Restaurant Association newsletter, The Thymes (September/October 2015)Newsletter september 2015nb by Nicola Waldren

MAY 2015 SEPTEMBER / OCTOBER 2015

03 ceo’s update employment matters

The latest employment news and updates, including mistakes to avoid when taking disciplinary action, an update on the Employment Standards Legislation Bill, 90 day trials and public holidays (they are coming)...

PHOTOS: LITTLE & FRIDAY, PONSONBY, AUCKLAND

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CONFIDENTIAL - MEMBERS ONLY

WELLINGTON TAKES OUT TOP AWARDS

Wellington restaurateur Mike Egan and social enterprise Conscious Consumers, along with Auckland entrepreneur and restaurant owner Michael Meredith have all been honoured for their special contributions to the hospitality industry recently.

he awards were announced at our annual Feast by famous chefs dinner, which was presented by four leading Kiwi chefs as part of the Association’s two-day Hospitality Summit. Mike Egan has been inducted into the Restaurant Association’s Hall of Fame which recognises individuals who have given, and continue to give, exceptional service to the hospitality industry.

spring into action

After making it through Winter, we welcome Spring. We’ve selected some areas to focus on for Spring: spring clean your business, spruce up the staff, review your staffing systems: meal breaks, draw inspiration from international food trends

21 events

Mike is regarded as one of the pioneers of Wellington hospitality, opening numerous successful establishments, probably the most notable being Monsoon Poon (Wellington and Auckland) and Boulcott St Bistro. He has been the voice for the industry in Wellington, represented hospitality on numerous steering groups and Committees and was part of the steering group that conceptualised the hugely successful Wellington on a Plate event.

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Mike dedicates his life to the restaurant industry. When he is not traveling the world absorbing international trends and innovations and building a network in the restaurant industry he is at home working hard in his various successful hospitality businesses. Amongst a huge range of additional achievements he has also given years of his time and guidance in his role as Restaurant Association national president, Wellington branch president and as a Restaurant Association Education Trust Trustee.

He is a Fred Hollows Foundation “Miracle Maker” and has raised tens of thousands of dollars for the foundation through auctions, dinners and direct appeals. Meredith has also participated in the Live Below the Line global initiative aiming to build a movement to end the extreme poverty experienced by 1.2 billion people world-wide.

Hospitality is part of the country’s social fibre and a cornerstone of our economy. Ours is an industry that creates opportunity, careers, or just a start. Nearly half of all New Zealanders have worked in the foodservice industry. As the national president of the Association Mike has consistently given back to the industry. He is an excellent operator and an inspiration to the industry. Previous Hall of Fame inductees have included some of the industry’s most celebrated members including Bob Sell (1992), Tony Astle (1997), Judith Tabron (2002) and Simon Gault (2011).

Melissa Keys from Conscious Consumers

The Restaurant Association’s third prestigious award was awarded to Conscious Consumers, who have been honoured with the Innovator of the Year Award. Conscious Consumers is a New Zealand-based social enterprise that connects businesses in the hospitality sector with customers interested in social and environmental issues. Essentially they help consumers to find and support businesses doing good stuff! Conscious Consumers assesses hospitality businesses and their suppliers for 12 practices that make good business sense, respect people and the environment and reflect current conscious consumer preferences. Badges are awarded for each practice, which are displayed on Conscious Consumers website. Since setting up the scheme five years ago it has accredited more than 400 businesses throughout New Zealand and has more than 40,000 consumer members.

Michael Meredith, win ner of the 2015 Good Neighbour Award

Renowned Auckland restaurateur Michael Meredith was also a very popular winner on the night. He has been honoured with the Good Neighbour Award 2015, sponsored by American Express, together with $2,000 to support a community project he is involved in. Meredith has deep community involvement, most recently in the Eat My Lunch school lunch project and through his Mt Eden restaurant’s dine-by-donation nights. need help? call us on 0800 737 827

Looking to the future, they have just finished a crowdfunding campaign that raised nearly $100,000 to build the “Good Spend Counter” - a world first Kiwi app which will launch here in November.

We’ve got a wrap up on the Hospitality Summit and Feast further on in this issue of The Thymes. And don’t forget to check out our facebook page to see if you can spot yourself at Feast and the Hospitality Summit. Finally, make sure you reserve September 2016 - for the next Hospitality Summit!

THE THYMES SEPTEMBER 2015

FROM THE CEO’S DESK REPORTS FROM MEMBERS ARE MIXED AT THE MOMENT WITH SOME REPORTING POSITIVE GROWTH AND OTHERS STATING TIMES ARE NOT SO GOOD... BY MARISA BIDOIS

ecent statistics gathered by the Association for our upcoming Hospitality Report show that hospitality sales increased by 9.7 per cent in 2015, to exceed $8.3 billion dollars. The strong sales growth in 2015 (year end March) carried across all sectors, including the dominant café and restaurant group which experienced 9.4 per cent growth. Regionally, revenue growth in the Otago district was the highest for the second year in a row, at 20.2%, followed by the Waikato, at 13.9%. At the Hospitality Summit this month the mood was certainly positive overall and it was great to see so many of you taking time out of your businesses to make the most of the great opportunity to learn over the two days. It was a pleasure to host Larry Nadeau, our international key note speaker, who was an inspiration to many who attended over the two days. As part of the annual Hospitality Summit we hold the Feast by Famous Chefs dinner which has been a feature of the Association’s calendar since 1992. This year’s dinner was a celebration of New Zealand’s best chefs, diverse foods and exceptional wines. We were honored to have Jinu Abraham, the Executive Chef at Hectors from the Heritage Auckland, Tom Hishon, Head Chef at Orphans Kitchen, Daniel Wilson, Head Chef from Huxtable and Huxtaburger in Melbourne and Catherine Adams, Pastry Chef at Whitebait in Wellington as our chefs this year. They produced outstanding dishes on the evening that were enjoyed by 300 guests. We inducted a very special man to the Association’s Hall of Fame – Mike Egan. This honour is bestowed upon an individual each year who has made an outstanding contribution to our industry. Mike certainly fits the bill in this regard. Congratulations Mike from all of us at the Association.

it forward’ in their community. This honour was bestowed on Michael Meredith, a deserving individual who contributes enormous amounts of his time to community projects. Congratulations also goes to Conscious Consumers who took out the Innovator Award. Events like these give us the opportunity to meet our peers, catch up with old friends and make new ones. They are essential as they allow us to sit back and appreciate success in our industry, particularly in the Restaurant Association membership. The Association is committed to providing specific industry events to create a platform for achievement, a place where we can recognise excellence and reward those that make it happen in this industry. So congratulations to all the award winners and thank you to so many of our members that were there to celebrate the evening. There are plans to move this event around the country in the future (as soon as next year). Do let me know your ideas. In this issue of The Thymes was also look at the Employment Standards Legislation Bill. The Association will be making a submission on the Bill as there are some proposed changes that will dramatically affect our industry. We also address Health and Safety, the new Food Act and spring cleaning your business in preparation for the upcoming busy season. Happy reading!

We also celebrated our newest award – The Good Neighbour Award, sponsored by American Express, which recognises an individual or business that is ‘paying

Marisa Bidois marisa@restaurantnz.co.nz

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THE THYMES SEPTEMBER 2015

PRESIDENT’S VIEWPOINT LANDLORDS

THE GOOD, THE BAD & THE UGLY! THERE SEEMS TO BE INCREASING FRUSTRATION FROM MEMBERS WITH REGARD TO THEIR LANDLORDS AND THE IMPACT THEY CAN HAVE ON THEIR BUSINESS. LANDLORDS AS WITH ANY SUPPLIER, RUN THE GAMUT FROM GOOD TO BAD. UNFORTUNATELY THEY ARE NOT AS EASY TO CHANGE AS THE VEGE MAN... BY MIKE EGAN

good landlord is a great asset to your business. The last thing a busy restaurateur needs is to be in conflict with this person. Professional landlords in turn appreciate a good tenant and they are quick to respond to their obligations in the lease. We had a member whose landlord had seen that their business was thriving and that in their view the restaurant could afford a rent hike. This is contrary to their lease, which clearly stated that the rent increases are to be based on the current market value of similar tenancies in the same location. Then there is the “would be if he could be” landlord. These are the ones that seem to want to bask in the reflected glory of their successful restaurant or cafe tenant and as such are always visiting their tenants business. They wander around behind the scenes as if they work there. As we operate businesses which are open to the public they are able to easily do this. However do landlords that rent out a space as an office walk in on those tenants 3 or 4 times a week? Another example is this recent episode where the landlord blurs the lines between their role and that of a tenant. A landlord’s agent recently called to see if I could suggest a tenant for his empty space. This is a normal occurrence but after asking a few questions I was informed that this landlord and his wife were “foodies” and they had clear guidelines on the style and type of restaurant they wanted the prospective tenants to set up. It seemed to me that they wanted to have their own restaurant but lacked the

conviction to take the gamble themselves. However, through this method they could have their dream restaurant without the risk or the work. I was also informed as part of the lease the products of a separate food business the landlords owned would have to feature on the menu! There are plenty of good landlords out there but even so if you can, as a prospective tenant try and do your homework on them and get an experienced property lawyer on your side. Look at inserting a rent review clause based on CPI rather than market. Make sure your landlord is contributing to major improvements you are making to their infrastructure; these are the items that will stay in place once you are gone such as toilets, extraction and the like. Also market rents can be manipulated by a collection of landlords in an area getting just one of their tenants to agree to a big increase and then using that as justification for “market rent increases” across the board. Rent is such an important factor in the profitability of a restaurant and as a fixed cost is very hard to tweak. Make sure you get enough rights of renewal so when you go to sell your business you have a good long lease to give the new owner, which in turn will assist in you getting a better price. CONTINUED ON FOLLOWING PAGE...

proudly bought to you by Starline president’s report

THE THYMES SEPTEMBER 2015

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Finally, leasing a space is one of the 3 or 4 key decisions that are made when setting up a new restaurant business and is a decision that needs to be made without emotion. You need to look at the pros and cons of a space and the appropriateness of its physicality and location with regard to your concept and business plan. Remember, a lease is a binding document that is often signed with personal guarantees so you need to plan for the future, good and bad, and what will happen if it all goes wrong. You are sometimes better to be patient and wait than dive in and compromise with a space or landlord that is not right for you. Mike Egan mike@monsoonpoon.co.nz

REMEMBER, If you need urgent employment help, donâ&#x20AC;&#x2122;t forget we are available for advice and assistance on 0800 737 827 or outside general office hours on 027 559 7777.

NEW COURSE TO ASSIST RETENTION STRATEGIES

Professionals across hospitality are becoming more aware of the importance of training and development and the need to enhance skills to stay effective in the workplace. Continuous professional development is something that the Restaurant Association strives to provide to its members on an ongoing basis.

mployers across hospitality are adopting a structured, practical and methodical approach to learning in order to retain key staff, and develop the skills & knowledge in the organisation to maintain a sustainable and competitive advantage. Following the success and demand for our Emerging Managers programme the Restaurant Association is proud to bring the newly created Established Managers course to our professional development series. For years the Emerging Managers programme has been a highlight of the seminars offered by the Restaurant Association and has helped hundreds of people

with their step into a hospitality management career. This new seminar is designed to take a closer and more detailed look at hospitality management styles, techniques and systems. Covering conflict management and resolution, motivating your staff and successful systems this advanced programme is perfect for those who have attended Emerging managers or managers whom are looking to develop their skills further. Our Auckland branch president, Krishna Botica (CafĂŠ Hanoi & XuXu) has been working with us on the new

content and will be delivering the debut session on

9th November 2015.

To reserve your space for this seminar contact the professional development department by phoning 0800 737 827 or email bookings@restaurantnz.co.nz. CHECK OUT THE PROFESSIONAL DEVELOPMENT CALENDAR

THE THYMES SEPTEMBER 2015 business matters

PROFESSIONAL DEVELOPMENT OCTOBER & NOVEMBER 2015

BOOK NOW! Email bookings@restaurantnz.co.nz or call 0800 737 827

The Restaurant Association of New Zealand proudly presents the current professional development calendar for October and November. These are training opportunities to learn from the industry’s finest and develop your business to perform more eﬀectively. Monday 5 October, 10.00am – 11.00am

Monday 12 October, 10.00am – 12.00pm

Monday 19 October, 10.00am – 12.00pm

James O’Connell - O’Connell Coaching

Lisa Marchi - Serious about Service

Nicola Richards - Monsoon Poon & Andrew Baker - The Hip Group

Being a good leader is a balancing act. Your leadership strategy should never rely on just one type of management. It might at ﬁrst feel like walking a tightrope, but soon balancing multiple leadership attributes will become second nature.

With extra staff coming on for Christmas let us take care of some of the induction training for you! This programme has been a hit with the industry and is designed to take away some of the strain at this busy time of year.

With a wealth of experience in hospitality operations and business coaching, James will share his knowledge to help you to lead your team more effectively and adopt the key mind-sets and behaviours of great leaders.

Send along your new and junior staff and we’ll take them through the hospitality basics including personal presentation, carrying three plates, clearing a table, correct wine pouring, how to create a memorable customer experience and other skills important to the front of house.

Members of Generation Y & Z working for you are as valuable as they can be challenging but this can be due to the different styles required to manage them. Flexibility of management style can reward you with some of your highest performing employees.

VENUE: At your place!

VENUE: taste, 45 Normanby Road, Mt Eden, Auckland PRICE: $40 + gst - Restaurant Association members $65 + gst - General industry rate

Monday 2 November, 10.00am – 11.00am

Monday 9 November, 10.00am – 12.00pm

Monday 16 November, 10.00am – 12.00pm

Vanessa Bainbridge - Restaurant Association Helpline Advisor

Krishna Botica - Cafe Hanoi, XuXu

Margaret Main - Turning Tables

Dealing with performance management within your business can be stressful. It is essential that you take care to follow the correct procedures in order to minimise risks to your business.

Following the demand for our Emerging Managers programme the Restaurant Association is proud to bring this addition to our professional development series.

Wine sales are a proﬁtable part of licensed hospitality businesses and with customers wine appreciation increasing it is important that staff have knowledge and understanding of this product.

OCTOBER

Successful Team Leading - webinar

PRICE:

$30 + gst - Restaurant Association members $55 + gst - General industry rate

NOVEMBER

Performance Management - webinar

In this next installment of our employment relations series Vanessa takes you through the performance management process and gives you examples of situations employers may face. This webinar explains the steps to take and those to avoid to get performance management right. VENUE: At your place! PRICE:

$30 + gst - Restaurant Association members $55 + gst - General industry rate

Front of House Induction Workshop

Established Managers

This seminar takes a more detailed look at hospitality management techniques, styles and systems. Covering conﬂict management and resolution, motivating your staff and successful systems, this advanced programme is perfect for those who have attended Emerging Managers, or front of house or kitchen managers looking to develop their skills further. VENUE: taste, 45 Normanby Road, Mt Eden, Auckland PRICE: $40 + gst - Restaurant Association members $65 + gst - General industry rate

Managing Gen Y & Gen Z

How to contend with and develop those capable yet confounding young people in your workplace can be demanding. Nicola and Andrew will share their tips and pointers to help you inspire and engage your new generation of employees to ensure performance.

Wine 101

Margaret presents an introduction to the key wine and grape varieties available in New Zealand restaurants, with a focus on our local offerings. Attendees will be given the opportunity to taste and appreciate the wines discussed. This knowledge will give your staff the conﬁdence to promote your wine list more effectively. VENUE: taste, 45 Normanby Road, Mt Eden, Auckland PRICE: $40 + gst - Restaurant Association members $65 + gst - General industry rate

EMPLOYMENT MATTERS

We check out some of the latest employment news and updates, including mistakes to avoid when taking disciplinary action, an update on the Employment Standards Legislation Bill, 90 day trials and public holidays...

MISTAKES TO AVOID IN THE DISCIPLINARY PROCESS

A large majority of the calls that we receive to the Association’s helpline are from employers who are unsure of the correct process to follow when disciplining an employee for misconduct. Here are two of the most common mistakes that employers make during this process, and how to avoid them... BY VANESSA BAINBRIDGE, HELPLINE ADVISOR

he first is pre-determining a situation or an outcome. This means that as an employer you have made your mind up about what has happened and what the outcome should be before conducting an investigation. For example, you have stock going missing, you decide you know who it is and you go ahead with guns blazing, accusing that employee of stealing the stock. The second is failing to investigate properly. An investigation is something that should not be rushed and you really do need to take the time to find out the details of what has allegedly happened, interview witnesses, review CCTV footage and look at any relevant documentation.

HOW DO I DO IT RIGHT? The legal test which the court will apply when it assesses an employer’s actions is whether the employer’s actions were what a fair and reasonable employer could have done in all the circumstances at the time the dismissal or action occurred (here “action” refers to what an employer did, like suspending an employee, or giving a written warning). What is fair and reasonable? In deciding whether or not the employer was fair and reasonable, the court will look at four main things:

Whether the employer sufficiently investigated the allegations. As noted, this is something that should not be rushed, and something that the Restaurant Association can guide you on.

The court will look at whether the employer raised the concerns with the employee before taking action. Raising these concerns means giving the employee a letter inviting them to a formal meeting with the allegations set out in detail, the alleged breaches of the employment agreement and the possible outcome of the meeting. Ideally the employee should be given 2-3 days’ notice of the meeting and advised of their right to bring a support person or representative along to the meeting.

The Court will also look at whether the employer gave the employee the opportunity to respond before taking action. This involves really listening to any explanations and feedback the employee has in the meeting and investigating further if the employee brings up new information.

Finally, it will look at whether the employer genuinely considered the employee’s explanation before taking action. One way to demonstrate this is by adjourning for a period of time to consider what the employee has said before making your decision. An example of where an employer didn’t quite get it right is a case that went through the Employment Court recently...

The facts Ms Harris was employed as a security officer by The Warehouse and part of her role was to interact with customers and manage conflict situations. One day a customer came into the store carrying a small dog. Ms Harris asked the customer to remove the dog from the store, as it was against company policy to have pets in the store. The customer refused. Ms Harris repeated the request and a conflict situation arose. Following this incident, the customer and her husband complained about Ms Harris, claiming that she had been rude and intimidating towards them, had used racial language, and spoke loudly about them to others in the store. As a result, the Store Manager conducted an investigation and disciplinary process. During this, there was a dispute over what had actually happened and there were conflicting accounts among the witnesses about Ms Harris’ behaviour and the words she had used. In her explanation, Ms Harris had denied making rude or racist comments to the customer, but admitted to calling the customer arrogant. The Store Manager stated that he believed that Ms Harris’ version of events was inconsistent with the CCTV and other witness accounts and dismissed her summarily.

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Ms Harris took a personal grievance and her case was heard in the Employment Court. The Employment Court held that a fair and reasonable employer in the circumstances could not have dismissed Ms Harris.

WHY DID THE EMPLOYMENT COURT FIND AGAINST THE EMPLOYER?

The Court also said that The Warehouse did not spend enough time comparing witness statements and trying to work out why the accounts of witnesses were so different. The Store Manager and his team also destroyed all of the notes of interviews conducted, which the Employment Court felt should not have been done.

WHAT HAPPENED AS A RESULT?

The Employment Court found that there was an element of pre-determination in the way The Warehouse had acted. This was partly because The Warehouse had provided a written apology to the customer that suggested that Ms Harris was to blame – and this was done before The Warehouse had conducted their investigation. This suggested that The Warehouse had already made their minds up about what Ms Harris had said and done and that she was to blame for the conflict situation.

The Employment Court found that Ms Harris’ dismissal was unjustified. It ordered reinstatement and $4,000 compensation for hurt and humiliation.

The Employment Court also said that The Warehouse did not place enough importance on the explanations given by witnesses and relied too heavily on its own interpretation of the CCTV footage. It was critical of the fact that the store manager used silent CCTV footage to establish how loud Ms Harris had been speaking.

•

The Store Manager had interviewed an employee who was close by at the time but decided not to place any importance on this particular witness’ account and did not take records of that interview. The Court noted that this particular employee had said that if Ms Harris had shouted at the customer, she would have heard. So the statement would have been favourable to Ms Harris and should have been provided to her for comment.

WHAT CAN WE LEARN FROM THIS? • •

• •

Avoid any statements which suggest predetermination– like The Warehouse’s apology letter! CCTV footage is important, and you should review it, but be careful about the conclusions you draw. Keep all records, including original hand-written notes. Get the employee to sign these to agree they are an accurate record. Make sure you compare witness explanations and take time to think about why witness accounts may be different. Give ALL the information to the employee, not just information that supports the outcome you want.

The Restaurant Association has guides and template letters that can assist you if you need to run a disciplinary process. We can also provide personalised advice through the Help Line. Please do not hesitate to call us at any stage of the disciplinary process on 0800 737 827.

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EMPLOYMENT CHANGES AHEAD

PRIMARY CARERS, PROHIBITING PRACTICES AND PUNISHMENTS The Employment Standards Legislation Bill (Bill), recently introduced to Parliament by the Government, proposes a raft of changes across employment legislation. BY SARAH HOLDERNESS, SENIOR SOLICITOR, HESKETH HENRY

he Bill is in five parts and these will eventually be split into 5 separate bills: the Parental Leave and Employment Protection Bill; Employment Relations Bill; Holidays Amendment Bill; Minimum Wage Amendment Bill; and Wages Protection Amendment Bill. In its present form, the Bill would make the following key changes, effective from 1 April 2016.

Increase the availability and flexibility of the parental leave scheme

Parental leave would be available not just for biological/ adoptive parents, but also for “primary carers”, namely people who assume primary responsibility for day-to-day care of a child not more than 5 years old, other than as a foster carer or on any other temporary basis. Parental leave would also extend to non-standard workers (such as casual and seasonal) and those who have recently changed job. The threshold for “extended leave” is also widened to primary carers (or their spouses/partners) who have only worked 6 months (as opposed to the present 12). Primary carers could also apply for “negotiated carer leave”. The framework for such application mirrors the flexible working arrangement provisions in the Employment Relations Act 2000 (ERA) requiring an employer to consider such application in a timely manner (although not necessarily to agree to it). The flexibility of the scheme would increase with the use of “keeping-in-touch” days. These allow a person on parental leave to work (for example attend the odd project or team meeting) a maximum of 40 hours without being treated as having returned to work, so long as the work is done at least 28 days after the child is born.

Prohibit certain practices considered to “undermine the mutuality of obligations in the employment relationship”

First, “zero hour” contracts (for which employees must be available for work, without any guarantee of hours) are employment matters

unenforceable under the Bill, unless the employee is paid compensation for making themselves available. A salaried employee might agree that their salary includes any such compensation. Secondly, in relation to cancelling shifts, the Bill requires employers to ensure employment agreements specify both reasonable notice of any cancellation and what compensation is payable to the employee if such notice is not given. Employees will be entitled to payment for a cancelled shift if these provisions are not in their employment agreement, or if the employee has not been notified of the cancellation (either of the whole shift, or its latter part) until the commencement of the shift (or after). Thirdly, unreasonable restrictions on an employee having secondary employment would be unenforceable. Restrictions would be permissible if there is a genuine reason (for example avoiding a conflict of interest), the reason is based on reasonable grounds and the reason is stated in the employment agreement. An employee would be entitled to bring a personal grievance against their employer for a failure to comply in respect of any of the above. Lastly, “unreasonable” wage deductions would be prohibited (despite anything contrary in the employment agreement). What is “unreasonable” is unclear. An example in the Bill’s explanatory note is a deduction to compensate the employer for loss/damage caused by a third party over which the employee could not reasonably be expected to have control. This is likely to be a reaction to the furore that erupted over the issue of petrol station attendants allegedly having their wages ‘docked’ when customers drove off without paying for their petrol.

Extend the enforcement regime

The enforcement regime relates to “employment standards”, more commonly described as the “minimum code”, comprising the minimum statutory requirements across a range of employment legislation. CONTINUED...

THE THYMES SEPTEMBER 2015

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One change for consistency across legislation would be that employers would need to record both hours worked per day, and the pay for those hours. A breach of the record keeping requirements could result in an infringement notice, and a $1,000 infringement fee. Further, Labour Inspectors are empowered to apply for the following court orders in the event of a serious breach of employment standards: •

A declaration that there has been a serious breach of an employment standard.

•

A pecuniary penalty (up to $50,000 for an individual, and for a body corporate, the greater of $100,000 or 3x the amount of financial gain made from the breach). Any insurance policy purporting to protect an employer against pecuniary penalties will be of no effect.

•

A compensation order (for the employee concerned).

•

A banning order, which would prohibit the person from being an employer, an officer of an employer (for example a company director), or being involved in the hiring or employment of employees. Without leave of the court, it will be an offence to breach a banning order, attracting a fine of up to $200,000 or imprisonment of up to 3 years.

These orders may be against not only an employer, but against any person who has been indirectly “involved” in the breach (for example by aiding and abetting, inducing, or being directly, or indirectly knowingly concerned in, or party to, the breach). As to enforcing employment standards generally, mediation will no longer be the primary problem-solving mechanism. This is the opposite to that which applies for employment relationship problems such as personal grievances. The Authority will need to be satisfied that certain criteria are met before it would direct the parties to mediation. Lastly, employees could seek penalties against their employers for breaches of the Holidays Act 2003, Minimum Wage Act 1983 (MWA) and Wages Protection Act 1983 (WPA), and pursue those “being involved” (i.e. not necessarily their employer) in any non-compliance to recover unpaid holiday or leave pay, unpaid wages (to which he/she is entitled under the MWA) and, with the leave of the court, arrears of wages (which entitlement arises under the WPA). Separately, Labour Inspectors could seek penalties against the latter group, i.e. those “being involved” in the non-compliance. If you would like any further information or have any questions, please get in touch. We will keep you posted on on future developments. As a Government Bill most of these changes are expected to become law. ABOUT THE AUTHOR

Sarah Holderness is a Senior Solicitor in the Litigation and Disputes Resolution team at Hesketh Henry. E: sarah.holderness@heskethhenry.co.nz T: + 64 9 375 8778 www.restaurantnz.co.nz

PAID PARENTAL

LEAVE EXTENDED

TO 6 MONTHS? Apart from the changes to parental leave proposed in the Employment Standards Legislation Bill, parental leave has been in the news over recent weeks, with Labour MP Sue Moroney’s paid parental leave bill passing its first reading recently.

he Bill passed its first hurdle by one vote after Labour gained the support of United Future, the Maori Party, the Greens and NZ First, with only National and Act opposed. It has now been referred by Government to Select Committee. If passed the Bill will extend paid parental leave from 18 weeks to 26 weeks. National opposed the Bill on cost grounds, putting the cost at $150 million a year. However, they can only stop it now by wielding its power of financial veto, or by persuading the Maori Party or United Future leader Peter Dunne to change their vote. Finance Minister Bill English has confirmed that if the Bill got through to its third and final reading the Government would use its power of financial veto as the policy had not been budgeted for. The third reading comes after the Bill has been considered by a select committee.

Many of the proposals outlined in the Employment Standards Legislation Bill will have a significant impact on employers and members are encouraged to take note. The Restaurant Association will be making a submission on behalf of the industry, however individual members are encourage to make their own submissions if there are aspects of the Bill that you want to provide an opinion on. Please contact the Restaurant Association help line on 0800 737 827 with any feedback for us.

THE THYMES SEPTEMBER 2015

90 DAYS IS 90 DAYS! Dismissal a costly mistake for employer A recent judgment from the Employment Relations Authority (ERA) in which a waitress was dismissed for poor customer service and was subsequently awarded $15,000 compensation highlights the need for employers to be vigilant in their management of 90 day trial periods.

hile Christchurch pizza restaurant and bar Cocopelli believed they were dismissing Jacinta Highley from her job as a duty manager and waitress using the 90 day trial period provisions, the ERA found that she had been unjustifiably dismissed as her employment was terminated one day after her 90 day trial period had ended. Highley, began working at the restaurant in October 2013. Although she felt that the first two months of employment went well, in her third month she was told by the restaurant’s general manager that she needed to smile more. The manager came up with the code word “miley” for staff to say to Highley to remind her to smile. A subsequent meeting was held in mid-December where the employee was told she was still not smiling enough. The restaurant manager said in evidence that there had been numerous complaints and comments by customers about Ms Highley, variously describing her as unhappy, bland, lacking personality, looking miserable and seeming to hate her job. These statements were not communicated to the employee however, because it was felt that they would be hurtful and that all she needed to know was that her lack of smiling was not acceptable. The two met again on January 23, 2014 and the employee was told that she still needed to smile more or her employment could be in jeopardy. At a fourth meeting three days later the employee was told that she still needed to improve or she would not make it past her trial period, which was due to end the following day. Ms Highley knew that her trial period was due to expire the next day and was relieved when the day passed and she was not dismissed. However the following day, 28 January, the employee was told that she was going to be dismissed and she was given a letter. The dismissal occurred on the 91st day of Ms Highley’s employment. In his decision, ERA member David Appleton said based on the evidence provided “I accept that, on balance, Ms Highley did not have the particular skill set required by the respondent”. He commented that, although one can only speculate, he believes that had a fair procedure been followed, that had been less rushed than that embarked upon during the trial period, it is more than likely that Ms Highley could have been fairly dismissed for her performance shortfalls as it would seem that she would not have been able to perform to a satisfactory standard.

employment matters

Because the dismissal occurred outside of the 90 day trial the more ‘lenient’ process employers are able to rely on when terminating an employee within the 90 day trial did not apply. Instead thorough formal process needed to have been followed. Taking note of the clauses outlined in Ms Highley’s employment agreement this included: being asked to attend a disciplinary meeting, advised of her right to assistance and/or representation, advised of the specific matters causing concern, given the opportunity to respond and advised of the corrective action required to remedy the situation. However, because none of this process had occurred, the ERA ruled that Highley was unjustifiably dismissed by the restaurant. She was awarded $11,250 in compensation and $3650 in lost and unpaid wages and holiday pay.

What can we learn from this case?

First and foremost, if you are considering dismissing someone within the 90 day trial period, make sure you know exactly when the final day of the trial is! It may seem obvious but as you can see with this case, even one day can make all the difference. It is advisable that you address issues as they arise throughout the trial period. In this case more than two months went by before any issues regarding the employee’s performance were raised. The employer then raced to complete the dismissal before the end of the trial period and it was this that was ultimately the cause of their downfall. While we hope that any new employment relationship works out, there may come a time where you find yourself in a situation where you need to terminate a new employee within the 90 day trial period. If you would like to discuss 90 day trials with our Help Line team please call us on 0800 737 827.

THE THYMES SEPTEMBER 2015

GETTING IT STRAIGHT

PUBLIC HOLIDAYS 2015 We know you’ve still got the Labour Weekend public holiday to deal with yet, but we are sure you haven’t forgotten that Christmas is also just around the corner. Many employers are planning for their Summer crew to start with them and are also considering their rostering and opening hours over the Christmas / New Year statutory holidays.

his year the decision-making is impacted by two of the public holidays falling on Saturday, which means they will be “Monday-ised” and employers will have the headache of analysing which of their employees will observe the public holidays on Saturday and which of them will observe them on Monday. To recap: while Christmas Day and 1st of January fall on a Friday this year (and will be observed on that day only), Boxing Day and 2nd of January fall on Saturday. What this means is that these two public holidays will be observed on Saturday for workers who usually work on Saturdays, but will be transferred and observed on Monday for other workers for whom Saturday is not a regular day of work. The impact of the Monday-isation can be significant for employers and it is opportune to crunch some numbers now, and check through the rosters, to help you to assess which days it is viable to remain open for. When making this assessment, take the following into account: anyone who works on a public holiday (over Christmas and New Year this may be Friday, Saturday or Monday) is entitled to be paid at a rate of time and a half. If the public holiday is a day that they would normally work, and they do work it, then they are also entitled to one day’s full paid leave – an alternative holiday - to take sometime in the future.

If the public holiday falls on a day that is not a normal day of work for the employee, and they do work it, then they are entitled to be paid at time and a half but they do not earn an alternative holiday. If an employee would normally be working on the day that the public holiday falls, but it has been agreed that they have the day off, they are entitled to be paid the amount of pay that they would have received had they worked on that day (their relevant daily pay). So remember, if you decide to close on Christmas and Boxing Day but reopen by Monday 28th (or Monday 4th January, there will likely be some of your staff who will be observing that day as the public holiday and they will be entitled to be paid time and a half. Conversely if you close those workers (who don’t work on Saturday’s but do work on Mondays) would still be entitled to be paid for the statutory holiday and not paid out of their annual leave entitlement. The transfer of public holidays is a difficult concept to grasp sometimes, so please do call the Restaurant Association help line if you have any queries - 0800 737 827 or email info@restaurantnz.co.nz We’ll have a full “Preparing for Christmas” guide in the next issue of The Thymes, out November.

NEED HELP? Call us on 0800 737 827 THE THYMES SEPTEMBER 2015

SPRING

INTO ACTION! After making it through the cold, dark months of Winter, we welcome Spring with open arms. In this section we’ve selected some business areas to focus on for Spring: • Spring clean your business • Spruce up the staff • Review your staffing systems: meal breaks • Draw inspiration from international food trends

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.

SPRING = CLEAN

Spring is in the air, hopefully bringing customers out of hibernation and into your premises. While we know that maintaining a robust cleaning schedule is essential to running a successful business, what better time is there than Spring to give your premises a bit of an extra spruce up?

ere is a 9 point checklist to help you address areas of your restaurant or café to give some extra attention to as you embark on a spot of spring cleaning.

CURBSIDE APPEAL

Winter brings with it the wet weather and with people dining inside you may not have been addressing the outside appeal of the business as well as you do in the Summer months.

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Give the outside a good tidy up and power wash the area to rinse away the residue remains of Winter.

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If you have planters, give them a new batch of spring flowers, or better yet, herbs.

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Have your outside roll down blinds suffered over the Winter, picking up a bit of mildew here and there? Give them a good clean. How about the windows – do they need a thorough clean?

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Check for any cracks or holes on the sidewalk – this may not be your responsibility to repair, but you can alert the powers that be if anything needs attention.

(While you are doing the power wash, don’t forget the bin / rubbish areas – give them a good wash down too.)

TAKE A LOOK AT THE FURNITURE, INSIDE AND OUT

Tables and chairs need to withstand a lot of wear and tear, so a little bit of TLC every year is a good idea.

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Are there any wobbly legs that have gone unnoticed? Tighten up any loose bolts.

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It you have any upholstered furniture, are there any small tears or rips that have been overlooked?

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Wooden furniture could be given a spruce up with a re-sand and varnishing or paint. Check for scratches on metal frames and if possible touch up with paint.

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CHECK YOUR ACCESSORIES

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Does anything need to be cleaned, or replaced for a fresh new look?

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Are the shelves (or items on them) dusty at the back?

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Check for any scrapes or marks on the walls that have gone unnoticed.

BATHROOMS

Over Winter people will more likely be traipsing through the dining areas with muddy shoes and boots, so invest in a commercial cleaning service to give the floors a deep clean – whether they are wooden floors, carpet or vinyl, it will help to extend the life of the floor covering.

You’ve heard that customers who encounter a dirty bathroom will assume the kitchen is in the same state. Of course your bathrooms are constantly receiving your attention and get a good clean every day. However, with your spring clean check go the extra distance and scrub and disinfect everything.

As the bathrooms are such an important area through the eyes of your customers, consider replacing any items that are starting to get old and unsightly.

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If you have tiles, are there any cracked tiles that need replacing? How does the grouting look – it’s fairly simple to give tired grouting a revamp?

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Is there any maintenance that needs to be done? What about the toilet seats – any wobbly ones? Are the toilet roll holders and paper towel dispensers all up to scratch? CONTINUED...

Check for gum.

GIVE THE FLOORS A DEEP CLEAN

Are there pictures on the walls / frames / shelves? These are often the items that miss a good clean on a day to day basis.

NEED HELP? Call us on 0800 737 827 THE THYMES SEPTEMBER 2015

FROM PREVIOUS PAGE...

•

Soap dispensers often get a bit of build-up of liquid soap that might need an extra clean to remove.

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While you are at it, it could be a good time to review your bathroom product suppliers too. Are there new products out there? Are you considering switching to more eco-friendly products? Could the pricing be tweaked a bit?

LIGHTING

The odd bulb blowing can get over-looked. Check the entire establishment, inside and out, for any bulbs that may be out and replace.

ADDRESS THE KITCHEN

Again, give the floors a really deep clean and assess whether there are any areas of the floor that need repairing or replacing.

GIVE YOUR STAFF A SPRING CLEAN TOO While you are giving your business the spring clean treatment, take a look at your staff uniforms with an objective pair of eyes.

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Are the kitchen mats still up to scratch, or is it time to invest in some new ones?

Are uniforms still up to scratch?

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No matter how rigorous your everyday cleaning of the kitchen is, there is going to be grease build-up here and there. Move equipment and scrub all areas.

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Degrease the fryer and grill areas – they become a fire hazard if too much grease builds up – and clean the kitchen hood.

If you have some employees who have been with you for a little while their uniforms might be suffering from wear and tear.

REORGANISE THE KITCHEN SHELVES AND STORAGE AREAS We know you are constantly checking and rotating food items, but give the shelves a good once-over.

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Take all of the product off of the shelves and give the shelves a clean. Do any of the shelves need repairing?

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Are there any dry goods reaching their expiry that have been overlooked?

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Check your storage containers, do any have cracked lids or suffering too much from use? Retire and replace.

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Relabel goods if necessary and take a look at your systems – can anything be reorganised on the shelves for a more efficient storage system?

9 •

SAME AS ABOVE FOR THE FRIDGE AND FREEZER

In addition, check the seals on the equipment – do any need repairing?

The big Spring clean isn’t necessarily a fun task, but it can be extremely satisfying. Get everyone involved in your Spring cleaning project – many hands make light work – and you’ll reap the rewards of your spruced-up establishment.

www.restaurantnz.co.nz

Check for rips, tears or safety pins holding things together. In the kitchen this could be quite dangerous and front of house it isn’t the impression you want your customers to be left with. Are there any stains that have gone unnoticed by you that need their own power clean? If a few of the staff have uniforms that seem to be suffering, it might be worth sending them all off in bulk to a commercial cleaning firm. Are any of your staff starting to take a few liberties with the dress code? Have a talk to them and explain while you ask them to dress the way that you do. Get staff to do an inventory of their uniforms to check whether any items have gone missing. And while you are at it, it could be a good time to review your staff uniforms. A fresh new apron or t-shirt could be a good refresh for the business. Remember your staff are the face of your brand to your customers, so you want them looking their best at all times.

THE THYMES SEPTEMBER 2015

THEY’VE GOT TO EAT:

STAFF MEALS

With the term “meal and rest breaks” being thrown around in the media recently thanks to some changes in legislation, we have had a number of calls from members asking about what their obligations are for providing staff meals...

athering the staff together before service for a meal is a good team bonding experience. It gives staff a lift before a busy day/night and can even be a good time to experiment with ideas for the menu and seek their feedback, making everyone feel included in the process. Is there an industry “norm” around staff meals? Discounted or free employee meals are a pretty common benefit to our industry (staff sometimes forgetting that the meal entitlement is also a form of reward or thanks offered by an employer over and above their hourly rate). Employee meals vary business to business, but what seems to be “normal” is, one free or discounted item per shift. Here are some common staff meal provisions: • • • • • •

Shared dining, all employees sit down together before or after a shift to eat a meal One menu item of choice, for free One menu item from a select list for free 50 percent off any menu item 25 percent off any menu item Unlimited free coffee/tea/tap soda and water

From free meals at 5pm, to discounts on food and beverage, coffee, snacks and fruit, here are what some of our members from around the country are doing for their staff: “We provide a meal free for staff that start at 5pm. It is made up of things that the chefs have put aside especially for staff meals like trimmings, or leftovers. Our chefs put the meal together and this is served to staff that are starting at 5pm and working through. On bigger nights we do snacks for the staff that do the shorter shifts as well to keep them going” Harry, Harrys Bar, Nelson “During the lunch shift it’s a small filled roll (or something similar) and something sweet. For the dinner shift there’s an opportunity to sit down with a full meal for all staff. For both shifts, I am happy for them to have as much coffee as they would like to drink” Sean, Milk & Honey, Hawke’s Bay

“Our staff get 25% discount at any of our businesses. We also have fresh fruit available to staff, especially over summer when there is an abundance of fruit available and it’s busy. If a staff member starts at 5pm they get a free meal, cooked by our chefs and at the other end of the shift they get another one – like a light meal and something sweet to eat.” Krishna, Cafe Hanoi & XuXu, Auckland

“Staff can purchase anything they like on the menu from an hour before their shift starts, throughout service and for an hour after service. They get a 50% discount on all food and beverage. The meals are large and the students that we employ can come in early and fill up cheaply, before starting their shift. They also get 1 free coffee every shift or endless cups of tea.” John Knight, CBK, Rotorua CONTINUED...

THE THYMES SEPTEMBER 2015

“Staff can have whatever they want off the menu and I pay for that. But we do have one rule: if the chefs are busy and the staff still want something – say bacon and eggs - then the staff member taking a break needs to cook their food themselves. Drinks are also free, with the exception of bottled drinks, which they pay half price for (meaning that none of them take this option).” - Barbara, Bach on Breakwater, New Plymouth So with all these different options you can see that the choice is yours as to what you offer. However, whatever you do offer in the way of staff meals, remember to clearly identify/define the meal policy in your premises. You should make sure that all staff understand the policy and acknowledge this. This can be done in a variety of ways, but the best thing you can do is to make it part of your induction process with any new staff. Bring it up at staff meetings, pop a copy of it on the staff notice board, and you can include it in your house rules or policy manual. Include: • • • •

What foods employees can eat. Where employees can eat. When employees can eat. Set clear payment guidelines for any discounted meals or drinks.

On a final note, when outlining your staff meal policy make sure you also outline the breaks policy for the establishment. Our recently updated Restaurant Association employment agreements incorporate the more flexible break laws which came into effect in March this year. This means that there are no specific rules outlined in the agreement (as they were in the previous version of the agreement) for how long, or when, rest and meal breaks should be. The Restaurant Association can help you to develop a staff meal policy. If you’d like assistance just give us a call.

THE HOTTEST FOOD TRENDS

FOR SPRING From out of the UK, David Ridgway (Executive head chef at Smart Group), offers some terrific trends, incredible eats and food for thought at we come out of hibernation and embrace springtime… BRUNCH, BRUNCH EVERYWHERE Breakfast and brunch have become very popular with all manner of restaurants themed around the ‘best meal of the day’. In the UK, Cereal Killer Café launched at the beginning of the year to a backdrop of frenzied media hype, serving up comforting bowls of familiar favourites and unusual varieties covered in lashings of ice cold milk. The enthusiasm for morning treats doesn’t end there with other innovative start-ups offering steaming bowls of oatey goodness.

Raw, organic juices are on the menu...

HYBRID CUISINE

CHICKEN IN A BASKET

Not to be mistaken for fusion food, hybrid cuisine is rapidly gaining a foothold in the UK is the pairing of two iconic food items or dishes to create something completely new. Last year the cronut took the gastronomic world by storm, closely followed by the ramen burger and now the London restaurant scene is starting to take notice. Restaurants are playfully exploiting and changing perceptions of food to create standalone dishes which are not to be missed.

Rotisserie chicken to me conjures up the mouth-watering aromas that waft through the markets of France and hypnotic images of poultry turning in rotisserie cabinets. It was only a matter of time before this attractive and tantalising cooking method came over to capture the imagination of chefs up and down the London food scene. Forget the dried-up specimens sweating on the supermarket hot counter and go for some of the real thing.

LATE-NIGHT TASTING MENUS A new take on a tried concept, the hip and shaking Blood Shot Supper Club is a late night dining experience masterminded by Nuno Mendes (Chiltern Firehouse) and Robin Gill (The Dairy, Clapham). It’s a five course tasting menu starting at 1:00am on the last Saturday of each month. business insights

It’s mainly for chefs, who were the main influence of the scheduling of the pop-ups, but there are a few tables free for those in the know!

WHAT WE’LL BE SEEING ON THE MENU... • • • •

Raw, organic juices and smoothies Wild garlic Tenderstem broccoli Beautiful breakfast radishes

SOURCE:www.londonlovesbusiness.com

THE THYMES SEPTEMBER 2015

WHY BUY A CAFE OR RESTAURANT? Cafes and restaurants are an exciting industry with annual sales growth orbiting 10% and hospitality businesses in New Zealand employ over 100,000 people. BY CLYTH MACLEOD

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They are simple (but not easy!) businesses to run and offer many advantages.

Employment for the owner (and possibly family too) is another benefit. Not only is the purchaser “buying a job”, he or she is learning a very transportable career.

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Security is another good reason for owning your own business. You control your own destiny, which is an important consideration in these turbulent times when many employees are being made redundant by large corporations.

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Considerable training and support is available from suppliers and from the Restaurant Association.

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Above all, there can be a huge amount of personal satisfaction to be had from owning a successful café or restaurant. It can provide excellent profits, capital gains potential, a pleasant lifestyle, and prestige in the community.

hey are attractive opportunities for entrepreneurs, firsttime buyers and immigrants.

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Essentially cash-and-carry enterprises, there is generally only a small amount tied up in stock or capital needed to provide credit to customers.

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They provide a community service as people always have to eat and cafes / restaurants are great places to socialise and have business meetings.

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There are creative opportunities as the owner can experiment with food and drink menus and offer new dishes.

TIME FOR A CAREER CHANGE?

“

We have strong activity of businesses wishing to sell, we are ready to take on a new salesperson to meet the demand. If you think you have got what it takes to make the plunge then call me today. Full training and excellent support provided working with some of the biggest fish in the industry.

”

Glorianne Campbell

NEED HELP? Call us on 0800 737 827 Clyth MacLeod Ltd Business Sales

info@clythbiz.co.nz I www.clythbiz.co.nz www.cafesrestaurantsforsale.co.nz I 09) 630 9491

THE THYMES JUNE 2015

WHAT’S ON september-november 25

SEPTEMBER

South Canterbury Anniversary Day (regional public holiday)

Restaurant Association national webinar, Successful Team Leading, presented by James O’Connell

www.restaurantnz.co.nz

Start of Term four, schools

End of Term three, schools

OCTOBER

Port Chalmers Seafood Festival, Port Chalmers, Dunedin

Daylight Savings begins

www.festival.portchalmers.com

Artichoke season opens (main supplies now until December)

Kaikoura Seafest, Westend Kaikoura

www.seafest.co.nz

World Egg Day

Public voting for NZ Cafe of the Year closes

- 14 Anuga trade show, Cologne, Germany

www.nzcafeoftheyear.co.nz

www.anuga.com

Restaurant Association professional development, Managing Gen Y & Z, presented by Nicola Richards and Andrew Baker www.restaurantnz.co.nz

International Day of the Chef

Restaurant Association professional development, Front of House Induction Workshop, presented by Lisa Marchi www.restaurantnz.co.nz

Strawberry season (main supplies now until February)

National Nut Day

- 25 Gisborne Wine & Food Festival, Gisborne

-end of December DineAid fundraising

www.gisbornewineandfoodfestival.co.nz

Restaurant Association national webinar, Performance Management, presented by Vanessa Bainbridge

Marlborough Anniversary Day (regional public holiday)

www.dineaid.org.nz

www.restaurantnz.co.nz

Labour Day (public holiday)

www.nzchefs.org.nz

NOVEMBER

Melbourne Cup

-8 Taste of Auckland, Western Springs, Auckland

-15 F.A.W.C. Food & Wine Classic, Hawke’s Bay

Restaurant Association professional development, Emerging Managers, presented by Krishna Botica

Restaurant Association professional development, Wine101, presented by Margaret Main

www.tasteofauckland.co.nz

www.fawc.co.nz

www.restaurantnz.co.nz

events ~ international and national

THE THYMES SEPTEMBER 2015

FEATURED PRODUCT

JOB

DESCRIPTION

handbook The Restaurant Association have developed a Model Job Descriptions handbook which provides a resource for creating position descriptions to help businesses hire the most qualified applicants.

Job descriptions are intended to help an employer determine whether a person is qualified to perform a job This handbook provides 24 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 positions.

WHAT IS UP WITH HEALTH & SAFETY? By now most of you will be aware that the new Health and Safety changes have been passed into law. So what does this mean for our types of businesses and when does it all come into effect?

he new law will be called the Health and Safety at Work Act. It will come into effect on 4 April 2016 (April looks as thought it is going to be a busy month for new legislation changes). While the new Act does introduce some new obligations and increased penalties, the general obligation to provide a safe workplace has not changed much, if at all. The reality is that those already complying with the existing legislation will almost certainly comply with the new Act.

ORDER NOW…

One change is that directors will now legally be required to take some responsibility.

Online tool helps food

Officers (directors, partners, or those who occupy a position that allows them to exercise significant influence over the management of a business) will be required to exercise due diligence to ensure that the business complies with any duty or obligation it has under the new Health and Safety at Work Act.

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

businesses understand

new regulations In preparation for the new Food Act 2014 coming into force next year, a new online tool has been launched that will help food businesses discover how the new food safety rules apply to them. The tool moves through a series of ‘yes/no’ questions to identify which requirements businesses will need to follow. People can find out which rules will apply to their business, and when they will need to transition to the new rules, on the MPI website: http://www.mpi.govt.nz - key word search “where do I fit”. business insights

You will have to familiarise yourself with health and safety matters and ensure your businesses is complying with the provisions of the new Act. A series of regulations are currently being developed to support the new Act and we will make members aware once these have been finalised (this will be closer to the April 2016 deadline). The regulations will include:

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General risk and workplace management Major Hazard Facilities Asbestos Engagement, worker participation and representation (available shortly for public consultation)

• • •

Once the regulations are finalised, WorkSafe will issue formal guidance to support the Act and regulations. This formal guidance will start to become available in 2016. In the meantime WorkSafe will develop general information on the new legislation to help people prepare and we will share this with members once it becomes available. Until the new Act comes into effect in April 2016, the current Health and Safety in Employment Act 1992 remains in force. Things you can do now. The new law comes into effect on 4 April 2016. Between now and then we will make available to members supporting information to help you get ready. In the meantime here’s what you can do now:

1 2 3 4 5

Familiarise yourself with the key concepts of the legislation Review your health and safety practices Identify health and safety risks in your business and take steps to prevent these from causing harm Lead by example Make health and safety part of your workplace culture THE THYMES SEPTEMBER 2015

AUCKLAND BRANCH

BAY OF PLENTY BRANCH

PRESIDENT: Krishna Botica

PRESIDENT: Andrew Targett

UPCOMING EVENT Branch MeetMe end of November @ taste

UPCOMING EVENT Bay Hospitality Awards 1ST NOVEMBER

WAIKATO BRANCH PRESIDENT: Adrian Hodgson

ROTORUA BRANCH PRESIDENT: Sharon Wallace

HAWKES BAY BRANCH PRESIDENT: Sean Burns

UPCOMING EVENT Branch MeetMe 21ST OCTOBER

UPCOMING EVENT Branch MeetMe coming soon!

TARANAKI BRANCH PRESIDENT: Barbara Olsen-Henderson

MANAWATU BRANCH PRESIDENT: Sean Kereama

REGIONAL UPDATES NELSON BRANCH PRESIDENT: Harry Morris

UPCOMING EVENT Annual Hospitality Golf Day END NOVEMBER

WELLINGTON BRANCH NATIONAL PRESIDENT: Mike Egan NATIONAL VICE PRESIDENT: Steve Logan

CANTERBURY BRANCH PRESIDENT: Sam Crofskey

DUNEDIN BRANCH PRESIDENT: Olive Tabor VICE-PRESIDENT: Helen Wright

SOUTHERN LAKES BRANCH PRESIDENT: Grant Hattaway VICE-PRESIDENT: Cam Mitchell UPCOMING EVENT Annual Hospitality Golf Day 19TH OCTOBER

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 1850 of New Zealand’s most dynamic and profitable hospitality businesses. Alaturca, Whangaparaoa

Neighbourhood Coffee, Martinborough

Bette’s Bar and Eatery, Auckland

Olive Grove Cafe, Omarama

Bombay Palace, Queenstown

Orders Please, Havelock North

Bonz Catering, Auckland

Park Kitchen, Wellington

Bread and Butter Milford, Auckland

Pita Pit Henderson, Auckland

Burger Fuel Frankton, Taupo

Pita Pit North Wharf, Auckland

Burger Fuel, Takanini

Pita Pit Northwest, Auckland

Cafe 218, Christchurch

Pita Pit Silverdale, Auckland

Caffe Mode, Wellington

Pita Pit Viaduct, Auckland

Columbus Coffee Henderson, Auckland

Pita Pit Victoria Park, Auckland

Columbus Coffee London Street, Hamilton

Ritual Coffee Co, Blenheim

Columbus Coffee Riccarton, Christchurch

Tank Juice Bar, Chartwell

Cow Ree, Taranaki

Tank Juice Bar Mount Maunganui

Delicious Holdings Ltd, Auckland

Tank Juice Bar, Rotorua

Diamond Takeaways, Auckland

Tank Juice Bar, Tauranga

Espresso Workshop Roastery, Auckland

Tank Juice Centreplace, Hamilton

Galleon Complex, Oamaru

Tanti Piatti, Auckland

Habitual Fix Northwest, Auckland

Te Aroha Organic Health & Coffee Shop, Te Aroha

Home, Christchurch

Thai Village Remuera, Auckland

Indian Affair Restaurant, Taupo

The Coffee Club Albany Westfield, Auckland

John Hill Estate Ltd, Papakura

The Coffee Club Apex Mega Centre, Takanini

La Pancetta, Martinborough

The Coffee Club North West, Auckland

L’affare, Wellington

The Coffee Club The Hub, Christchurch

Lakeside Palace Chinese Restaurant, Queenstown

The Galley, Oamaru

Little and Friday Belmont, Auckland

The Waterfront, Waikanae

Local Cafe, Whangaparaoa

Twisted Tomato, Auckland

Lone Star, Napier

Up Cafe, Auckland

Madam Woo, Dunedin

Volcanic Kitchen, Taupo

Mexicali Fresh Constellation Drive, Auckland

Zavito Restaurant & Bar, Auckland

Mexicali Fresh Takapuna, Auckland new members

THE THYMES SEPTEMBER 2015

TALES FROM

taranaki

’ve just returned from the Restaurant Association Hospitality Summit, and Feast by Famous Chefs in Auckland and I thoroughly recommend that anyone thinking about going in the future – do so! The Summit panel discussions and seminars, all fronted by respected hospo individuals, were worth the trip. Larry Nadeau gave us his opinion on what constitutes excellent service and his thoughts that even if you aren’t a ‘top end’ establishment, it would serve you well to have your staff learn the skills – both emotional and practical then pull back to your more casual level of service if you need to. He gave us a wee demo of a well trained and personable waiter offering service to a customer, followed by the example of more abrupt (though perhaps still efficient) manner of a waiter who didn’t know what a difference it made to the customer. I admit, I saw some of my own staff reflected in that second demonstration and mentally decided to do some one on one training when I got back. Listening to the panel discussion on what the trends are going to be, and which ones we hated and are glad to see the back of was again interesting and informative. Feast was also a great opportunity to be with our peers in a setting where we aren’t responsible for the food or the experience! Way more relaxing and fun. On the home front, the Taranaki economy is taking a battering with the lowering of oil prices, and the deathly low payout for the dairy farmers. It’s hard for everyone but especially for the smaller, newer establishments who don’t have the support of years of faithful customers.

On a personal level – I’m seeing that my clients are eating out way less at night, and a lot more in the daytime. We’ve increased our indoor seating by extending the building to cope with the weekend influx that we experience, and we’ve decided (just this week) to close nights which have been pretty quiet and unprofitable. I can absorb my senior staff into our days. And on the stress and profit front I’m feeling quite joyous about ditching the worry of the swinging door policy of parttime night chefs and enjoying my loyal and long-serving day (and night) staff who are doing such a good job for me. If and when the economy picks up I can reassess the situation. It will be interesting to see how the customers react. I still plan to offer weddings and other functions in the evening. On the functions note we recently held our annual fund-raising dinner for our local Hospice (with a Scottish theme) and a great time was had by everyone. Numbers were down but we still raised over $4000, which was an average of nearly $100 per guest. They can pay whatever they like and were lovely and generous this year. It never ceases to humble me when I approach my suppliers to ask if they can sponsor product for the night. I’m seldom turned down. People are wonderful! We’ve just received the unpalatable decision made by the Port Authority to start charging for the wonderful enormous carpark that we’ve always enjoyed for free. It starts in December and will be charged out at $1/hour 24/7, (max of $10/day), with fines for parking in the boat-trailer parks which are empty for the majority of the year. I am working on a submission to get them to at least change their fining policy when no-one else wants the parks. It’s not going to help us much! On the opening and closing front – I

regional update

know of some impending closures, at least one new opening and of course plenty of places changing hands. Sandwich Extreme has just changed hands, with the new owners doing more of a deli-offering I understand. That should reopen soon, if it hasn’t by the time you read this. The Cure which has recently opened by the owners of the denture place near the hospital, is offering good coffee and café food to passersby. With limited seating inside, they plan to expand their outdoor seating as the weather warms up. I’ve noticed a number of businesses adding a café to their business to make their product more attractive – and presumably to bring in another income stream. In this case – the denture place could have a slogan – “Have Teeth – Will Chew” which could be quite appropriate. They could practice next door! On a slightly different note, I’ve heard of some huge rents being charged by landlords and I’m wondering whether it might be time to have the conversation with the landlord about re-evaluating how viable the business has become. They might have some room to move if you ask nicely. (I have to say that apart from the unpalatable car-park fee situation, Port Taranaki are reasonable landlords when it comes to the land we lease from them. I’m glad we don’t pay rent as such.) That’s about all for now from Taranaki – I’m looking forward to a nice warm Summer to encourage the punters to eat out more now that we can protect them from the cooler weather. BARBARA OLSEN-HENDERSON

Taranaki Branch President Bach on Breakwater Café & soon not to be Restaurant! THE THYMES SEPTEMBER 2015

Kia Ora from

rotorua

ell Christmas is just around the corner. Last month the Rotorua Hospitality Awards committee and I went to Leonardo’s Italian Restaurant for dinner. The experience was fantastic and the customer service was out of this world. They have moved into Eat Streat in Lewisham’s old building. Thank you Leonardo, Yuka and staff. We missed them at the last awards as they were painting and moving into their new premises. If you want to dine at Leonardo’s they are situated at 1099 Tutanekai Street Rotorua, or call them on 07 347 7084. Julie and Richard Sewell from Urbano Bistro, are currently taking a well earned break, on a big trip around Europe and finishing off in Canada. I’m looking forward to my presents when they return! The food in this restaurant is nothing short of tasty and coffee to die for. They are situated on the corner of Fenton and Grey Street. Phone number is 07 3493770.

URBANO BISTRO

Skyline Rotorua’s Stratosfare Restaurant cleaned up at the 2015 Hospitality Awards taking out four awards which included, Outstanding Emerging Chef, Waiter, Bartender and Restaurant. With it’s expansive views it is certainly ‘a breathtaking view and dining experience’ to quote Restaurant Manager, Nitin Brijwal (past award winning waiter). Kunal Sharma who won outstanding Bartender also won the Mystery Box Challenge at the NZ Chefs National Salon held last month. The team also took out 12 medals there overall. Skyline is open daily for lunch from 11.30am and dinner from 5.30pm. To make a reservation call 07 347 0027. Waiariki’s Junita O’Dea also won gold at the Salon for front of house. Junita is currently completing her Diploma in Hospitality Management. The kitchen team won Silver. At Waiariki we have a pop up Restaurant called “Seasons” and I have been supporting friend and colleague, Sandy McClay, along with her Level 4 hospitality students to do production dinners. They are doing extremely well. My Diploma students start dinner service on Thursday evenings, in October. It is situated where the Melting Pot Café is and if you are wanting to make a reservation please call and leave a message on 07 347 8900.

regional update

My students along with myself and Chef Tutor Reg Hawthorn served lunch for 22 guests from the Philippine’s on 11th of September. The meal was outstanding 5 courses in all. I have to say that as it was my students first ever service they did really well and looked smart - even did crumb down. I felt like a very proud mother. The guests and management were very impressed overall. Naku Noa Na SHARON WALLACE

Rotorua Branch President Waiariki Institute of Technology

BRIEF News from the Bay

hawke’s bay update

he Restaurant Association was sorry to hear that Food Hawkes Bay recently decided to cease operating. We have been involved with Food HB through the Hawke’s Bay Hospitality Awards which it ran for eight years. With their blessing the Restaurant Association has decided to continue to run the Awards for the region, recognising the importance that these types of events play in supporting excellence in our industry. It is good to know that this important event on the Hawke’s Bay hospitality calendar will remain, and we hope you will acknowledge, is in good hands. We will be back in touch with local operators and suppliers soon about the 2016 event, however in the meantime if you have any queries please contact the Restaurant Association on 0800 737 827. THE THYMES SEPTEMBER 2015

FROM THE CAPITAL

SPIRIT HOUSE RESTAURANT

hot plate coming through CHANGES

EVENTS

Park Kitchen has opened in the suburb of Miramar. This a modern café restaurant and bar. Spirit House Restaurant from Dunedin has also opened in Miramar. The seaside suburb of Seatoun has seen the opening of a specialist roast lamb concept called Lambanjo. Egmont Street Eatery has recently opened. The location is part of the growing number of businesses opening in the laneways around Wellington where the rents are more affordable.

Visa Wellington on a Plate added an estimated $4 m to the Wellington regions restaurant economy. This was once again a fantastic two weeks with restaurants packed with happy customers trying the unique menus all featuring regional produce and products.

Basque, a Spanish restaurant on Courtenay Place, has opened a rooftop bar.

Burger Wellington was popular as ever with customers munching their way through thousands of a wide range of very creative burgers. A highlight every year at Wellington on a Plate are the huge range of different food and beverage events. From eating a 3 star meal at Rimutaka Prison, to a dinner at The Larder restaurant featuring insects! The are over 100 unique experiences that often sell out in minutes. Already restaurants and cafes are working on new menus and events for next year. MIKE EGAN

BOULEVARD

musings

recently attended a Local Alcohol Policy - licensees’ meeting, which was hosted by Peter Ridge who is Policy Analyst for Palmerston North City Council. The Council is still in discussion stage with licensee’s around the local alcohol policy, with the hope of getting a draft together by November or December 2015. Most licensee’s at the meeting agreed that an LAP would see little change to how we currently operate - basically why try and fix something that isn’t broken? Watch this space. UCOL achieved a gold medal for their kitchen work, in the prestigious Nestle Torque D’or competition at the recent National Salon in Auckland.

Duke Carvell’s has sold to new owners but no changes are planned. Renovations are going on next to Ortega Fish Shack on the former Roxburgh Bistro site. Watch this space!

manawatu

Restaurant Association National President

It was also great to see Andrew May, who is the chef/ owner of Amayjen the restaurant in Feilding, compete in the recent Chef of the Capital competition held at the Wellington Food Show. Andrew did well, coming 3rd with a silver medal. I am excited about the upcoming NZ Chefs Olympic Feast.(8th November). The dinner is fundraising for the team to go to the Culinary Olympics 2016 for the first time in 28 years. The dinner will be held at Silks lounge - Awapuni Function Centre. SEAN KEREAMA

Manawatu Branch President Wharerata Function Centre s.kereama@massey.ac.nz

mike@monsoonpoon.co.nz BASQUE THE THYMES SEPTEMBER 2015

2015

news from

nelson

T Square.

here are new owner/ operators in Morrison Square with Gianluca Gatto and Raffaello Sirri opening Babagatto in Morrison

DISPLAY YOUR MEMBERSHIP WITH PRIDE

A SYMBOL OF YOUR

COMMITMENT TO

This is the site originally Eatalin, then Brulee, so it is returning this time to being an authentic Italian eatery.

THE INDUSTRY

Babagatto’s à la carte menu features an array of pasta dishes designed to be ordered in courses. Each plate costs about $10-$15. East Street is on the move from below the INNbetween upmarket backpackers to Church Street, occupying the old Bar Berlin site which has been empty for 12 months. They plan to open in December once the renovation is complete. Cafe Max has opened on Hardy street in the site most recently run as Cafe Istanbul - a move away from Turkish cuisine to a Mediterranean based menu.

The Nelson Arts Festival is only a few weeks away and there is plenty for all tastes in this years programme. Hopefully this event is the push to get the locals out and about. It has been a very slow Winter, not only for hospo but town in general. Not only do people tend to hibernate a bit during winter but a lot of locals tend to head away to either escape the cold or head to the snow down South for some great skiing. These factors really do take their toll on the spend available for local business. It would be nice to see competitive air fares bringing some kiwis to Nelson for weekends during the quieter months. It has always been an expensive flight unless from the major direct centres, so hopefully better prices and more routes will get some visitors in town. HARRY MORRIS

Nelson Branch President Harry’s Bar CAFE MAX

dine@harrysnelson.co.nz

regional update

lease show your pride in the Restaurant Association and your industry by displaying your 2015/2016 membership window decal on the window or other prominent place of your operation. By displaying your decal you are identifying to potential customers that you are a member of the Restaurant Association and that you are committed to the standards that it represents. The Restaurant Association is continually promoting our members and encouraging the public to “look for this window sticker”, so it is essential that the current year‘s emblem is displayed.

“

the restaurant association logo is a symbol of your commitment to the quality and unity That makes our industry as strong as it is today.” If you have not received your sticker this year, please contact the Restaurant Association today on 0800 737 827 or email info@restaurantnz.co.nz.

THE THYMES SEPTEMBER 2015

BUSINESS SUPPORT

for Restaurant Association members

NEWS FROM deep south

southern lakes

t has been a great ski season down here, with a 3m base at most ski fields.

There have also been a record number of Australian skiers and most operators are reporting strong trading figures. New Openings/Closures:

JOIN US FOR THE QUEENSTOWN HOSPITALITY CHARITY GOLF DAY brought to you by the Restaurant Association of New Zealand

The Boiler Room on Steamer Wharf has been revamped/refurnished and is now “Little Blackwood”. Monty’s has sold and reopened as “The World Bar” The London Flatbread Pizza Company & Bar has opened this Winter in the Shotover Street basement previously occupied by Outside Sports. Tardis Bar has closed and reopened as Tanoshi Teppan & Sake Bar in Cow Lane. GRANT HATTAWAY

Southern Lakes Branch President Pier 19, Captains Restaurant & Blue Kanu grant@hhgroup.co.nz

This is our inaugural Queenstown Golf Day hospitality tournament at which you can be assured of a great day of fun, relaxation and some good networking. This is a charity event which will support Wakatipu Junior Golf Club. There will be some great prizes and we’ve even organised the transport out to the beautiful Queenstown Golf Club. Monday 19th October 1pm shot gun start WHO Queenstown hospitality staff COST $160 per team inc’ platters $10pp club hire DATE

TRANSPORT* $10pp return bus courtesy of Remarkable golf tours To enter phone: 03 442 9169 or email: gm@queenstowngolf.co.nz Limited to the first paid 30 teams

MENTOR ME! When wrestling with a problem, have you ever wished you could seek the advice of an industry expert who has ‘been there and done that’?

hat’s where the Restaurant Association can assist you. With year’s of experience between them, Kerry Tyack and Tony Adcock are currently working with us to provide mentoring and business guidance for Restaurant Association members.

AVAILABLE TO HELP WITH EVERYTHING BUSINESS! • • • • •

• • •

Food Costing Business Start up Lease Agreements General Hospitality business advice Business Check-up – Tony talks you through his check list, to ensure that your business is running effectively and efficiently Selling your business Sales and Marketing Budgeting advice

Offering expert advice and guidance is one of the many ways the Restaurant Association supports our members. If you haven’t used the Helpline (0800 737 827) before please feel free to call up for a business checkup to make sure you are on track and haven’t missed any valuable updates for your business.

THE THYMES SEPTEMBER 2015

CATCHING UP WITH

canterbury

he Cantabrians have made their choices for the best in the hospitality business at the 2015 Christchurch Hospitality Awards.

Voters for The Press People’s Choice awards voted online, with top honours going to Dux Dine, Hello Sunday and Baretta. The people voted Dux Dine as Best Restaurant for the second year running. Hello Sunday won People’s Choice Best Cafe and Baretta took home Best Bar and Best Wine List. The industry side of the awards encouraged business owners to recognise their peers, whether they poured pints or flat whites. Supreme Establishment of the Year went to Roots in Lyttelton, which has been collecting accolades since it opened. Chef Giulio Sturla has made a name for the place with his creative takes on local produce. The industry also named Boo Radleys on Victoria St as Supreme Emerging Establishment and Three Boys Brewery Supreme Supplier. The awards continued for Hello Sunday, which also won the industry’s choice for Best Cafe. Co-owner Chris Penny also took out Supreme Crew Member and Barista of the Year.

CONGRATULATIONS TO ALL OF THE 2015 CHEVRONS’ WINNERS! NZI CREW MEMBERS OF THE YEAR Stoneleigh Latitude BARTENDER OF THE YEAR Louis Dyer - Civil and Naval Menu Mate MANAGER OF THE YEAR Dale Palea’ae - C1 Espresso SKOPE CHEF OF THE YEAR Jonny Schwass - Harlequin Public House Huhtamaki BARISTA OF THE YEAR Chris Penny - Hello Sunday

TRENTS EMERGING ESTABLISHMENTS OF THE YEAR Goodman Fielder New or Returning Establishment Boo Radley’s Kronenbourg Pop-Up Establishment Tiki Taco

CROMBIE LOCKWOOD SUPPLIERS OF THE YEAR

SPARK ESTABLISHMENTS OF THE YEAR

Signbiz Speciality Supplier of the Year Canterbury Cheesemongers

The Breeze Regional Establishment of the Year Roots Restaurant

GO Media Beverage Supplier of the Year Three Boys Brewery

Restaurant Association of NZ Central City Establishment King of Snake

Vbase Goods & Services Wholesaler of the Year Trents

Meadow Fresh Cafe of the Year Hello Sunday

SUPREME EMERGING ESTABLISHMENT OF THE YEAR Boo Radley’s SUPREME SUPPLIER OF THE YEAR Boo Radley’s

OneMusic Bar of the Year Dux Live GrabOne Restaurant of the Year Roots Restaurant

SUPREME CREW MEMBER OF THE YEAR Chris Penny - Hello Sunday

CHECK OUT SOME OF THE PHOTOS FROM THE NIGHT OVER THE PAGE! regional update

SUPREME ESTABLISHMENT

OF THE YEAR Roots Restaurant

THE THYMES SEPTEMBER 2015

CALL US ON 0800 737 827

WHAT DO THEY GET?

An introduction to: •• Hospitality •• Customer service •• Food safety training •• Barista training •• Food preparation •• Beverage service

WHAT WILL WE PROVIDE? Targeted services: A recruitment service Matched candidates Work ready graduates Ongoing support Frequent contact Mentoring

• • • • • •

Let us help you find the right staﬀ! Do you need work-ready staﬀ who are keen to learn? Do you struggle finding them? A ProStart recruit could be for you!

The ProStart programme has introduced our students to the basics of hospitality. They graduate with a great attitude, basic skills and a desire for a career in hospitality. CALL US TODAY ON 0800 737 827 or email bookings@restaurantnz.co.nz

mainly of interest to

auckland members

URCHIN AND AMBER

Urchin and Amber has opened on Vulcan Lane, in what used to be the historic Queens Ferry Hotel (one of Auckland’s first licensed bars). The eatery is cafe by day but changes menu in the evening to focus on that nostalgic kiwi staple, fish and chips. Heading up the kitchen is Nick Evans who was previously at Shortland Street’s Grassy Knoll cafe. In close proximity to Vulcan Lance, coffee brand eighthirty have opened their flagship cafe on High Street - a location which was once the home of Rakinos bar. This is the fourth cafe opened by business owner Glenn Bell, the first opening back in 2010. Along with eighthirty coffee, cabinet food is available care of Cool Food and Catroux.

eighthirty, High Street

Also in the CBD, Rockefeller Oyster Bar has opened on Fanshawe Street, right next to the BP, in a building fit out that includes exposed brick walls and chandeliers. Rockefeller is an oyster and champagne bar - they’ll offer a variety of oysters with no less than five options at one time and paired with 45 different champagnes, many available by the glass. Meanwhile, in central Auckland, Baker & Co has opened in Glendowie by a 21 year old baker, Tasmyn Gordon and her mother. Baker & Co is a bakery cum cafe offering a rotating selection of cakes, brownies, doughnuts, sandwiches and quiches. Full sized cakes are also available to order. Greenleaf Organics was launched at the end of last year, offering a range of smoothies and cleanses. Proving instantly popular, owner Sarah Tanner quickly moved to expand her offering, instigating the help of brother Mike Priddy, and the duo has recently opened Greenleaf Organics Cafe in Kingsland. The focus is (unsurprisingly) on organic, with a range of raw food offerings and Allpress organic coffee.

BAKER & CO

Meanwhile, there is also a lot of action in Ponsonby… Little & Friday (featured on our front cover) have continued to expand their empire, opening up a Ponsonby store on Douglas Street, where popular cafe Good One was located until recently. Little & Friday opened just one week after Good One closed and continues to offer Coffee Supreme, along with the fare for which they are now famed for. Food for the Ponsonby site will be sourced from the Belmont master site but there is room to sit down and enjoy the food at communal tables, as well as a private room which can be booked for high teas, personal or corporate affairs.

GREENLEAF ORGANICS CAFE

Retail outlet, The Shelter, on Ponsonby’s Mackelvie Street, have opened a cafe called Eat. On offer are a selection of sweet treats, sandwiches and salads (again from Catroux), alongside Best Ugly Bagels and other meals. The team behind Cafe Hanoi, including Restaurant Association Branch President, Krishna Botica are preparing to open their next eatery - this one on Ponsonby Road, offering Thai cuisine (like you’ve never seen before). They expect to open in October. auckland members

LITTLE & FRIDAY, PONSONBY

mainly of interest to

auckland members The Melba Group team, which includes directors Shawn Pope, Isabel Pasch and Jens Dalhoff, have opened a new Bread & Butter site on the North Shore. The group already has the successfully Bread and Butter in Grey Lynn and Little Bread and Butter in Ponsonby Central, with this latest offering housed in a new development in Milford.

WHAT'S ON AKL. OCTOBER

(sept) - 11Oct Auckland Heritage Festival, various venues & events

BREAD & BUTT

Remuera has a new bar. Opened by the team from Remuera Local, Laneway is tucked behind the local on Clonbern Road. Food will come care of the Remuera Local kitchen, with a cocktail list updated regularly.

www.aucklandcouncil.govt.nz

Restaurant Association national webinar, Successful Team Leading, presented by James Oâ&#x20AC;&#x2122;Connell

Restaurant Association professional development, Front of House induction workshop, presented by Lisa Marchi

www.restaurantnz.co.nz

- 18 Auckland Diwali Festival, Aotea Square

LANEWAY

Taste of Auckland is back this November. Come and celebrate with mouth-watering dishes and explore incredible food experiences by Bracu, Depot, Farina, FISH, Kazuya, Maldito Mandez, Miss Moonshine, NSP and more. This year Brew Street will feature a line-up of craft brewers, and expect to TASTE OF AUCKLAND taste both local international boutique wines. The festival will for the first time be digging up the ground to bring you a selection of gourmet hangi created by leading chefs. See live cooking demonstrations and many other interactive Taste of Auckland experiences, plus live music curated by Peter Urlich.

SPECIAL TICKET OFFER EXCLUSIVELY FOR RESTAURANT ASSOCIATION MEMBERS Purchase 2 GA tickets for just $35* ($30 each on the day). Visit the Taste of Auckland website to buy tickets. www.tasteofauckland.co.nz *Select 2 GA tickets and enter promo code: RANZ2015 (offer ends 26 October).

Restaurant Association professional development, Managing Gen Y&Z, presented by Nicola Ricards & Andrew Baker

www.aucklandnz.com

Labour Day (public holiday)

www.restaurantnz.co.nz

NOVEMBER

Rugby World Cup final

Melbourne Cup

Auckland Marathon

www.aucklandmarathon.co.nz

-8 Taste of Auckland, Western Springs, Auckland

www.tasteofauckland.co.nz

The Restaurant Association was formed in 1975 with the aim of serving and representing owners and manger of foodservice operations. It represents 1,850 members throughout New Zealand who employ 13,000 full and part-time employees. This is an industry that has an annual turnover of more than $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