MAY 2015
MAY 2015
03 ceo’s update tips to manage downtime
10
18
Zero hour contracts, where a minimum number of hours are not specified in an employee’s employment agreement, have been in the media spotlight recently. We touch on this topic and also offer alternative options.
22 events
www.restaurantnz.co.nz
CONFIDENTIAL - MEMBERS ONLY
How can we address
industry skill shortages?
As we move into what is traditionally a quieter time of the year for many regions, we asked Manawatu Branch President, Sean Kereama, for his advice for operators to manage the downtime....
flexibility & job security
PHOTOS: Amisfield, Arrowtown PHOTOS: Amisfield, Arrowtown
Many operators have reported strong summer sales as our industry continues to demonstrate recovery and expansion. Recent statistics show that customers are more than willing to spend again on dining out and as a result business owners can look forward to a return to more profitable times. This is positive news for the industry. However, while there may be potential for businesses to expand, the challenges of finding skilled employees are prohibiting growth for many. The Restaurant Association has consulted widely with industry on this problem and there are indications that the severe shortage in skilled staff available to fill senior roles is a long term situation which has worsened over the past three years. In the short term we will continue to lobby Government on the industry’s behalf to ensure that migrant workers can be utilised to fill the gap between available New Zealand workers and the number of workers that the industry requires. It is our view that these international employees are currently a vital component to our businesses and we do not want it to be prohibitively difficult to recruit these candidates when no local workers are available.
CONTINUED ON FOLLOWING PAGE
FROM PREVIOUS PAGE, What are we doing to address labour shortages?
As the Government is currently reviewing the roles that are listed on the long term and immediate skill shortage lists, we are actively lobbying them to include further hospitality roles on these lists. In the medium to long term however, the Government has highlighted that the industry needs to constructively work together to seek solutions to the shortage, rather than relying on migrant workers. So what are we doing about this? As a result, last year the Restaurant Association initiated a pilot forum of industry representatives to consult on the skill shortage issue and collaborate on ideas to help the industry move forward. The forum highlighted two key challenges:
1 2
It is hard to find good managers and harder to retain them in the industry; and It is a struggle to find front of house staff with the right skill set
As a way to address our members efforts to help develop existing staff with management potential, we have been continuing to run and fine-tune our highly successful ‘Emerging Managers’ workshop, presented by Krishna Botica, one of the industry’s well-known restaurateurs (and the Restaurant Association’s Auckland Branch President). These workshops touch on some of the major issues that our managers face every day in the hospitality industry including quality offering, cost effectiveness, safety, training and systems. The structure of the sessions enables the attendees to share real-life work experiences and draw on a wealth of industry knowledge. For a more advanced look into hospitality management, we are currently developing a second ‘Established Managers’ workshop which we will initiate in the next few months. These courses will be designed to follow on from one another to provide robust training for managers. In addition, as a result of the industry forum, the Restaurant Association has piloted a new industry-driven training programme which directly benefits hospitality businesses by introducing new workers into their businesses. We are finalising details to roll this programme out more extensively and look forward to bringing you more information on this exciting new initiative in the next issue of The Thymes. Of course the Association has always been actively involved in addressing industry labour concerns and industry development through our New Zealand Apprenticeship programme which has been running effectively for more than 10 years. We believe that apprenticeships offer the foundation to a great career in hospitality where young workers can learn on the job, get trained, get qualified, and get paid for it. Apprenticeships are rewarding for employers as well as they assist in attracting and retaining committed people to your business.
Apprenticeships are a rewardin g industr y path ...rewarding for way both employee s and employer s
Our professional development programme is also an essential tool to assist managers and owners by providing short, sharp industry courses that meet the industry needs to develop, train and retain hospitality staff. The courses are presented by well-known and respected hospitality professionals. We are in the process of advancing our technology to allow us to live-stream our sessions across the country and reach a wider national audience. In the meantime, to ensure our training sessions are accessible to all, we also run national webinars. Our aim this year is also to develop a professional development road show across the country in all the major centres. We are currently looking at funding support to help us to roll this initiative out. We know that labour shortages are a key issue for you and as the industry grows the problems are unlikely to diminish. It is our challenge to respond to your needs and offer some practical solutions that will assist you. We hope that you recognise that with some of our existing and new programmes available for members, we are taking this challenge very seriously. If members are interested in finding out more give us a call to discuss on 0800 737 827.
need help? call us on 0800 737 827
THE THYMES MAY 2015
02
FROM THE CEO’S DESK OUR SECTOR AS A WHOLE HAS BEEN EXPERIENCING POSITIVE GROWTH OVER THE LAST 12 MONTHS WITH MOST REPORTING STRONG TRADING OVER THE SUMMER. IT’S POSITIVE NEWS. HOWEVER, WE STILL SEE BUSINESSES CLOSING THEIR DOORS. COMPETITION IS TOUGH AND THERE IS PRESSURE ON OUR OPERATORS TO KEEP ON TOP OF THEIR GAME IN ORDER TO REMAIN PROFITABLE. BY MARISA BIDOIS
I
n order to grow, recruiting key hospitality staff needs to be easier for our industry. The Association has recently been involved in a steering group led by the Ministry of Business, Innovation and Employment (MBIE) addressing skill shortages. We see this as a positive step and relish the opportunity to work with Government more closely on this ongoing issue for our industry. We will ensure our members have a strong voice in these matters. With this in mind, in this issue of The Thymes we have covered off the key areas we have been working on to help support the industry. We will continue to work on initiatives where the objectives are to alleviate this pressure for our members. In other matters relating to training, the Association’s Education Trust has invested over $200,000 in the last three years in the NZ Apprentice Programme which we are contracted to run on behalf of ServiceIQ. There have been recent discussions about proposed changes to the current model of training which include the employer (or management) undertaking the assessment responsibility in the workplace. We believe this is a positive step, however, we are concerned that many employers may not have the time to carry out these duties. ServiceIQ will be consulting on this in the next few weeks and we are interested in hearing what you have to say about this. Government are again reviewing Immigration NZ’s skill shortage lists and we are currently preparing a submission on behalf of our members outlining the ongoing challenges for our industry.
seeking feedback from members on this before we complete our submission, so please contact us if you have any comments on this proposal. Ponytail gate has created a stir in the media and one of the hot topics to come out of this has been around an employers obligations under the Health and Safety in Employment Act to keep employees safe. We outline your obligations with regard to bullying and harassment in this issue. We have also highlighted other key areas of employment law that you should be aware of in this issue ~ including zero hours, the new break laws and a few other changes that impose harsher penalties on noncompliant employers. Be sure to check these important updates out. The year is speeding by and the Restaurant Association is making progress on our key goals. We want to ensure that we are providing a platform for growth. We continue to expand our portfolio of services to assist members and have employed an accountant, Stephanie Beasley, to join our team at the Association. She is happy to provide members with advice on their accounts, financial standards, reporting and processing, so feel free to phone Stephanie with your questions. If there are other services which you would like to see us offer please contact me. I would love to hear from you.
The Ministry of Health is also seeking feedback on proposed guidelines for determining whether or not a designated smoking area is compliant or not. We are
Marisa Bidois marisa@restaurantnz.co.nz
proudly bought to you by Outdoor Concepts CEO’s update
THE THYMES MAY 2015
03
PRESIDENT’S VIEWPOINT REVIEW WEBSITES...
WHILE DINING IN A RESTAURANT OR CAFÉ WILL ALWAYS REMAIN AN ANALOGUE EXPERIENCE, WE ARE OF COURSE NOT IMMUNE TO THE DIGITAL FORCES THAT IMPACT OUR BUSINESS...BY MIKE EGAN
F
or example we all try to get listed on the front page of Google. We get a large percentage of reservation enquiries through email. Our websites need to be accurate and easy to navigate for prospective guests. We can also access any competitor’s offering at the click of a button. This is all good news, however, one of the negative aspects of this easy access is that new customers often rely on anonymous digital information when seeking out dining experiences. They will click onto one of the many review websites and read the first one or two reviews and think they have a full understanding of that restaurant or café . As we all know these reviews can be accurate and fair, or often full of mistakes and even lies. Negative reviews can be posted as some sort of payback for a perceived slight the reviewer experienced. I wrote recently about an irate ‘customer’ who made a scathing review even though he admitted he had not dined and had done the review out of spite when told he would have to wait 45 minutes for a table as the restaurant was already full! Whilst this reviewer wrote of his reason for a negative review there is often no way to ascertain the underlying motive or the veracity of the review submitter. There is not even a way to determine if the reviewer actually even visited the restaurant or is merely another troll trying to raise their self esteem by fabricating reviews. Food writing doyen, Lauraine Jacobs recently wrote a wonderful piece about the Zomato restaurant review website. Lauraine made the accurate observation that the reviewers are often;
can completely destroy the trade and reputation of good restaurants.” I once wrote a piece about the Professional Customer and how well they know how to access an excellent dining experience wherever they go. I would think that most of those who our industry class as such would never use these sites to discover what is on offer in order to find a new dining experience. They would use websites such as Eater.com, Bon Appétit , Sauveur or Apps such as Where Chefs Eat. They would also elicit information from asking other well travelled and experienced locals whom they know dine out and who have an innate understanding of what a satisfying restaurant experience actually is. Finally hats off to Molten restaurant who recently reacted to a review that not only was inaccurate, it smacked of pettiness and showed the “reviewer” to be the antitheses of a professional customer. Molten challenged the reviewer over the points made and of course there has so far been deathly silence. I imagine if they reveal themselves they will look awfully foolish. While these review sites won’t be going away anytime soon conversations about them in the mainstream media such as the one Molten initiated can help to put perspective on the weight they should be given by the general public.
“Unqualified amateur diners who are rewarded with stars for the sheer number of reviews they post, but usually are lacking in expertise and have no knowledge of the industry,
Mike Egan mike@monsoonpoon.co.nz
proudly bought to you by Starline president’s report
THE THYMES MAY 2015
05
... don’t forget to support the businesses that support you & the Restaurant Association STRATEGIC PARTNERS...
MEMBERSHIP
BENEFITS WESTPAC Access specialist banking solutions and lower credit card commission rates (1.48% -1.62%) with Westpac. If your monthly credit card turnover is $7000 (and assuming your current rate is 3%), on the 1.62% rate you will save $96 per month. NOVA ENERGY Exclusive Restaurant Association member energy offers. Contact the membership team at the Restaurant Association to find out how Nova Energy can benefit your business. Nova Energy - The Multi Energy Experts - Electricity - Natural Gas - LPG - Solar
KEY PARTNERS...
OFFICEMAX Your one-stop shop for stationery, technology, furniture, cleaning and hygiene products - and more. Member discounts of up to 50% off OfficeMax’s already low, everyday prices. Open an account or identify yourself as an association member in store or online and take advantage of these discounts.
CROMBIE LOCKWOOD INSURANCE BROKERS The best value insurance you can have is insurance that works at claim time. Crombie Lockwood provides specialist restaurant, café and hospitality insurance solutions that are proven in the toughest situations. To see examples talk to your nearest Crombie Lockwood office.
SPARK BUSINESS COMMUNICATIONS SOLUTIONS Restaurant Association members can make significant savings with a customised package of Spark products and services. Contact the Restaurant Association to arrange your 30-minute business tech check.
EFTPOS NEW ZEALAND Access the best range of payments solutions for your business and exclusive discounts off terminal rental. This offer applies to the full range of Verifone terminals for both standalone and interfaced solutions. If you want to talk further about an eftpos solution to suit your business needs, call 0800 EFTPOS
Take advantage of the new Association member bonus deals and save up to the value of $1438. ASSOCIATE+ PARTNERS...
Being a member of the Restaurant Association gives you access to a to savings on these essential services and supplies... and more. Find out more at www.restaurantnz.co.nz or call us on 0800 737 827. THE THYMES MAY 2015
06
BURGERS... KEEPING YOUR
CUSTOMERS SAFE If your chef has a preference to serve burgers on the rare side, here is some advice from the Ministry for Primary Industries (MPI) to ensure you keep your customers safe...
R
ecently there has been an emerging trend of burgers being served mediumrare or rare in restaurants. This method of serving red meat is well known when serving steaks and whole cuts of meat but minced or ground meat should be treated differently as the risks associated with this type of meat are higher. Although restaurants are working to please their customers and aim to meet expectations and individual preferences, the Ministry for Primary Industries (MPI) ask that restaurants and food caterers take extra care when preparing and cooking higher risk foods such as burgers. Minced meats such as burger patties and sausages are considered a higher risk food than steaks or whole cuts of meats. This is because when meat is minced, harmful bacteria E. coli, Salmonella and Campylobacter from the surface of the raw meat are spread throughout the inside of the burger patties and sausages. In order to kill these harmful bacteria, minced meats need to be cooked right through. MPI recommends that burgers and other foods made with minced (ground) meat should be cooked to an internal temperature of 74 degrees Celsius for 15 seconds so that the meat is steaming hot all the way through and there is no red or pink meat remaining. These guidelines will ensure that any harmful bacteria are destroyed. Steaks and other whole cut beef and lamb meats can be served rare as the bacteria that contaminate the surface of meat are destroyed during cooking, even if the middle of the meat is rare. The consumption of undercooked (pink) minced meat is particularly risky for children, pregnant women, the elderly and those with low immunity. We recommend the use of digital instant-read food thermometers as they are an effective way to know if the
centre of the meat has reached the recommended temperature of 74 degrees Celsius. This will avoid both undercooking and overcooking of minced meats. MPI recommends that restaurants and food caterers follow the guidelines for preparing and cooking meat, as restaurant providers have a responsibility to provide safe and suitable food under the Food Act. It is also important for restaurants and food caterers to follow safe meat handling practices by following the three C’s – Clean, cook and chill.
If you would like to find out more information on safe cooking of meat, please visit www.foodsmart.govt.nz/elibrary/safe_cooking_meat. htm or contact info@mpi.govt.nz if you have any questions.
need help? call us on 0800 737 827
THE THYMES MAY 2015
08
QUIET
PLEASE... This next quarter of the year will be less hectic than the highs of Summer, so what can you do to keep your momentum going? We offer some suggestions on how to make the best use of your downtime...
TIPS TO MANAGE
DOWNTIME
As we move into what is traditionally a quieter time of the year for many regions, we asked Manawatu Branch President, Sean Kereama, for his advice for operators to manage the downtime. We’ll Be Booking 1,000,000 Diners Into New Zealand Restaurants In 2015
Sean Kereama
1
2
3
4
5
Take the opportunity to get some housekeeping in order. Clean your office; reorganise your desk and file your papers.
6
Chefs should take advantage of the downtime, and get some of those creative juices flowing! Planning new menus and recipe development, getting ahead of the eight ball before heading back into the busy times.
Do some market research. Take a few days from work and do a bit of a road trip, check out what’s new in the market place, exciting new products, suppliers and new businesses in the area.
Don’t forget your ‘personal housekeeping’ too - go to the dentist, get your eyesight checked - all the things you put off when you’re too busy to fit it into your schedule.
7
Maybe this is a good time to have a mini-break for yourself. Re-energize the batteries and get a little bit of life balance. Maybe a weekend away, a massage, or even a walk on the beach...
8
It is also a good time to encourage staff to use up some of their annual leave. It may be the middle of Winter here, but the sun is shining on a tropical island just a few hours from here, and the skiing is good down South. Maintenance is also a good one to sort out in the quieter times where there is less impact on the daily operation. This is a good time to do general cleaning and maintenance on your essential equipment and give everything else a good clean. Plus, shop around for new equipment if you need it; you’ll have more time to research and road test now than when you are busy.
9
Go back to school or do some professional development. There is always an excuse not to do this when you’re busy, so list the topics you’d like to study, the classes you’d like to take, or the books you’d like to read, to keep you up-to-date with the industry and business skills. Set some new goals. Use down-time to look at your current goals to see how you’re doing so far (and celebrate your successes) and then write some new goals for the next 12 months. Create an updated marketing plan.
10
Spend time with family and friends. This is always an area that gets neglected when you’re busy. Catch up with colleagues in the industry and have a good ole get-together to shoot the breeze.
Use this time productively so you’ll be prepared for the next burst of busy time coming your way... need help? call us on 0800 737 827
THE THYMES MAY 2015
10
WINTER
WELLNESS CHECK As the weather cools down, staff absences due to illness begin to become more of a problem. Dealing with a high level of absences can have a big financial impact on your business and on the morale of your employees and due to the close working spaces our employees share, illnesses can easily spread throughout the team. So it is important you have a clear sickness policy in place for employees which encourages preventative measures and promotes a culture of staying home and getting better if they become sick.
T
he most common genuine reasons for absence in the winter are colds and flus, and stress. Therefore, doing what you can before the Winter sets in to minimise the effects these have on your business is important. Here is some advice on managing sickness and staff absence this Winter…
1 Communicate your sickness policy It may seem obvious, but take a moment at your next staff meeting to make sure your employees are aware of the correct protocols should they fall ill. To help you manage the business you need to know why staff are absent from work and whether it is a short-term illness or something that could result in them being absent for a long period of time. Reiterate your policy outlining who an employee needs to contact, by what time and by what method (hopefully your policy is to communicate absences by phone call, not by text). It is also important to make sure your staff know what to do if they are absent for more than one day. They may think you know they are sick because they rang in yesterday, while you may be expecting them back at work. Communication is key to assist you to juggle the day to day operations of the business. When a worker returns to work after a period of absence, make sure there is a consistent policy in place around medical certificates and whether you will require the employee to produce one (the law says you can request a medical certificate, at their expense, after someone has been absent for three calendar days).
2 Encourage prevention Investing in your employees’ health and wellbeing helps to create a positive working environment. By putting measures into place to prevent sickness as much as possible, you are investing in the future of your business.
but some tops tips for your employees to encourage them to look after themselves include: • • • • •
Eat a balanced diet and drink lots of water. Get enough sleep. Exercise (it helps to boost the immune system). Do your best to keep stress in check. Try to limit exposure to sick people.
When the sun disappears (or so it seems) for a few months, busy employees are prone to taking time off due to stress and stress can definitely impact on physical well-being. Perhaps it is an opportune timing to have a training session with your staff on ways to manage stress? This may help you to identify those that may require more support in this area. You should also remind your staff to practice good hygiene practices, with hand washing a key preventative measure to stop the spread of cold and flu viruses. If you need signage reminding staff to “wash your hands”, the Restaurant Association can provide it to you.
It is not always easy to practice healthy habits when you are working in a busy, stressful, hospitality environment, business insights
CONTINUED ON FOLLOWING PAGE THE THYMES MAY 2015
11
FROM PREVIOUS PAGE, Winter wellness check
It may be worth considering funding your employees to get flu vaccinations. The best time to do this is before the onset of Winter, but it could still be an effective measure later into the Winter months as well. There are a number of places that do flu vaccinations, so it does not require a Doctors visit and you would likely be able to organise a group discount if you were getting all of the staff vaccinated. Annual vaccination is needed because flu viruses are constantly changing, flu vaccines may need to be updated, and because a person’s immune protection from the vaccine declines over time.
3 Ensure procedures are in place for covering absences Even with preventative procedures in place to minimise staff sickness and absenteeism, the simple fact is it is not possible to avoid it entirely. Unfortunately most people will be off sick at some time so it’s important to deal with it effectively as the extra workload can make a huge difference to staff. While it is difficult to plan ahead for staff absences, you could talk to you staff and see if there are any who would be interested in picking up extra shifts, at short notice, if someone does call in sick. This may relieve some of the pressure for you, if you are trying to juggle a number of staff absences, knowing that you have your go-to fill-ins to call. Managing staff absences can be challenging at any time of year, and more so over Winter when there are often more, so the more you do to prevent it, the less disruptive it will be for all concerned. Hopefully these tips can help to ensure you still have a happy and productive work environment.
ENSURING THAT KIDS EAT WELL
IMPORTERS OF QUALITY
7PLYYV 4HJOPULZ HUK *VTTLYJPHS *VɈLL .YPUKLYZ
Now available in New Zealand.
One of the hottest trends internationally is the emergence of healthy restaurant meals for children. Is it worth utilising your downtime to review your business’ children’s menu items and consider adding more ‘healthy’ options? BY TARA SABOORI
.YV\W 7PLYYV :PS]LY *VTTLYJPHS *VɈLL 4HJOPUL .:; VY OPYL MYVT WLY ^LLR
-VY H M\SS YHUNL VM 7PLYYV 4HJOPULZ 6U KLTHUK +VZPUN .YPUKLYZ ]PZP[ V\Y ^LIZP[L
Buy 1kg of AttibasZi Crema d’Oro Beans and get another 1kg bag for FREE. Limited to one free bag per customer. Save $39.40!
Contact us for wholesale pricing on ([[PIHZZP *VɈLL
T
he Restaurant Association is exploring ways that we may be able to assist members to put together cost effective children’s menus, so to gauge interest we surveyed members recently on the topic. With this survey we aimed to pinpoint trends, demands and our members’ perspective on their own menus. We found the results stirring... Over the past 12 months just under 40 per cent of restaurant and café owners have noticed parents choosing healthier meal options for their children. This seems to be a forming trend, particularly among Auckland families. It is interesting to note that almost 80 per cent of our member businesses have a specific children’s menu and close to half of these businesses have made changes to their kids menu over the past 12 months to include more ‘healthy’ items. Our members also brought to our attention that the average modern young diner seems to have a more mature palate, exploring the likes of antipasto platters. There has also been a major increase in demand of gluten free options for all diners (not only kids), with over 60 per cent of the members surveyed noting this increased demand. Although some chefs may argue that a gluten free meal does not necessarily equate to a healthy one the demand of gluten free menu options appears to be at an all-time high. Later this year we are looking to offer resources to help members sustain cost effective menus with the fun factor to appeal to younger diners. These resources will be available to our members free of charge and as an ongoing assistance to help them educate young families on the importance of a healthy meal whilst making the menus fun for the kids. Our industry is ever changing and we understand that some of our members may want our help to keep up. Food for thought? That’s what we thought.
need help? call us on 0800 737 827
minimum orders: 1 carton (9x 1kg bags)
“Attibassi is the “Ferrari” VM YVHZ[LK JVɈLL ¹ - AUCKLAND BARISTA Jack Culverwell “An outstanding blend MVY JHWW\JJPUV HUK JHɈL latte” - COFFEE REVIEW 90
phone LTHPS ^LIZP[L
+64 9 368 4416 JVќLL'UL[YVWVSP[HU JV Ua ^^^ UL[YVWVSP[HU JV Ua
ENCOURAGING
LEAVE TAKING
A
lthough Summer is typically the time when employees make annual leave requests, it’s not always easy in hospitality for staff to take extended time off, as this also tends to co-incide with some of our busiest trading months. However, as we head into some quieter months (in general), why not see if any of the team want to use up some of their annual leave now? Time off work is important for health and wellbeing, and it also helps improve productivity – and if you and your team have just come through a very busy few months of Summer trading, a few weeks off could be just what they need to come back energised and brimming with new ideas. It is also important to note that if employees have a lot of un-taken accrued leave, this poses a financial liability on your business, so it is best to stay on top of individual leave accruals and encourage staff to use up their leave each year. Can an employer direct staff to take annual leave? Leave should be can be taken at a time agreed between the employer and employee. However, if both parties cannot reach an agreement then the employer can direct an employee to take their annual holidays, as long as they give the employee 14 days notice.
EMPLOYMENT MATTERS We check out some of the latest employment news and updates...
BREAK-ING NEWS
Employees are entitled to take breaks. But the law surrounding those breaks has recently changed. What impact will this have on your business? BY MICHAEL O’BRIEN, SOLICITOR, HESKETH HENRY
T
here has been a lot of comment in recent months about changes to rest and meal break entitlements. Based on those comments, one could be forgiven for thinking the world was ending. Take the EPMU as an example: they described the changes as nothing less than a “radical attack on the rights of Kiwi workers”. Stripping away the rhetoric, this is what has happened: as of 6 March 2015, the Employment Relations Act 2000 was amended. There were a number of changes made, including to rest and meal breaks. Before this date, the law was prescriptive: employees were entitled to a set number of breaks for specified durations depending on the number of hours worked. What we have now is more flexibility, as there is no longer any prescribed number or duration of breaks. Instead, the obligation on an employer is now to provide rest and meal breaks that provide a reasonable opportunity during an employee’s work period for rest, refreshment, and attention to personal matters, and which are appropriate for the duration of an employee’s work period. In short, this means that breaks are to be taken at the times and for the durations agreed between employer and employee. If they cannot agree, then an employer may specify reasonable times and durations for breaks that enable it to maintain continuity of service or production. But note that an employer must provide a reasonable opportunity to negotiate in good faith and agree the timing and duration of breaks before purporting to impose them on employees. Something that is new is that rest and meal breaks may now be subject to restrictions. However, the circumstances in which this can occur are limited, as the restrictions must be: • •
reasonable and necessary having regard to the nature of an employee’s work; or reasonable and agreed to by employer and employee (whether in the employment agreement or otherwise).
In addition, any restrictions must relate to the employee being required to continue doing work during what would otherwise be their break (for example, being available to answer a phone call or customer enquiry during a break).
Where breaks cannot reasonably be provided, or where an employer and employee agree not to take breaks, they can be replaced by reasonable compensatory measures. Examples may include additional payments, allowing later start times, allowing earlier finish times, and granting time off work equivalent to the length of the break. As always, employers need to be somewhat cautious. Existing rest and meal break provisions in employment agreements continue to apply unless they are varied by the parties. So if you have an employee with specified breaks in their agreement, they will be entitled to those breaks unless you agree to vary them. Some employees will welcome the change and flexibility, others will not. Above all else, the key thing to note is that, despite these changes, employees do remain entitled to breaks. The changes have not taken them away completely as some have alleged. Furthermore, rest breaks remain paid breaks. Nevertheless, now might be a good time to review your employment agreements in light of the changes – if there is any sector that values flexibility with breaks, it’s the hospitality industry. If you have any questions or want further information about the rest and meal break changes, the Restaurant Association helpline or the Hesketh Henry Employment Team are happy to assist.
employment matters
PONYTAIL GATE &
WORKPLACE BULLYING
- what are your duties as an employer? The recent media frenzy over “ponytail gate” has put a spotlight on the issues of bullying and harassment in the workplace. It has also highlighted the need for employers to be aware of their duty, under s6 of the Health and Safety in Employment Act 1992 to “take all practicable steps to ensure the safety of employees while at work...” BY VANESSA BAINBRIDGE, HELPINE ADVISOR
P
onytail gate stemmed from a young waitress’ claims that on several occasions while she was working at an Auckland cafe, the Prime Minister, a regular at the cafe, pulled on her ponytail, causing her to feel distressed. The Prime Minister confirmed that this did take place, but put his actions down to playfulness and “horsing around.” Although in this case the issue was not raised with the waitress’ employer at the time (so they were unable to address it), since the Prime Minister’s actions have come to light, there has been a lot of commentary on the issue of bullying and harassment in the workplace. The Restaurant Association have guidelines available, which draw on WorkSafe New Zealand’s information on managing workplace bullying. These guides aim to assist employers to deal proactively with issues if they arise and to promote healthy work cultures. When such claims are brought to your attention as an employer, you have a duty to take appropriate action. To be clear, you are required to deal with any form of bullying or harassment which takes place in the workplace, whether it is perpetrated by employees, clients or members of the public.
What is bullying?
As bullying is “bad for business”, as an employer you not only have a duty, but also an interest in doing what you can to prevent it, and dealing with it appropriately if it does occur. Bullying can result in more mistakes and accidents, more resignations, difficulty recruiting and poor customer service and product quality. It can also affect your business’ reputation.
The definition of bullying, provided by WorkSafe New Zealand is “repeated and unreasonable behaviour directed towards a worker, or a group of workers, that creates a risk to health and safety.”
My employee has come to me with a complaint of bullying, what should I do?
Bullying has been identified as a workplace hazard, which affects the personal health of employees and business productivity. As an employer you have a duty to control all workplace hazards, including bullying and other undesirable behaviour. If you fail to deal with workplace bullying, you risk breaching several Acts of legislation and facing significant penalites.
It is important that all complaints and reports of bullying and/or harassment are taken seriously. As an employer, you should ensure that all employees in supervisory roles are trained in dealing with complaints appropriately.
Take it seriously
Act promptly
Any report/complaint should be dealt with quickly, and time frames should be communicated to the complainant. CONTINUED ON FOLLOWING PAGE
employment matters
THE THYMES MAY 2015
16
FROM PREVIOUS PAGE, Ponytail gate & workplace bullying
Assess the seriousness of the complaint
As an employer, you should immediately assess the seriousness of the complaint, as this will determine the process you will follow to deal with it. A complaint will usually be regarded as less serious if there has been a one-off wrong or lapse. However, complaints involving senior staff or management, or instances where there are multiple complaints, are more serious.
Take action/investigate
In the case of a less serious complaint or issue, you may choose to take a low-level approach, which would involve discussing the matter with each party and dealing with the issue informally. However, more serious allegations warrant a formal investigation process.
Ensure the well-being and safety of the complainant
It is important to ensure that anyone who raises an issue of bullying is not victimised for doing so. Employees who are bullied are often reluctant to complain, as they fear that their situation will only get worse. Complainants and potential witnesses should be protected. If necessary, rearranging the rosters temporarily until the issue is resolved is a practical step that you can take.
Support all parties
Once a complaint has been made, both parties should be told what support is available for them. All employees should be treated with sensitivity, respect and courtesy. Remember also that anyone involved is entitled to have a support person or representative at interviews and meetings.
Be neutral
It is important that, as an employer, you should remain impartial throughout the process. The person in charge of the investigation or resolution process must not have been directly involved in the incident and must avoid any professional or personal bias.
Communicate the process and outcomes
You will need to advise all parties of what to expect during the process, the reasons for any delays and what will happen at the end. Give each party clear reasons for any actions that are taken or not taken.
Maintain confidentiality
As far as possible, the process should ensure confidentiality for all parties involved.
Keep good documentation
Documentation is essential to any formal investigation. Even if the issue is not formally investigated, keep a record of all meetings and interviews, detailing the date/ time, who was present, what was said and the agreed outcomes. Dealing with complaints of bullying is not an easy task. Employers often feel that like they are walking a tightrope, as they not only have an obligation towards the complainant but also have obligations to the alleged bully/harasser to follow a fair process and observe the principles of natural justice. If you are faced with an issue like this, call the Restaurant Association Helpline (0800 737 827), and we will be able to support and guide you through the process.
WIN YOUR RESTAURANT BOOKING SYSTEM FREE FOR A YEAR WITH ResDiary! To win the ResDiary system free of charge for one year - answer the following question:
What’s the name of ResDiary’s market leading waiting list facility? Answer can be found at www.restaurateurs.resdiary.com Email your answer to info@restaurantnz.co.nz by 31st May, 2015 with your answer, restaurant name and your name.
The winner will be notified and will be announced via ResDiary’s Facebook page | Competition closes 31/5/15. | ResDiary provides an optimised mobile website on ResDiary.com and a re-direct link for bookings which must be activated. | You will never be charged commission on your bookings. | ResDiary will create post dining emails in your restaurant branding free of charge. These must be activated. | Free training will be offered this must be completed. | Your customer database will be owned by you - we will never market to your customers. | Normal price of ResDiary pro on a month by month contract is $1908 NZD ($159 per month) | Online availability must be available during service. | By entering the competition you agree that ResDiary may email you details of new and upcoming features. You may unsubscribe at any time. | If the winner does not respond within 30 days of notification via email ResDiary may select another winner at random from remaining entries. | The free year must be started within 60 days of the competition end. | Competition valid only to restaurants located in New Zealand.
FLEXIBILITY & JOB SECURITY Zero hour contracts, where a minimum number of hours are not specified in an employee’s employment agreement, have been in the media spotlight recently. As it has been highlighted, these types of contracts are more common in service industries, so it is timely to touch on this topic and also offer alternative options. BY MARISA BIDOIS
A
t the Restaurant Association we certainly advocate for flexibility for employers with regard to their employment arrangements but we strongly believe the employment relationship is based on good faith from both parties, which means providing an indication of the hours an employee can expect to work. Employers should provide as much detail as possible but still allow for fluctuating business and flexibility. In the Restaurant Association’s employment agreements we state that hours will be displayed on a roster, however, as part of our agreement there is a need to indicate whether or not the employee is part time or full time, and an estimate of the hours. In addition to this we always include our standard clause which states that flexibility is important in our industry. Our industry is one that by nature has ebbs and flows of business and our agreements need to be structured in a way that takes this into consideration but at the same time ensures employees have an indication of the hours they may be required to work each week. If you are in a position where you are unable to indicate any hours, a casual employment agreement can often be helpful. Casual employees form part of a group of employees upon whom the employer can call, on an “as and when required” basis – to help out on a busy night, or to assist with a function, or to fill in for a sick employee. There is no promise of ongoing employment however this works both ways in terms of the employee being able to turn the work down when offered a shift. It offers flexibility for the employer, but also the employee. Casual employment must be closely reviewed and monitored. Where ‘casual’ employees are being used regularly each week, or on certain days of the week, it is likely that their status has changed to permanent parttime workers. If that is the case, employers need to be aware that their entitlement to holidays and leave will also have changed. This can cause payment and entitlement problems, so it is important to take advice before engaging casual labour and ensure you do understand the detail of how this works in your business.
Happy employees are essentially more productive employees and part of creating a well-balanced work environment is making sure that employees have an indication of the hours they will be expected to work.
NEW EMPLOYMENT AGREEMENTS NOW AVAILABLE!
We’ve updated our employment agreement templates, and introduced a new managers agreement, so if you would like your FREE copy please let us know (email info@restaurantnz. co.nz or phone 0800 737 827). We’ll send you the new permanent employment agreement, along with a comprehensive guideline. Rest assured, if you are using the existing agreement you can continue to do so, however we recommend introducing the new version as new employees come on board.
employment matters
THE THYMES MAY 2015
18
EMPLOYMENT BREACHES
TO FACE STRONGER
ENFORCEMENT
The Government has recently announced a package of measures which aim to strengthen enforcement around minimum employment standards. Key changes include tougher sanctions, increased tools for labour inspectors and clearer record keeping requirements. On face value the changes will have little or no impact on responsible employers who already have good systems in place. Conversely they will require work from those who don’t. Here is an outline of some of the key proposals...
1
Tougher sanctions
The focus of this proposal is on businesses that are not currently meeting their obligations with regards to minimum employment standards. Those types of businesses will face minor compliance costs to become compliant and risk facing financial penalties if they don’t (with serious breaches resulting in significantly higher penalties). For the most serious breaches, such as exploitation, cases will be heard at the Employment Court and carry maximum penalties of $50,000 for an individual and the greater of $100,000 or three times the financial gain for a company. Previously the maximum fine was $10,000 for an individual and $20,000 for a company, so the proposed increases are significant. Employers will also be publically named if the Employment Relations Authority or Employment Court finds they have breached minimum standards and individuals will also face the possibility of being banned as employers if they commit serious or persistent breaches of employment standards. In addition, persons other than the employer – such as directors, senior managers, legal advisors and other corporate entities – will also be held accountable for breaches of employment standards if they are knowingly and intentionally involved when an employer breaks the law. These cases can be pursued even if the employer ceases to exist.
2
Clearer-record keeping requirements
Most employers will already be compliant with recordkeeping requirements, which should essentially include a record of each employee’s number of hours worked each day in a pay period, and the pay for those hours. However, Government plans to make the requirements more consistent across all employment legislation; for example, the Employment Relations Act and Minimum Wage Act have different requirements for recording time worked and this has led to difficulties in assessing whether low salaried and piece workers (workers who are paid by the number of products they create or tasks they complete) are receiving adequate pay. Infringement notices will be introduced for clearcut breaches of the obligations to keep employment agreements and the prescribed records and to produce them at the request of a labour inspector, with a maximum penalty of $1,000 per breach (with a cap of $20,000) if there are multiple breaches.
CONTINUED ON FOLLOWING PAGE
employment matters
THE THYMES MAY 2015
19
PARENTAL
LEAVE
FROM PREVIOUS PAGE, Employment breaches to face stronger enforcement
There will be flexibility around the format for records, so long as they can show compliance with the law.
CHANGES 3 Parental leave changed at the beginning of April, with an extension to the number of weeks new parents can take in paid parental leave from 14 to 16 weeks. The extension is one of two steps to extend paid parental leave to 18 weeks by 1 April 2016.
I
n addition, from 1 April 2015, the parental tax credit also increased from $150 a week to $220 a week, and the payment period was extended from 8 weeks to 10 weeks. By international standards, 16 weeks is still low compared to other OECD countries (this ranks New Zealand in 29th place), however, the Government has proposed further changes to parental leave provisions that are intended to come into effect on 1 April 2016. These include: •
•
•
Extending parental leave payments to non-standard workers (such as casual, seasonal, and employees with more than one employer) and those who have recently changed jobs. Extending entitlements to ‘primary carers’, such as grandparents and others with permanent care arrangements. Enabling employees to take the leave more flexibly, by mutual agreement with the employer.
Increased tools for labour inspectors
In response to several exploitation cases last year involving migrant workers, it is proposed that there will be enhanced information sharing powers introduced with other regulators such as Immigration New Zealand, the Companies Office and Inland Revenue to improve the ability of labour inspectors to identify and investigate alleged breaches. All information shared (both business and personal) will continue to be subject to the protections of the Privacy Act. In addition, labour inspectors will be able to request any record or document from employers that they consider will help them determine whether a breach has occurred – for instance financial records or bank statements. Labour inspectors will need to have a reasonable belief that the records and documents they request will assist in determining whether or not a breach of an employee’s minimum entitlements has occurred.
4
Changes to ERA approach to employment standards cases
For many cases which involve breaches of minimum employment standards cases, particularly those that involve more serious and systemic and/or intentional breaches, mediation is not appropriate. However, these cases are currently directed to mediation in the first instance. Therefore it is proposed that these cases will instead be resolved at the Employment Relations Authority or Court in future. If it wishes, the Authority will continue to be able to send standard cases to mediation if they are mixed up with other employment relationship problems, or if it considers that mediation will contribute constructively to addressing the problem (for example, through clarifying the facts of the case). Employees will be able to seek penalties for breaches of the Minimum Wage Act and the Holidays Act (at present, penalties under that legislation can only be sought by a labour inspector). All of these proposed changes will be reflected in an Employment Standards Bill which will be introduced to Parliament this year. As always, the devil will be in the detail and the Restaurant Association will be looking carefully at the draft legislation when it is produced and making suitable submissions. The Bill will go through a normal select committee process including public submissions before it is passed into law.
The Ministry of Business Innovation and Employment recently completed public consultation on the proposed changes and received almost 900 submissions. Overall, submitters (employers and employees alike) were positive about the proposals to modernise parental leave provisions.
employment matters
THE THYMES MAY 2015
20
FEATURED
PRODUCT
JOB DESCRIPTION
handbook 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. If you need urgent employment help, don’t forget we are available for advice and assistance on 0800 737 827 or outside general office hours on 027 559 7777 employment matters
DETERMINING SMOKE-FREE AREAS As operators will know, the Smoke-free Environments Act 1990 requires all internal areas of licensed premises to be smokefree, with smoking only legally permitted in ‘open areas’. While both ‘internal areas’ and ‘open areas’ are defined in the Act, the key definition of whether an area is ‘substantially closed’ (and therefore an ‘open area’ or otherwise) has always been open to some interpretation.
T
o assist smoke-free enforcement officers in interpreting whether an area was internal or open, some years ago the Ministry developed a internal policy guideline which included an “open areas calculator”. This calculator provided an indication as to the total area of wall openings required for a space with a given floor area, depending of the wall openings and was used from 2005 through to 2013. In 2013, however, the High Court determined that the calculator’s assessment of airflow was essentially flawed as it introduced a consideration not provided for in the Act, which focused solely on the degree of enclosure of a space. Since this decision smoke-free enforcement officers have been making subjective decisions about whether spaces are open or internal on a case by case basis. That involves a consideration of factors that are referred to as an ‘average person’ test. The factors it considers are whether the space has a roof, and the number of walls, and poses the question: “What would an average person say about the area? Would the average person consider it to be open or internal?” As these factors still provide a degree of uncertainty the Ministry of Health is proposing to develop an alternative approach.
After a review of international guidelines it has determined that it will adopt an approach that the area will be considered substantially enclosed if: • •
it has a ceiling/roof; and 65% of the roof/wall envelop is enclosed
There will be a requirement that the proportion of roof/wall envelope that is required to be open will be 35% (a ratio of 65% enclosed: 35% open). The Ministry of Health is seeking thoughts on the proposals, so if members would like to discuss this in more detail give us a call today. In particular we would like to know if you consider this new determination will have an impact on your open areas and whether you will need to make any alterations as a result.
THE THYMES MAY 2015
21
EVENTS
PROGRAMME
WHAT’S may~june ON MAY
01
-31 Pink Ribbon Breakfast month
10 Mothers Day
15
04
SIAL Wine World, Shanghai, China
12
www.restaurantnz.co.nz
www.sialwineworld.com
www.bidvest.co.nz
Restaurant Association professional development, Developing a sales focused team, presented by Margaret Main www.restaurantnz.co.nz
Bidvest Food Show, Queenstown 13 - Invescargill 14 - Dunedin
16
06
Bidvest Food Show, Hamilton 05 - Tauranga 06 - Rotorua
www.pinkribbonbreakfast.co.nz
12
05
Restaurant Association professional development, Upskill your staff to up sell your business
14
-17 Noosa International Food Festival, Noosa Australia
www.bidvest.co.nz
18
www.noosafoodand wine.com.au
25
27
19
Restaurant Association national webinar, Commercial leases, presented by Jodi Sharman and Tony Adcock www.restaurantnz.co.nz
-24 High Country Harvest Festival, Victoria Australia
-19 NRA Restaurant Show, Chicago, USA
-20 London Wine Fair, London
www.highcountryharvest.co.nz
www.restaurant.org
www.londonwinefair.com
Bluff Oyster and Food Festival, Bluff
Central Salon, Hawke’s Bay Culinary Fare, EIT, Napier
Hawke’s Bay Hospitality Awards, MTG Century Theatre, Napier
Bidvest Food Show, Greymouth 28 - Nelson
www.bluffoysterfest.co.nz
www.nzchefs.org.nz
www.foodhawkesbay.co.nz
www.bidvest.co.nz
Queens Birthday (public holiday)
Winter F.A.W.C., Hawke’s Bay
06
Otago/Southland Regional Salon, Invercargill
www.fawc.co.nz
www.nzchefs.org.nz
23
24
01
JUNE
07
16
08
Lewisham Hospitality Awards, Shed 10, Auckland
Taranaki Regional Salon, New Plymouth
www.lewishamawards.co.nz
www.nzchefs.org.nz
19
05
09
Restaurant Association national webinar, The 90 day trial and performance management, presented by Vanessa Bainbridge www.restaurantnz.co.nz
21
Bidvest Food Show, Hawke’s Bay 17 - Wellington
-28 American Express Queenstown Winter Festival, Queenstown
Rotorua Hospitality Awards, Distinction Rotorua
www.bidvest.co.nz
www.winterfestival.co.nz
www.rotoruaawards.co.nz
events ~ international and national
14
Northland Regional Salon, Whangarei
23
www.nzchefs.org.nz
Restaurant Association professional development, Menu engineering & food costing, presented by Stephen Thompson www.restaurantnz.co.nz
30
The Hospitality and Tourism Summit, London
www.bha.co.uk
THE THYMES MAY 2015
23
Awards to celebrate EXCELLENCE & COMMUNITY SPIRIT The Restaurant Association will be honouring our industry’s biggest stars at the annual Feast by Famous Chefs dinner, as we acknowledge those who have had an exceptional influence on hospitality. Three awards will be presented on the night, which recognise outstanding contributions in three different areas of the industry... The highest recognition is reserved for Hall of Fame recipients, an award which recognises individuals who have made a significant contribution and given exceptional service to the hospitality industry in the past and continue to do so. Past recipients of this prestigious award include icons of the industry like, Otto Groen, Tony Astle, Judith Tabron, Simon Gault and Tony Adcock. As well as the national recognition the Award bestows upon the recipient, he or she receives a unique greenstone sculpture as a permanent reminder of the industry’s gratitude. In addition, the Innovator Award is awarded to an individual or company who has shown outstanding innovation in the hospitality industry. This award is selected by a panel of industry personnel from a short-list provided by industry nominations.
Contenders for this award need to be the best in their field, they must be on the cutting edge and have changed the way our industry looks at things. They must be innovative and be achieving to the highest level. The award may be awarded to an individual, or a company. In 2015 the Restaurant Association, together with sponsor American Express, will again recognise a Restaurant Association member who is involved in doing outstanding things in community service. The Good Neighbour Award honours those ‘paying it forward’ in their communities; those who are actively involved in projects or activities that are making a real difference to their neighbourhood. Each year, one hospitality business will be awarded the Good Neighbour Award and will receive $3,000 to support a charity or community project they are involved in. Hospitality businesses demonstrate an unwavering commitment to their communities in good times and bad.
2014 Good Neighbour Award recipient, Barbar (right), receiving her awa a rd from Alison Solomon Olsen-Henderson (American Expres Perhaps no other industry has deeper community roots. s)
People turn to our businesses each day for sustenance, support and socialization – and our businesses give back to their communities, improving the quality of life for those they serve. These awards promote hospitality business’ roles as cornerstones of their communities, and highlights their efforts. We want to celebrate the great things our members are doing! If you would like to nominate a person or business for any of these three awards, contact the Restaurant Association today for more information (p. 09 638 8403 or e. info@restaurantnz.co.nz). Nominations close 15th August.
Reserve the dates!
Feast will be held on 13 September at the Auckland Museum. The Restaurant Association Hospitality Summit, supported by principal sponsor American Express and supporting sponsors OneMusic, Crombie Lockwood and EFTPOS New Zealand, will be held on 13 & 14 September, featuring international and local presenters. For more information go to www.restaurantnz.co.nz.
NEED HELP? Call us on 0800 737 827
THE THYMES MAY 2015
24
TRAIN TO GAIN...
The main function of businesses in the hospitality industry is to serve people - whether it’s food and beverage, accommodation or a combination of these and other services. The importance of employee training and development in hospitality is paramount; this is because every job aims for the same goal of customer satisfaction. BY IAN MCLAUGHLAN, PROFESSIONAL DEVELOPMENT MANAGER
W
orkers in every part of hospitality, from dishwashers to managers and owners affect the customer experience. Without proper training, the employeecustomer interaction could be less than perfect, affecting your bottom line. Training can cost, but the benefits can outweigh the expense and should be seen as investment in your business. You can get the best results from a training program by targeting specific areas that need improvement. Carrying out a training needs analysis is the important first step to recognising what within your business needs development. For example, if you’ve noticed an increase in complaints from guests about food quality and service, your training efforts might concentrate on these two areas. You might enrol your chefs in a training programme or bring in servers from notable established restaurants to provide instruction for your wait staff. The importance of these efforts will be apparent when customer complaints turn to praises and you begin to notice an increase in repeat business.
of customer satisfaction. The opportunity of career progression for your employees does not go unnoticed. Your investment in growing new supervisors and managers demonstrates your confidence in the people who work for you. Providing ongoing training and development affects your business’ ability to remain competitive. Hospitality is fast paced and constantly changing. A great way to beat your competitors could be through ensuring your employees’ skills are a cut above the rest. Frequently revisiting customer service training, such as how to address customers in both positive and negative situations, can ensure your customers enjoy their experience and depart with plans to return – with friends! To learn more about training within your business or find out what professional development the Restaurant Association has to offer contact ian@restaurantnz.co.nz or phone (09) 632 1404.
It’s important to begin training your new recruits soon after hire, instructing them on your standard operating procedures and the specifics of their jobs. Doing so places them on the right path from the beginning of their employment and stops the potential development of bad habits. When you invest in new employees by providing learning opportunities, you can contribute considerably to the advancement of your organisation and your staff’s development. Training also gives you key insights to determine the potential in your staff and shape them to be your future leaders. Developing your existing employees is just as important to provide a consistent level
need help? call us on 0800 737 827
THE THYMES MAY 2015
25
WELCOME TO THE NZCHEFS
NATIONAL SALON NZChefs is very pleased to have the opportunity to take up the challenge of running the National Competitions following the Restaurant Association’s decision to relinquish hosting this annual event.
N
Z Chefs are committed to ensuring those working and training for hospitality industry have the opportunity to demonstrate their skills in a live competition environment, believing this offers the opportunity to engage with the public, and encourage new entrants into our profession. They have consulted with key stakeholders, sponsors, supporters and competitors to look closely at the competitions and the event as a whole. They are now pleased to launch a ‘new look’ event called NZChefs National Salon in conjunction with The Food Show (30 July – 2 August 2015). This gives sponsors and competitors a much larger audience to engage with. Previous Food Shows have generated upwards of 32,000 visitors over the 4 days. NZ Chefs are working with North Port Events to encourage their show visitors to come through the Salon (free of charge). The competition schedule will be held over 4 days with each day allocated to a group. Thursday 30th July Friday 31 July Saturday 1 August Sunday 2 August
Tertiary/ Training competitions, including Nestle Toque d’Or Secondary School Competitions International Competitions Industry open competitions
In addition to the Competition Arena, there will be a Culinary Craft demonstration area. Major sponsors may be offered the opportunity to have their products used by members of the NZChefs Fonterra Olympic Squad during the 4 days, in the form of a showcase of skills and products. When: Thursday 30th July to Sunday 2 August Where: Logan Campbell Centre, ASB Showgrounds, Greenlane. Auckland Prizegiving: Secondary Schools only, Logan Campbell, Friday 31st July / All other competitions, Logan Campbell, Sunday 2 August There are still opportunities for sponsors to become engaged with the National Salon and the Olympic project, please contact Carmel Clark, info@nzchefs.org.nz, 0800 692 433. need help? call us on 0800 737 827
THE THYMES MAY 2015
02
BUSINESS INSIGHTS...
For many businesses the financial end of year is upon us. While this can be a busy and potentially stressful time of year, it is also a good time to reassess your business and make some changes to set yourself on the right path for the next financial year. In this section we identify five different areas of your business - finance, technology, customer service, business structure and that all important work / life balance. Rather than initialising a complete overhaul of your business these articles offer practical tips on achieving some new goals.
NEW MIGRANTS a melting pot of cultures that have enriched New Zealand Our company has sold around 65% of businesses this last year to buyers new to the country. We embrace all cultures and we are proud to have such a wonderful diverse mix of salespeople also working for our company selling businesses. BY GLORIANNE CAMPBELL, CLYTH MACLEOD LTD
T
he range of cuisine available to New Zealanders is truly exciting. We are definitely spoilt for choice. It is also pleasing to have witnessed over recent years an improvement in the standard of quality of food and also service when Kiwi style food businesses change hands to new business owners from other countries. There is definitely a commitment shining through with many new owners diligently working hard to maintain the same level of both service and food as the previous owner had on offer. Testimony to the number of ethnic buyers buying food businesses in New Zealand is that Kevin Lee our Korean business broker has been awarded Salesperson of the Year for the company. This is the second time Kevin has
successfully taken this award for our company. We congratulate Kevin for his commitment in the sale of Food and Beverage businesses and we recognise for him the success that follows. If you are a Restaurant Association member and require any advice or assistance at all in understanding industry standard margins for your type of business or you would like an obligation free appraisal on your business we are always willing to assist.
IMPRESSIONS ENDURE 5 WAYS TO BUILD REPUTATION Reputation: It’s often said to be your greatest asset and your biggest risk. It’s what others think of you, your brand, your business and it sets you apart from your competition. Warren Buffett famously says, “It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”
S
o here are some quick tips to ensure you look after yours.
Be clear on what your business wants to be known for
When you understand your brand style and values, it becomes easier to build a reputation around it. For example, if your business aims to be known for providing the best coffee in town, then that’s where you need to put your effort. Use every opportunity to make sure that your target audience (coffee drinkers) know who you are (raised awareness) and how well you make coffee (consistently great coffee that people talk about). This is a simple equation to increase your desirability to potential customers and, as a result, increase business.
Be consistent
Ensure that everything you develop to promote your business is consistent. Is everyone involved in your business promoting the same message? For example, if excellent service is what you want to be known for, make sure that whoever in your team is responsible for delivering that understands how important it is to the business. Then look at all other customer contact points such as response times, contact details, marketing material etc - are they all being consistent in conveying the same message?
values, sustainability amongst others – so where does your business fit?
Trust and integrity
Build trust with your customers so they expect that you will deliver on what you promise – whether it’s a good coffee, a fixed pipe or a great banking experience. If you consistently deliver what you promise, not only will you retain customers, you are likely to have them talk about you positively and ensure your business gets noticed.
Spread the word
Get people talking about your business…in the right way of course!! There’s nothing like a third party endorsement to boost your reputation. Get reviewed in the right places. Build online content that engages with existing and potential customers using the most appropriate channel. It’s so easy nowadays to seek an opinion online quickly before making a purchasing decision of any kind so make sure you can be found by potential customers, and, when you are, that it showcases your business well.
Don’t lose customers by being inconsistent.
It’s vital to have a presence online in whatever capacity suits your business brand. It’s also important to know what’s being said about you. Make sure that any customer comments, enquiries or complaints through these channels are dealt with quickly before they become a problem.
One of the best company slogans ever created was,” we never forget you have a choice”. Sound advice for anyone in business.
It’s quite a commitment for a business to manage but it can be very successful in managing customer relations if done well.
Unless you are offering an absolutely unique product or service, you have to work really hard to establish what sets you apart and drives customers to you.
Remember every customer “always has a choice”!
Value your customers
There are some products and services that customers will remain loyal to no matter what, but the majority are ‘floating customers’ and are looking for a uniqueness that suits them – it may be competitive pricing, service,
ABOUT THE AUTHOR: Fiona Fenwick helps individuals and businesses unleash their ability to stand out from the competition. She is also a professional speaker and advisor on reputation and personal brand management. @fionafenwicknz www.fifteenminutes.co.nz
business insights
SOURCE: www.westpac.co.nz/rednews
THE THYMES MAY 2015
30
MUSIC WORKING WITH
CLASSIC KIWI HOSPITALITY
Little Easy and The Rooftop Rum Pub are all about creating an easy-going classic kiwi pub vibe. Music is one of the key ingredients they use to deliver a fun and friendly atmosphere and a laid-back and welcoming style. The Little Easy music soundtrack is relaxed during the day, builds after work and finishes the night with high energy fun. DJs three nights a week across their two levels make sure they hit the right note for each time of day - always making sure the atmosphere is social and fun. They balance the “over 100” requests they receive every night with their own take on what their audience wants to hear.
L
ittle Easy occupies an iconic space that has a long history on Ponsonby Rd. Once Tuatara, then Sponge and Chicane and then more recently The Franklin, Little Easy opened its doors to the people of Auckland in March 2014. The concept and fit-out were all about going back to the basics of true, classic NZ hospitality.
The team knows it would be impossible to create the right atmosphere and keep customers coming back without music, so they’re happy to support music creators through their OneMusic licence. They believe it’s important that music creators get paid for their work - just as much as it is that their customers pay for their food and drinks. For Little Easy, it’s all part of doing good business – which they’ve shown they certainly know how to do!
Taking the building back to exposed brick, opening up the kitchen to add more light and delivering unpretentious fun and classic “pub-dom” has been at the heart of their business. And it seems to have stuck a chord with their growing number of customers. There was strong interest from day-one – but now they have a loyal clientele, employ over 40 people and are having a whole lot of fun along the way.
To learn more about OneMusic and the Hospitality Licence for restaurants, bars, pubs, clubs and cafes, please visit www.onemusicnz.com or call the licensing team on 0800 800 663. www.facebook.com/LittelEasyPub
NEED HELP? Call us on 0800 737 827
THE THYMES MAY 2015
32
AUCKLAND BRANCH PRESIDENT: Krishna Botica
UPCOMING EVENT Auckland Lewisham Hospitality Awards 7TH JUNE @ Shed 10
BAY OF PLENTY BRANCH PRESIDENT: Andrew Targett
ROTORUA BRANCH PRESIDENT: Sharon Wallace
HAWKES BAY BRANCH
UPCOMING EVENT Rotorua Hospitality Awards 21ST JUNE @ Distinction Rotorua
PRESIDENT: Sean Burns
TARANAKI BRANCH PRESIDENT: Barbara Olsen-Henderson UPCOMING EVENT Branch meeting, End MAY
MANAWATU BRANCH PRESIDENT: Sean Kereama
REGIONAL UPDATES NELSON BRANCH PRESIDENT: Harry Morris
WELLINGTON BRANCH NATIONAL PRESIDENT: Mike Egan NATIONAL VICE PRESIDENT: Steve Logan
CANTERBURY BRANCH PRESIDENT: Sam Crofskey
UPCOMING EVENT 2nd annual Chevron Awards 9TH AUGUST
DUNEDIN BRANCH PRESIDENT: Olive Tabor VICE-PRESIDENT: Helen Wright
SOUTHERN LAKES BRANCH PRESIDENT: Grant Hattaway VICE-PRESIDENT: Cam Mitchell
WELCOME
new members
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, restaurant, or hospitality business. We will help guide you through the regulatory minefield that exists in today’s business environment. You have joined 1800 of New Zealand’s most dynamic and profitable hospitality businesses. Anise Private Chef & Catering, Auckland
Kepler Restaurant, Te Anau
Beany.Biz Ltd, Auckland
Little George, Hamilton
Beirut, Auckland
Main Street Deli – Café, Greytown
Bird on a Wire Takapuna, Auckland
Marine Parade Deli Ltd, Waikanae
B-Lounge Limited, Lower Hutt
Mariposa Restaurant Holdings, Auckland
Burger Burger Newmarket, Auckland
Mary’s, Auckland
Cafe Cortado, Picton
Mexico, Christchurch
Cafe Kudos, Christchurch
Mr Chips, Auckland
Cafe Tarawera, Napier
Nandos Silverdale, Auckland
Chomna Thai Cuisine, Auckland
National Holdings Ltd, Auckland
Clifton Café, Hastings
Nugget Point Queenstown Hotel
Columbus Coffee Mitre 10 Mega, Nelson
NZ Pizza, Auckland
Columbus Coffee Queen Street, Auckland
Orleans, Christchurch
Columbus Coffee Taupo
Orleans/ Rachet, Auckland
Electric Group Ltd, Auckland
Portofino, Palmerston North
Federal Merchants & Co, Auckland
Reds Café, Te Horo
Fika with Me, Auckland
Rostock Trading Company Ltd, Rotorua
Foodstuffs North Island Ltd, Auckland
Smith & McKenzie, Hamilton
Gilmours, Hamilton
Soulsa Restaurant, Whakatane
Gilmours Henderson, Auckland
Spagalimis, Dunedin
Gilmours Manukau, Auckland
Stellar Kitchen, Hamilton
Gilmours Mt Roskill, Auckland
The Garden Shed, Auckland
Gilmours North Shore, Auckland
Toops, Napier
Gilmours, Tauranga
Toops, New Plymouth
Good George Dining Hall, Hamilton
Toops, Palmerston North
Good Neighbour, Hamilton
Toops, Wellington
Helping Hands, Auckland
Vatican, Wellington
Jacks Point Club House, Arrowtown
Waterfront Café, Auckland
TALES FROM
taranaki
T
here’s a lovely autumnal feel to the air and the farmers are slowing down as the drying off season begins. Hopefully they’ll find the time to come to town to relax and eat out! They seem to be grasping the nettle of dining out in the country areas, with Laurent Manderson’s Lahar Café in Okato attracting the punters. The two times we’ve been there this month it’s been very busy, with enjoyable food and friendly local service. Emmalou’s Macaron and Coffee House has opened on Devon Street, on the corner which used to house the Grumpy Mole. It’s a nice light and airy space and has been busy since opening. The Govett Brewster Café has closed for rebranding and a complete makeover with plans to reopen in June as Monica’s. The name is for Monica Brewster who was the founding patron of the Govett Brewster Art Gallery. Another eatery in the Craig MacFarlane stable, Monica’s will be “an international art café inspired by modern food and beverage influences. An environment which supports community and social opportunities,
SOCIAL KITCHEN
regional update
EMMALOU’S MACARON & COFFEE HOUSE
providing unique food experiences and is complimentary to the wider business district”. Sounds fantastic and we look forward to experiencing it. I mentioned Social Kitchen in the last issue of The Thymes. I dined there recently and really enjoyed the experience. The food was delicious without exception and that always makes me feel very good – I do love eating! They have created a great vibe which will attract the younger set I’m sure – their own slice of cosmopolitan right here in New Plymouth! The Bayly Road Boat Club in coastal Taranaki has a long tradition of opening for dining in the summer only – Friday nights only. It is quite a unique dining experience. In the past they have simply served good old Kiwi fish and chips with a few variations on that theme. Very cheap, very basic but using great fish. Part of what makes it such a popular spot with the locals is it’s very casual style. The Olds mix it with the Young, babies crawl around underfoot, kids play on the playground, fishermen sit around and tell each other lies, women catch up with their friends – it’s great! While your order is being cooked, you drink cheap beer or wine from tiny glasses (well-filled I might add), then go and pick up your meal when your number is called, and squirt on whatever sauce takes your fancy. Pudding is ice-cream. I always take overseas visitors there if it’s in season, just to enjoy the kiwi flavour – and the stunning views, as
the place is built right on the water’s edge next to a replica light house. I see now that Heimo and Renee Staudinger (of Stony River Hotel), have taken over the lease of the kitchen and will keep it open all year (Friday nights only still). Heimo has expanded the menu and it will be interesting to see how this pans out. Best of luck to them. In recent closures – Casey’s Café in Oakura has closed. On the local Restaurant Association front, we are in the process of organising a get-together for members in late May. The Restaurant Association team have been doing some research into what members would like from their meetings and what most people seem to want is this: 2-3 meetings a year, in the daytime, on a Monday or a Tuesday, with an interesting speaker talking about something useful. Pretty casual. So to this end, our topic for the coming meeting will be Recruiting and Retaining Great Staff, with a guest speaker whom I won’t name because it’s not set in stone yet – but he’ll be just great! That’s it from me this month. Please let me know if you have anything interesting you’d like to let everyone know about. Especially if you live outside of New Plymouth, as my antennae don’t always reach around the corners. Warm regards to everyone, Barbara Olsen-Henderson Taranaki Branch President Bach on Breakwater barbara_olsen@xtra.co.nz
THE THYMES MAY 2015
35
Kia Ora from
rotorua
F
irst I must apologise for not writing an editorial last time but I was quite snowed under... My colleague and Rotorua Hospitality Awards 2014 Hospitality Icon, Thomas George, recently left Waiariki after 21 years of service. I worked very closely with Thomas and he was a mentor of mine. He has left big shoes to fill.
KASEY AND KARENA BIRD AT STRATOSFARE
Italian Restaurant and he dined there, as well as visiting Volcanic Hills winery and doing some sightseeing. Leonardo’s are also expanding, moving to the larger premises which were once the home of Lewishams Restaurant on Eat Streat. The old Leonardo’s will eventually be turned into an Italian Pizzeria.
Easter trading has done the hospitality industry proud with eateries, bars and accommodation full to the gunnels. Rotorua hosted Crankworx, the world’s biggest mountain biking festival, over Easter so there were lots of out-of-town visitors, on top of school holidays. Some businesses are claiming the Saturday over the Easter weekend was by far a record day. There was great excitement recently when Hollywood actor, Robert Redford, visited Rotorua. Redford and Kiwi actor, Keith Urban are filming the Disney remake of the animated film Pete’s Dragon, which is being shot near Tokoroa. Urban had recommended that Redford check out Leonardo’s Pure
We are gearing up for the Rotorua Hospitality Awards (Sunday 21st June) and voting is now open! Our Sponsors are locked in and we are truly grateful for the wonderful support from these amazing companies. The categories for 2015 are:
PONSONBY RD
Tamati Coffey and partner Tim Smith opened up their new bar on Eat Streat called Ponsonby Rd and Mala, the award-winning bartender, is in-house as well. The bar is very classy and is proving to be popular with the locals. I was lucky enough to go along to their opening night, which was very enjoyable. If you are in Rotorua you must include a visit to Picnic Café, owned by Joof and Lin Schaeffers. It has a great breakfast menu and a selection of homemade cakes and sandwiches. Enjoy the north-facing, European ambiance of this cafe. Picnic Café is at 1174 Whakaue Street.
LEONARDO’S PURE ITALIAN RESTAURANT OWNER, LEONARDO BALDI, AND ROBERT REDFORD
I had the pleasure of meeting Ivy Chen from Q Tableware recently, one of the Restaurant Association’s supplier members. I was very impressed with the quality and different types of tableware they have, which is quite unique. If you are looking for that something special for your dishes I suggest you visit www.qtableware. co.nz. Ivy certainly has that x-factor in customer service and is passionate about the product.
MasterChef winners Kasey and Karena Bird launched their new cookbook at Skyline Rotorua’s Stratosfare Restaurant, with 300 guests turning up for the event.
regional update
Outstanding Bar, sponsored by Jasco Outstanding Barista, sponsored by The Coffee Club Outstanding Bartender, sponsored by More FM Outstanding Café, sponsored by Gilmour’s Outstanding Caterer, sponsored by Skyline Rotorua Outstanding Chef, sponsored by Menu Mate Outstanding Emerging Chef, sponsored by Bidvest Outstanding Hotel Restaurant, sponsored by Ingham’s Outstanding Maori Cultural Dining Experience, sponsored by Service IQ Outstanding Restaurant, sponsored by One Music Outstanding Supplier, sponsored by Tohu Outstanding Take Away, sponsored by Rotorua Daily Post Outstanding Waiter/ress, sponsored by Restaurant Association of NZ People’s Choice Award, sponsored by Rotorua Lakes District (Council) Committee Award - Icon of Hospitality, sponsored by Spark
Naku noa Sharon Wallace Rotorua Branch President Waiariki Institute of Technology THE THYMES MAY 2015
36
NEWS FROM THE BAY
hawke’s bay
A
s the season’s changes, Hawke’s Bay restaurants and cafes can look back on a stunning summer. The consensus is we have just come through one of the strongest trading summers and we are working hard to carry this energy into winter.
HOSPO NOMINATIONS
WINTER FAWC Organisation for the second Winter F.A.W.C. is well and truly in full swing. The event runs over the four weekends of June. This year sees 46 events on offer, from a Medieval dinner to a Whiskey tasting, to ‘Trinity Hill Goes Bollywood’ and everything in between. The event was created and is coordinated by Hawke’s Bay Tourism. F.A.W.C. event has done a fantastic job of getting locals out across what can a very quiet time for many. HARVEST
ART DECO February brought the annual Art Deco festival, which continues to grow from strength to strength. Another 25,000+ visitors partook in 3 days of celebrations that ranged from Darby races to airshows across the Napier sky. Next summer’s festival will also see The Pacific Pearl cruise ship arrive and stay for the weekend, which will bring another 1800 guests.
This wouldn’t be a Hawke’s Bay report without a winery update and autumn is a hugely exciting and fast moving time for our vineyards. I could give the official updates but here’s what I’ve heard… Sensational summer, hot, dry, even; but moderate evenings which gave vineyards time to regroup overnight. Autumn played its part, but then whispers of crap weather started to turn into talk of Cyclone Pam. Around Saint Paddy’s day, Chardonnay (and other varieties) were being harvested at great rates to beat the weather. As the weekend and Pam arrived, the rain came, but not quite the weather party we braced for – thankfully. Immediately after, the sun returned and reds were allowed to continue to ripen. Most of the fruit is in, just a little bit of Syrah hanging out. Plenty of optimism with the quality, but many viticulturists and winemakers are still assessing their views on how the vintage is looking as a whole. Time will tell.
regional update
April /May brings the annual nomination and voting process for the local Hospitality Awards. Now entering its 8th year, this always brings a lot of excitement to the industry. We don’t need much of an excuse to take the night off for a party, but getting all of us together is not easy, so a big thanks to Food Hawkes Bay for keeping the ball rolling. This year will see the awards return to MTG Theatre (formerly Century Cinema) and the after party going to Shed 2 in Ahuriri. This will be the first time the party has been held on the West Quay waterfront. Big thanks to Denis and Jaime for offering their brilliant venue. Congratulations to these Finalists – GOODTIME FOODS OUTSTANDING WINERY EXPERIENCE
Clearview Estate Winery Craggy Range Elephant Hill Trinity Hill
NAPIER & HASTINGS I-SITE OUTSTANDING CAFÉ
Adoro Cafe Albion Canteen F G Smith Eatery Little Black Bird Cafe
STEINLAGER PURE OUTSTANDING ESTABLISHMENT
Emporium Eatery & Bar Hugo Chang Monica Loves Shed 2
SPORTSGROUND.CO.NZ OUTSTANDING ETHNIC RESTAURANT
Indigo Napier Mamacita Mexi Mama Namaskar India Restaurant ...
THE THYMES MAY 2015
37
NEWS FROM THE BAY
hawke’s bay CONTINUED...
ZEELANDT BREWERY OUTSTANDING WINERY RESTAURANT
nelson
Black Barn Bistro Clearview Estate Winery Restaurant Elephant Hill Terroir at Craggy Range
NEWS
G
DHALL & NASH OUTSTANDING WINE & BEVERAGE LIST
Deliciosa Emporium Eatery & Bar Indigo Napier Milk & Honey Monica Loves
reetings from sunny Nelson!
Most hospitality venues have reported a good summer, with trade slightly up across the board. However, operators have struggled to get good qualified staff - those with a managers certificate and experience, or good chefs. The region’s seasonality does make it hard.
Nahm is a new opening on the waterfront for couple Toey Petchjam and Aun Cheah who run two successful Auckland restaurants. They have taken over the space vacated by Relish, above the Nelson Yacht Club. Thai with a twist is the offering. We are looking forward to the Crusaders v Hurricanes game at the end of May. Nelson could do with a few more events like this in the winter. It will be a good opportunity to show off our great winter weather to the Cantabs and Wellingtonians!
regional update
As we held the Branch’s annual golf tournament late last year, we have put off this year’s event until the beginning of Summer. This will be our tenth year, so I’m hoping to make it a big one!! After attending a recent Alcohol Host Responsibility breakfast earlier this month I can’t help but feel that those in the hospitality industry have an unfair amount of attention and regulation from the powers that be. I don’t know what we can do to make things fairer but I feel that we do need to be treated better, especially with the higher cost of holding a liquor licence not seeming to translate to a higher level of service from the Council. The Sale and Supply of Alcohol Act is about harm and abuse reduction. When the majority of A&E admissions that are alcohol related have been as a result of drinking in private residences and the majority have purchased the alcohol at a supermarket, why are we paying as much for our licence fees? Kind regards Harry Nelson Branch President Harrys Bar dine@harrysnelson.co.nz
EIT OUTSTANDING FRONT OF HOUSE TEAM
Deliciosa Emporium Eatery & Bar F G Smith Eatery JARKs Cityside Mister D
RESTAURANT ASSOCIATION NZ OUTSTANDING RESTAURANT
Emporium Eatery & Bar Mister D Pacifica Restaurant The Old Church
CLEARVIEW ESTATE BEST AMBIENCE AND STYLE
Emporium Eatery & Bar Hugo Chang Monica Loves The Old Church
SACRED HILL OUTSTANDING CHEF
Hayden Essau - Milk & Honey Andy Glover - The Old Church Damon McGinness - Emporium Eatery & Bar Jeremy Rameka - Pacifica Restaurant BASEPOINT OUTSTANDING COFFEE ESTABLISHMENT
Adoro Café Bay Espresso Box Espresso Hawthorne Coffee
SIMPLY SQUEEZED OUTSTANDING LOCAL
Common Room Puketapu Hotel Rose & Shamrock Rose Irish Pub Westshore Inn
BOUNCE HANGOVER HELPER OUTSTANDING SALES REP/SUPPLIER
Pip Harrison - Liquor King Oliver Kettle - Rod McDonald Wines Steve Olley - Elephant Hill David Thompson - Gourmeats THE THYMES MARCH 2015 31
FROM THE CAPITAL
hot plate coming through Changes Field & Green is set to open on Wakefield Street later this month. It is located on the site that was Big Bad Wolf next to Commonsense Organics, and the owner was the chef of the restaurant at Sotheby’s Auction house in London for a number of years. A new French-Vietnamese restaurant has opened also on Wakefield called Apache. It was formerly Finc café. Vatican, a new pizza restaurant, has opened on the corner of Victoria Street and Dixon Street. The owners are the original operators of the renowned Prego from Ponsonby Road. Olive Café on Cuba St has changed ownership. Ekim Burgers, a food truck, has found a permanent spot on an empty site on the corner of Cuba and Abel Smith Street.
Mount Vic Chippery has opened a new site called Thorndon Chippery in what was formerly Le Canard French Restaurant.
VISA WELLINGTON ON A PLATE All the entry’s are in and it is another fully subscribed event. With a record number of restaurants and cafes entering the Burger Wellington competition and lots of new and very creative food based events. If you can spare sometime in August it is worth your while to come and visit us here in Wellington and experience this food and beverage extravaganza!
manawatu musings
The Festival of Cultures— world food, craft and music fair was held on 21 March with guest chefs Nici Wickes and Ray McVinnie. This event is one of Manawatu’s longest standing community events and is held in the Square.
NEW MEMBERS Welcome to our newest local members: O The Gallery O Bethany’s Restaurant O Amayjen (Fielding)
NEW RESTAURANTS
Kind regards Mike Egan, Restaurant Association National President monsoonpoon@actrix.co.nz
There have been a few new openings of late including two Vietnamese restaurants, Sai Gon Restaurant and Café and Saigon Corner. Portofino Restaurant has also opened.
FIELD & GREEN
Kind regards Sean Kereama, Manawatu Branch President Wharerata Function Centre
regional update
s.kereama@massey.ac.nz
mainly of interest to
auckland members
BETTER BURGER
An influx of new eateries have opened over the past weeks, as Auckland’s hospitality scene continues to grow... and grow... Two popular Auckland burger joints have expanded their offerings in recent months, with Better Burger opening their second outlet - this one in Vulcan Lane. The first store opened in Britomart just under a year ago and has been extremely popular. Meanwhile, Ponsonby Central’s busy Burger Burger has also grown, opening their second store in Newmarket recently. The Newmarket site is located beside Best Ugly Bagels in Osborne Lane and is larger than the Ponsonby venue, with room for large groups (and children’s partes). It also features it’s very own dessert bar.
BURGER BURGER
Little Bird Unbakery have also opened another site - their third - in Britomart. The new venue is much smaller than the Ponsonby and Kingsland unbakeries, so the focus is on takeout-only, serving full meals, counter food, desserts and juices. And continuing with the group expansion... meanwhile, on the North Shore, Bird on a Wire have also grown their empire, opening a new store on Hurstmere Road in the first stage of a planned dining precinct opposite Hurstmere Green. The Takapuna Bird on a Wire is the group’s fourth outlet and while it offers food to go options like the other venues, there is more emphasis here on dining in. Tim Tohill (former owner of Remuera’s Shore Road Cafe, Grey Lynn’s Jafa and back in the mid-2000’s Eden Terrace’s Benediction) has opened Mary’s. This new cafe is in the iconic (113 year old) St Mary’s Bay building which started out as the Ponsonby fire station and most recently housed Japanese restaurant Soto. The space is light and airy with a menu that offers “cafe classics done really well” and Allpress coffee.
MARY’S
The old Bouchon/Le Garde-Manger site in Kingsland is now home to Phil’s Kitchen. This modern bistro restaurant is small, with only 24 seats, and will feature a daily-changing menu using fresh, local ingredients. Owner and chef Phil Clark has worked with Sid Sahrawat and Michael Meredith locally, as well as gaining some international training, working in London for four years alongside celebrity chefs Anthony Demetre and Tom Aiken. Ponsonby’s Tin Soldier has closed, with the site now split into Bar 151 (upstairs) and an upmarket bistro called United Kitchen downstairs. Head chef Tom Williams has previously worked at Ebisu and Waiheke’s The Oyster Inn and will provide a small menu which changes at least every three weeks.
PHIL’S KITCHEN
The prime corner site on the corner of Grey Lynn’s Ariki Street and Crummer Road which was previously home to the Ariki Store has reopened as Crumb. Owner Hugo Baird will offer an assortment of daytime offerings and Supreme coffee in this daytime cafe. auckland members
MATTERHORN BIRD ON A WIRE
mainly of interest to
CELEBRATING
auckland members
EXCELLENCE
Orakei’s newest cafe is Good Day, owned by Dan Shaw and Jacqui Crichton, who managed Ponsonby’s Dizengoff for more than 12 years. Open six days from Monday - Saturday, at Good Day they’re serving “simple, fresh and healthy” lunch and brunch items, alongside smoothies, Coffee Supreme and cakes.
Just a month to go now until the celebration of this years Auckland hospitality stars at the 2015 Lewisham Awards! GOOD DAY
Alex Isik, co-owner of Pt Chevalier’s Nomad, has opened Deco Eatery, adjoining the newly renovated Te Uru Art Gallery in Titirangi. The open plan interior is subtly divided into three interlinking parts – a street facing café, a more intimate central dining area and sun soaked DECO EATERY seating that wraps around the far, window-lined wall. The stylish eatery is open all-day and has a traditional menu with a hint of Eastern Mediterranean influences. Nanam is a recently opened Royal Oak restaurant showcasing Filipino cuisine. Owners, Jess Granada and Andrew Soriano, both chefs by trade, began their business as a food stall at the Auckland night markets before taking the plunge to open in their Royal Oak location. The wine list is curated by well-know sommelier, Cameron Douglas. Meanwhile, hot on the heels of news that Jamie Oliver is planning to open a restaurant in Wellington’s Public Trust building at the end of this year is information that a second site in Auckland will also open in 2016. Details of the site are yet to be confirmed... Auckland Council is encouraging food premises to sign up for mentoring sessions to help them transition to the new Food Act. Although existing food businesses will have until 2017 to transition fully to the new Act, the benefits of becoming an early adopter are that the Council will have time now to help if you need it, before they are inundated with the 11,000 other food businesses all registering enmass. You can find out more about when a session is happening in your suburb by going to www.aucklandcouncil.govt. nz/food.
IN AUCKLAND HOSPITALITY
FINALIST ANNOUNCEMENTS COMING... The initial round of nomination gathering has now closed, with the finalists for each category announced on 12th May. Make sure you visit
www.lewishamawards.co.nz
from 12th May to make your finalist vote. The finalist voting process closes on 31st May, with a week’s wait after that to find out the winners. TICKETS ON SALE NOW... Make sure you join us on 7th June at Shed 10 for the Auckland hospo event of the year. Tickets are now on sale, either go to
www.lewishamawards.co.nz
to download an order form or email jacqueline@ restaurantnz.co.nz.
We look forward to celebrating with you on 7th June!
auckland meet me @ clevedon coast oysters 20th april, 2015
The Restaurant Association was formed in 1975 with the aim of serving and representing owners and manger of foodservice operations. It represents 1,800 members throughout New Zealand who employ 13,000 full and part-time employees. This is an industry that has an annual turnover of almost $8 billion, that employs over 100,000 workers, that is each week visited by more than a million hospitality customers. This makes it a cornerstone of New Zealand’s economy.
STARLINE... for whatever you’re washing
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: Krishna Botica (Café Hanoi, XuXu, Auckland) Bay of Plenty: Andrew Targett (Elizabeth Café & Larder, Tauranga) Canterbury: Sam Crofskey (C1Espresso, Christchurch) Dunedin: Olive Tabor (Nova, Dunedin) Hawkes Bay: Sean Burns (Milk and Honey, Napier) Manawatu/Wanganui: Sean Kereama (Wharerata Function Centre, Palmerston North) Marlborough: Marcel Rood Nelson: Howard Morris (Harry’s Bar, Nelson) Rotorua: Sharon Wallace (Waiariki Institute of Technology, Rotorua) Southern Lakes: Grant Hattaway (Pier 19; Captains Table Restaurant, Blue Kanu, Queenstown) Taranaki: Barbara Olsen-Henderson (Bach on Breakwater, New Plymouth) Waikato: Adrian Hodgson (The District, Hamilton) Wellington: Michael Egan (Monsoon Poon, Auckland and Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington) RESTAURANT ASSOCIATION OF NEW ZEALAND KEY OBJECTIVES
1 2 3 4
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
info@washtech.co.nz 0800 STARLINE www.starline.co.nz