already held the purposes for which land near the premises concerned is used the purposes for which those premises

the object of the Act

The changes raise such questions as: what information is available to help assess the impact of a licensed premises on the amenity and good order of an area; how will design and layout be assessed; and what information will applicants need to provide in order to allow their application to be assessed against the new criteria. A relevant Local Alcohol Policy is also a new criteria for assessing applications, but these cannot come into force until 18 January 2013 at the earliest. Design and layout Design and layout can help reduce alcoholrelated harm occurring within licensed premises. For example, bar layout, seating, sound, lighting, access and a host of other design elements can be used to improve security, reduce tension and improve the atmosphere in licensed areas. The new criterion of design and layout aligns with concepts contained in Crime prevention through environmental design (CPTED). Guidelines on CPTED can be obtained from the Restaurant Association. Amenity and Good Order Section 5 of the new Sale and Supply of Alcohol Act defines amenity and good order as the extent to which, and ways in which, the locality in which a premises are situated is pleasant and agreeable.

will be used if the licence is issued. Ultimately the interpretation of amenity and good order will be established through New Zealand case law. Object of the Act The object of the new Act is that (a) the sale, supply, and consumption of alcohol should be undertaken safely and responsibly; and (b) the harm caused by the excessive or inappropriate consumption of alcohol should be minimised This object is different from the old Sale of Liquor Act 1989. The focus is on minimisation of alcohol-related harm, and DLAs and ARLA must have regard to this when deciding to issue or renew a licence.

NEW TRANSITIONAL ARRANGEMENTS ARRANGEMENTS For uncontested licence applications filed on or after 18 June 2013, DLAs will have to consider the likelihood that the licence would be issued or renewed under the new Act - despite being eligible under the old Act. If the application is unlikely to be eligible under the new Act, the DLA (or ARLA in the case of opposed applications) can grant or renew the licence but for a period ending no later than 18 December 2014. This is to allow time for affected businesses to sell off stock or change their business model so it meets the requirements of the new Act. THE THYMES JUNE 2013

The Restaurant Association is proud to bring you the 21st annual New Zealand Culinary Fare. Over three days in August the hospitality sector’s best and brightest will battle it out in the heat and steam of twenty four kitchens at this event. Twenty–one years of culinary competition is certainly a milestone! To keep things fresh, build on the success of the past 20 years and broaden the event’s appeal, we have made a number of changes and revitalised a number of the competitions. Some new additions to the event include a trade exhibition area situated within the action of the Culinary Fare, a masterclass timetable, a bigger emphasis on the daily prize giving’s and more branding and exposure opportunities for our sponsors. The Culinary Fare is the largest culinary competition in the Southern Hemisphere, playing host to more than 600 competitors across 55 classes and 6,000 visitors. It’s the biggest event of its kind in New Zealand and attracts competitors from all over the country, and overseas. It’s a chance for students and industry professionals to test their skills, compete for national titles and be judged by some of the best in the business. There’ll be plenty for people to see and do. The atmosphere will be electric. The heat will (literally) be on for competitors as they race against the clock to complete their tasks.

ppl

ies

For more information contact Emily Harrison at the Restaurant Association on 0800 737 827 or go to www.restaurantnz.co.nz

SOUTHERN HOS

P I TA L I T Y

Entries are now open so check out the competition schedule enclosed with this issue of THE thymes and be sure to get you entry in early so you don’t miss out on your opportunity to compete on a national stage.

LTD

For all your h

osp

y alit

uip

These are the businesses that support our event…. PREMIER SPONSOR

PREMIER SPONSOR

BOOKREVIEW BOOK

THE EVER-CHANGING WORLD

OF FOOD & DRINK These are interesting times in the highhigh-end food and drink world. Anthony Bourdain spoke recently at the National Restaurant Association Show in Chicago and elaborated on just how much the restaurant industry has changed.

estaurants and chefs now pride themselves on bringing history and the story behind the dishes, what certain ingredients meant to people during historic times, to the table. Food has become an experience of time and travel, as much as a means to fuelling up. In a recent interview with Executive Producer of Check, Please!, David Manilow, David noted that being at a restaurant, and snapping a few photos of the food, is how people want to see and be seen. In Bourdain's National Restaurant Association speech he concurred, stating that being the first of your friends to find the best off-the-beaten-path joint is now a sign of status. In other words, being a foodie brings certain street cred. What you eat is also a statement about who you are. Buying organic is a position that people are ready to take arms over. All of this and more is true in the libations arena, as well. One need only walk into DAVIDsTEA to understand. People gather for a whole new community and experience around tea. There are tea guides at every store who can walk you through the process of finding the right tea smell and taste for you and how you feel. Much like finding the right belt, pumps or perfume, tea is now something that one can use to accessorize their lifestyle, and DAVIDsTEA even puts out collections of tea by the season, along similar lines of haute-couture. Co-founder of DAVIDsTEA, David Segal, says he knew that this new chain of tea stores would be successful from the first day. “People were engaged and interactive with the teas, which they experience as an expression of themselves, a journey."

The desire for a unique experience and expression through food and drink has become pervasive. If you really want to see foodies gather in status libations heaven, a visit to Chicago's recent James Beard Award winning mixed drink spot, The Aviary, is a must... if you can get in. After the National Restaurant Association show, The Aviary hosted a party, sponsored by Groupon's new restaurant focused products, Breadcrumb and Reserve, touting drinks like a Rooibos (Cointreau, lemon, brandy) and small bites like the dreamy Potato Custard. To be sure, the place was a-flash with a good portion of the guests sending off photos to friends near and far of the private experience, special drinks and fashionista like nibblets. These are interesting times. These are exciting times. More and more, rich history and family stories are being brought forward to the table by soulful chefs, entertaining magical spices, flavours and teas from around the globe. In a world where we are often more and more disconnected from each other and ourselves, it is reassuring to see chefs create with a sense of purpose, using themes from their personal past or a certain flavour from an historic period. As Bourdain intimated in his speech, if you are a chef and you can't cook better than any Italian Grandma in Italy, what are you doing? Cooking and concocting, as well as being the hippest trend, also has meaning again. It is now cultural communication: it is intimate, it is personal. When asked if we have peaked on the foodie scale, Manilow was enthusiastic. "We are in the golden era." And it's just the beginning.

SOURCED FROM HUFFINGTON POST, BY ELYSABETH ALFANO

24 THE THYMES JUNE 2013

“Restaurant Dealmaker – an Insider’s Trade Secrets for Buying a Restaurant, Bar or Club” by Steve Zimmerman Recently published, this book will be an invaluable resource for any restaurant owner, seller, or buyer. It c o mp r ehensiv ely c o v er s t he purchasing, operating, selling and valuation of restaurants. Author Steve Zimmerman is uniquely qualified to guide us. He grew up in the industry, washing pots from the age of 8 to President of the family chain in San Francisco. He stepped down to focus on property investment and then became a business broker. His firm Restaurant Realty Company is now California’s largest restaurant brokerage. His background and experience has resulted in a guide that is both practical and professional. In 10 readable chapters he covers buyer motivations, business planning, financing, success factors, valuation, site selection, leases, the sales process, due diligence, and the importance of working with an experienced business broker. While there are some differences in legislation and documentation between the USA and New Zealand the sales process and business operation are remarkably similar. We talk the same language. It should be required reading for a potential new entrant to the industry – and the seasoned pro will enjoy dipping into it too. Highly member initiatives recommended. | CLYTH MACLEOD |

june-august, 2013

JUNE

Restaurant Association professional development “Wine 101”, presented by Margaret Main & Nigel Fannin @ taste

Bidvest Food Show, Wellington

Restaurant Association regional CANTERBURY update @ Café Valentino

Bidvest Food Show, Nelson

Bidvest Food Show, Greymouth

www.restaurantnz.co.nz

www.bidvestfoodshows.co.nz

www.restaurantnz.co.nz

www.bidvestfoodshows.co.nz

-30 Queenstown Winter Festival

Rotorua Hospitality Awards

Restaurant Association national webinar, Good Sales, Good Profit, Happy Customers,

-29 Waikato Culinary Fare @ Wintec

www.winterfestival.co.nz

www.restaurantnz.co.nz

www.waikatofare.co.nz

presented by Mark Collins

-30 Auckland Regional Culinary Fare @ AUT

Wellington Capital Awards

www.restaurantnz.co.nz

www.capitalawards.co.nz

Restaurant Association Auckland Visiting Hour

Official launch of the 2013 Hospitality Report

Bidvest Food Show, Whangarei

Bidvest Food Show, Auckland

www.restaurantnz.co.nz

www.bidvestfoodshows.co.nz

End of school Term 2

Bastille Day

- November 06 New Zealand International Film Festival, venues around the country

JULY

01 -31 August Monteiths Beer & Wild Food Challenge

www.monteiths.co.nz

www.nzff.co.nz

-28 NZ Chefs Association annual conference, Christchuch

Start of school Term 3

AUGUST

www.nzchefs.org.nz

-31 Auckland Restaurant Month

-04 The Food Show, Auckland

www.biglittlecity.co.nz

www.foodshow.co.nz

Selaks New Zealand Roats Day

-10 Beervana, Wellington

-25 Visa Wellington on a Plate

-20 NZ Culinary Fare, ASB Showgrounds, Auckland

www.selaksnzroastday.co.nz

www.beervana.co.nz

www.wellingtononaplate.co.nz

www.restaurantnz.co.nz

events— events— international & national

THE THYMES JUNE 2013

TRAINING

& DEVELOPMENT The benefits of having an apprentice just got better, with Government incentives on offer. Have you considered getting an apprentice? We look at their training expectations and also offer suggestions for professional development for your other staff...

managing your business

November 2011

APPRENTICES

‘ON SPECIAL’ NOW The Government has announced increased funding for apprenticeships, which will benefit businesses interested in taking on apprentices. In March, the "Apprenticeship ReRe-boot" programme was launched, to increase the profile and understanding of apprenticeships and opportunities for careers in trades. Financial incentives for employers and apprentices are on offer. his focuses on a 'sign-up incentive', where the Government will provide the first 10,000 new apprentices who enrolled on and after 6 March and from now on, with $1,000 towards the cost of necessary tools/materials and any off-job course costs. Their employer will also receive $1,000.

street’: you get a committed apprentice who gains recognised national qualifications, while helping you to grow your business. You can transfer some of your vital experience and well-honed skills to the next generation of chefs and front of house professionals. Think of it as a pay-back and an investment.

So, why not take up this offer to help help fund the cost of an apprentice?

And you’ll have the support of a Modern Apprenticeship Co-ordinator who will help set up the training plan with you and make regular visits to see how your apprentice is progressing.

Recognise the young talent you already have working for you and encourage them to take up an apprenticeship while this special offer is still available. ServiceIQ – the new industry training organisation that the Hospitality Standards Institute (HSI) has merged into – is arranging this funding for employers and apprentices who meet the criteria. For apprentices, the key criteria for receiving the $1,000 is that they must have signed a new industry training agreement starting on or after 6 March this year and have been actively training for at least 90 days. They need to already be a Modern Apprentice enrolled in a programme of study at Levels 3 or 4 on the NZQF (for 2013 only), or keen to sign up very soon; not be in employment subsidised by a Ministry of Social Development (MSD) wage subsidy or other government funding; and lastly, have not already received, or have applied for, other government funding for tools and equipment. For employers it is that they are employing an apprentice/ trainee that is eligible for the Re-Boot subsidy; and that they are not receiving a MSD wage subsidy, or other government funding, for the eligible apprentice/trainee.

What else is in it for me and my business to take on an apprentice? Offering an apprenticeship makes a clear statement by your business that you believe in training, investing in the skills and expertise of your workplace. It’s a ‘two-way

training update

What’s the structure of a Modern Apprenticeship programme? Currently, the New Zealand Modern Apprenticeship programme is for 16-21 year olds, although it will be opened up next year, as one positive result of the recent government review of industry training. The ServiceIQ Modern Apprenticeship in Cookery is a programme in two ‘bites’, each an 18-month ‘mouthful’. The first 18 months is a combination of on-job training and several short yet information-packed workshops held at various locations - resulting in the successful apprentice gaining a National Certificate in Basic Cookery, Level 3. Then the new graduate may go on to the next level, another 18 months; this time all the training is on the job with the end goal a National Certificate in Professional Cookery, at Level 4.

I’m in, I’ll take on an apprentice, how do I sign up? Contact ServiceIQ Apprenticeship Coordinator Michelle Brewer (e: apprenticeships@ServiceIQ.org.nz p: (09) 337 7540) or the Restaurant Association’s Apprentice Manager Martin Harrap (e: martin@restaurantnz.co.nz p: 09) 632 1408) to talk about how you can take advantage of this new funding for taking on an apprentice. There is still time to sign up an apprentice and apply for this Apprenticeship Re-boot, but you’ll need to get your skates on.

WEBINAR

EMPLOYEES HAVE

EXPECTATIONS TOO When coming into a new role, all employees bring their own expectations of how they should be treated and what will happen in their new workplace. Apprentices in particular have important expectations around the training they will be getting on the job. When Marianna Brown started her apprenticeship, she had some expectations about the learning and working environment she would be spending her time in. As a young person coming into the workforce, she wanted to make sure she would be treated with respect by her employer, managers and colleagues. “When I came into my apprenticeship, I wanted to make sure I would always be in a safe and professional environment, which provides support for younger staff,” Marianna says. Creating a safe and respectful workplace makes for a positive learning environment, something particularly important to apprentices who are consistently learning on the job. Because training is a big part of an apprentice’s daily life, apprentices need to know that they will be getting the training they need to succeed. Apprentices are learning from a grass roots level and so a supportive environment is crucial to helping them get the most out of their apprenticeship.

“I want to feel encouraged in my work, not put down,” Marianna continues. “I think it’s important to be given opportunities, and encouraged to move forward and challenge yourself.” It’s also really important for apprentices to have someone in the workplace that they can look up to, Marianna says. “We can read about industry leaders in magazines, but it means so much more to have someone that you can aspire to be like… someone to look up to, a positive role model.” Studies have shown that having a mentoring system has many positive results. Mentoring can cultivate a stronger learning culture, it can improve the rate of qualification completions and improve staff loyalty and retention.* We encourage all employees to talk to their employers about what expectations they have so that everyone is on the same page. *Information sourced from the study Mentoring Tips for Trainers and Salon Owners, prepared for HITO by Dr. Chris Holland from Work & Education.

GOOD SALES,

GOOD PROFIT, HAPPY CUSTOMERS... presented by Mark Collins, Food Service & Hospitality

egister for this webinar and you will be sent a tool to assess the health of your business. This document alone can help to identify areas that may not be getting the attention that they need to for your business to perform at its best. The first step in developing your strategy is to analyse your financials, communication, staff, customer base and existing contractual agreements Mark Collins has been acting in a mentoring role and providing direction for some on NZ’s largest hospitality businesses. Re-ignite your passion for what you do every day and get practical advice on tools and assessments that can increase your bottom line. This is another instalment in our 2013 live webinar series! This means that all members, no matter your location, will be able to benefit from the valuable learning gained from this seminar. All you need is a computer! SUITED TO Owners & Managers

REGISTER TODAY email jo@tastenz.co.nz DATE: Tuesday 25th June TIME: 10.00am – 12.00pm PRICE: $25+GST (Restaurant Association members) Any queries contact: jo@tastenz.co.nz or ph: 09 632 1404

THE THYMES JUNE 2013

customer focus

new members

November 2011

we would like to welcome the following new members of the restaurant association who have recently joined us:

congratulations... you have joined the only organisation that exclusively assists you to safeguard the viability of your café or restaurant. We will help guide you through the regulatory minefield that exists in today’s business environment. You have joined 1700 of New Zealand’s most dynamic and profitable hospitality businesses. Bazza's Steakhouse, Pukekohe

Paper Road Vineyard, Masterton

Burger Fuel - Mt Roskill, Auckland

Peppercorn Café, Hamilton

Cobb Group Ltd, Tauranga

Pita Pit Cameron Road, Tauranga

Cullens Restaurant, Hamilton

Pita Pit Petone, Wellington

Elizabeth Cafe and Larder, Tauranga

Pita Pit Remarkables, Queenstown

Grange Road Café, Tauranga

Prego Mediterranean Foods, Nelson

Habitual Fix Lunn Avenue, Auckland

Pulp Café, Christchurch

I Love Home Cooking Ltd, Timaru

Robert Harris Cafe Tokoroa

Java Jungle Café, Auckland

Scratch Bakery, Auckland

Jones the Grocer – Viaduct, Auckland

Sierra Cafe Ellerslie, Auckland

Katsubi - St Lukes, Auckland

St Heliers Bay Bistro, Auckland

KFC Ashburton, Ashburton

The Coffee Club Avondale, Auckland

Kreem Cafe Manukau, Auckland

Two Fifteen, Auckland

Mae Nam Kong, Auckland

Valentines Mt Eden, Auckland

Mozaik Centre Place, Hamilton

Vista Café, Wellington

Mozaik Kingsland, Auckland

Yalis Trading Ltd, Palmerston North

Mr India, Auckland Nuffield Street Café, Auckland Ortolana, Auckland

AND these supplier members supporting the industry… (go to www.restaurantnz.co.nz and click on ‘partners’ & ‘industry guide’ for contact information on a range of industry suppliers of good and services)

Be Your Best Ltd, Auckland w: www.claireturnbull.co.nz

Interested In Advertising In The Thymes? The next issue of The Thymes is 22nd July, 2013. To find out more about advertising options, upcoming dates and advertising prices, or to book in for the July issue (the deadline for advertising material is 15th July, 2013) please contact the Association on 0800 737 827 or email: nicola@restaurantnz.co.nz

REGIONAL UPDATES It’s awards season!

ROTORUA

REGIONAL ROUNDUPâ&#x20AC;Ś

November 2011

kia ora from

rotorua

ia ora from Rotorua. We had a great media launch recently to announce the finalists of the 2013 Rotorua Hospitality Awards.

Initiated by the Restaurant Association along with foundation sponsor Gilmours Rotorua, we are so lucky that the awards have gathered wide ranging support in the Rotorua area and throughout the country in the way of category sponsors and product contributors.

Naku noa. Sharon Wallace Rotorua Branch President Waiariki Institute of Technology e: Sharon.Wallace@waiariki.ac.nz

m: (027) 233 4146

AT THE ROTORUA HOSPITALITY AWARDS MEDIA LAUNCH left to right: Kent Breeze GM Holiday Inn; Bruce Thomasen GM Skyline Rotorua; Jill Wilkinson-Fuller, Business Development Manager Holiday Inn; David Blackmore, Marketing Manager, Skyline Rotorua; Mike Garner, Service IQ.

THE ROTORUA HOSPITALITY AWARDS 2013 FINALISTS ARE: More FM Outstanding Bar Brew Bar Pig & Whistle Lava Bar

The Awards celebrate every aspect of the industry from chefs to front of house, bartenders, restaurateurs and suppliers.

Restaurant Association Outstanding Barista Vanessa Dunn, Green Bean Cafe Cherrise Karaitiana, Abracadabra Simon Kerr, Zippys

With a wide range of nominations received over the 13 categories, the calibre of talent was evident. At a night of glitz and glamour these finalists will be honoured for their outstanding commitment to this exciting and vibrant industry.

Beam Global Outstanding Bartender Harpeta Manley, Royale Lounge Jonathan Dalby, Brew Bar Malakai Waqanimaravu, Mala the Mixologist

I encourage all those in industry to cast your vote at www.restaurantnz.co.nzâ&#x20AC;&#x201D;be quick as voting closes on Thursday 13th June at 4.00pm. The winners will be revealed at the awards evening at Skyline Rotorua on Sunday 23 June. Tickets are now available online from www.restaurantnz.co.nz or contact Event Manager Vanessa Wallace at vanessa.wallace@peppers.co.nz. Tickets are $95 per person and include a 3-Course Dinner with complimentary beverage and live entertainment.

THE THYMES JUNE 2013

Heinz Watties Outstanding Cafe Lime Caffeteria Picnic Cafe Zippys Cafe Skyline Outstanding Caterer Eurest The Catering Company The Blue Baths Unilever Food Solutions Emerging Chef Kane Peni, Skyline Rotorua Hugh Collier-Baker, Rydges Brian Tai Ngahue, Urbano Barkers Outstanding Chef Craig Martin, Peppers on the Point Kris Beehre, Ambrosia Timo Dicker, The Blue Baths

Menumate Outstanding Hotel Restaurant Chapmans, Holiday Inn Nikau, Millennium Regent of Rotorua Service IQ Outstanding Maori Cultural Dining Experience Mitai Maori Village Te Puia Tamaki Maori Village Peppers on the Point Outstanding Supplier Bidvest Fenton Quality Produce Gilmours APRA and PPNZ Outstanding Restaurant Ambrosia Urbano Bistro Skyline Rotorua Restaurant Association Outstanding Takeaway Indian Star Oppies Pizza Library Waiariki Institute of Technology Outstanding Waiter Rob Scowen, Triple One 5 Nitin Brijwal, Skyline Robert Stent, Solace

regional round up

REGIONAL ROUNDUP… … HAWKE’S BAY

September 2011

news from

wine country

...and the winners are...

he Hawke’s Bay hospitality industry has recently had their 6th annual local awards and it was a well earned celebration that brought over 330 people together for a sensational night. The evening is about the industry awarding their peers in different categories, but it is also just as much about getting together to celebrate our industry as a whole, and build a sense of community. This year the nomination and voting criteria was slightly different from previous years, with businesses and candidates unable to nominate or vote for themselves at any stage (previously you could vote for yourself in two categories). This new change was extremely well received and many felt it added even more value to the winning.

The evening started with 42Below cocktails at Napier’s Municipal Theatre before the awards began. As soon as the crowd moved into the theatre it was obvious everyone was there for a celebration – with some fairly excited revilement throughout the awards. It was brilliant to hear everyone getting behind each finalist. And unlike some years, every winner showed their genuine excitement at being named the winner. The significance of winning an award has grown every year. Following the ceremony buses took guests out to the sea in Ahuriri for a good old fashioned party at East Pier. Everyone was treated to the highest quality wines donated by many of the local wineries, an array of beers, and an abundance of food put on by Dave and his team. The success of these awards comes down to the fantastic organisation from Food Hawke’s Bay – headed by Vicky Rope

(who for many years called the Restaurant Association her employer and recently promoted into the role of Manager of Food Hawke’s Bay). Vicky drums up financial support from sponsors, which becomes a harder and harder exercise every year, rallies her organising committee and collates the nominations and voting process to ensure it is a totally unbiased, transparent and credible process, and of course organises the awards and party. Personally I would like to thank Vicky and her predecessor Jane Libby for all their hard work and enthusiasm that they put into our awards. And the sentiment of everyone I have talked to in last couple of weeks is... bring on next year. Sean Burns Hawke’s Bay Branch President Milk and Honey CHECK OUT THE PHOTOS ON PAGE 42

WINNERS OF THE HAWKE’S BAY HOSPITALITY AWARDS:: Sacred Hill Outstanding Chef David Griffiths, Mister D

Origin Earth Outstanding Barista Jordan Barraclough, Hawthorne Coffee

Eftpos Specialists Front of House Personality Kim Davis, Deliciosa Tapas & Wine Room

Orton Catering Outstanding Winery Experience Clearview Estate Winery

EIT Outstanding Front of House Team Mission Estate Winery Restaurant Foxton Fizz Outstanding Café Experience Mister D Toops Outstanding Ethnic Restaurant Indigo - Napier

regional round up

East Coast Packaging Outstanding Local Puketapu Hotel Grande Gourmet Outstanding Restaurant Ten Twenty Four PBT Outstanding Supplier/ Sales Rep Steve Olley, Trinity Hill

Restaurant Association Outstanding Winery Restaurant Clearview Estate Winery Restaurant Steinlager Pure Outstanding Establishment Emporium Eatery & Bar Regal Marlborough Salmon Supporting Chef Nathan Beilby, Pacifica Restaurant Clearview Estate Best Ambience/Style Mister D Dhall & Nash Outstanding Wine & Beverage List Deliciosa Tapas & Wine Room

THE THYMES JUNE 2013

REGIONAL ROUNDUP… … TARANAKI

tales from

taranaki

ell winter is now suddenly upon us with a dusting of snow on the Pouakai Range and a thick icing of it on Mt Taranaki. Our restaurant heaters and fireplaces are no longer decorations, and the little leaks that have not troubled us all summer are now reminding us we need to sort them out! The cold and wet change to the weather has meant the usual slowing of trade for most of us, so we’re now juggling rosters to ensure nobody loses too many hours, whilst making sure there are enough people on to cope with the walk-ins. The usual winter dance.

Our local restaurateurs had an informal get-together recently hosted by Terry at Table at Nice Hotel. Hotel Bidvest and Van Dyke kindly supplied the nibbles which we all enjoyed, and the evening had a loose theme of sharing anecdotal stories of those interesting characters who frequent our establishments – either as customers or as staff! The thrust of the stories was to share the lessons we’ve learned from our experiences. Once of the questions that came up at the meeting was what do you do when a table of 30 phones at 5.30pm for a 7.00pm booking and cancels with no explanation? Confirm all large groups on the afternoon of the booking. We already phone and confirm any bookings larger than four at least two days prior, but the afternoon would be a good idea as well. There was a tale from one operator of the Rugby World Cup impact, whereby instead of making heaps, this operator lost – mainly from a large group doing a runner without anyone paying! A group of Brits seated by the door in this instance, with various members of the

regional round up

group regularly going outside for a smoke, till suddenly no-one was there. Not sure how you can use that incident to improve systems short of chaining at least one person to the leg of the table.

second test is negative they continue their employment, but if it’s positive they’re down the road. I would support anyone who wanted to be rehabilitated and retain their job.

I spoke of how our experience with a night dishy with a serious drug problem, became pivotal in our decision to make our workplace drug free. Bob (not his real name) was a very likeable guy and terrific worker. Usually. When he came to work clear-eyed and lucid he was a dream to work with, but on occasion I would find him as a manic potato peeler surrounded by piles of peelings – absolutely going for it. Or conversely standing at the sink swaying in the breeze as he dreamily hosed the wall, the sink, the cheese – basically anything within arms reach. We spent many months working with Bob and his problems. Months of promises broken, loans not paid back, plans for rehab not followed through, and all the while the other staff working with him were not sure if one night he might turn into Mr Stabby. We offered to financially support him through a rehab programme, keeping his job open for him. We offered anything we could think of actually because he was such a nice guy and we genuinely wanted to help him and keep him. But in the end, with tears from us both we let him go.

After the initial meeting with all the staff one waiter never came back to work. One chef got very agro, got a written warning and before testing started resigned. One staff member tested positive, got the stand down thing and gave up the dope and is still with us two years later. Over the years people have come briefly and gone, or not been eligible to start at all and the ranks of people queuing up for jobs has thinned quite dramatically. However the positives outweigh the negatives. We are still fully staffed with good, reliable people. Everyone turns up to work every day with a clear head. Our staff know that I will deal with dodgy behaviour promptly which means they bring bad behaviour to my attention earlier rather than later for me to deal with. I do spend a lot of money on drug testing, but it’s all worth it. One day, I believe drug-free workplaces will be the norm not the exception – even though now I know I’m in the minority taking this stance in our industry. Really it just takes a little courage and a lot of hope that your people will do what it takes to stay with you.

That’s when I made the decision it was all or nothing. I had a staff meeting and planned our new policy of preemployment drug testing, random testing if behaviour warranted it and a “2 strikes and you’re out” policy. A positive test for drugs other than marijuana meant instant dismissal. One positive test for marijuana meant immediate stand down for 2 weeks on no pay, followed by a second test. The two weeks gives the person time to stop using and have a clear test. If the

I think most of us went back to work from the meeting at Nice Hotel with a lot of food for thought and some good ideas to implement. We’ll likely have a similar style of meeting every few months to keep in touch. Warmest regards to everyone, Barbara Olsen-Henderson Bach on Breakwater e: barbara_olsen@xtra.co.nz

THE THYMES JUNE 2013

REGIONAL ROUNDUP… … WELLINGTON & NELSON

nelson news

regional updates

November 2011

from the capital: from the capital:

hot plate coming through rumours, happenings and events Shed 5 on Queens Wharf has undergone a makeover and the former bar area has been turned into a new eatery called Crab Shack. Shack The Shed 5 dining room has been reconfigured with a reduced number of tables and a new lounge area. The former Green Room at the Northern End of Shed 5 is now the entrance. Stephan’s restaurant located just north of Otaki has been sold to new owners and the venerable chef patron, Stephan Baumberger, is to take on a new challenge in a local food manufacturing business. Neil and Renee are the new owners. They have been operating the ‘Quarter Acre Cafe’ at a garden centre just south of Levin and will rename Stefans the ‘Quarter Acre Cafe Bistro’. A new Mexican Restaurant is set to open on the site once occupied by Shinobi Sushi and is to be called Tequila Joe’s. Joe’s CALIENTE

Caliente, Caliente another Mexican restaurant has opened this time on the corner of Willis St and Manners St. Cadillac Diner has closed.

The Capital Awards nomination process has finished. The four finalists in each category have been decided and voting is underway. Visit www.capitalawards.co.nz to vote.

Kind regards Mike Egan, Restaurant Association National President e: monsoonpoon@actrix.co.nz m: 021 966 667

THE CRAB SHACK

ow that Winter has arrived there has certainly been a drop off in the amount of foot traffic out and about in the early evening, with most folks heading straight home from work. Let’s hope it won’t take long before people get used to it and realise they most certainly have time to visit their favourite watering hole before heading home.

Monday May 20th saw a great turnout for the end of summer Hospo Party held this year at The Vic Brew Bar. This is a biannual event alternating with the more formal hospitality awards evening every other year. Both these events are run jointly with our local Hospitality New Zealand members as combined membership numbers make both these nights more viable. It was good to see such good support of this evening with a lot of the staff working that night still able to get to the party later and enjoy the wonderful talent that came out for the open mike $100.00 prize. There seems to be a growing number of empty shops in the central city. Some are due to earthquake strengthening work that needs to be carried out to comply with new regulations. These regulations have certainly made operators look seriously at the viability of the business they are running and some are taking the option to call it a day. Let’s hope this doesn’t affect too many operators, whether in hospo or not, as the small operators give the city centre its diversity. I strongly advise that all licenced operators take the time to read all information regarding the new sale and supply of alcohol laws that are coming into play this year. We all have the chance to voice our views on what the local council propose to do. This voice needs to be used before the council make any changes. It will be too late once the local policy has been set. It is not often that we have an opportunity to have a say, so now is the time to look at what it all means for licence holders.

Harry President Nelson Branch / Harrys Bar e: harrys.nelson@xtra.co.nz m: 027 525 8665

president’s viewpoint

THE THYMES JUNE 2013

MAINLY OF INTEREST TO auckland members... news. Peter Gordon will be opening his new SKYCITY restaurant in July. The Sugar Club will be located on the Sky tower’s level 53 (formerly The Observatory). The Sugar Club has an iconic history in New Zealand, opening in central Wellington in 1986 with Peter as head chef. Since then, The Sugar Club has opened branches in Notting Hill and Soho in London, again with Peter as Head Chef. During this time, Peter also wrote his first of seven cookbooks, The Sugar Club Cookbook. SKYCITY says the opening of The Sugar Club signals the beginning of an exciting new era of development for SKYCITY, including opening new restaurants Masu – a Japanese robatsu style restaurant by Kiwi chef Nic Watt and Federal Delicatessen – Al Brown’s new establishment on Federal Street. Dine by Peter Gordon, Gordon has now closed after eight years.

November 2011

PETER GORDON’S NEW SKYCITY VENTURE

The Pack Group’s latest CBD operation, The Crown (formerly Brewery Britomart), has opened on Customs Street in the heart of Britomart. It is the first establishment of the Little Empire Brewery and Eating House brand, with an on-site microbrewery producing a Pilsner, Golden lager and Pale Ale, with seasonal varieties to be added later down the track. They’ll also have two-litre ‘rigger’ bottles available for customers wanting to take away their favourite brew. The menu is rustic pub fare with all main dishes being served as either half, full or share sizes. The group have also recently opened Blunderbuss in Kingsland (located in the former Tabou Bar & Bistro site), offering pizza and other Italian-style fare. At the helm in the kitchen is Nick Honeyman. A second Blunderbuss is planned for Takapuna. The new ASB head office in Wynyard quarter is due to open in about a month and nine ground floor tenancies have been confirmed, including a number of eateries. The Grove’s Michael Dearth is set to open Baduzzi, Baduzzi a 100 seater restaurant with an Italian focus. They will be importing Italian wine and using fresh New Zealand produce.

THE CROWN

ASB’s NEW WYNYARD QUARTER HEAD OFFICE (in background)

Also soon to open in the complex is Miss Clawdy, Clawdy a full service restaurant specialising in the cuisine of New Orleans & South America. Miss Clawdy is the latest initiative of Dennis Wiley (Sausalito and ex Squid Row), along with his sons Tom & Jeff who have been managing Squid Row for the past 7 years. These two restaurants will be joined by a Pita Pit, Pit Thai Street, Street Sal’s Pizza, Pizza Tank Juice bar, bar Smart Sushi and Portside Café. Café All operations will open progressively between June and August. The cottage in Victoria Park has had a revamp and will open as The Green Keeper Cafe and Deli soon.

38 THE THYMES JUNE 2013

member initiatives THE GREEN KEEPER CAFÉ & DELI

MAINLY OF INTEREST TO auckland members... what’s on akl.

news. Leading on from the success of Auckland pop up restaurant & bar The Hamptons, Hamptons Tony Stewart and Des Harris, along with Hayden McMillan (Tribeca) are heading to San Francisco. They’ll run a pop up restaurant over there for the summer months - 4 July through till early October - to coincide with the Americas Cup.

11 Restaurant Association professional development “Wine 101”, presented by Margaret Main & Nigel Fannin @ taste

Gina’s restaurant celebrates its 40th anniversary on the 30th June and they are planning a big party to celebrate. The original owners Gina and Bodo Luckfiel will be there (current owners Joyce and Alessandro took over from them in December 1998). Pretty good numbers considering the fickleness of this industry. Any hospo people with a Gina’s connection, past and present, are invited to come along to the party, dressed in their finest 70’s fashion—rsvp to 40yrs@ginas.co.nz.

www.restaurantnz.co.nz

Restaurant Association national webinar, Good Sales, Good Profit, Happy Customers, presented by Mark Collins

-30 Auckland Regional Culinary Fare @ AUT

www.restaurantnz.co.nz

The Blue Breeze Inn has opened at Ponsonby Central. It’s the brainchild of restaurateur, Mark Wallbank, and chef Che Barrington (MooChowChow), serving up the flavours of regional China with a 50’s pacifica styled interior.

01 -31 August Monteiths Beer & Wild Food Challenge

The Waterview Coffee Project is the newest venture by James Crow who has modifyed a rusty shipping container into a fully functioning coffee outlet. The container has just enough room for the coffee machine, a few seats and a fridge.

www.monteiths.co.nz

Restaurant Association Auckland Visiting Hour

- August 04 Auckland International Film Festival

www.restaurantnz.co.nz

www.nzff.co.nz

01 -31 Auckland Restaurant Month

www.biglittlecity.co.nz WATERVIEW COFFEE PROJECT

November 2011

38 GINA’S

member initiatives

THE THYMES JUNE 2013 THE BLUE BREEZE INN

Winners

auckland members

LEWISHAM FOUNDATION HOSPITALITY AWARDS 2013 March 2011

proudly administered by the Restaurant Association of New Zealand

O U TS T ANDI N G S A LE S RE P RE SE N TA TI VE

O U TS T ANDI N G S UP P LI E R

Jacqui Clarke, TicketyTickety-Boo Liquor

O U TS T ANDI N G C OFF E E E S TA BLI SH ME N T / B A RI S TA

Lili Deng, Cereal Killa

O U TS T ANDI N G B A R T E NDE R

O U TS T ANDI N G W AI TE R

O U TS T ANDI N G M AI T RE D ’

James Goggin, The Foodstore

Michelle Moore, The French Cafe

Ismo Koski, Sidart

O U TS T ANDI N G W I NE SE RVI CE P ROFE SSI ONA L

O U TS T ANDI N G W I NE LI S T

O U TS T ANDI N G NE W VE N UE

Sven Neilson, Molten

Golden Dawn

O U TS T ANDI N G L OCA L

O U TS T ANDI N G BAR

O U TS T ANDI N G A U CK LAND E S TA BLI SH ME N T

O U TS T ANDI N G E ME RGI N G TA LE N T

O U TS T ANDI N G RE S T A U RA TE U R

O U TS T ANDI N G H OSP I TALI TY

Dominique Fourie, Merediths

Damaris Coulter, Coco’s Cantina

O U TS T ANDI N G C HE F

Mark Southon, The Foodstore

l e w i s2 nhd aj um hospitality awards ne, SKYCITY & the studio, auckland

h a w k e â&#x20AC;&#x2122; s 2 0 tbh am ayy , m h ospitality awards unicipal theatre, napier

PHOTOS: WWW.ALPHAPIX.CO.NZ

Rotorua Hospitality Awards (www.restaurantnz.co.nz)

Waikato Culinary Fare, Wintec (www.waikatofare.co.nz)

Auckland Regional Culinary Fare, AUT (www.restaurantnz.co.nz)

Wellington Capital Awards (www.capitalawards.co.nz)

28-29

29-30

Bastille Day

We Learn ~ For someone to win, someone else has to lose, and that sucks. But if you look at it with the right attitude this is actually a positive. We all lose at things here and there, the ones who learn from their losses actually turn it into a positive. They learn from their mistakes and take it as a experience which they can use to grow and improve. It Brings The Team Together ~ Having a goal to focus on in the business has a great effect on the entire team’s moral. Plus you have something to talk to customers about. Meet And Mingle With Other Industry ~ Competitions like the NZ Culinary Fare are a great place to connect with others in the industry.

2 3 4

CELLARING & SERVING

A superb food wine, these blends are notable for their purity of fruit expression. Approachable when young, complex, leathery & gamey with age. Hawke’s Bay wines (approximately 75%), are known for being rich & well structured, showing characters of plum, blackcurrant & chocolate, with an elegant firmness. The warmer Northland & Auckland regions produce fine, elegant wines, often lighter in colour & weight.

CHEESE GAME BIRDS SAVOURY GARLIC TOMATO RED MEAT, GAME, VENISON

FOOD MATCHING

Structured, powerful, approachable. Cabernet Sauvignon’s structure and finesse meets merlot’s vibrant fruit expression.

MERLOT & CABERNET SAUGVIGON BLENDS

Wine Facts...

0800 737 827

It Challenges You To Be More Creative ~ The great thing about competitions is that you have to be more innovative. You have to think outside the box and go after new options in order to get ahead. If everybody gave up their competitive spirit the world would be a very different place.

WWW.RESTAURANTNZ.CO.NZ

It Promotes Growth ~ Competitions are a chance to focus on your skills and prepare for the big event. You will learn new things about yourself and take away things to improve on. It’s only natural that when you compete with someone else you have to grow.

5 REASONS COMPETITIONS ARE GOOD FOR US...

The NZ Culinary Fare will host over 60 competitions & 1000 competitors at the end of August. Culinary competitions covering all facets of the hospitality industry; kitchen, wine service, cocktail making, barista and more. Over 250 of NZ’s top chefs and Maitre D’s will judge the competitions. Some of our best hospitality professionals have competed in the NZ Culinary Fare – if you are planning on competing in this years event, we wish you well. Get your copy of the competition schedule today. For more information go to www.restaurantnz.co.nz or email info@restaurantnz.co.nz.

18 18-- 20 AUGUST ~ NZ Culinary Fare, ASB Showgrounds. Auckland.

Out… Check Out

R E S T A U R A N T A S S O C I A T I O N OF N E W Z E A L A N D

taste the same when eaten with your nose plugged. Try it...

1 Apples, potatoes, and onions all

Did You Know?

(till 31 August) Monteiths Beer & Wild Food Challenge (www.monteiths.co.nz)

July

Queenstown Winter Festival (www.winterfestival.co.nz)

Restaurant Association professional development, Wine101, at taste, 45 Normanby Road, Mt Eden. Auckland (www.restaurantnz.co.nz)

21-30

June 11

Dates… Key Dates

rip it out and pin it on your noticeboard ..

Industry update for hospitality staff, bought to you by the Restaurant Association of NZ

Hospo Thymes staff page

Marisa Bidois

Boulcott St Bistro, Osteria Del Toro, Wellington)

Bart Littlejohn (Sails Restaurant, Auckland) Steve Logan (Logan Brown, Wellington)

Andrew Targett (Elizabeth CafĂŠ & Larder) Sam Crofskey (C1 Espresso, Christchurch) Sean Burns (Milk and Honey, Napier) Marcel Rood (Raupo Cafe, Blenheim) Howard Morris (Harryâ&#x20AC;&#x2122;s Bar, Nelson) ) Cam Mitchell (The Bunker Restaurant & Bar, Queenstown) Joe Deegan (Pacific International Hotel Management School, New Plymouth) watch this space! Boulcott St Bistro, Osteria Del Toro, Wellington)