Restaurant Association THE Thymes (March 2014) by Nicola Waldren

MARCH / APRIL 2014 P HOT OS : PA LATE , H AM ILT ON

HOSPITALITY OPERATORS forecasting similar challenges

2012--2013, National hospitality industry sales grew a relatively modest 2.5% from 2012 although anecdotally 2014 appears to have started well for most of the country, long may the agreeable weather last through Autumn.

a quick word... new challenges, more opportunities

Hospitality operators have identified the challenges of running a business today. We look at some of the ways you can turn those challenges into opportunities...

the battle over ownership of information

The idea of intellectual property and confidentiality breaches can be head scratching. However the issues is more common than we think.

sale & supply of alcohol implementation update

owever, while hospitality operators are cautiously optimistic about the coming year, many are hesitant to announce a return to the profitability of pre-recession times. It is clear that there continues to be many challenges to remaining profitable in 2014.

“We continue to feel the effects of the global financial crisis and high kiwi dollar affecting international tourist numbers. Although helped by an improving domestic economy and domestic tourism, we are still down on where we were 55-6 years ago.” SALE ST, AUCKLAND

are your employees entitled to work here?

Café Owner, Marlborough A recent survey conducted by the Restaurant Association saw operators identify their top challenges, now and in the future. FINDING SKILLED The survey showed that operators expect to face many of the EMPLOYEES IS STILL DIFFICULTY FOR same challenges in 2014 as they have over the past few years. OPERATORS LABOUR COSTS are forecast to remain the biggest concern for business owners; the same ranking as in 2013. A LACK OF SKILLED EMPLOYEES in the industry, which was rated the second biggest challenge in 2012, as well as 2013, appears to be a contributing factor to these concerns over labour costs. CONTINUED ON FOLLOWING PAGE

international update

November 2011

“There are not enough workers, particularly chefs, and the shortness of staff means there is a large increase in wage rates to keep those we have.” Restaurateur, Auckland For businesses looking to effectively manage their labour costs, Queenstown restaurateur Grant Hattaway suggests that the best tool is an electronic time keeping device. He says using a tool like this is essential for his business, with the benefits greatly outweighing any initial costs. For him the advantages include: It puts a stop to “rounding” of hours, or employees waiting until the end of the hour to sign off It makes payroll far easier to collate It tends not to “exaggerate” time

O O O

Most electronic time keeping devices also have a software programme that can interface with your POS system, meaning fast and accurate reporting on your daily labour costs and they’ll create electronic records so that labour budgets can be measured accurately on a daily basis. Tauranga café owner, Andrew Targett, also advocates a system called Roster Coster. The spreadsheet formula of Roster Coster shows each day’s expected turnover, then the cost per staff member, per hour. He says it’s one of the best investments he made when he opened his café and it’s amazing to see how saving one hour here and there can bring your labour cost percentage down.

TOPTOP 5 CHALLENGES FOR 2014 5 MENU TRENDS Id e n ti fi e d MAIN b y RDISHES e s ta u r/aCENTRE nt As s oOF c i aPLATE ti o n me m b e r s

1 2 3 4 5

LABOUR COSTS

BUILDING & MAINTAINING SALES VOLUMES

LACK OF SKILLED EMPLOYEES

COMPETITION FROM OTHER BUSINESSES

FOOD COSTS

This year many operators are also focusing on new initiatives to grow business and attract customers, with respondents to the Restaurant Association survey siting BUILDING AND MAINTAINING SALES VOLUME as their second biggest challenge in 2014. COMPETITION FROM OTHER OTHER BUSINESSES is also highlighted as a concern. The fight for the consumer’s discretionary dollar is particularly intense in the major city centres which have seen an influx of new businesses opening over the past two years. There is currently no sign of abatement and as one Auckland restaurateur commented, “we simply have an oversupply of restaurants to population. They will not all survive and everyone landlords, suppliers, even the IRD - will end up out of pocket if this happens.” As a measure of BUSINESS CONFIDENCE within the industry, 80% believe that business conditions for the industry will remain the same or improve over the next 12 months. However, it may be a little early to declare that the business sentiment is upbeat. The general feeling of many operators is summed up by one Wellington café owner who said:

Y FOR HOSPITALIT E CHALLENGES OFF THE TOP FIV D UN RO S ST FOOD CO 14 OPERATORS IN 20 THE THYMES SEPTEMBER 2013

“Itt seems that there is an economic recovery in progress but I am very hesitant to say that business is going to be better. I’m still very unsure about the future and am not confident that it will hold.” need help? call us on 0800 737 827

ceo update

November 2011

FROM THE CEO’s DESK THIS ISSUE OF THE THYMES IS PACKED WITH GREAT TIPS ON TRAINING, RECRUITMENT, IDENTIFYING OPPORUTNITY OUT OF YOUR CHALLENGES AND LOTS OF OTHER USEFUL INFORMATION FOR YOUR BUSINESSES...

e have a great article from Nicola Richards (owner of Monsoon Poon Auckland and Chair of the Service Professionals Association of NZ) which talks about the art of sales. Her article provides ideas for making sure your staff are up to speed on your menus and business offerings. Kirstin, our employment relations advisor, updates us on the areas of intellectual property and confidentiality and how we can protect it. Our employment articles also include one on how to manage harassment involving two employees when it occurs outside of the workplace. Results of our Top Challenges survey have also been released and these reveal that wage costs top the charts as your biggest challenge. In response to requests received through our Help Desk, we have a useful article in this issue which provides you with some tips on completing liquor licence applications under the new Sale and Supply of Alcohol Act. Be sure to check that out. This is also a new business guideline we have here at the Association so if you would like a copy contact us. Sadly, our Apprentice Manager Daniel Wheway is leaving us this month to take up a role at Manakau Institute of Technology. We wish him all the best. Peter LeGrice has been promoted to this role and brings with him a wealth of experience as an Apprentice Coordinator for the Restaurant Association for the last five years. We look forward to having him lead our Apprentice Programme in which we partner with ServiceIQ to deliver to the majority of the North Island. We are currently interviewing for a new Coordinator.

Pip Duncan has also joined our team as the Salon Director for the New Zealand Culinary Fare and the Auckland regional culinary competitions. Pip brings with her a wealth of experience and we are pleased to have her on the team. The New Zealand Culinary Fare will be at the Vodafone Events Centre in Auckland this year and the schedule of competitions will be out at the end of April. Get in early as many of the popular competition spaces fill up fast. I would also like to welcome Grant Hattaway as our new branch president for the Southern Lakes region and pass on my sincere thank you to Cameron Mitchell who has held the post for the past two years. Cameron is going to remain on the committee as the vice president for the region in a supporting role for Grant. Many of the regional hospitality awards are underway this year, with nominations open for the Auckland Lewisham Awards and also the Hawkes Bay Hospitality Awards. Planning is also in place for the inaugural Chevrons (the Christchurch Awards) this year— these awards will have a brand new look and feel for the region. Rotorua and Manawatu hospitality awards planning is also underway. The 2014 Hospitality Report will also be released soon, so look out for this great business tool (which is free for members). It’s a great snapshot of the industry, offering trends and forecasting to help your business. Marisa Bidois marisa@restaurantnz.co.nz

proudly brought to you by Outdoor Concepts ceo’s report

THE THYMES MARCH 2014

COME DISCOVER THE EVENT WHICH IS

THE HUB OF HOSPITALITY 2014 NZ CULINARY FARE FARE | 1717-19 AUGUST, 2014 2014

reparations for the 2014 NZ Culinary Fare and its associated events are well underway. In 2014 we’re serving up more innovations new live competitions and demonstrations to inspire, with workshops and seminars to inform, a business hub and the welcome return of Feast.

| NEW VENUE | The event this year has an exciting new home – the Vodafone Events Centre. This Pacific-themed venue in Manukau, Auckland, just 15 minutes from the city, has a fantastic arena to host the culinary competitions, with extensive amphitheatre seating for spectators and supporters. There are multiple rooms to host our workshops and it boasts a 750 space carpark. This is a great new venue to host our event and sets the stage for some big changes. | EVENT MANAGEMENT | Pip Duncan has been appointed to the role of Salon Director for this year’s NZ Culinary Fare. Pip has specialised in working in the hospitality and foodservice industries for a number of years and we are lucky to have secured such a seasoned professional for the role. Pip is familiar with the role of Salon Director for the New Zealand Culinary Fare as she held the position previously for three years. She was also the event manager for the Nestle Toque d’Or for eleven years, an event held at the New Zealand Culinary Fare. Our other key appointments are Phil Neverman, Chief Judge – Culinary Arts, with Peter Ray, Deputy Chief Judge; Herwig Lanzerstorfer, Chief Judge – Restaurant Service and Sandi Eickhoff, Deputy Chief Judge. We all know that to stay ahead in hospitality you need to continue to innovate. It is important to expand your skills, learn new techniques and strive for the highest standards. Participating in the NZ Culinary Fare or attending some of the workshops or demonstrations will help to inspire new ideas for your business. We look forward to bringing you more announcements soon!

FOR MORE INFORMATION contact Emily Harrison at the Restaurant Association on 0800 737 827 or go to www.restaurantnz.co.nz

PRESIDENT’SVIEWPOINT OUR CUSTOMERS ARE LEADING LEADING BUSIER AND BUSIER LIVES AND AS SUCH THEY LOOK FOR SOLUTIONS THAT HELP THEM TO COPE WITH THIS FAST PACED LIFESTYLE. BY MIKE EGAN

hey know they need good nutrition but they cannot always find the time, or be bothered, to plan, shop, prepare, cook and then clean up after a busy work day. Dining outside of the home is the obvious solution. Whilst New Zealand lags behind some countries in the frequency of meals eaten outside of home, it is on the rise. For many years eating in a restaurant was a special occasion however those days have long gone and a restaurant meals are common for many New Zealanders. SO HOW DO WE AS INDIVIDUAL INDIVIDUAL OPERATORS GET OUR “SHARE OF STOMACH"? We need to provide a versatile venue that can be used for a range of dining solutions. For example a couple can pop in after work and within 45 minutes have a main course and a glass of wine with minimal interaction with the front of house team. Conversely in the same venue they could choose a more leisurely dining experience with a group of friends -pre dinner drinks, a multi course meal matched with a range of beverages and full engagement with the floor staff. We need to be flexible and have a sequence of service that can cater to both extremes. We also need to design our spaces and choose our decor to cope with this broad range of customers. When they walk through your door will the space work as comfortably for 2 people as it will for a group of 12? Will it satisfy both at the same time? Does the menu also work for both, as the latter party may just be using the restaurant for rowdy social interaction whereby the food is secondary to the ambience? Furthermore, your customers are demanding dining solutions that, as well as fulfilling their immediate need, will want it to exceed their expectations and most importantly be consistent. Consistency is the holy grail of the restaurant business and is manifested in our ability as restaurateurs to focus on all the aspects of hospitality that we have imbued our restaurant or cafe with on a service-by-service basis.

We must be our own fiercest critic of every detail in the business; from the appearance of our staff, the sequence of service, food, beverage programme and even the correct temperature of the dining room, suitable lighting levels, appropriate music and so on. If you can’t do this consistently every shift your competitor will. Your customers will eventually notice and off they’ll go. HOW DO WE BECOME CONSISTENT CONSISTENT SO THAT ALL OF OUR CUSTOMERS WILL CONTINUE TO RETURN AND AS A BONUS BECOME ADVOCATES FOR OUR BUSINESS? Whilst most of us are single owner / operator businesses one way to assist you with consistency is by acting like a large hospitality company behind the scenes. This means systems which include things like; set up and break down checklists, appraisals, mystery shoppers, new staff induction programme, sequence of service instruction, product knowledge teaching and training (and retraining). To assist with this, and to provide inspiration, many of the top operators are sending staff, or attending themselves, the professional development courses and online webinar programme run by the Restaurant Association. Many of the short courses offered will help you maintain your consistency or provide inspiration and guidance to help you achieve even greater levels of professionalism. A good example of this is the recent course Effective Front of House Management and Systems presented by a panel of four top Auckland operators. This was a sell out and the feedback from attendees was extremely positive. Help yourself by utilising the resources available to enable and inspire you to concentrate every day on your consistency. This will give your business a greater chance at growth and longevity because many of your competitors will not be able to concentrate as well as you.

proudly brought to you by Starline president’s viewpoint

THE THYMES MARCH 2014

...donâ&#x20AC;&#x2122;t forget to support the people who support your Restaurant Association key partners...

MEMBERINITIATIVES REDUCE THE RUNNING COST OF YOUR BUSINESS

AT U

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10 reasons why businesses choose to use NetPay: 1 2 3

No banking required Affordable PAYE handling and Inland Revenue filing 4 No software 5 Easy and simple to use 6 Access anywhere and anytime 7 Totally dependable 8 Extremely secure 9 Powerful information reporting 10 Continual improvements associate+ partners...

EXCLUSIVE MEMBER OFFER! Restaurant Association members with 20 employees or less will be entitled to FREE initial implementation (saving $10 per employee + $50 for implementation of the company) onto the NetPay online payroll system. Restaurant Association members with more than 20 employees will be entitled to pay a flat rate $50 initial implementation. To find out more go to www.netpay.co.nz or call the Association on 0800 737 827.

THE THYMES MARCH 2014

member initiatives

NEW CHALLENGES

MORE OPPORTUNITIES Hospitality operators have identified the key challenges of running a business today. As you think of ways to help your business prosper, we look at how you can turn those top challenges into opportunities...

managing your business

November 2011

EFFECTIVE TRAINING

RAISES SKILL LEVELS OF WORKERS The industry’s lack of skilled employees is one of the top challenges for business owners and while there needs to be some long term focus on business strategies to encourage more professionals to choose hospitality as a career, in the short term ensuring you are employing some effective techniques to upskill those already working for us will have immeasurable benefit for your individual business, as well as our industry as a whole.

he Restaurant Association ran a workshop this month, featuring a panel of some of Auckland’s most successful restaurateurs, including Krishna Botica (Prego and Café Hanoi), Nicola Richards (Monsoon Poon), Melissa Morrow (Ponsonby Road Bistro) and Mimi Gilmour (Mexico). One of the key details that came out of this workshop was that all four operators share a commitment to staff training. All have ongoing training systems in place to ensure that their staff are confident and knowledgeable about the products and services they are selling. As a result, all have long standing, loyal staff. Not only that, they are assisting in raising the standards of the industry and going some way to addressing our skill shortages. “We do all kinds of training, as much as possible and all the time”, says Krishna Botica. “No single staff member should be exempt from ongoing training. The more variety, the more effective the training is – off site, in groups, one on one, team building exercises, kitchen, pass training, food tastings, wine tastings….. the list is endless.” Likewise, at Monsoon Poon training starts from the initial induction, which is spread across two weeks, involving a manager completing a contract and ‘essential systems’ training, following on to buddy shifts with a senior waiter. “Everyone has checklists to ensure all information is covered and skills demonstrated,” says Nicola Richards. “Following on from this is food tasting sessions – usually involving three or four team members with a manager – and also wine tastings and coffee & cocktail training for bartenders.” Module based training (verbal and written) is conducted approximately once a month at Monsoon Poon where a series of product knowledge ‘tests’ are turned into small group training sessions with a manager. There are five main modules – Food, Beverage, Systems, Sales and Business Knowledge.

business matters

Aside from offering professional development opportunities, all four operators incentivise their staff, often making use of suppliers to assist with product as prizes. At Monsoon Poon, all of the team also have the opportunity to come in for dinner, with up to three other people, and receive 50% off their account. “We find they love ‘showing off’ their workplace to family and friends. It gives them a good sense of ownership”, says Nicola. She also says that as the industry’s workers today are predominantly Generation Y, we need to focus on the different expectations that that generation have from other age groups of how they will be treated. “Gen Y like to be included and involved. They have energy and ideas and are keen to contribute. Seek feedback when you are tweaking the menu and beverage list, ask them to provide some questions and topics for your next staff meeting, include them when tasting new products.” Generation Y workers also prefer instant communication via facebook and text messages. While we aim to grow the industry and ensure it gains more credibility as a valued career option, it is more important than ever to invest in staff and provide the tools to assist them to progress in their career. Motivating staff to stay in the industry is essential if we are to develop, and as these four operators show, with effective training techniques our workers, and the industry, can flourish.

Want more tips on effective training techniques? Simply email jo@tastenz.co.nz for notes from the workshop. THE THYMES MARCH 2014

managing your business

November 2011

BUILD SALES WITH TARGET MARKETING ATTRACTING THE CONSCIOUS CONSUMER

As the industry’s operators feel tested in their efforts to build and maintain sales volume, prominence— —the target marketing to one of the new consumer groups rising to prominence conscious consumer— consumer— could be an effective means to increase sales.

here are a growing number of consumers looking for hospitality businesses that sell sustainable and ethical products. Consumers want free-range eggs, line-caught fish, fair trade coffee and locally-sourced food and drinks, but it can be a challenge to find places selling these products, and a challenge to be sure that they are selling the genuine article. Demonstrating that you are doing ‘good’ business is therefore one of the biggest challenges, and also one of the greatest opportunities, currently facing the hospitality sector. This is where Conscious Consumers helps. The non-profit organisation accredits hospitality businesses for the good efforts they are making and promotes these businesses to a growing section of the consumer market that care about this stuff. Over 150 of the best hospitality businesses in New Zealand, and suppliers to the sector, have become accredited in the last 18 months. Many more are currently going through the accreditation. Conscious Consumers has an extremely strong presence on social media, as well as a website and free smartphone app, connecting with over 50,000 consumers every week. At the end of this month, Conscious Consumers will launch a major upgrade to their free smartphone application, which will make it an even more attractive proposition to consumers and businesses alike.

HERE ARE SOME OF THE CONSCIOUS CONSUMERS APP FEATURES:

A great way to attract and satisfy your customers

It is always hard to know where to advertise or how to promote your business. More and more content is going digital, in particular targeting smartphone users.

THE THYMES MARCH 2014

A listing on the Conscious Consumers app will mean your business is in the pocket of thousands of consumers across New Zealand, including domestic and international travellers.

A virtual loyalty card to encourage and track regular patrons in your business

Send notifications about promotions/events directly to the phones of your customers

Join other hospitality businesses in making a positive impact on your local community

While loyalty cards can certainly attract customers, it can be a hassle for a consumer to have all the cards clogging up their wallet or keeping track of what stamps or rewards they have at what business. The new app operates as a ‘virtual’ loyalty card, where consumers can track how many stamps they have at all their favourite business and what rewards are on offer.

Do you ever wonder how effective Facebook and mailing lists are at making customers aware of promotions you are running and getting them in the door? The new app allows you to send free notifications directly to the phones of app users. These promotions could simply be the special of the day or an event or campaign you have running. Unlike a Facebook post or email that can get lost or not read for days, these notifications alert the app user immediately about your promotion.

Are you doing good stuff like recycling or buying freerange eggs? Want a way of promoting it? The new app quantifies all the efforts that individual businesses are making and promotes them to consumers. The app also aggregates these efforts across all members. For example accredited businesses recycle more than 250,000 kilos of waste every year and spend $1.5 million on food from their local regions. By joining this community you can be a part of this positive change across the sector.

For more information check out consciousconsumers.org.nz business matters

managing your business

November 2011

THE ART OF SALES While the industry appears to be in the midst of some recovery, many operators comment that purse strings are still tightened amongst consumers. Here are some suggestions to help your business increase it’s sales performance. BY NICOLA RICHARDS, Owner of Monsoon Poon & Chair of the Service Professionals Association of NZ

’ve lost count of how many times a guest has said to me “you’re good at this, you should be in sales!” (usually after I have enthusiastically recommended my favourite wine) – I always reply “ahh but I already am!”.

As a waiter I am a salesperson, I have tried almost all of the wine list and everything on the menu so I am in a great position to make genuine recommendations. And that is the key – being genuine! Your guests will see straight through you if you are not sincere, however, your enthusiasm for your favourite drinks and dishes will rub off on your guests, making them excited about what they are about to enjoy. Generally young staff can be nervous about what they see as the ‘hard sell,’ however if we can change their perception of selling this skill will come more naturally to them. If we can teach our team to see selling as a way of helping their guests make an informed choice and thereby making sure they have the best possible experience then we are on the right track.

READING THE CUSTOMER... The best place to start is to teach the art of reading the customer – to find out what they are interested in first and sell the best items for those people. Your sequence of service could include specific suggestions to suit—eg starters which go well with pre dinner drinks or side dishes which work really well with certain dishes – and ensure the staff have tasted these.

IF WE CAN CH ANGE OUR EM OF SELLING TH IS SKILL WILL PLOYEE’S PERCEPTION TO THEM. COME MORE NATURALLY

list but to have favourite wines which they can sell with genuine enthusiasm. Here are some ideas: O

The staff meal should include something from the menu the team could share;

an evening sales incentive could have a dessert or a cocktail from the menu as a prize;

Product knowledge is of course the foundation for all great sales people and your front of house team should have regular opportunities to taste both your food and beverage options.

the cost of inviting a few staff members in for lunch with one of your Managers is minimal when you consider the result this can have on their confidence when looking after your guests.

Often new young waiters will not have developed a palate for a wide range of wine so I believe in being realistic – I don’t expect everyone to know the whole wine

Your team are the ‘lifeline’ between the kitchen/bar and the table, make sure they are an invaluable resource for your guests.

PRODUCT KNOWELDGE...

business matters

THE THYMES MARCH 2014

managing your business

November 2011

SUPPLY AGREEMENTS

the things you should know before signing

Supply agreements (rather than informal arrangements) are becoming increasingly common in today's business world, particularly in the restaurant industry. But how well do you know your supply agreements? BY JULIKA WAHLMANN-SMITH & BEN LLOYD, Hesketh Henry supply agreement should be viewed as any other binding legal contract and should never be entered into lightly. Supply agreements can support and enhance your business or can be the source of significant disputes.

Are there any minimum quantities that must be ordered or bought weekly, fortnightly or monthly and if so what are those quantities? Are any of the terms subject to change and if so, on what basis?

Outlined below are a few aspects to consider when entering into supply agreements which could contribute to a supply agreement being a positive addition to your business.

It is important to note that no two supply agreements will be the same. They will differ depending on the context in which they are used. However, considering these relatively simple and easy to follow steps can increase your understanding of your supply agreement and will leave you in better shape if there is ever a dispute.

Although it may seem like a common sense first step, actually read the entire agreement prior to signing. Don't accept a comment from the supplier that this is just a normal formality at face value. Unfortunately, many people fail to carry out this crucial first step and often have no idea what the terms of the agreement are until a dispute arises.

If after reading the agreement you do not understand it (or a specific provision in it) make further enquiries. If you seek clarification from the party who supplied the agreement, we suggest that all communications between you be recorded in writing. Alternatively, or as a further step you could hire a lawyer to review and advise you on the document.

Make sure that the agreement actually describes what you expect to have supplied to you.

Is the price right? Can your business sustain the cost of the goods/services for the duration of the agreement?

need help? call us on 0800 737 827

How long is the initial term of the agreement? Does the agreement provide an automatic right of renewal for either or both parties or are there timeframes within which these rights must be exercised.

Is entering into the supply agreement in the best interests of your business? Donâ&#x20AC;&#x2122;t be pressured into signing by someone else; if in doubt donâ&#x20AC;&#x2122;t sign it. Remember that you are the customer and the supplier wants to sell to you.

These comments are for general information only and should not be used as a substitute for seeking independent legal advice. ABOUT THE AUTHORS AUTHORS

If you wish to obtain more information please contact Julika Wahlmann-Smith, Senior Solicitor at Hesketh Henry on 09 375 8719 or email julika.wahlmann-smith@heskethhenry.co.nz OR Ben Lloyd, Solicitor, on 09 375 8786, email: ben.lloyd@heskethhenry.co.nz

THE THYMES FEBRUARY 2014

WHY PAY FOR

GOODWILL? We sell cafes, restaurants, and fast food businesses priced from $10,000 to $millions. Often the goodwill part of the price is very high… and some prospective buyers think that they can save this by opening a new business. BY CLYTH MACLEOD, CLYTH MACLEOD LTD

ot quite so simple!

Consider that the buyer has to locate premises, negotiate a lease, obtain council licences, organise a fit-out, source suppliers, hire (and train) staff, market the new business, and wait for the customers to come in.

And it is our experience that setting up a new business always takes longer and costs more than anticipated. Of course, while all this is going on there is no money coming in! If they buy an existing business everything is already in

place (plant, licences, staff, suppliers) records… and established customers. So you are making money from the first morning you take over. That is why you pay goodwill – instant cashflow. cashflow It is a sound investment.

THE THYMES February 2013

EMPLOYMENT

M AT T E R S

We examine some of the the latest employment news, news, including intellectual property property, erty, reference checking checking doâ&#x20AC;&#x2122;s & donâ&#x20AC;&#x2122;ts, human rights breaches breaches and more...

employment matters

THE BATTLE OVER

OWNERSHIP OF INFORMATION

The idea of intellectual property and confidentiality breaches can be head scratching at the best of times. However, the influx of calls regarding these types of breaches indicates that the issue is more common than we think but often put in the ‘too hard basket’ due to the complexities of the laws and how busy we are. BY KIRSTIN LETHBRIDGE, Restaurant Association employment advisor

estaurant Association agreements have both confidentiality and intellectual property clauses, which indicate that employees cannot disclose any business information to anyone. Anything that is created during their respective employment also becomes the property of the employer. The employee cannot claim them (or take them with them) once the employment has ended. For example, in the case of a chef that is employed to create a menu for your business, the menu itself would become your business’ property. The chef would not be able to physically take the menus or any accompanying recipes when the employment ends. However, any requisite skills that the chef learns while creating the menu can be taken to another job where the chef may, and probably will, use the same skills and cooking techniques he has acquired. Any skills learnt and information that is ‘remembered’ is not able to be “un-learnt” and as such is not a breach of any intellectual property clauses. We often think of intellectual property and confidentiality sitting in the realms of commercial law, as we’re talking about your company and its property. However, if you have an employee who has walked off the job with your recipes in hand, these breaches, supported by a signed employment agreement outlining the appropriate clauses, will be enforceable in the domains of employment law. They are breaches of the employee’s employment agreement. In terms of what can be done to prevent an employee from disclosing confidential information, taking any intellectual property from the business or soliciting clients and employees, it’s a matter of process and being able to quantify (or even determine) what the damages to your business are. In the first instance, a firm letter needs to be sent to the employee in question outlining the breach(es) and including an “undertaking”. An undertaking is a legal document where the employee pledges that all confidential information will be destroyed and they will not carry out the conduct again. employment matters

The same can be sent to the former employee’s current employers outlining that they may be liable for aiding and abetting as they are essentially (whether they realise it or not) condoning or assisting with the breach. This action may seem like a bit of a weak slap on the wrist but at this stage it is a matter of the power of the pen and such letters can be effective. If you want to take the matter a step further, you can then move forward with court proceedings should you want to see the culprit penalised for non-compliance. This is a far more serious game altogether. Raising a statement of problem and going to court at the Employment Authority is a costly exercise and when you’re working with time constraints (most non-solicitation clauses have a time frame) you would then need to file an urgent application, which prompts another cost. And unfortunately most cases don’t result in a monetary gain where damages are paid by the employee to the former employer. In preparing your case, in the first instance you need to be able to identify any damages or losses as a result of the theft of the intellectual property and then quantify the damages. This can be challenging to prove. In the scenario where menus or recipes have been taken to a new business, or information about the menus and recipes have been disclosed, you would need to establish the number of customers that would have chosen the other business over yours because the other business has your exact same menu description and recipe for Beef Pot C ONT INUE D ON F OLL O WIN G PAGE Pie (as an example).

THE THYMES MARCH 2014

member benefits

MINIMUM WAGE TO INCREASE T

he minimum wage will go up 50c to $14.25 an hour on April 1, which will mean an adjustment for some businesses to junior employees' hourly rates.

The Starting-Out and training minimum wages will also increase from $11 an hour to $11.40 an hour, which is 80 per cent of the adult minimum wage. While the increase is ahead of expectations of a 25 cent increase on the current wage of $13.75, it remains well short of the $18.80 an hour living wage campaigners (who are generally not business owners) are advocating for the wage to rise to.

Help is never far away! A reminder that we have a HELP DESK, capably managed in-house by CEO, Marisa Bidois, and Employment Advisor, Kirstin Lethbridge, which is contactable Monday to Friday 8.00am6.00pm on 0800 737 827and outside these hours on 027-559 7777.

THE THYMES MARCH 2014

F ROM P RE VI OU S PAGE, The b a t tle ove r o wnersh ip of inf orma ti on

As we’ve mentioned, non-solicitation clauses have time frames, which typically run for about 3 months. This means that an employee cannot poach any of your other staff or clients within this time and if they do it becomes a breach of the employment agreement. It also means that you need to work within this time frame and go through the process of completing paperwork and fastracking a hearing date at the Employment Authority. Hearing dates can take some months to obtain and once the three months is over the clause is no longer in effect. Having said that, however, a judge can restart the three month period at their discretion. Information and intellectual property clauses do not have time frames, although a judge or Employment Authority member will look at the information to determine if it’s still relevant to your business and hasn’t gone ‘stale’. Information and property can go stale especially if it’s no longer relevant to your business (for instance the Beef Pot Pie hasn’t been on your menu for five months). In this case it essentially means that the information is no longer confidential.

Menus are also in the public view, giving anyone the opportunity to gather inspiration for their own menu. The Restaurant Association can assist you with any concerns regarding confidentiality, intellectual property or non-solicitation breaches. It may appear that not much can be done, even in cases where it is blatantly obvious as to what’s been breached. However, as we have outlined, the power of sending a strong letter can often scare employees enough for them to discontinue such conduct and stop them in their tracks. And if your business has suffered palpable damages from these breaches, court proceedings may be the way to move forward.

If you’d like to discuss intellectual property and confidentiality breaches further, contact the Association help desk on 0800 737 827.

Property that is patented or has a trademark won’t go stale but menus are not usually copyrighted and if the menu in question is no longer used within your business, it could be deemed that the menu and accompanying recipes are no longer confidential.

employment matters

REFERENCE CHECKING

DO’S AND DON’TS After using your skills to write a fantastic job ad (SEE THE THYMES, FEBRUARY 2014) you think you have found the right person for the role. Now what?! BY SABRA MOORE

o matter how ideal the candidate may appear (or how desperate you are to fill your vacancy), make sure you do a thorough reference check to ensure no nasty surprises a few weeks into their employment. Here are some reference checking tips...

REFERENCE CHECK DO’S

Get permission from the candidate, preferably in writing, to contact the people who supplied references, or who are listed on the CV as potential referees. (Don’t contact an existing employer without the applicant’s permission, because the employer may not know that the candidate is looking for another job. However if you still want to talk to their current employer before offering them the job let the candidate know that it is the final step in your reference checking process and seek their approval to make contact.

& DON’TS

Don’t ask questions that may prejudice your decision to employ the candidate - in particular don’t ask questions that breach the Human Rights Act.

TIPS FOR TOP REFERENCE REFERENCE CHECKS

PREPARE A GENERAL SCRIPT SCRIPT, RIPT but do not expect referees to fill in a standard form which they email to you. The best reference checks are conducted on the phone or face to face, where body language can often reveal more than words.

KEEP A RECORD of each referee, with name and phone number so anybody else in your organisation can phone and follow up if needed.

DETERMINE THE RELATIONSHIP RELATIONSHIP BETWEEN THE REFEREE AND THE CANDIDATE and don’t be surprised to find they have a personal connection with the candidate outside of a working one.

KNOW WHICH TYPES OF QUESTIONS ARE OFF LIMITS. LIMITS For instance, subjects like religion, sex, marital status and ethnic heritage are no-go zones for reference checks.

ASK THE RIGHT QUESTIONS QUESTIONS. ONS When interviewing a previous employer, always remember to ask: whether that person would rehire the candidate, if given the choice, and for what position.

DETERMINE WHAT THE REFEREE’S REFEREE’S GENERAL RESPONSIBILITIES WERE and what the candidates were. If the candidate doesn’t work there anymore, why did the person leave?

ASK ABOUT TECHNICAL SKILLS. SKILLS Most hospitality jobs now require more than a base level of computer skills. Ask about costing’s, management ability, budgeting, reporting, performance management skills.

DON'T FORGET SOCIAL SKILLS. SKILLS Customer service skills should be top of your reference list, but skills in interacting with your other staff are equally important. Also ask if the referee has any knowledge of problems which could affect job performance.

ASK QUESTIONS PERTAINING PERTAINING TO THE NEW JOB. JOB For instance, if you're hiring a waiter to work in a busy downtown cafe, ask how the person would handle the stress of this environment.

ALWAYS CLOSE WITH AN OPENOPEN-ENDED QUESTION. QUESTION "Is there anything else you'd like me to know about this individual?" C ONT INU ED ON F OL L OWIN G PAGE

employment matters

THE THYMES MARCH 2014

member benefits F ROM P RE VI OU S PAGE, Re ference check ing do’ s & don’ ts

Sample Questions: O

When did they work for you (dates), for how long? (check against CV).

What was their position?

Describe the candidate’s key roles and responsibilities when they worked for you.

Was he/she a team player? Can you give an example of this?

How did the candidate handle pressure, stress or conflict?

What sort of management style works best for this person?

Would you rehire this person? If so, why/why not?

How would you rate this person’s performance out of 10? Please give a reason for your answer.

What are their strengths? Why? – give examples.

What are their weaknesses? Why? – give examples.

Did you ever have to take any disciplinary actions against this employee?

Asking the right questions of the right people will help ensure that your reference checks do more than just reinforce a resume. They'll highlight any red flags and give you the peace of mind that you’re hiring the right person for your business!

THE THYMES MARCH 2014

employment matters

FEMALE-ONLY AD

BREACHES HUMAN RIGHTS Two Auckland businesses initiated a debate over gender discrimination when they were recently in the news for potential breaches of the Human Rights Act in their staff recruitment advertising.

he debate was ignited after the NZ Herald wrote about Masala Restaurant in Stanmore Bay, Auckland posting a notice in their window saying: “We are looking for part time front staff (girls only)”. A member of the public complained that this was discriminatory and the restaurant was forced to remove the notice. However, the restaurant said they were merely trying to ensure a gender balance in their staff – the roles were to replace three female waitresses who had left (and they already had five male staff). The restaurant also said that they wanted to hire females as they thought they were better in the front of house sales and customer service role than men. A day after the NZ Herald article Chapel Bar in Ponsonby, Auckland was brought into the discussion, caught out for posting an online job ad indicating they were looking for female bar staff. Owner Luke Dallow said he was looking for gender balance as 65% of the staff were male. He was simply seeking to get the gender mix right. While on the face of it you may argue that it seems reasonable for a business to be specific about the type of person they are seeking to fill a vacancy. A business owner best knows the requirements of his business and if they require a female to ensure the male / female dynamics of the operation are in balance then why not ensure you are not wasting someone’s time applying for the role if they don’t fit the criteria?

The problem is that under the Human Rights Act, it is illegal for an employer to discriminate against staff, or potential workers, on the grounds of gender (as well as 12 other grounds, including ethnic origins, religious belief and marital status) and this is clearly a breach of the Act. While the two businesses above may have legitimately been seeking female staff for what they believed were sound business reasons, they were not being impartial enough to give everyone a chance to prove they were the best candidate for the job. There are some less scrupulous employers out there who may have more discriminatory intentions in mind and it does seem to open the door to the potential for more objectionable contraventions of the Act. The argument that you are wasting everyone’s time by being forced to be too ‘politically correct’ doesn’t really carry weight. When placing your job advertisement we recommend that you are specific about all of the attributes you are looking for in a candidate (without violating the Human Rights Act). That way you are making clear the ideal professional qualities you are looking for in this new staff member. Unfortunately neither the Masala or Chapel ad’s seemed to have any specific criteria listed, except that they needed to be female. Pick the best candidate based on the applications you receive. No-one is requiring you to interview all applicants, just those that fit your criteria. And you never know, the best candidate may just be someone you didn’t expect.

employment matters

REGULATING CONDUCT OUTSIDE OF THE WORKPLACE Is it unreasonable and unfair to discipline an employee for misconduct outside of the workplace? How far can the employer go in drawing a connection between the conduct of employee’s in their personal time and their place of work?

o examine these questions fully we need to look at the connection between the work environment and the environment in which the misconduct occurred. Is it closely related and does it impact the businesses reputation or environment? While incidents occurring between employees at work related functions held outside the workplace fall quite clearly into the domain of the employment relationship, as the employee is attending as an employee of the Company, what about misconduct between two employees which occurs away from the workplace? It is well-established that misconduct outside of the workplace may justify dismissal if the conduct undermines the employer’s trust and confidence in the employee to such an extent as to justify dismissal and/or the conduct brings the employer into disrepute. In the case of Smith v Christchurch Press CA an incident of sexual harassment occurred between two employees from the same workplace during a lunch break at one employee’s house. After a complaint by the woman and an investigation into the matter by an independent investigator the employer dismissed the male employee for serious misconduct. The Court of Appeal upheld the dismissal and stated: “It is not so much a question of where the conduct occurs but rather its impact on the employer’s business, whether that is because the business may be damaged in some way; because the conduct is incompatible with the proper discharge of the employee’s duties; because it impacts upon the employer’s obligations to other employees or for any other reason it undermines the trust and confidence necessary between employer and employee”. The Court further stated “...conduct outside work may demonstrate that the employee has lost the attributes essential to the job”. That was because the contact was between two present employees which arose out of their employment, and had the potential to adversely affect the working environment. It was irrelevant that the actual sexual conduct occurred outside the workplace. There was no reasonable argument that the conduct did not

need help? call us on 0800 737 827

amount to serious misconduct.

The Law The relevant questions in relation to dismissals for misconduct outside the workplace are whether there is a link between an employee’s conduct and the employee’s job, and whether the conduct has harmed the employee’s employment. Where there is such a link, an employer may consider dismissal for serious misconduct. Under New Zealand law, employers are obliged to create a safe and secure working environment for their employees, and take all reasonable practicable steps to manage hazards and avoid exposing employees to unnecessary risk of physical injury or psychological harm. The Human Rights Act also states that it is unlawful for any person to be sexually harassed, either through a request for some sort of sexual activity with an implied or overt threat of detrimental treatment, or promise of preferential treatment; or through sexual behaviour that is unwelcome or offensive to the recipient, and is either repeated or so significant that the person experiences some form of detriment in their employment. C ONT INU ED ON F OL L OWIN G PAGE

THE THYMES MARCH 2014

member benefits

F ROM P RE VI OU S PAGE, Regu l ating conduc t ou ts ide o f the workp l ace

employment matters

November 2011

Reminders for employers

PUBLIC HOLIDAY

Poor behaviour, even outside of work, may mean that an employee has lost the attributes essential for the particular job.

CONFUSION

Conduct which has caused the employer to be brought into disrepute, even where amplified by media attention, may be sufficient to warrant dismissal. The courts will look to the underlying conduct, as opposed to the effect of significant media attention. It is irrelevant that media coverage may be inaccurate or overstated. It is not a procedural flaw to fail to produce evidence proving actual damage to the business reputation in the eyes of clients or prospective clients. Conduct of senior employees outside the workplace, whose duties touch on the reputation and integrity of the company, may be more closely scrutinised. If the matter has also become a Police matter, in general, there are risks if an employer attempts to address implications of an employee’s criminal charges, in a disciplinary context, before the charges have been tried. It is important to also remember the overall test to be applied in relation to dismissals of this (or any other) nature is that which is set out in the Employment Relations Act 2000. This requires determination as to whether a dismissal (or other action) was justifiable on an objective basis, by considering whether the employer’s actions, and how the employer acted, were what a fair and reasonable employer could have done in all the circumstances. Employers may consider introducing staff policies about conduct outside the workplace but please always consult with the Restaurant Association before beginning any process so we can be sure to guide you along the way.

THE THYMES MARCH 2014

Easter would have to be one of the more confusing public holiday periods. Is Sunday a public holiday? Does the observance of the days transfer to another day? To alleviate any confusion, we’d like to remind members of their obligations over these upcoming public holidays.

he public holidays over the Easter period this year are Good Friday (18th April) and Easter Monday (21st April).

WHEN CAN YOU OPEN?

This means that those employees who normally work on Sunday are not entitled to a paid day off, or time and a half for the hours they work (unless this is provided for in their employment agreement).

Easter Sunday (20th April) is not classed as a public holiday although it is a restricted trading day for some businesses (along with ANZAC Day). Under the Shop Trading Hours Repeal Act 1990, there are 3 ½ days when some businesses have trading restrictions. These are Christmas Day, Good Friday, Easter Sunday; and Anzac Day, until 1.00 pm.

If staff usually work on a Friday or Monday and you require them to work, the usual time-and-a-half applies plus one day in lieu. If they don’t normally work on these days but you require them to, they get paid time-and-a-half of their usual hourly rate.

However, in general, foodservice businesses can trade as usual as the Act specifies that takeaways, bars, restaurants and cafes can trade when “you only sell food that is already cooked or prepared, and is ready to be eaten”.

Looking ahead to April, ANZAC Day (25th April) is also observed on the day that it falls, which is a Friday this year.

With regards to the sale and supply of alcohol, there are some restrictions preventing bars and pubs to sell or supply alcohol on Good Friday and Easter Sunday. This restriction also applies until 1pm on ANZAC Day. However, for restaurants and cafes with liquor licences your regular trading should be unaffected. So long as your customers are “on your premises for the purposes of dining” you are free to provide them with a drink to accompany their meal.

Easter Sunday is NOT a public holiday.

If you do intend to open and plan to apply a surcharge ensure that this fact is clearly displayed to your customers (most usually on the bottom of the menu and on the front door). The days on which you will be faced with increased labour costs are Friday and Monday (but not Sunday).

SALE & SUPPLY

OF ALCOHOL

Now that the Sale and Supply of Alcohol Act has come fully into force, we update on some of the key issues arising from itâ&#x20AC;&#x2122;s implementation. This issue we look at licence applications...

employment matters

GETTING THROUGH THE LICENCE APPLICATION Under the Sale and Supply of Alcohol Act applications for new licences and renewals for existing licences will be assessed with stricter guidelines than before. Through the application process you will be required to provide extensive detail regarding certain provisions like supplying food, lowlow-alcoholic and nonnon-alcoholic drinks, staff training, host responsibility, managing licensed premises and your patrons and more...

s a tool to assist members through this application process (when either applying for a new licence or renewing your existing licence), we consider some of the typical questions you may come across and provide some guidance around answering.

. What provisions does the applicant intend to make for sale and supply of food, lowlow-alcoholic drinks, nonnon-alcoholic drinks and drinking water? Food (section 53): The Act states that a holder of an onlicence or club licence must ensure that, at all times when the premises are open for the sale and supply of alcohol, a reasonable range of food is available for sale and consumption on the premises, in portions suitable for an individual customer. LowLow-alcoholic drinks (section 52): On-licence holders must ensure that low alcohol beverages are available for sale and consumption. NonNon-alcoholic drinks (section 51): A reasonable range of non-alcoholic drinks must be available for sale and consumption on the premises at all times that the premises are open for the sale and supply of alcohol. Drinking water: The Act indicates that drinking water should be freely available to customers at all times. TIPS ON ANSWERSING THIS QUESTION... It would be

beneficial for the applicant to outline how they intend to supply the above items, for example provide the menu that will be available to customers at all times and what types of food will be on offer. Indicate how you will ensure that customers know where water is available. Signal how staff will be trained in promoting food, lowalcoholic and non-alcoholic items to customers and how they will communicate the free water service. This will also form part of your Host Responsibility policy.

. What steps does the applicant propose to take to provide assistance with or information about alternative forms of transport from the licensed conveyance?

An on-licence holder must ensure that there is free, readily available, comprehensive and accurate information about the forms of transport that are available from the premises. Staff are also required to be able to communicate this information freely to customers. TIPS ON ANSWERSING THIS QUESTION... This will form part

of your Host Responsibility policy. In response to this question it would be beneficial to provide copies of signage you’ll use and business cards of companies who provide transport services from your premises. Include this detail in your Host Responsibility policy.

. What steps will the applicant take to ensure that the requirements of the Act in relation to the sale of alcohol to prohibited persons are observed? “Prohibited persons” includes minors and intoxicated customers. Systems should ideally be in place where dedicated staff member(s) are checking the identification of your customers upon entry to the licenced premise. Only four forms of ID have been approved under the provisions of the Act: a current New Zealand driver's licence, a current New Zealand passport, an overseas passport and the 18+ card. Under the law, you cannot serve intoxicated people or allow them to remain on the premises. The new Act defines "intoxicated." This means someone who is affected by alcohol, drugs or other substances to such a degree that two or more of the following are evident: Affected appearance; Behaviour is impaired; Coordination is impaired; Speech is impaired. C ONT INU ED ON F OL L OWIN G PAGE

THE THYMES MARCH 2014

sale & supply of alcohol

F ROM P RE VI OU S PAGE, Ge t ting th rough the l icence app l ica tion

TIPS ON ANSWERSING THIS QUESTION... Your answer could

include a brief description that talks about signage that will be displayed, explaining that the business does not allow intoxication and promoting food and non-alcoholic beverages. You can also talk about systems in place that ensure identification is being checked and staff are trained to recognise intoxication in customers.

. What steps does the applicant propose to take to promote the responsible consumption of alcohol?

Under the new Act it is an offence to encourage excessive consumption of alcohol, promote free alcohol or promote alcohol in a way that has special appeal to minors. TIPS ON ANSWERSING THIS QUESTION... Your answer should

show that you understand that it is an offence to encourage irresponsible consumption of alcohol. It is important that the premises is managed effectively so that patrons do not become intoxicated. Staff are to encourage food and non-alcoholic drink consumption and supply free drinking water. Section 237 of the Act covers advertising and promoting alcohol to customers outside and inside your premises. Irresponsible promotions can result in fines (of up to $10,000) and licence suspensions. Please refer to our “Alcohol Promotion” guidelines, which explains the requirements of this section of the Act and the general do’s and don’ts of advertising and promoting alcohol.

. What other systems (including training) and staff are in place for compliance with the Act?

The purpose of the Act is to ensure the sale and supply of alcohol is undertaken responsibly. Staff will need to be trained so they can identify intoxicated customers, ensure the correct identification is being provided and provide services and information to customers to promote responsible alcohol consumption. TIPS ON ANSWERSING THIS QUESTION... When answering

this section, outline training systems in place, which may include systems that prompt age checks, security or CCTV systems, training guides for staff that explain general compliance, mystery shopper programmes, adequate management, extra staff that are brought into the business to assist in peak times and security staff.

. Outline your Host Responsibility Policy

Host responsibility dictates and implements certain strategies that management can undertake which should prevent intoxication and promote responsible consumption of alcohol. The five strategies of host responsibility are: provision and promotion of substantial food; provision and promotion of non-alcoholic and low

sale & supply of alcohol

alcoholic beverages, including accessible free drinking water; serving alcohol with care and responsibility; identification of, and responsible approaches to dealing with, intoxicated and underage people; arrangement of safe transport options. We have a separate Host Responsibility guideline and policy, as well as signage, which is available on request.

. Design and layout

Design and layout are important aspects of the criteria for issuing licenses. Good design and layout can prevent alcohol-related harm by providing less crowding, increased safety and security and a better environment and in some applications you may be asked to provide a scale floor plan showing seating tables, a list of facilities, CCTV placement, security lighting and entrances/exits.

TIPS ON ANSWERSING THIS QUESTION... The 'Guidelines for

Crime Prevention through Environmental Design (CPTED) for licensed premises' provide practical advice on design and layout. The guidelines talk about internal layout, crowding, lighting, ventilation, outdoor drinking areas, CCTV, entrances/exits, toilets and staff. There is also a great checklist, which will allow you to look at the key areas in your design and layout to ensure you’ve got the fundamentals right.

. Good order and amenity (and noise control)

To answer the sections on amenity and good order you will need to have a thorough understanding of the location of your premises, including local schools, churches, childcare centres and residential neighbours.

Additional security systems and CCTV located both indoors and outdoors will assist to monitor behaviour within your business and prevent any disorder taking place outside your premises. Effective lighting outside eliminates loitering and allows staff to see identification clearly. As mentioned previously, additional staff and security will help reduce any alcohol-related harm, cope with busy periods and stop prohibited customers from entering the premises. Addressing and highlighting these points eliminate the effects of the licence and the amenity and good order will not likely be reduced. You will also need an understanding of the level of noise your business produces. Section 106 of the Act talks about the amenity and good order being reduced due to noise levels, nuisance and vandalism. Some applications will ask you to identify what type of entertainment you will be providing, what soundproofing has been undertaken and if you have a noise management plan in place. Soundproofing areas of your business will add weight to your application, as well as having a noise management plan or an acoustic report.

THE THYMES MARCH 2014

great service from us…

HAVE YOUR SAY Have you got something to say? We welcome your feedback and comments: by email to info@restaurantnz.co.nz or by post to PO Box 8287, Symonds Street. Auckland.

Serving recreational catch in the restaurant... We received an interesting query by an event manager who was organising a fishing competition and wanted to recommend a couple of restaurants in the event schedule who would be able to prepare the fish caught in the competition. The competitors would be charged by the restaurant for preparing the fish but it would not be sold to anyone outside the competition. They wanted to know if there were any regulations around this...

e sought an official answer from the Ministry of Primary Industries who said:

“We have a guide called “A Guide to Homekill and Recreational Catch” (www.foodsafety.govt.nz/elibrary/ industry/guide-homekill-managingrisks/guide-homekill-recreationalcatch.pdf) which states

Use of Homekill and Recreational Catch Those who supply a meal as part of an accommodation, recreational or tourist package including homestays, hunting lodges, marae visits, or tourist barbecues, cannot use homekill or recreational catch product as part of the food provided to their customers. Such activity would be illegal trade.

The only exception from this prohibition is that a restaurant, hunting lodge etc may serve as a meal to the hunter/catcher and members of the hunter/catcher’s party, the game or fish that the particular individual or their party caught. The game or fish caught by a particular party cannot be served to other guests. We’ve sort a clarification on the definition of “the hunter/ catcher and members of the hunter/catcher’s party”. We are not sure if they would be able to consolidate the fish and serve to anyone in the competition. It would proably be more appropriate if they separate down to a boat level (in which case the restaurant selling point would be they are serving the fish to the actual catchers).

“

e recently needed to call on the services of the Restaurant Association for best advice in handling a delicate staff matter in our business, one that required considerable tact and an ability to be compassionate on the one hand but pragmatic from a business point of view on the other. Our dealings with Kirstin Lethbridge from day one until we concluded this matter, we must say, to the satisfaction of both parties, was of the utmost professionalism and contained knowledge and detail in every aspect as we have grown to expect and receive from the Association. Customer service excellence provided by you assists to give us a competitive advantage that we need to survive in a tough and increasingly uncertain business climate. In today’s customer-oriented business environment, "people skills" are critical for personal and organisational success and we diligently strive for that day in and day out. It is a privilege to deal with you and your team as an extension of ours.

.”

great service from our member… “

ust a quick note to let you know that we used our Restaurant Gift Card to "eat out" on Saturday night. We went to Celsius, in Flatbush, Auckland and what a lovely evening it was! The atmosphere was relaxed and friendly, as were the staff, who served us attentively throughout the beautiful meal. We will certainly recommend it to family and friends.

.”

THE THYMES MARCH 2014

viewpoint

March— March—May 2014

MARCH

Restaurant Association Taranaki Branch Meeting, Okurukuru, New Plymouth

-26 Las Vegas Restaurant Show 2014, Las Vegas Convention Centre, USA

www.restaurantnz.co.nz

www.nvrestaurants.com

Waipara Valley Wine & Food Festival, Glenmark Domain, Waipara

Otago Anniversary Day (regional public holiday)

Restaurant Association Manawatu Branch Meeting, Palmerston North

Restaurant Association national webinar, webinar Essential Health and Safety & Employment Relations legislation update, presented Alison Maezler

www.restaurantnz.co.nz

29 The Great Kiwi Beer Festival, Hagley Park, Christchurch

Restaurant Association Japanese Masterclass, presented by Nic Watt, Masu

www.restaurantnz.co.nz

Restaurant Association national webinar, webinar Immigration update, presented by Carl Andrews

Scallop season ends

www.greatkiwibeerfestival.co.nz

01 The Minimum Wage increases to $14.25/hour

APRIL

www.restaurantnz.co.nz

The Food Show, CBS Canterbury Arena, Christchurch

Restaurant Association Nelson Branch annual Golf Day, venue tbc

Restaurant Association professional development, development The Top 5 Employment Issues, presented Alison Maelzer

-11 FHA14—Food and Hotel Asia 2014, Singapore Expo, Singapore

www.foodshow.co.nz

www.restaurantnz.co.nz

www.foodnhotelasia.com

-15 Fine Food Queensland, Brisbane Convention Centre, Australia

Restaurant Association national webinar, webinar Preparing To Sell Your Business & Getting Ready For A Rent Review, presented by Clyth MacLeod

End of Term One (schools)

Good Friday (national public holiday)

www.finefoodqueensland.com.au

www.restaurantnz.co.nz

Easter Sunday (NOT a public holiday but trading restrictions potentially apply for sale of alcohol)

Easter Monday (national public holiday)

Southland Anniversary Day (regional public holiday)

ANZAC Day (national public holiday)

Start of Term Two (schools)

Bidvest Food Show, Auckland

Restaurant Association online product review webinar, with presenters from webinar Eveve, Webby Mobile & GrabOne

Restaurant Association Masterclass, The Riverhead Cuisine, presented by Ian Braund & Paul Jobin

www.restaurantnz.co.nz

THE THYMES MARCH 2014

MAY

www.bidvestfoodshows.co.nz

events— events — national & international

managing your business

November 2011

YOUR NEXT SUPERSTAR

COULD BE CLOSER THAN YOU REALISE... If you speak with any chef you’ll often hear the same verdict “everyone has to start somewhere”. And generally this starting point is a kitchen hand job. For some, the perception is that being a kitchen hand is something you can do until you find a better role. However this is actually an opportunity and moment to shine. If someone can successfully keep on top of the demands of a kitchen hand they can pretty much develop to take on the other areas of the kitchen. BY TRACEY LINES

his is where Executive Chef Glenn Curphey from The Brentwood Hotel in Wellington found his chef apprentice, Cameron Priddle, and where Cameron discovered a passion for cooking. CAMERON, WHY DID YOU CHOOSE HOSPITALITY AS A CAREER?

Originally, I wanted to be a bartender but I was hired as a kitchen hand and this is where I discovered I had an interest and passion for food. WHAT INFLUENCED YOUR DECISION TO TAKE ON AN APPRENTICE, GLENN? GLENN

It was the combination of having a working relationship with both the Restaurant Association and ServiceIQ. Cameron had already been working for us as a kitchen hand. He showed potential and a willingness to learn. We had a gap in the team and viewed an apprentice as a viable option. We feel it really benefits our team dynamic in the kitchen to have senior members of the kitchen mentoring the young staff and passing on their knowledge. WHAT QUALITIES DO YOU YOU LOOK FOR IN A POTENTIAL APPRENTICE, GLENN?

It is good to have an understanding of the person you are hiring and it is very important that they have had some experience and exposure to the industry. Key skills are self -motivation, a hunger to learn, passion and patience. I say patience because that is key in a kitchen, there is a lot to learn and you won’t know it all straight away. It takes time. CAMERON, WHAT ARE SOME SOME OF THE CHALLENGES YOU HAVE FACED COMPLETING YOUR APPRENTICESHIP?

An apprenticeship is a different kind of education, working and learning on the job at the same time. Sometimes keeping up with the bookwork can be a challenge because of the full time hours, but you just have to stay motivated! HOW HAVE YOU FOUND THE THE PROGRAMME SO FAR GLENN?

The programme has been great and easy to work with. modern apprenticeships

I am lucky to have an apprentice who is self-motivated and passionate about cooking and his Apprenticeship. CAMERON, WHAT ARE SOME OF YOUR MEMORABLE KITCHEN MOMENTS?

Planning and entering competitions at the Wellington CAMERON PRIDD LE Culinary Fare with the support of my workplace. Initially competitions were something that I thought I would never enter but with encouragement from my Head Chef I decided to give it a go. I won a silver award in my first competition. Entering has helped me become a more well-rounded chef and it has also assisted in the day-today organisation of my work practices. I am already thinking about what I am going to compete in this year. GLEN, AS AN EMPLOYER WOULD YOU RECOMMEND THIS PROGRAMME TO OTHERS?

Absolutely. In my role as Branch President of the Chefs Association in Wellington, I recommend this programme others. It is important to contribute to various avenues of the industry as our motto says, “sharing a passion for all things culinary”. It is important when working through the programme to have good systems in place to allow time for teaching and going over the book work. It also helps having the right apprentice with a great attitude, like Cameron. Peter Le Grice (Auckland, Waikato, Coromandel) | 09 632 1403 | peter@restaurantnz.co.nz Tracey Lines (Wellington, Wairarapa, Manawatu, Taranaki) | 04 817 5243 | tracey@restaurantnz.co.nz

THE THYMES MARCH 2014

UPCOMING MEETING 6 T H M a y , Auc kl an d

UPCOMING MEETING 2 4T H M ar c h , P al me r s t o n N o r t h

UPCOMING MEETING 2 5T H M ar c h , N e w P l ym ou t h

REGIONAL UPDATES ANNUAL GOLF DAY 7 T H A pr i l , N e l s o n

UPCOMING MEETING UPCOMING MEETING A pr i l , B l e n he i m

UPCOMING MEETING A pr i l , Que e n st o w n

A pr i l , W e l l i ngt o n

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. Avenue 28 Bar and Restaurant, Auckland

Salt Restaurant, Auckland

Aylstone Boutique Retreat, Martinborough

Spice Lounge, Rotorua

Cafe Melba Ellerslie, Auckland

Stove Top Food Store, Auckland

CBK Merchants and Providores, Rotorua

The Apothecary Café, Auckland

Columbus Coffee Albany, Auckland

The Coffee Club Highland Park, Auckland

Columbus Coffee Featherston Street, Wellington

The Coffee Club Manukau Supa Centa, Auckland

Cowree, New Plymouth

The Coffee Club Takanini, Auckland

Giles and Co, Auckland

The Coffee Club Victoria Street, Auckland

Howick Village Café, Auckland

The Ramen Shop, Wellington

I Village At Victoria, Auckland

Three Beans, Auckland

Joy Bong Thai Restaurant, Auckland

Vaniye, Auckland

Loretta, Wellington

Walnut Cottage Café, Queenstown

Nandos Takanini, Auckland

Yoghurt Story, Lower Hutt

Palate, Hamilton

Zigg Zagg Café, Napier

Pepper Jacks Cafe/Restaurant/Bar, Auckland Pita Pit – Nelson Pure Cafe Co, Christchurch

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)

United Printing Ltd, Auckland e: jeanette@unitedprinting.co.nz w: www.unitedprinting.co.nz

THE THYMES MARCH 2014

www.dinefind.co.nz ~ the Association’s online dining directory

SOUTHERN LAKES

REGIONAL ROUNDUP…

November September 2011 2011

24 23

news

southern lakes

own South it has been a colder than normal summer, but most operators report that trade has been very solid. In fact feedback from members on the start of the year has generally been very positive. A big thank you to Simon Gault’s team from Jervois Steak House who hosted our recent Branch meeting and AGM (at which I was elected in as the new Branch President for the region). Jason was the perfect host.

It was also exciting to have the Prime Minister in town for the NZ Golf Open recently. RECENT OPENINGS Madam Woo has opened in the site previously occupied by Tatler (in the mall). Another restaurant with Josh Emmet and Fleur Caulton at the helm, Madam Woo is a ‘Malaysian street food’ style of restaurant—with a no bookings policy.

MADAM WOO

Sundeck Bar in the Mall, has also opened. On the rooftop, overlooking Lake Wakatipu, and run by Cameron Mitchell (The Bunker), Sundeck is serving tapas, wine and cocktails. Wai Kitchen recently rebranded and reopened as Public Kitchen & Bar on Steamer Wharf. Speaking on behalf of the owners, Alex Boyes said the decision to close Wai in its current format had been “a tough decision but the right one”. “After so many years offering the best food, in the best location, we decided we wanted a change,” said Mr Boyes. “We’ve had the new concept idea for a while now; we’ve just been waiting for the right time. The location is perfect for the new concept and so we decided to move ahead in time for summer”. The Post Office Café has also been sold by Wai Dining Group to long term hospitality locals Ryan and Sam Lelievre. UPCOMING EVENTS We are looking forward to the Blues and Roots Festival on the 26th of April. The Festival has a stellar line up including The Doobie Brothers, Elvis Costello, Black Seeds, Fly My Pretty’s and more. Kind regards Grant Hattaway Southern Lakes Branch President Pier 19 Restaurant e: info@pier19.co.nz

PUBLIC KITCHEN & BAR

regional update

Grant Hattaway was recently appointed President of the Southern Lakes Branch of the Restaurant Association Grant brings 20 years’ industry experience and extensive local knowledge to his new role, having successfully owned and operated several restaurants in Queenstown, including Captains Steak & Seafood and Pier 19. We are pleased to welcome on board such a well-respected hospitality professional to the team at the Association. It is so important for hospitality business owners to know they have support and someone they can call for advice, especially in a region that has so much potential but many challenges. Grant has big plans for the Association, the benefits of which will flow on to the rest of the hospitality industry in the region. “Hospitality in Queenstown does pose some unique challenges,” he says. “Many of the members face recruiting issues in a tight market where trained hospitality professionals can be scarce due to the transience of the area, coupled with the seasonality. I intend to work with key organisations to help address these shortages.” He also wants to help improve the “brand image” of the hospitality sector, so that the old image of being a fill in job until something better comes around is forever banished. Grant also plans on galvanising the Southern Lakes branch so that it is more united and cohesive and will welcome and encourage more member representation at meetings. “I really want to create an environment where members can and do share their concerns but also really enjoy coming along to association get-togethers.”

THE THYMES MARCH 2014

REGIONAL ROUNDUP… ROTORUA & MANAWATU

kia ora from

rotorua

t has been busy for me workwise.

In the first week that students returned for the year we took 80 out on a noho Marae. It was good to see students from all cultures getting to know each other and was also very successful in getting everyone involved as when on Marae it is everyone’s duty to chip in and ensure dishes are done, floors cleaned etc. The day was hot and we were on the Lakes edge - so idyllic!

We also celebrated graduation on Valentine’s Day and one of my students Kris Dias was a valedictorian (top student with top marks). My colleague Thomas George and I were very proud. It has been busy trading—all about making hay while the sun shines. When we go into the winter months we tend to hibernate. Staff usually take some time off in the quieter winter months. It is really also a time to market your product and ensure excellent service to encourage customers to want to come back for more. We have a new café in town called “It would be rude not to”. They have a selection of vegetarian dishes and also sell specialty teas. Planning is underway for the 2014 Rotorua Hospitality Awards to be held at the Rotorua Convention Centre on the 29th June. The media launch will be held at Skyline Rotorua, but more information in the next issue. I would also like to extend my sympathies to Richard and Julie Sewell and family on the loss of Herb Sewell, a much loved father, father-in -law, grandfather and brother.

THE THYMES MARCH 2014

ANNETTE & HERB SEWELL

Sadly Annette Sewell (Herbs wife) also recently passed away. Herb was one of the first recipients of the Hospitality Icon award at the inaugural Rotorua Hospitality Awards in 2012. Herb ran restaurants for 40 years and he was always such a positive person. Herb and Annette came to Rotorua in 1958 and bought their first restaurant, Five Doors, in 1974. They then went on to own Caesars Restaurant and also Colonel’s Retreat in Whakarewarewa. In 1980 they bought the Bar-B-Que Restaurant, calling it Herbs Place a year later. It was a firm favourite with the locals and they owned the restaurant for 29 years, selling in 2011. Herb loved music and played the tea chest and bass guitar in bands around Rotorua before getting into band management. He was a true pioneer in every sense of the word and along with Annette made a significant contribution to hospitality in Rotorua. You both will never be forgotten and we are much richer for having the privilege of knowing you. Rest in peace.

Naku noa na Sharon Wallace Rotorua Branch President Waiariki Institute of Technology e: Sharon.Wallace@waiariki.ac.nz m: (027) 233 4146

MANAWATU MATTERS

i there. I’m really keen to keep things rolling along and there are a few events coming up in the Manawatu...

Firstly congratulations to Scott Kennedy, from Nero’s Restaurant for being appointed for the 2nd year in a row as Beef and Lamb NZ ambassador chef. The Manawatu Hospitality Committee has started meetings to organise this year’s celebrations, which will be sometime at the end of this year, October/ November. We’ll confirm once a date has been set. The Festival of Cultures - World Food, Craft & Music Fair has just been held (Saturday 22 March). Featuring in “The Square” and as part of the festival we again hosted Ray McVinnie -Judge for Masterchef NZ and writer for Cuisine Magazine, and Nicki Wickes from World Kitchen. They were joined by a few local cultural groups showcasing their own cuisine. I am really looking forward to being involved with the Restaurant Association and all of those in the hospitality industry. Hopefully we can bring together different facets of our industry and engage in open and frank discussions on how we can profile the Manawatu and the hospitality industry. Sean Kereama Manawatu Branch President Wharerata Function Centre e: s.kereama@massey.ac.nz m: 027 252 0333

regional update

REGIONAL ROUNDUP… … TARANAKI

September 2011

tales from

taranaki

e’ve had a lovely hot summer here so far, with much warmer weather than I can remember having in Taranaki in the 30 odd years I’ve lived here. We’re loving it! As I mentioned a few months back, it’s been difficult times for some local businesses and we’ve seen the closure of The Garlic Press, a restaurant that had been trading for about 9 years. The local newspaper also announced recently that Waiau Country Estate restaurant is closing it’s doors to the public at the end of next month, with the loss of 15 jobs, and whilst new franchise Mexico (opening in what was Andre L’Escargot restaurant) is planned to open around the same time, staff of the calibre (and cost) of a top end restaurant might not want to ‘slot in’ to available positions there. Fitzroy Yachts – a large business which mainly builds luxury yachts, also closes this month with a large loss of jobs for local people, plus a couple of other smaller businesses closing their doors. On the plus side, the dairy pay out is predicted to be increased so that will mean that at least the farmers will have some financial improvement this year. How all that will impact on the hospo trade remains to be seen, but personally I’m seeing my turnover starting to creep up slightly over the past couple of months and another month of good trade might see me equal last year’s figures. It wasn’t looking that bright before Christmas.

regional update

WAIAU COUNTRY ESTATE RESTAURANT

We brought 8 front of house staff up to taste last month for the professional development seminar covering Effective FOH Management & Systems. It’s always good to take the opportunity to hear from professionals who have been in the business for many years, sharing their knowledge and experiences with our staff (who usually only get to hear it from me). We all enjoyed it and learned things to implement in our own teams. RESTAURANT CHANGES: Kauri Cottage café in Egmont Village has been renamed Cowree and has a new owner Gaurav Kumar. The old Okato Pub has been taken over by Heimo and Renate and they have opened the restaurant plus accommodation upstairs. Heimo has been the head chef at The Mountain House in recent times but has finished there to concentrate on his own establishment. Dawson Falls Mountain Lodge and Café has been reopened by Swiss couple Sera and Markus Hojdelewicz. This lodge has been closed for some time now and Sera and Markus plan to give it new life. They will not be opening as a restaurant, but will offer 3 course meals to their accommodation guests, plus have a café operating for day visitors. I attended the auction of the Garlic Press’s equipment and it was interesting to note that one of my restaurant neighbours bought up a huge amount of the furniture and equipment, so I’m

guessing he might be opening another establishment at some point. It was a long day waiting for the stuff I was interested in to have it’s turn, but I was pleased with the odds and ends I bought. There was another restaurant auction of L’Escargot’s chattels last month as well, which I didn’t attend this time. One auction every 10 years is probably enough for me – although the Garlic Press auction was a good opportunity to catch up with other restaurant owners for a chat. Americarna has been and gone, and this brought an injection of out-oftown American car owners to the district and I think many of our bars experienced a nice busy weekend from that. WOMAD has also just been, filling the city with the colour and excitement that this festival always brings. We always look forward to our turn to be busy with all the vegetarians and vegans that find their way to us. I love it when all the food I personally enjoy, becomes suddenly popular! Makes me feel normal! I think that’s about it from me this month. With warm regards Barbara Olsen-Henderson Bach on Breakwater e: barbara_olsen@xtra.co.nz

THE THYMES MARCH 2014

REGIONAL ROUNDUP… … WELLINGTON

regional updates

November September 2011 2011

from the capital: from the capital:

UNCORKED

hot plate coming through changes

Veni Vidi Veci an Italian Spanish restaurant has opened in the former Cafe Istanbul site on Cuba Street.

A new Korean restaurant has opened on Victoria St called Arirang..

rumours, happenings and events CNN has named Wellington as one of the top 8 coffee cities in the World. The New York Times also wrote "Australians and New Zealanders are to espresso what Russians are to chess".

Visa Wellington on a Plate registrations have closed with over 100 restaurants registering and the same number of events have been submitted. The festival kicks off in August for over 2 weeks with a highlight being Beervana, the craft beer festival, which will feature over 200 beers and will attract 12,000 visitors. The latest Paymark figures show an increase of 12.5% spending in restaurants and cafes in February compared with last February. Whilst in the USA the industry is at a 6 year high with half a million job openings in January, with 21,000 of them being newly created. Kind regards Mike Egan, Restaurant Association National President e: monsoonpoon@actrix.co.nz m: 021 966 667

BEER GRILL MEATS

JOB Handbook

Laundry, a casual bar and eatery has opened also on Cuba Street.

Goose Shack HQ a suburban eatery in Berhampore has now opened.

FEATUREDPRODUCT FEATURED

DESCRIPTIONS

The team from Logan Brown have opened Grill Meats Beer on Cuba Street.

Uncorked a wine bar on Cuba Street is up for sale..

24 23

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.

THE THYMES MARCH 2014

November 2011

MAINLY OF INTEREST TO auckland members... news. After a quiet-ish couple of months, there has suddenly been an influx of new businesses opening around town, along with a number of places changing hands. It is definitely all go in the Auckland hospitality scene… Peter Chichester and Rekha Dayal (ex Gala Café in Mt Eden) have opened Giles Luncheonette on Symonds Street. Gala was famous for “my mother-in-laws North Indian eggs” and they make an appearance on the menu at the new café, along with Best Ugly bagels and Supreme coffee. The original owner of Dominion Rd’s legendary New Flavour, Mr Zhou, has opened a dumpling house in West Lynn called… Mr Zhou. The former Portside Organic Restaurant site in the ASB Building in Wynyard Quarter is now Johnny Barr’s Fresh Food Bistro. There is also a Johnny Barr’s in Queenstown. The Auckland operation is a bistro but with an American twist: chicken and waffles, Philly cheesesteak and a gourmet mac & cheese!

Goodness Graciouse Cafe

Another bagel-focused café has opened in Eden Terrace. Goodness Gracious Café and Bagelry is owned by Greg Cornes, who previously worked at Café People on Ponsonby Road and was inspired to open the café after a stint working in Melbourne a few years ago. Along with the extensive selection of New York style bagels, the café also has salads and other baked goods on offer, along with good coffee and smoothies. The Island Gelato Company has opened in a repurposed shipping container in the heart of Oneroa on Waiheke Island. Owners are Ana Schwarz and Geoff Tippett, who were also inspired after a trip across the ocean—to Sydney’s Gelato Messina. Initially a pop up for the summer, the Island Gelato Company uses local, seasonal produce and fruits for their flavour combinations.

Gusto

Prominently located on Mount Eden Road, The Return of RAD Café has been opened by ex Love Ugly Bagels barista, Duke Tran. With a menu of breakfast and lunch offerings, the coffee is from Wellington’s Flight Coffee. The latest addition to SKYCITY’s Federal Street offerings is Sean Connolly’s new restaurant, Gusto. It took over the space previously Dine by Peter Gordon in The Grand Hotel’s ground floor area. The menu showcases fresh, seasonal ingredients inspired by the food philosophy that “the less you do the better.” The restaurant extends into the foyer where an espresso bar serves coffee, pastries and sandwiches and, later on, aperitifs and antipasti. We understand that Mimi Gilmour (ex Mexico) is soon to open a burger place in Ponsonby Central.

THE THYMES MARCH 2014

auckland members Giles Luncheonette

MAINLY OF INTEREST TO auckland members... whatâ&#x20AC;&#x2122;s on akl.

news. Piccoli Piatti Cucina e Bar has opened on the old Herne Bay Local site, where they have on offer small plates meant to shareâ&#x20AC;&#x201D;pasta and other Italian inspired foods, along with a charcuterie sliced to order. The Langham have opened Palm Court in the foyer area which is open for dining day and night, including two seatings each day for their elegant Tiffin Afternoon Tea. The Franklin on Ponsonby Rd has just reopened as Little Easy, run by Andrew Roborgh from Fort St Union. Mikano Restaurant in Mechanics Bay is reportedly on the market. The Engine Room on the North Shore has had an extensive renovation, doubling their floor space. They have a new kitchen and bar area, along with a new entrance. It is looking great. Waterfront Auckland is progressing negotiations with a preferred party for the ownership and development of a 5-star hotel in the Wynyard Quarter. An announcement is due to be made soon on who the party is, and a broad concept for the redevelopment of the site which is currently occupied by Team New Zealand.

The Engine Room

KEY DATES... 04 MARCH Online nominations open

22 APRIL Release of finalists. Finalist voting opens and tickets on sale

Online nominations close 31 MARCH

auckland members

01 JUNE Event of the Year! The Lewisham awards

Finalist voting closes 18 MAY

Restaurant Association national webinar, webinar Essential Health and Safety & Employment Relations legislation update, presented Alison Maezler

Restaurant Association Japanese Masterclass, presented by Nic Watt, Masu

www.restaurantnz.co.nz

Auckland International Cultural Festival, Mt Roskill War Memorial Park

Restaurant Association national webinar, webinar Immigration update, presented by Carl Andrews

www.aucklandcouncil.govt.nz

www.restaurantnz.co.nz

Rolling Stones concert, Mt Smart Statdium

Restaurant Association professional development, development The Top 5 Employment Issues, presented Alison Maezler

www.restaurantnz.co.nz

15 Restaurant Association national webinar, webinar Preparing To Sell Your Business & Getting Ready For A Rent Review, presented by Clyth MacLeod

www.restaurantnz.co.nz

17 - 21 Coca Cola Easter Show

www.eastershow.co.nz

18 21

Good Friday Waiheke Island International Jazz Festival

Easter Monday www.waihekejazzfestival.co.nz

-27 ITM500 Auckland V8 Supercars

ANZAC Day

www.v8supercars.co.nz

Restaurant Association online product review webinar, webinar with presenters from Eveve, Webby Mobile & GrabOne

Restaurant Association Masterclass, The Riverhead Cuisine, presented by Ian Braund & Paul Jobin

www.restaurantnz.co.nz

MAINLY OF INTEREST TO auckland members... "Golf can best be defined as an endless series of tragedies obscured by the occasional miracle..."

the 2014 restaurant association golf day was supported by...

ut it can be fun too! A successful Auckland Branch Golf Day was held at Murawai this year, with 39 teams registered and all holes sponsored, thanks to our wonderful event sponsors. Congratulations to all our business card prize winners and particularly our golf game prize winners who were:

the ultimate win 1 2

Sorrento Heinz Watties

Best GROSS score 1 2

(best NET score after handicap adjustment)

with 50 with 52.75

(before handicap adjustment)

Maurice Trapp Euro Bar

with 62 with 65

other prizes went to… (Hole 3) Closest to the Pin - Tyler Kerlin (Mexicali Fresh) (Hole 9) Longest Drive - Arapeta Albert (EFTPlus) (Hole 16) Closest to the Pin in two shots - Wayne Leon (Coke) (Hole 14) Red Bull Final 5 - Wildfire Crombie Lockwood ‘’Putting the Olive’’ - Andrew Radford (AMEX) Office Max ‘’Putt the rubberband’’ - Derek Drummond (Fish Pot Cafe) Moffat ‘’Chip into the fryer’’ - Neil McCormack (Sorrento) Moffat ‘’Chip into the Basket’’ - Tyler Kerlin (Mexicali Fresh) Best Dressed Team - Goodman Fielder Restaurant Association Best Team Photo - Mexicali Fresh Best Dressed Sponsor Hole - Moffat We would like to thank Goodman Fielder and Wilson Hellaby for the extra Bacon Butties and Steak Sandwiches they made to feed our other sponsors – thank you for your generosity. Watch this space ~ Mark next year’s event in your calendars - TUESDAY 10TH FEBRUARY. If you would like to register your interest early please contact Emily: emily@restaurantnz.co.nz

THE THYMES MARCH 2014

auckland members

restaurant association annual golf day 11th february, muriwai golf course

The Restaurant Association was formed in 1975 with the aim of serving and representing owners and manger of foodservice operations. It represents 1,700 members throughout New Zealand who employ 13,000 full and part-time employees. This is an industry that has an annual turnover of over $7 billion, that employs some 100,000 workers, that is each week visited by 340,000 diners and serves another 1.15 million takeaway customers. This makes it a cornerstone of New Zealand’s economy. CHIEF EXECUTIVE: Marisa Bidois

NATIONAL PRESIDENT: Mike Egan (Monsoon Poon, Auckland & Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington)

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

BRANCH PRESIDENTS: Auckland: Bart Littlejohn (Sails Restaurant, Auckland) Bay of Plenty: Andrew Targett (Elizabeth Café & Larder, Tauranga) Canterbury: Sam Crofskey (C1Espresso, Christchurch) Dunedin: Steve Richardson (Table Seven Restaurant, Dunedin) Hawkes Bay: Sean Burns (Milk and Honey, Napier) Manawatu/Wanganui: Sean Kereama (Wharerata Function Centre, Palmerston North) Marlborough: Marcel Rood (Raupo Café, Blenheim) Nelson: Howard Morris (Harry’s Bar, Nelson) Rotorua: Sharon Wallace (Waiariki Institute of Technology, Rotorua) Southern Lakes: Grant Hattaway (Pier 19; Captains Table Restaurant, Queenstown) Taranaki: Joe Deegan (Pacific International Hotel Management School, New Plymouth) Waikato: watch this space! Wellington: Michael Egan (Monsoon Poon, Auckland and Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington)

RESTAURANT ASSOCIATION OF NEW ZEALAND KEY OBJECTIVES 1.

Protect, promote and advance the interests and rights of its members

Promote industry quality, reputation and excellence

Provide relevant value added services to members

As an organisation achieve best practice stewardship within the business association sector