Restaurant Association THE Thymes newsletter (September 2014) by Nicola Waldren

SEPTEMBER | OCTOBER 2014

P H O T O S : PU RE C A FE CO, CH RIS TCH URC H

from the CEO’s desk getting ready for summer

That busy time of year is fast approaching, when business picks up again and you bolster your team numbers with extra workers to relieve some of the pressure. We’ve got some tips to help you get prepared...

volunteer or employee?

What are the rules around pre-employment trials and other arrangements that can be made when you want to check out the suitability of a worker? We advise to tread carefully.

nz culinary fare wrap up

The hospitality industry has celebrated two of its best and brightest as Christchurch’s Michael Turner was inducted into the Restaurant Association’s Hall of Fame recently and New Plymouth restaurateur Barbara OlsenOlsen-Henderson was named as the industry’s inaugural ‘Good Neighbour’.

oth Michael and Barbara have made exceptional contributions to the hospitality sector and we are very proud to honour and recognise them both.

H ALL OF FA M E Inductees into the Hall of Fame have made an extensive and ongoing commitment to our hospitality industry. The award has been previously conferred on industry greats such as Simon Gault, Steve Logan, Judith Tabron, Tony Astle and Ruth Pretty. SALE ST, AUCKLAND

are your employees entitled to work here?

Christchurch restaurateur recognised for his services

Michael Turner has been a major contributor to the restaurant scene in Christchurch for nearly 25 years. Not only is Michael a great operator, he is also a role model for our industry. He has run a very successful business over decades, but his leadership and support for the industry during the earthquakes period, when he had more than enough on his own plate to deal with, is nothing short of heroic. Michael opened his iconic restaurant, Café Valentino, back in 1991 where he set about offering Christchurch diners great Italian food at a realistic price. Over the years the restaurant became one of the most popular meeting places in Christchurch’s city centre. CONTINUED ON FOLLOWING PAGE

Michael has also been integral in growing the South Island membership for the Restaurant Association, representing the Association as Branch President for the Canterbury Branch and for a number of years as National Vice-President for our organisation. However, as we know, everything changed for Canterbury in 2011. “The February earthquake was a life changing event for many hospitality industry operators.” Michael says. “The previous two years had not been great and many were struggling to overcome the lingering effects of the September 2010 quake. However, there was light at the end of the tunnel, the promise of Rugby World Cup crowds, an improving economy, things might just be getting better - then February 22 hit.” “For many life became an ongoing battle with insurance companies, finding new premises and trying to recreate accounting records. Some were under-insured, others had to battle with insurance companies over contentious ‘proof of ownership’ clauses in policies. Others accepted pay outs for much less than the equipment replacement value, just to get on with life.” Having recently stepped back into the role of Canterbury Branch President for the Restaurant Association Michael suddenly found himself in a position of sounding board, counsellor and confidant for many operators grappling with the devastating effects of the earthquakes on their businesses and lives. There were lots of harrowing moments and many long, late night phone calls with distraught members. As he has said, it was a traumatic time, with people phoning at 2am in tears. Through this Michael was also dealing with the realisation that his own business was destroyed and would not reopen in its present location.

ahead and restored a 1909 vintage building, reopening in November 2012. With some initial reservations over the location, he now has no doubts over the wisdom of the decision which has again been embraced by the Canterbury public. As he says: “People love what we do. The response since we opened has been huge – and humbling. One day a woman came in with her husband and said ‘Oh my god’ and burst into tears. They went outside for about 20 minutes and came back in, both of them in tears. I was concerned and asked if anything was wrong. The woman’s husband replied: ‘It’s just she feels, now you’re back, the worst is over.’ So we all had a cry.”

DOING GOOD IN THE ‘HOOD ‘HOOD New Plymouth’s Barbara Olsen-Henderson, co-owner of Bach on Breakwater is the Association’s Good Neighbour for 2014, a new award sponsored by American Express, who selected the winner from a shortlist of finalists. Barbara and her business support many local schools and community organisations. In particular they are long time fundraisers for the local Hospice and Women’s Refuge, including monthly donations and a major fund raising event each year for each organisation. Barbara and her team’s backing of the community is outstanding. From donating money to fundraising, and giving of that most precious commodity, time, Barbara and Bach on Breakwater truly embody what it means to be a good neighbour. We couldn’t think of a more deserving recipient for our first ever Good Neighbour Award. They have set a very high standard for others to follow. As winner of this award Barbara also received a $3,000 grant to further her community initiatives.

After the earthquake restaurant owners had two choices when reopening, either grab the first site which presented itself or take a deep breath and think about your next move. Michael took the second option, heading off to New York with his wife to research what made their restaurant-bars special. Having the stress of abruptly losing his livelihood, he took on a minimum wage job to make ends meet. He says this was therapeutic and he learnt some valuable lessons, saying it put him back in touch with what it was like to work for the minimum wage and a reminder of what it was like to be an employee. However, he was always going to return to his hospitality roots and was one of the first movers to show faith in the central city. Restaurants have always sought the warmth and charm of character buildings and while in Christchurch there are now few of those left, he decided to take a punt on premises on St Asaph Street and went

THE THYMES SEPTEMBER 2014

ALISON SOLO MON (AMERIC AN EXPESS) &

BARBARA OL SEN N--HENDERSO N

CHECK OUT SOME OF THE PHOTOS FROM FEAST OVER THE PAGE

ceo update

November 2011

FROM THE CEO’s DESK WHAT AN ACTION PACKED PACKED MONTH THE ASSOCIATION HAS HAD! THE RESTAURANT ASSOCIATION ASSOCIATION ORGANISED AND RAN THE NZ CULINARY FARE, FEAST FEAST BY FAMOUS CHEFS AND THE HOSPITALITY SUMMIT THIS THIS PAST AUGUST. The NZ Culinary Fare attracted over 600 competitors from around the country and at a time when we are experiencing a skills shortage it is encouraging to see so many who are interested and actively pursuing a qualification in our industry. Many of the competitors are currently working in the industry and passionate about progressing, so they enter the Fare to challenge themselves and improve their skills. Wherever you are in your career, the NZ Culinary Fare is an excellent opportunity to showcase your current skills and challenge yourself to be the best you can be. The inaugural Hospitality Summit was a great success this year and the feedback from those that attended has been extremely positive. We had a stellar line-up this year and planning is underway for our 2015 Hospitality Summit – which will include a very special international guest. Feast by Famous Chefs was a glamourous sit down dinner with exquisite cuisine presented by some of our best chefs in New Zealand and abroad. Congratulations to our members who took away awards for the evening: Michael Turner from Café Valentino – Hall of Fame Inductee; Barbara Olsen-Henderson, Bach on Breakwater – Good Neighbour Award; and Marcus Hoefliger, EFTPlus – Innovator Award. Be sure to check out the summaries of each of these events in this issue. We also focus on recruitment in this issue as many will be reassessing their staff for the up and coming summer months. We have some great articles with tips and tricks you may want to use in your business. We also have templates for recruitment at the Association so be sure to make the most of these.

Our business toolbox section also covers off lease traps, domain names and many other interesting articles for you to consider… Migrant workers have also been a hot topic in the media. Our president Mike Egan has done an excellent job representing the Association’s opinion on these matters. While we believe exploitation cases like those reported are rare, we believe it should simply never happen. We want our vibrant industry to be one that is recognised for all the great things we do for this economy and our local communities. Our members agree to work to a standard in the industry and obviously part of this is being compliant with employment legislation. As an Association we represent the employers who uphold high standards in their businesses. Check out the full article in our employment section. NZ Café of the Year is up and running again, with an increase in entries again this year. Be sure you are part of the action. We are currently working on planning for next year. If you would like to see something included in our services or events for next year be sure to contact us and have your say.

Marisa Bidois marisa@restaurantnz.co.nz

proudly brought to you by Outdoor Concepts ceo’s desk

THE THYMES SEPTEMBER 2014

feast by famous chefs, auckland museum 17 august, 2014

PRESIDENT’SVIEWPOINT MIKE WAS RECENTLY INTERVIEW BY THE NZ HERALD. HERALD. WE SHARE HIS INSIGHTS INTO THE THE HOSPITALITY INDUSTRY WITH YOU... It is said that the first year of a restaurant is not too bad, if you have prepared well. It's the second and third which is the toughest. Would you agree and what advice would you give business owners in this position?

Every year is tough but there is a certain amount of truth in the adage of the “honeymoon” period for a new establishment. However, you often find that after the early startup phase most of the opening staff may have left and many of your early adopter customers have also moved on to the next best thing. Hopefully by then you will have built a solid base of regulars who love what you are doing; so focus on them and keep working to grow this core.

A number of restaurateurs like Al Brown are expanding their eateries all based on their reputation. How easy is this really to do?

With deep pockets and a great PR machine, SKYCITY will likely invest in even more new eateries. Other hospitality companies who are backed by breweries will also use this funding to continue to innovate and expand. Some savvy landlords will also follow overseas models and fund proven operators to open in their property and thereby add value to existing or potential tenants.

In a crowded market, it might be a good idea to base your restaurant/cafe near other restaurants. Or it could be a dangerous step? What do you think?

It can be good to be where all the other restaurants are, however restaurants are very sensitive to rents. As a restaurant precinct becomes crowded with more and more eateries landlords generally increase rents and this can stifle innovation as the new breed of restaurateurs then look at less popular areas to make their business case work. However these restaurateurs then become a key driver of inner city urban revitalisation; Ponsonby Road in the 80’s being a great early example of this. In Manhattan certain areas have city mandated rent controls on the ground floors so that they can be affordable to a wide variety of independent operators. This helps retain a unique character for a neighborhood.

What is your reading of the restaurant market at the moment? It seems like a new one is opening every other week. Do customers remain loyal to their old haunts or do they move on?

I think there has been a lot of new capacity added to the Auckland market in the last few months. All of these 100’s of new restaurant seats need filling every service. If all of the newcomers can be sustained then this will indicate a very buoyant Auckland economy. This does not mean that established eateries necessarily drop off the radar; in fact they stay relevant by being able to focus on what they are renowned for. They have proven that their concept is significant year after year and they are masters of being able to concentrate on their consistency. How are savvy restaurant owners using social media to speak to customers? What examples have you seen?

Restaurant owners are getting better at utilising social media as a marketing concept. We understand we need to use it in a way that reflects the personality of our brand and conversely not to overuse it so our customers get bored and switch off. Whilst it is ostensibly free to use many savvy operators are engaging with professionals to run their social media programs. When setting up a new restaurant or cafe, what would be your advice about what to do and what not to do?

Firstly, go and work for the best operators, either here or offshore. In a marketplace where it is more and more difficult to get the attention of the jaded and time poor customer you need to have all the facets of your concept well Mike Egan thought through and loaded with unique selling propositions. What not to do is to mike@monsoonpoon.co.nz think; “I just need to build it and they will come!”

proudly brought to you by Starline president’s viewpoint

THE THYMES SEPTEMBER 2014

...don’t forget to support the people who support your Restaurant Association strategic partners...

MEMBERINITIATIVES STAYINGAHEAD AHEAD Whether you are trying to build up your business, defend your position or move it to the next level, technology can play a vital role in assisting you with your goals. With new operations opening at a rate of knots, and customer spend continuing to fragment, the importance of technology has never been greater in today’s ultra competitive market. At EFTPlus they focus their efforts on understanding the challenges faced by the hospitality industry to develop and refine their services—and thereby get your business ahead of the pack. Some of the tools available through EFTPlus include:

key partners...

INSIGHTS Get a detailed understanding of how your business is performing through regular performance updates. Better yet, compare your performance against selected competitors. Use this insight to understand and drive key initiatives in your business. LOYALTY Get to know your customers better and drive repeat business based on your customers debit, credit or online transactions. Use your business insights to help design your own customised rewards program that EFTPlus will take care of for you. COMMUNICATIONS Combine, insights and loyalty data to send targeted and personalized offers to your customers to keep your brand front of mind, and drive them to your store more frequently.

associate+ partners...

EFTPlus was recently named Innovator of the Year for 2014 by the Restaurant Association. This success is down to listening and understanding your challenges, and in turn combining the above tools into one succinct platform. EFTPlus helps you understand, create and action SPECIAL OFFER initiatives to keep you ahead. If you sign up with EFTPlus before the end of September Restaurant Association members who 2014 they will waive the have implemented EFTPlus include, Initiation Fee* (that’s a $300 Chapel Bar, Molten, Ginas, Sails saving). Restaurant, Longroom Bar and Tuihana SO GET IN QUICK! Café to name a few. Want to join? PHONE 0800 737 827 *Initiation fee discount only applies to one site.

THE THYMES SEPTEMBER 2014

member initiatives

GETTING READY

FOR SUMMER

That busy time of year is fast approaching, when business picks up again and you bolster your team numbers with extra workers to relieve some of the pressure. Weâ&#x20AC;&#x2122;ve got some tips to help you get prepared...

FEATUREDPRODUCT FEATURED

5 QUICK STEPS TO

JOB

WRITING A SUCCESSFUL AD

HANDBOOK

Coming into the ‘busy season’ means hiring new staff. One of the keys to attracting good staff to your business is writing a damn good ad so that the right people apply! BY SABRA MOORE

DESCRIPTIONS

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

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

o do this, there are some key things you need to know before you start writing your ad.

WRITE DOWN A LIST OF SKILLS, PERSONALITY TRAITS AND PREFERENCES FOR THE ROLE – A kind of dream list for the position.

WRITE THE AD AS IF YOU YOU ARE SPEAKING TO THIS PERSON

YOUR JOB IS COOL – MAKE THIS ROLE SOUND LIKE IT!

ALWAYS WRITE WHAT’S IN IT FOR THEM

Write it from their perspective – don’t write a list of demands like “you must have” or “don’t bother applying if”…

How many ads do you read that make the role sound horrible?! Make it exciting, fun and reinforce why someone should work for you!

You know what’s in it for you; make them understand how working for you will help them either right now, or in their future career. Give examples like free staff meals, uniform supplied, professional development offered, succession training, bonuses!

MAKE YOUR AD STAND OUT OUT

If you look at TradeMe and SEEK there are lots of ads that all look the same – chefs/waiter/waitress, generic, boring titles. Make yours stand out. Put the name of your Restaurant/Café/Catering Company in the title. Tell them it’s urgent by using exclamations and call to action words like Apply Now! Apply Today! Limited positions available! We know it’s hard to take the time to write a good ad, but if it means you get the right people applying, think what that is worth in the long run for your business. Advertise in all the mediums you can, even your small local newspaper. As well as SEEK and TradeMe there is Facebook, Twitter and Instagram. Or do it old school write an ad for your window, or rely on the power of word of mouth through your existing workers.

The Restaurant Association has a generic job ad template available free to members to assist you with your recruitment efforts. For a copy contact us on 0800 737 827 (email info@restaurantnz.co.nz).

HELP IS NEVER

FAR AWAY!

A reminder that we have a HELP DESK, capably managed in-house by CEO, Marisa Bidois, and Employment Advisor, Kirstin Lethbridge, which is contactable Monday to Friday 8.00am6.00pm on 0800 737 827and outside these hours on 027-559 7777.

need help? Call us on 0800 737

THE THYMES SEPTEMBER 2014

BRINGING IN THE SUMMER CREW Here’s a thought on recruiting that has to do with startstart-up staffing. This may be the initial staff selection for a new restaurant or it may be bringing in the summer crew to beef up for the busy season. Many seasonal operations find that gearing up for peak times is quite similar to starting from scratch. Any time you bring in large numbers of new people it places additional importance on how you do it. It is your crew that creates that allallimportant first impression in the minds of your market. They also influence the culture of your business for years to come.

electing staff for a new operation or for a seasonal build-up is a different process from filling one or two openings. First, there are many more applicants to talk with. In a new operation there are the last-minute details of finishing construction and readying the new business for opening that generate time imperatives you cannot ignore. And even a seasonal business still has to take care of their regular patrons while gearing up for the expected summer visitors. When job-seekers arrive one by one to apply, it requires a tremendous amount of time on your part. Each will ask about the same questions, each will need about the same information and each will require about the same handling. Human nature being what it is, the first few people will receive a thorough briefing with a smile. Those who apply toward the end of the process are lucky to receive their paperwork and a grunt! Your staff just get worn down with the questions. Why risk alienating good candidates? Why not make it easy on yourself?

When you find yourself planning a major influx of new workers, consider holding a series of Group Recruitment Seminars. These are group meetings where you introduce the operation, explain your goals and outline the selection process. At the end of the meeting, distribute applications to those who are interested. If you conduct the session properly, some attendees will elect not to apply, relieving you of a certain amount of work. Of those who take the material home, an additional percentage will not return it. This self -screening will save you hours of unproductive time. Saving time is a plus. However, the major advantage is that these group sessions ensure that all applicants hear the same message and receive the same information. This uniformity is difficult to achieve under any other format. A group meeting also creates an opportunity to build enthusiasm by giving applicants a look at their potential co-workers. If the group gets excited, individuals are more likely to get excited, too. You can do worse than having a group of excited people who want to work for you! The owner or manager should conduct, or at least moderate, the meeting. When the boss is present, it lends credibility to the process and helps job-seekers understand that the meeting is important to the company. So there are a few thoughts to get you moving in a more productive direction when it comes to finding the right people. I encourage you to have the courage to try something different and to keep your staff selection standards high. Your guests are worth it.

SOURCED FROM ‘THE SURESURE - FIRE STAFF SELECTION SYSTEM’ BY BILL MARVIN need help? call us on 0800 737 827

SUCESSFUL RECRUITMENT

MEANS YOU HAVE TO THINK BIG

One of my tips to successfully recruit, train and retain employees is to act like a big company behind the scenes. What do I mean by this? Have all the correct systems in place and the ability to consistently use them, just like a big company would do. I know they have HR departments to do this and it seems like a lot of work but as you know recruitment is time consuming and low staff retention rates are an increased cost. BY MIKE EGAN

ne of the keys to retention is to start with great recruitment.

Why is this so important? Because you need to recruit to compliment your brand. If you are a fine dining place you are probably looking for well groomed, well spoken staff, who can glide about the restaurant. If you are the latest hipster joint then prominent tattoos, facial hair and piercings are a must. If you get it the wrong way round and your brand and team don't fit in with each other then your retention rate drops and you lose money; as every new rehire costs money. So what are you looking for? Industry professionals? Or are I you happy to train the newby with the winning personality? Or a mixture of both? To help you articulate what you are looking for in potential hires it is a good idea to have an idea of your ideal hiring profiles. profiles What are these? O experience O age O gender O body language O style (we want hipsters or fresh faced ) O hours available O students - and what are they studying (drama students are different to accountancy students) and so on...

Have a great advert that reflects your brand - one that gives the prospective employee an idea of the style and culture of your business. Remember they are also choosing you. For example, in the job ad’s we place we always emphasize great training and staff meals in our adverts. We are also realistic about the pace of service at Monsoon Poon, as some waiters like a slower pace where they can spend more time at each table and find our frenetic pace too much. Have a great application form that can give you all the information you need to help you recruit effectively and cover you from a legal point of view. For instance “this application does not constitute a job offer”! (there have been employment cases whereby a prospective employee thought that filling in the application was tantamount to a job offer) Then always check their references - stalk them!

THE INTERVIEW Ask the questions that give you a chance to properly evaluate a prospective employee. Whilst the answers are important, it is also their interaction with you as well. O O O O O O O O O O

Why have you chosen this industry? What is your definition of customer service? Explain/describe your main strengths What do you find are the most satisfying aspects of the job? What motivates you? How do you motivate those around you? Describe your ideal work environment What frustrates you at work? What is the most useful criticism you have ever received What do you think are the five essential attributes for the position you are applying for? C ONT INU ED ON F OL L OWIN G PAGE

THE THYMES SEPTEMBER 2014

F ro m p rev ious page, Succes sfu l rec rui t men t... employment matters

O O

Think about some situations you have dealt with recently: when a meal was sent back/a customer made a complaint; when another staff member was not pulling their weight...Describe how you dealt with these situations. Can you give me a recent example of a time when you had to work under extreme pressure? What did you do to cope? Who was the best manager you ever worked for and what qualities did you admire in them? Where have you dined/drank at recently that impressed you? What was it about the place that would make you go back? If you were me, why would you hire you? (good opportunity to sell themselves!)

TRIAL PERIODS

UNDER THE SPOTLIGHT AGAIN

Once you have made an offer of employment, and this has been accepted, you must plan their induction and training. This is where the paperwork seems huge but I believe it is worth it to fast track consistency of service from new hires. It can be too much info for one session, so break it up. Have your employment agreement ready to provide to the prospective employee (and it must be signed before they start) and any point out any major conditions—like say the 90 day trial period. Encourage the employee to seek independent advice about the agreement. Then the staff handbook needs to be thoroughly gone through. This should be all your policies and procedures; O Staff discount O Minimum appearance standards O Time off procedure O Health and safety O Evacuation O Misconduct O Smoke free O Resignation and so on... O O

Payroll Car parking

The staff handbook is an ever evolving document that needs updating as situations arise. For instance at Monsoon Poon we have a rule that no bartender can serve their flat mates or friends. No bartender ever over poured a customer they were friends with but we had to instigate this rule for obvious reasons. We also discourage other hospo people drinking in our bar. There is more to successfully retaining employees, but by following these steps of correct recruitment you are on your way to building a professional, caring relationship with your team. Whilst we will always be recruiting, training and appraising, hopefully a few of these ideas will help increase retention and thereby help your bottom line grow.

THE THYMES SEPTEMBER 2014

The challenges of using a trial period are compounding with each new decision by the Employment Authority and Court.

recent decision in Hutchison v Canon New Zealand Ltd [2014] tests how things stand. Essentially, in this case the Employment Authority found that when terminating an employee’s employment in reliance of the 90 day trial period legislation, an employer must give notice. Paying in lieu of notice is not sufficient, even where that is expressly mentioned in the trial period clause (as it is in the Restaurant Association’s standard employment agreement). It is a confounding determination in the Association’s opinion, benefitting neither employee or employer. The Authority appears to be out of step with usual contractual principles. The determination is currently under appeal, but in the meantime, our recommendation is to play it safe, and allow an employee to work out the required period of notice when dismissing under the 90 day trial period, rather than paying in lieu. At this stage we are not suggesting amending employment agreement wording of this clause, however this may come if the judgement is upheld on appeal. We also recommend that before you dismiss an employee on a trial period you give the Restaurant Association Helpline a call (0800 737 827) so that we can advise you on process. There are so many boxes to tick and it is easy to trip up and find yourself (metaphorically at least!) on trial.

business insights ~ helping your business succeed

BUSINESS TOOLBOX This section looks at some of the tools to help your business succeed, from the small print of your lease agreements and changes to website domain names, to tips on creating great sales people...

managing your business

November 2011

CREATING GREAT

SALES PEOPLE

Sales is an integral part of the success of your restaurant, cafe or bar and it is imperative that your team see themselves as salespeople, not only waiters or bartenders. Every pre--shift briefings and team aspect of training, from inductions, through job descriptions, pre meetings should have a sales focus. Never be shy to tell your team that you are in business to make money! BY NICOLA RICHARDS, owner of Monsoon Poon, chair of the Service Professional Association of NZ & Restaurant Association Auckland Branch board member

n order to get the best results however you will need the team to buy-in to your ideas and goals and that’s where you need to make things fun. A great team training session could see your staff discussing these topics:

WHAT IS OUR BUSINESS? Our business is people but it is also systems, training, sales, budgets and forecasts. Your team need to understand they are part of the bigger picture and their involvement with your business extends far beyond a docket book or boston shaker.

WHAT IS OUR PRODUCT? It is food and beverage but it is also service, knowledge, ambience, quality and staff – all of the things that as a guest you can experience and interact with.

WHAT IS GREAT SERVICE? SERVICE? Sales = great service. People walking into our business have already made a conscious decision to give us their money, so let’s make it easy and enjoyable for them. People want something they can’t have at home – a great cocktail, an amazing dessert etc, and it is up to us to sell those things to them.

HOW CAN WE BE PROACTIVE PROACTIVE AT SELLING ? Understanding OPT – Opportunities To Buy. How many are there in your sequence of service? Create suggestions and scripting for selling particular products so that the team can practice these and choose the ones that feel natural to them. Role play your sequence of service with a waiter and others acting as guests and award stars for every OPT suggestion – highest number of stars wins a prize. Document this and make it an essential part of training. Let your staff know the importance of delivering consistency.

THE THYMES SEPTEMBER 2014

Be great at what you do. This means having excellent product knowledge and providing a higher level of service by sharing your expertise. Your opinion matters and most likely your enthusiasm for your products will rub off on the guests. Recommend something you genuinely love and it will be easy to sell. Establish a rapport, put the guest at ease with a warm and genuine greeting, pay attention, be confident and informative. Remind yourself of what it is like to be in the customers seat and imagine what kind of service you would like. The power of sales – practice the art of reading the customer, ask the right questions and find out what they are interested in first so that you can sell the best items for that table/that person. When running team training try to involve as many of the team as possible in role plays and presentations, you may have a better response and a lot more fun if they can learn from each other, rather than you just talking at them! member initiatives

managing your business

November 2011

NASTY SURPRISES AT THE THE

END OF YOUR LEASE what you need to know now to avoid expensive reinstatement costs

The standard ADLS Deed of Lease (Sixth Edition) (“ADLS Lease”) requires a tenant to reinstate alterations or additions to the premises made by the tenant, should the landlord require it, before the end of the lease. BY EMILY GOULD, SOLICITOR, HESKETH HENRY

f the landlord has authorised any alterations or additions, such as the installation of a new kitchen, or bar fit out, the landlord can require the tenant to reinstate the premises to its original state as it was at the commencement date of the lease. This can be an expensive exercise for the tenant and one which is often overlooked both at the commencement of the lease, when the lease is assigned, and when planning to end the tenancy. If the landlord requires the tenant to reinstate the premises and the tenant does not reinstate, the landlord can elect to take ownership of the alterations and additions without any compensation paid to the tenant, or undertake the reinstatement work and seek reimbursement of the costs from the tenant (and any previous lessees under the same lease). Using a common scenario as an example, a café owner took an assignment of a lease from the original tenant with 2 years of the current lease term to run. After two years the café owner decided not to renew the lease. The café owner then receives a letter from the landlord regarding the end of the lease and confirming that they require reinstatement of the premises by removing all chattels and internal fitouts such as kitchens, partitions, bathrooms, cabling and so on, and making good the damage caused.

As with most tenants, and especially those who have taken on an assignment of a lease, being unaware of alterations carried out by previous tenants, this letter from the landlord would come as quite a shock. However, under the ADLS lease, the landlord is entitled to require the tenant to reinstate prior to the end of the lease. This poses some serious considerations for tenants, both at the commencement of the lease and also when negotiating the end of the lease. Planning for the end of a lease should start prior to the lease being signed. As part of lease negotiations, a

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

WHEN IT COMES TO LEASES, MAKE SURE YOU CHECK THE FINE PRINT

tenant can try to negotiate reduced reinstatement obligations at the end of the lease. The ADLS Lease makes provision for a premises condition report and a landlord’s fixtures and fittings list. The premises condition report documents the state of the premises at the commencement of the lease. This should include photos and any other evidence as to the state the property is in at the commencement date. The report should be kept with the lease and when the lease is assigned, the information transferred to the new tenant. This information will also benefit the landlord should it sell the property, as the new owners will know the state to which they can expect the premises to be left. C ONT INU ED ON F OL L OWIN G PAGE

THE THYMES SEPTEMBER 2014

member benefits F ROM P RE VI OU S PAGE, Na s ty su rp rise s at the end of you r lea se

If you, as tenant, find yourself in a situation similar to the café owner above, you would be best to try and negotiate a settlement with the landlord that is advantageous to both sides. This might include having the landlord agree to share reinstatement costs, or agreeing that specific tenant fixtures and fittings can remain. When taking on an assignment of a lease, you should as a potential tenant familiarise yourself with the obligations for reinstatement and obtain confirmation from the outgoing tenant and landlord as to the expectations for reinstatement at the termination of the lease. Factor the cost of the reinstatement into the price you are prepared to pay for the lease. If you have any questions regarding your lease or termination obligations under your lease the team at Restaurant Association is your first point of contact. Hesketh Henry is always available to help if issues escalate.

employment matters

SHORTER, SIMPLER .NZ NAMES COMING OnceOnce-inin-a-generation changes don’t often occur, but that’s exactly what’s about to happen in the .nz domain name space. From 30 September 2014, the second level domains you’re so used to seeing – like the ‘.co’ in ‘.co.nz’ and the ‘.org’ in ‘.org.nz’ – will become optional and you could register names with them, without them, or both.

or example, if your business’s domain name is ‘anyname.co.nz’ you may also be able to get ‘anyname.nz’. This is a big change. These new types of .nz names are shorter and simpler, and create an exciting new registration choice. If you don’t already have a .nz domain name and the change has got you curious, this is the perfect opportunity for you to explore representing yourself online with .nz. But, most importantly, if you or your business already has a website or email address that ends in .nz there are some very important things you need to know about. CHECK THE STATUS OF YOUR NAME First of all, you need to talk to your domain name provider or visit the Domain Name Commission’s anyname.nz website to check the status of your existing .nz name. This is because, depending on when you originally registered your name, you’ll find there’s different options available to you.

Alternatively, you could find that your .nz name is listed as ‘conflicted’. This means, for example, that you’ve got anyname.co.nz and others have got anyname.org.nz and anyname.net.nz. If this is the case, you’ll be able to have your say on who you’d like to get the shorter version from 1pm, 30 September 2014. The Domain Name Commission doesn’t want you to miss out on any of the options available to you. So, it’s important that you talk to your domain name provider or visit the anyname.nz website now.

LEARN ABOUT YOUR OPTIONS OPTIONS

ABOUT THE AUTHOR For more information contact Emily Gould, Solicitor at Hesketh Henry Commercial Property on 09 375 8765 or email

After you’ve checked your status you may find you’re eligible to register the shorter version of your .nz name before anyone else. Or, you may be able to reserve it for free for up to two years. If you’re eligible for either of these options you’ll be able to do so from 1pm, 30 September 2014.

If you’re not interested in this change, that’s fine. You should know that your .nz name will continue to work as it always has and you’ll always be able to register and use names under existing endings like ‘.co.nz’ and ‘.org.nz’. Remember, for more information contact your domain name provider or visit the anyname.nz website.

emily.gould@heskethhenry.co.nz

THE THYMES SEPTEMBER 2014

employment matters

managing your business

November 2011

A CHECKLIST FOR BUYERS OF

RESTAURNTS OR CAFES BY CLYTH MACLEOD

Use a specialised business broker, experienced in the hospitality sector, who knows the value drivers, legislation, and licensing requirements so that you are protected.

Do your due diligence, not just on the figures, but also on the location, competitors, and planned developments in the area.

Make sure you have adequate capital over and above the purchase price for marketing, training and unexpected happenings.

Plan to be an active working owner. Cafes and restaurants are simple businesses, but not easy ones. You need to constantly check margins, particularly cost of goods, wages, and occupancy expenses.

Have a basic business plan, keep it in front of you, so that you stay on the path to your goal.

Obtain professional advice before taking over… the right structure, systems, manuals, and employment contracts. (That’s why we recommend owners join the Restaurant Association.

Prepare future budgets conservatively, allow for seasonal dips, holiday periods, etc.

Always expect the unexpected. Good luck!

Interested in selling your café, restaurant or fast food outlet? Our team is ready to sell your business now. Lower fees, no charge for marketing, experienced professional team, guaranteed service. employment matters Contact us now!

THE THYMES MAY 2014

OR G A N IS E D B Y

P R EM I ER S P O N S O R :

The Restaurant Association’s inaugural Hospitality Summit, sponsored by American Express and OneMusic, was held recently as an associated event of the 2014 NZ Culinary Fare to overwhelming success. The Summit bought together some of the hospitality industry’s finest leaders and entrepreneurs with over 80 industry operators, for a day focused on providing business owners with practical tools to help their businesses.

he Summit addressed some of the challenges facing the hospitality industry but its focus was strongly on forward thinking – concentrating on initiatives to help the industry, and individual operators’ businesses, to flourish. One of the key sessions in which the critical issues affecting the direction of the hospitality sector were discussed was ‘The Costing Panel’, presented by Krishna Botica, Nicola Richards and Scott Brown. The panel provided some essential strategies for controlling labour and operational expenses, which are often highlighted as the industry’s biggest challenges. Other sessions that highlighted industry trends and future planning included ex-pat New Zealand chef, Greg Feck, who provided an international perspective on hospitality trends and another panel session looking at the future direction of the industry. One of the biggest successes of the one day Summit was the level of interaction we were able to introduce between the presenters and the session attendees. It highlighted the opportunity for the industry to come together and share. This resulted in really practical discussions were many ideas and solutions were generated and attendees were able to gain new market information. The Summit also provided a great opportunity for the attendees to make new contacts within the industry and so enthusiastic has the response been from the Hospitality Summit that planning is already underway to follow up on these topics through the Restaurant Association’s upcoming professional development calendar and the 2015 Hospitality Summit. The 2015 event will emphasise how the industry can join forces to help address the industry’s most critical issues and look at shaping our future in innovative and positive ways.

SU E FL EIS CH L & TO NY AS TL E

MODERATOR TONY ADCOCK

S UP P O R T IN G S P O N S O R :

EVENTS PROGRAMME Have a look at some of the events and awards coming up, as well as a wrap up of the 2014 NZ Culinary Fare...

September—November SEPTEMBER

Restaurant Association national webinar, Reigniting Your Business, presented by Tony Adcock

End of Term three, schools

Daylight Savings begins

-31 NZ Cheese Month

Artichoke season opens (main supplies now until December)

www.restaurantnz.co.nz

29 South Canterbury Anniversary Day (regional public holiday)

OCTOBER

www.cheeselovers.co.nz

Kaikoura Seafest, Kaikoura

World Egg Day

-14 Anuga trade show, Cologne, Germany

Start of Term four, schools

Strawberry season (main supplies now until February)

www.anuga.com

www.seafest.co.nz

Taranaki Halmoana Awards, Mayfair Hotel, New Plymouth

-23 SIAL, food trade show, Paris, France

International Day of the Chef

National Nut Day

www.halamoana.co.nz

www.sialparis.com

www.nzchefs.org.nz

24 Hawke’s Bay Anniversary Day (regional public holiday)

Public voting period for 2014 NZ Café of the Year closes

Gisborne Wine and Food Festival, Awapuni Stadium, Gisborne

Labour Day

www.nzcafeoftheyear.co.nz

www.gisbornewineandfoodfestival.co.nz

31 - 9 November F.A.W.C. Summer Series, Hawke’s Bay

NOVEMBER

www.fawc.co.nz

- end of December Dineaid

Marlborough Anniversary Day (regional public holiday)

www.dineaid.org.nz

Restaurant Association Auckland Visiting Hour

Melbourne Cup

Manawatu Hospitality Awards, Mayfair Hotel, New Plymouth

-16 Taste of Auckland, Western Springs, Auckland

www.manawatuhospitality awards.co.nz

www.tasteofauckland.co.nz

www.restaurantnz.co.nz

THE THYMES SEPTEMBER 2014

events ~ national & international

It's known as the hottest kitchen competition in the southern hemisphere for a reason, and it certainly lived up to its reputation this year. More than 600 fierce competitors from around the country battled it out over three days at the New Zealand Culinary Fare.

he annual event was held at Manukau's Vodafone Events Centre for the first time at the end of August, with secondary school students, hospitality students and industry professionals taking part in a range of competitions designed to test talent and technical skills.

For competitors it is a high pressure decision to compete at these events but the hospitality industry reaps untold benefits when the individuals who work in it challenge themselves to push their own skill levels and passion to greater heights. The NZ Culinary Fare has been a launching pad for many future hospitality stars and winning a class in this competition is an impressive addition to anybodyâ&#x20AC;&#x2122;s CV. Auckland chef, William Mordido won the prestigious title of NZ Chef of the Year at this yearâ&#x20AC;&#x2122;s event and Restaurant Association Apprentice Tai Trong Nguyen from Waipuna Function Centre took out 2014 Commis Chef of the Year. Other major award winners included Anita Su Jung Chung from Pullman Auckland who won NZ Pastry Chef of the Year and Xiangying Zan from NZ Management Academies who was awarded the New Zealand Training Food & Beverage Person of the Year. The Cornell Education Group were also overjoyed to win the sought after Training Excellence Award and Kerikeri High School took out the Secondary School Excellence Award for the second consecutive year. The Restaurant Association looks forward to 2015 developing new innovations for the New Zealand Culinary Fare to ensure its continued support.

FOR FULL NZ CULINARY FARE RESULTS GO TO WWW.RESTAURANTNZ.CO.NZ

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CONGRATULATIONS TO THE WINNERS OF THE FOLLOWING MAJOR TITLES AT THE 2014 NZ CULINARY FARE New Zealand Chef of the Year 2014 (Sponsored by Moffat Ltd and Southern Hospitality) WILLIAM MORDIDO, Chikos Restaurant & Cafe New Zealand Pastry Chef of the Year 2014 (Sponsored by SKYCITY) ANITA SU JUNG CHUNG, Pullman Auckland New Zealand Commis Chef of the Year 2014 (Sponsored by The New Zealand Chefs Association) TAI TRONG NGUYEN, Waipuna Hotel, Auckland New Zealand Training Food & Beverage Person of the Year 2014

(Sponsored by Restaurant & Catering News) XIANGYING ZAN, NZ Management Academies, Auckland Training Excellence Award 2014 (Sponsored by Gilmours) THE CORNELL EDUCATION GROUP, Auckland Secondary Schools Excellence Award 2014 (Sponsored by ServiceIQ) KERIKERI HIGH SCHOOL, Kerikeri Toque dâ&#x20AC;&#x2122;Or 2014 (Organised by Nestle Professional in association with Vegetables.co.nz, NZ Chefs Association, Beef & Lamb NZ, Akaroa Salmon and The House of Knives) OTAGO POLYTECHNIC (CROMWELL CAMPUS) Training Team of the Year 2014 (Sponsored by City & Guilds) WESTERN INSTITUTE OF TECHNOLOGY AT TARANAKI New Zealand Bartender of the Year 2014 (Sponsored by De Kuyper) MICHAEL WOOD, Pullman Auckland The Service IQ Cookery Modern Apprentice of the Year 2014 (Organised by Service IQ) NIKOLAS HAN, Pacific International Hotel Management School, New Plymouth

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Goodman Fielder congratulate all those who participated in the 2014 New Zealand Culinary Fare. Our company produces, markets and delivers iconic brands including MeadowFresh, Vogel's, Nature's Fresh, Kiwi, Hellers and Olivani and we understand the importance of quality and hard work. The hospitality industry is an important industry for New Zealand. Goodman Fielder alone has 4,000 foodservice customers throughout the country and we enjoyed cheering many of you on. We understand that a successful business is not possible without long term, loyal customers and we thank you for your support.

Moffat are again pleased to support this years NZ Culinary Fare and congratulates all of the competitors. We would also like to congratulate the Restaurant Association for taking the bold step in taking the competition to a new venue. I am confident that next years competition will be even better. It is rewarding to see so many competitors challenging for the medals as competitions like this help our industry to continue to innovate and grow. Moffat too continues to grow in all our markets and as our new factory is nearly completed we are looking forward to moving in December. It is also heartening to have so many industry friends comment on how pleased they are that Moffat are continuing to produce itâ&#x20AC;&#x2122;s extensive range of foodservice equipment in Christchurch. We at Moffat would also like to offer many thanks to all our customers for their continued support of Moffat .

Southern Hospitality was pleased to once again be one of the major equipment sponsors of the New Zealand Culinary Fare in 2014. It is a much anticipated and enjoyed event and is integral to Southern Hospitalityâ&#x20AC;&#x2122;s on going support of our industryâ&#x20AC;&#x2122;s youth. We wish all competitors the very best for their futures and believe the learning experience provided by the Culinary Fare will be a positive force in your futures.

SECOND TIME LUCKY

TARANAKI TRAINEES

FOR APPRENTICE CHEF

ALSO COME OUT TOP

Nickolas Han, an apprentice chef from Pacific International Hotel Management School in New Plymouth, won 2014 ServiceIQ Cookery Apprentice of the Year at the New Zealand Culinary Fare.

Students from the Taranaki region also took out the City and Guilds Training Team of the Year award.

This is New Zealand’s toughest competition for apprentice chefs and as the winner, Nickolas will travel to the Melbourne Food & Wine Festival next year. Han graduated with a degree in applied microbiology, but preferred the hospitality industry after a stint at an Italian restaurant while living in South Korea. Nickolas says that this experience started him on his path to becoming a chef. “It was a lifechanging moment and from this point in time I knew what I wanted to be. The best things about the apprenticeship are that I can learn on the job, get trained, get qualified and get paid for it. I love my job due to the fact cooking has no boundary.” He poured in long hours preparing for the big day, spending an extra five hours, on top of his eight-hour work shift, perfecting his creations. Nickolas’s winning recipes, all prepared in two hours 30 minutes, were: Thai kumara and coconut soup with kumara crisp and fresh coriander Smoked bacon & prawn tortellini with red pepper coulis Spinach & beetroot stuffed chicken roulade with balsamic glaze and truffle oil sitting on a courgette fritter Indian spiced lamb noisette with pudina chutney on puri Apple & rhubarb risotto with salted mint toffee shard

Nickolas completed his challenge with five minutes to spare, “so I knew I was on the right track!”

As part of the competition the teams were required to make an entrée which featured a New Zealand Dutchstyle cheese, with mains built around venison and potato or kumara. Desserts included two products from Barkers. Associate sponsors for the City & Guilds Training Team of the Year are Barkers, Bidvest, Choice Catering Equipment Ltd, NZ Deer Industry, NZ Specialist Cheese Makers and vegetables.co.nz

WEST AUCKLAND CHEF BEATS COMPETITION A chef from a West Auckland restaurant has taken away top honours at the largest hot-kitchen competition in the southern hemisphere—the 22nd New Zealand Culinary Fare. William Mordido from Chikos Restaurant in Henderson has been named New Zealand Chef of the Year. Restaurant Association chief executive Marisa Bidois says the standard was higher than ever, with contestants in this competition required to present a hot entre, main and dessert and complete a theory test.

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WITT (Western Institute of Technology) students Lucy Sandifer, Andy Desai and Violet Foster achieved Silver in the kitchen and Gold in the front of house to come out on top. They beat seven other teams, including a team from the Cook Island Tertiary Training Institute who did their country proud when they earned a trio of medals to take home.

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THESE ARE THE BUSINESSES THAT SUPPORT OUR EVENT…

PREMIER SPONSOR:

PREMIER SPONSOR

PREMIER SPONSOR:

The NZ Culinary Fare is supported by a huge number of volunteers who willingly give their time and expertise over the three days of the competition. I’d like to say thank you to the chief judges, assistant chief judges, floor managers and volunteers who assisted at the Vodafone Events Centre. Also thanks to all the sponsors, large and small, your contributions are much appreciated at this vibrant event. PIP DUNCAN, SALON DIRECTOR DI RECTOR 2014

RACHEL DICKMAN, BARKER'S BARKER'S VOLUNTEER & SPONSORS LOUNGE, SUPPORTED SUPPORTED BY MARK MARTIN, LIFE HEALTH FOODS

We wish to thank these generous suppliers for their assistance with providing products and time to support the judges and volunteers. Anzo – Angel Bay, Barkers, Bidvest Fresh, Cottage Lane, Unilever, Pave Brands – Dole, Easiyo, French Bakery, Gilmours, Golden Crust Pastries, Goodman Fielder, Ingham, Leader, Life Health Foods, Moffat, Original Foods, Pasta Vera, Sandhurst, Shore Mariner, The Pastryhouse, Verkerks, Western Milling.

employment matters

VOTING UNDERWAY FOR

NZ CAFÉ OF THE YEAR PROUDLY SUPPORTED BY

For the third year the hunt is on for the country’s top café, with public voting now underway. To take out the title, you’ll need to get creative – get your customers engaged as it is at this point of the competition that they will really be able to influence things.18 regional finalist cafés will be selected via the public voting. Do everything you can to gather votes! If you have entered the competition you should have received a competition package full of store signage, stickers, table talkers and more to get you started. Ensure it’s all on show - it’ll help inspire your customers to cast their votes and get you one step closer to the top of the table.

Once the regional finalists are announced a select panel of expert judges will rate the finalist cafés based on a range of criteria including service, atmosphere, overall appearance and the quality of the signature dish entered. Now’s a great time to get a head start on the competition by making sure everything’s running smoothly and looking (as well as tasting) fantastic.

C ONT INU ED ON F OL L OWIN G PAGE

THE THYMES JUNE 2014

CHANGING THE FACE OF

employment matters

LOYALTY

The Restaurant Association’s 2014 Innovator Award, announced recently at Feast by famous chefs, was won by EFTPlus, an innovative technology company changing the face of customer loyalty programmes and ee-marketing in the hospitality industry. The basis of their concept is a loyalty scheme that collects detailed customer data that enables the merchant to offer incredibly targeted deals to entice repeat business from your customers. It is a programme ideally suited to hospitality businesses, which are generally small to medium sized businesses performing lots of small transactions every day. Company director, Marcus Hoefliger, developed the concept of this business while working as an intern for another company as a young student. Since 2011 when the company was launched the concept has been tweaked and progressed while undergoing exponential growth. They work closely with Paymark and BNZ, which has assisted the company to grow in the market. While they are focused on New Zealand the current vision includes developing into new markets internationally where they now have clients in both Australia and Indonesia. As Marcus Hoefliger has said of the next stage of their business growth, “We just want to keep pushing the boundaries on and on and on.” It is this vision to be the best in their field that earns them recognition in tonight’s award proceedings. EFTPlus are also one of the Restaurant Association’s associate partners, offering members a special discount to join their programme. Check out, and action, their special offer on page 6.

THE THYMES SEPTEMBER 2014

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’? That’s where the Restaurant Association can assist you. Tony Adcock has owned and managed hospitality businesses for 40 years and is currently working with us to provide mentoring and business guidance for Restaurant Association members.

AVAILABLE TO HELP WITH EVERYTHING BUSINESS O O O O O

O O O

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 check -up to make sure you are on track and haven’t missed any valuable updates for your business.

celebrating excellence!

EMPLOYMENT

M AT T E R S

We examine some of the latest employment news, including employing migrant migrant workers, changes changes to parental leave legislation, the difference difference between volunteers volunteers and employees and more...

MIGRANT EXPLOITATION

TARNISHES HOSPITALITY

The hospitality industry has found itself under scrutiny recently, as one of the sectors under investigation by the Ministry of Business, Innovation and Employment (MBIE) for exploitation of migrant workers. Headlines have appeared in several national media channels and Restaurant Association President, Mike Egan, featured on Radio New Zealand to provide the industry’s viewpoint on the matter.

he allegations arose after three Nelson men found themselves facing the first ever people-trafficking charges to be laid in New Zealand. Subsequently there have been claims of some (isolated) cases whereby migrant workers in restaurants are forced to work long hours, for little pay, often being housed in unsatisfactory conditions by their employer. In some circumstances workers are paid a salary, at minimum wage, which potentially allows the employer to get them to work vast amounts of overtime for no extra pay. We’ve also heard of workers who are paid at the minimum wage but are then escorted to an ATM by the employer, who requires the employee to withdraw money and return it to the employer. While the Restaurant Association believes that these cases are still very rare, we live in a country where exploitation of workers should never occur. If even 1% of our industry’s migrant workers are subjected to this type of abuse, it is simply too many. We want our vibrant businesses, and our operators, to be recognised in a good light as an industry; we want to be good employers. Restaurant Association members agree to meet a code of ethics which obviously includes maintaining required employment standards with their employees. The Association does question how some of these workers meet a threshold that allows them into the country on a working visa. Our motivation is to bring in skilled workers, who will benefit and enhance our local labour market – and it is unimaginable that these types of employees would ever be on a minimum wage. Having said that the cases under investigation involve workers legally employed in New Zealand, however the terms of their employment are simply not honoured by their employers.

THE THYMES SEPTEMBER 2014

One issue is that exploited migrants are slipping through the cracks that the Labour Inspectorate cannot cover – there are simply not enough labour inspectors to police the issue. We are pleased to hear however that the Ministry of Business Innovation and Employment (MBIE) are committed to shutting down this type of illegal behaviour and have signalled their need to be more proactive, rather than reactive, in addressing concerns. They are focused on targeting a number of sectors – our industry is one of them, along with the dairy, horticulture and construction industries. The number one target is exploitation of workers, with a second priority to address the casualization of workers who should actually be on permanent agreements. We will be working more closely with them and provide any assistance we can. As President Mike Egan says, it is a privilege for us to be able to bring these skilled migrant workers to New Zealand and see the pathway that is available to them to New Zealand residency. There are still so many positive stories and we will be focusing on these as we work with MBIE to shut done any illegal actions of a small number of our industry.

employment matters

VOLUNTEER

OR EMPLOYEE? The Restaurant Association help desk often deals with queries about prepre-employment trials and whether there are other arrangements that can be made when you want to pre--employment trials or check out the suitability of a worker. When dealing with pre someone coming into your business on a voluntary basis, we advise to tread carefully. BY KIRSTIN LETHBRIDGE, Restaurant Association employment advisor

here are several employment cases that highlight these types of situations, in particular The Salad Bowl case, which went through the Employment Court last year. More recently, Johnson v NZL Marquis Ltd considered the definition of a volunteer and the nature of the employment relationship. In this case the “employee”, Mr Johnson, was a patron of the Marquis of Normanby Hotel in Caterton and would regularly drive the hotel van to transport customers. Mr Johnson was paid $20 per shift and when the hotel was purchased in 2010 he was paid $50 per shift by the new owner, Mr Dayal. In December 2012, Mr Johnson was asked to return all keys in his possession, including the keys to the van and the security keys to the hotel. Mr Johnson was told to leave the van keys at the hotel when he was not there. This request came after Mr Johnson sought clarification from the Ministry of Business, Innovation and Employment regarding the status of his employment and employment entitlements. A short time after the December 2012 request, the hotel’s general manager texted Mr Johnson that his services were no longer required. Mr Johnson didn’t return to the hotel after January 2013. Mr Johnson subsequently raised a personal grievance for unjustified dismissal and wage arrears in compliance with the Minimum Wage Act. Mr Dayal claimed that Mr Johnson was not an employee, he was a volunteer. Mr Dayal also stated that payments to Mr Johnson were out of his own pocket and made as a “gift”. In terms of the law, the Employment Authority looked at the definition of a volunteer, which is identified as a person that does not expect to be rewarded (paid) for work they undertake. For Mr Johnson’s claim to have any success, it was also necessary to scrutinise the nature of the relationship to ascertain whether he was an employee. In determining the nature of the relationship, the Authority referred to section 6 of the Employment Relations Act with regard to the control in the employment matters

relationship, the organisation and integration in the hotel’s business of Mr Johnson’s role, and the business relationships of both Mr Johnson and Marquis Ltd. It ultimately found that Mr Johnson was an employee, employed on a casual, on-call basis because: O Mr Johnson expected and received payment and

worked a regular roster. Mr Dayal claimed these payments were “koha”, which would usually mean a one-off gesture. The Authority states that regular payments are not defined as “koha” and Mr Johnson was not a volunteer because he expected and received payments for the work he undertook. O Driving the coach was an integral part of the business and Mr Johnson carried out that role. O Mr Johnson was given duties that were controlled by Marquis Ltd and he appeared part of the business. O There was no employment agreement outlining terms of employment; Mr Johnson did not work to a roster and was ‘called’ to work as required. Last year’s Salad Bowl case refers to the same ins and outs of a volunteer but the Employment Court decision mainly focused on the viability of “pre-employment trials” and genuine fixed term arrangements. C ONT INU ED ON F OL L OWIN G PAGE

THE THYMES SEPTEMBER 2014

F ro m the p revi ous p age, Vo luntee r o r E mp l oyee ? employment matters

In this case it was found that the arranged “pre-employment trial” was actually a fixed term arrangement, however, this

was a breach of employment laws because employers cannot use fixed term agreements to determine someone's suitability for a permanent position. If employers do not comply with the Employment Relations Act around the use of fixed term agreements, such arrangements lose their fixed term advantages, and any resulting personal grievance substantiated. Another consideration from this case is that the employer intended to pay the employee for the trial and that payment was in fact expected. In relation to pre-employment trials, the Employment Court decision reiterated that entering an agreement with a written 90 day trial period would offer protection to both the employer and employee and allow the employer to terminate the employment based on suitability. In another case, McIvor v Saad trading as Pita House, Mr Saad (the employer) met with Mr McIvor (employee) and both parties agreed that Mr McIvor would work on a “trial”. If he liked the role, and was suitable for it, they would talk again. It was agreed Mr McIvor would be paid $65/day, which Mr Saad claimed was for food and petrol –not wages. Mr McIvor spent the first week packing pita bread and struggled to keep up with the workload. When he met with Mr Saad he asked for another chance and Mr Saad agreed to another two week trial as a baker’s assistant, making pita dough. Mr McIvor claimed that he worked around 260 hours and became disenchanted with the amount of hours he was working and the pay he was receiving. When Mr McIvor met with Mr Saad to discuss the “trial” again he asked that he be put “on the books” as a full time worker, 40 hours per week, and paid the minimum wage. Mr Saad offered 30 hours per week at the minimum wage but this was unacceptable to Mr McIvor, who refused the offer and tendered his resignation. Mr McIvor raised a personal grievance for constructive dismissal and wage arrears, however, Mr Saad claimed he was a volunteer. Referring to the Salad Bowl case the Employment Authority stated that the work undertaken by Mr McIvor contributed to the business and that the employee was not a volunteer. It concluded that the employment relationship was of a fixed term nature but due to the breach of using this type of agreement to assess suitability for a permanent employment, the fixed term advantages disappeared for Mr Saad. Be that as it may, the Authority found that both parties understood the relationship to be that of a “work trial” on agreed terms. The Authority did not accept that the breach was serious enough to make it reasonably foreseeable by the employer that the employee would resign. Mr McIvor knew the terms of the relationship and was unhappy with the job offer and decided to resign – voluntarily.

C ONT INU ED ON F OL L OWIN G PAGE

THE THYMES AUGUST 2014

international update member benefits

LATEST

PROFESSIONAL DEVELOPMENT

employment matters

OVERHAUL OF PARENTAL LEAVE

RELEASED LEGISLATION UNDERWAY The challenges facing the hospitality industry are increasingly complex and investment in education and skills is paramount in ensuring your business remains competitive. What areas of your business could benefit from a little more attention and investment in upskilling or a new approach?

he Restaurant Association has just released the latest calendar of professional development workshops and webinars and this is now available. The topics include a webinar to bring you up to speed with new Health and Safety legislation which are likely to become law next year: October 14th Health and Safety Update presented Alison Maelzer – Senior Associate, Hesketh Henry

Alison will talk about how is the new Health and Safety legislation is likely to affect your business and recommend some practices that will make complying with new legislation as seamless as possible. Other presentations include the all important Front of House induction workshop, to assist your new recruits to quickly grasp the essentials, sessions on teaching your employees the skill of upselling and how to successfully utilize social media in your business. Information is available online at www.restaurantnz.co.nz or contact us on 0800 737 827 (email info@restaurantnz.co.nz)

for another copy of the latest calendar.

employment matters

For almost three decades, parental leave legislation has enabled New Zealand parents to take leave from employment on the birth or adoption of their child. The parental leave scheme enables new parents to take time away from work, while ensuring that their jobs will still be there when they return.

t also provides parents with some financial support in the early months of a child’s life, recognising the extra pressures on families during this time. The current legislation provides for government-funded employment-protected paid parental leave to employees with at least six months’ continuous service with the same employer. Employees with at least 12 months’ continuous service with their employer are also entitled to up to 52 weeks of employment-protected unpaid parental leave, less any paid parental leave taken. Today, around 26,000 parents access paid parental leave every year. However there are some shortcomings to accessibility of some to the paid parental leave scheme and this is currently being addressed by Government. As part of the 2014 Budget, the Government introduced legislation extending the duration of paid parental leave – from the current 14 weeks to 16 weeks as of 1 April 2015 and from 16 weeks to 18 weeks as of 1 April 2016. However, they are also looking at updating the legislation to better reflect the modern day, changing nature of work. A consultation paper has been widely circulated which set out five proposals that: O

extend parental leave payments to people in less regular jobs, such as seasonal and casual workers, those with more than one employer, and people who have recently changed jobs

ensure ‘primary carers’ providing permanent foster care akin to adoption and grandparents caring for grandchildren, are eligible for paid parental leave allow employees to work limited hours or days during the paid parental leave period and enable employees to keep up skills development during their paid and unpaid leave period, without losing their entitlement to paid parental leave allow workers who have been with their employer for more than six months but less than a year to be entitled to some form of unpaid leave.

Feedback on the proposals has been called and submissions are currently being analysed. As a next step an Employment Standards Bill, may be drafted as a result of the feedback. We will keep you informed of any developments.

THE THYMES SEPTEMBER 2014

UPCOMING MEETING 4 t h N ov e mbe r , A uc kl an d

AUCKLAND BRANCH President: Bart

Littlejohn

BAY OF PLENTY BRANCH President: Andrew

HAWKEâ&#x20AC;&#x2122;S BAY BRANCH President: Sean

Targett

ROTORUA BRANCH

Burns

President: Sharon

Wallace

TARANAKI BRANCH President: Barbara

Olsen-Henderson

UPCOMING AWARDS H al am o an a Aw ar d s, 1 9 th Oc t obe r

REGIONAL UPDATES NELSON BRANCH President: Harry

MANAWATU BRANCH

Morris

President: Sean

Kereama

UPCOMING AWARDS M an aw a tu H os p i tal i t y Aw ar d s , 9 t h N ov e mbe r

WELLINGTON BRANCH Branch President & National President: Mike National Vice-President: Steve

SOUTHERN LAKES BRANCH President: Grant

Hattaway Mitchell

Vice President: Cam

CANTERBURY BRANCH Branch President : Sam

DUNEDIN BRANCH President: Olive

Tabor Wright

Vice President: Helen

Crofskey

Logan

Egan

new members

November 2011

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

congratulations... you have joined the only organisation that exclusively assists you to safeguard the viability of your café or restaurant. We will help guide you through the regulatory minefield that exists in today’s business environment. You have joined 1750 of New Zealand’s most dynamic and profitable hospitality businesses. Adoro, Napier

Pita Pit Onewa, Auckland

Amayjen the Restaurant, Feilding Atticus Finch, Rotorua Auckland Brick Bay Wines & Sculpture Trail, Warkworth Buffet Star, Auckland

Pita Pit Victoria Street, Auckland Poppi Café, Auckland Pride of India, Auckland Route 16 Café, Auckland Sal's Authentic New York Pizza – HO, Auckland

Burger Burger, Auckland Cafe Melba on Hardinge, Auckland Caves Motor Inn, Te Kuiti Chicpeaz Restaurant, Auckland

Satya Karangahape Rd Satya Mt Eden, Auckland

Columbus Coffee Air New Zealand, Auckland Curry Leaf Restaurant Westgate, Auckland

Satya Ponsonby, Auckland Satya Sandringham, Auckland Snug Lounge, New Plymouth So French, Warkworth

Deluxe Diner, New Plymouth Dough Holdings Ltd, Wellington Dunkin Doughnuts Lunn Ave, Auckland Dunkin Doughnuts Rotorua Frederic's, New Plymouth Georgia Brown Café, Tirau Grill Meats Beer, Wellington Joe's Garage Hamilton Joe's Garage New Plymouth Joe's Garage Wellington Kauri Gum Store, Auckland

Subway Mt Wellington, Auckland Suk Jai Thai Restaurant, Whangarei Tantalus Limited, Waiheke Island The Black Harp, New Plymouth The Coffee Club Ellerslie, Auckland The Coffee Club Rotorua The Coffee Club Stoddard Road, Auckland The Coffee Club Wyndham Street, Auckland The Riverhead, Auckland Top In Town Sandringham, Auckland

Kushi Takeaway, Auckland Le Vietnamese Kitchen, Auckland Lime Tree Café, Auckland

Verona, Auckland Viet Flames, Auckland

Lone Star Cafe Masterton LOOP, Auckland Madam Woo, Queenstown Mexicali Fresh K Road, Auckland Mexicali Fresh Victoria, Auckland

Top In Town, Auckland

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

XPO Exhibitions Ltd, Auckland

Mikano Restaurant and Bar, Auckland Natraj Indian Restaurant, Wellington

e: tony@xpo.co.nz w: www.xpo.co.nz

Ozone Coffee Roasters, New Plymouth Panoroma Motor Inn, Te Kuiti Petals 'n Pots, Mercer

e: michael@macvine.co.nz w: www.macvine.co.nz

for membership tools and resources go to www.restaurantnz.co.nz

Macvine International Limited The Barista Academy e: nic@baristaacademy.co.nz w: www.baristaacademy.co.nz

THE THYMES SEPTEMBER 2014

international update

November 2011 MEMBERSPOTLIGHT SPOTLIGHT

PURE CAFÉ CO. With research showing a huge shift in the way people are eating we are seeing more and more fast casual and healthy eating cafes opening up across New Zealand. Pure Café Co. in Christchurch is definitely on trend, with two cafes satisfying the taste buds of local consumers... Di McCauley is the brains behind the Pure Café Co. Staring out her career as a Clinical Nutritionist, Di recalls seeing the effect that negative eating had on people’s lives and set out to provide people with a “clean eating approach”, healthy, preservative and process-free food. At Pure Café Co. you will find no sugar in any of their products, so people with allergies, those that are gluten free or have other food intolerance’s find this food refreshing! All of their healthy food is made fresh at the 'Pure Kitchen'.

She wants to create a transparent story from supplier through to retailer and again to the customer. Having a younger generation of customers means being very creative with your marketing – having good, regular Facebook feeds and keeping customers up to date on what’s in the cabinet has been an essential part of the Pure Café Co marketing campaign. Di has also used Facebook to promote her staff and make the business more tangible to the public. Taking text orders for coffees has also been a successful idea.

Di loves to work within the community; she has organised detox and cleansing seminars for her customers. She has also embraced the ‘suspended coffee movement’ – allowing customers to buy extra coffees to “pay it forward”, so that someone else, later that day or week, will come in and their card may decline or they may not have any money so they can ask to have one of the pre-paid “suspended coffees”. For more info on Pure Café Co. check out www.purecafe.co.nz, or, www.facebook.com/ PureEspressoNZ

Pure also use traditional methods of soaking, fermenting and dehydrating to preserve the nutritional value of their foods, this means some of our foods such as their infamous Cave Crunch can take up to 4 days to make. Di says “we are actually seeing an entire generation coming through who care about what they are putting into their bodies. They are actively seeking out healthy food alternatives and are focused on healthy food”. Pure aim to use the best local suppliers and also include other New Zealand suppliers who are producing outstanding quality ingredients and foods. Di says she keeps her suppliers on their toes, pushing back for quality products, even going as far as visiting their farms and meeting the producers. business initiatives

THE THYMES September 2012

sale & supply of alcohol

THE THYMES MAY 2014

NELSON & DUNEDIN

REGIONAL ROUNDUP… …

regional updates

November 2011

news

Down in

nelson

he end of August saw the biennial Nelson Hospitality Awards held at The Rutherford Hotel. With the change of venue this year the numbers attending this event grew from 180 max previously, to an attendance of 300+ on the night.

dunedin

There have been a few light fingered folk around over the last couple of months, feeling that they have a right to steal hard working hospo folks’ tip jars. Thankfully with CCTV the people have been apprehended but it pays to be vigilant when there is cash sitting in temptations way!

The event was a great success and the team at The Rutherford did a fantastic job considering that on the day the numbers grew by twenty five. Next time I think we will have to triple check the count at the close of bookings. It certainly feels like spring is in the air and we are only a few weeks away from daylight saving. Bring on the calm weather and longer evenings to get the locals out enjoying what Nelson is so well known for; the great weather and long sunshine hours. August saw the opening of Café Istanbul on Hardy Street. With Café Olive having closed some months ago it is good to see this venue is operating again having been refurbished—with part of the kitchen now open to the restaurant. Across the road at what was Tasty Buggers, Pasha Restaurant has opened its doors offering eat in and takeaway Turkish Cuisine. Matt Bouterey is getting closer to the opening of his new venture on Hardy Street. Things are looking very close to being finished—I would be surprised if he wasn’t open by the time you are reading this.

The Arts Festival is here next month, running from 16-27 October. Get a programme and book some tickets. This event has run yearly for the last 20 years and it is the support of locals that will ensure it keeps going. Looking at recruiting extra staff as we gear up for summer? One of the best and easiest ways of getting good staff is to do a thorough check of references. Any decent exemployer will be able to tell you if the person applying is right for the job. Be wise and make the phone call. Harry Nelson Branch President Harry’s Bar e: dine@harrysnelson.co.nz m: 027 525 8665

uly and August can be pretty flat months for Dunedin hospitality. Ski season is in full swing and many family's and tourists head straight for Queenstown/ Wanaka for their weekends or holidays. This can make for a slow couple of months in the industry. I'm sure anyone who knows industry people in Queenstown, watch on with a combination of jealousy and admiration as they race through the peak of their year. I am making the most of this downtime to head over to the UK, I'm currently writing this on the Tube! The advantage of hospitality is that you always have a great (ex-employee/friend) network of people to stay with all around the world. I'm hoping to seek out some restaurants of interest, here and in Paris. I haven't been back to the UK for 11 years, after being raised in England by New Zealand immigrating parents. It’s going to be interesting to observe what changes have occurred in the intervening years, especially where food is concerned. Gaining new ideas and inspiration are the highlight to traveling I always think. There hasn't been much opening/closing action in Dunedin over the last couple of months, but on a different note, I think it is of great interest the renovation that is taking place in the exchange/lower part of Dunedin. The McKnight brothers and others have been focusing on this area for a number of years now. CONTINUED ON FOLLOWING PAGE

THE THYMES SEPTEMBER 2014

regional outlook

REGIONAL ROUNDUP… … WELLINGTON

From the CAPITAL

hot plate coming through

THE HOUSE OF DUMPLINGS DUMPLINGS HQ, WELLINGTON

Changes

EVENTS

FROM PREVIOUS PAGE, Down In Dunedin

The Bresolin,, a new local bar and restaurant is set to open on upper Willis Street. This is a new venture from the team from Scopa and Duke Carvell's.

Visa Wellington on A Plate - another successful event with a record number of participants, events and attendees. This year there was even greater participation from the wider Wellington region, stretching as far as Otaki and Masterton.

These buildings are historic and beautiful and there seems to be increasing interest from restaurants and cafés to move to this area.

The lease on their Crazy Horse the Steak House restaurant has also expired and they are closing at the end of September. In that location a new burger concept, Burger Liquor, is set to open in November. Caliente Mexican restaurant has closed as it also had a lease expiring. No doubt a new concept will open on this Manners Street site.

Joining the Mexican restaurant revival is Pachanga which has just opened on Courtenay Place. The House of Dumplings HQ has opened on Taranaki Street.

THE BRESOLIN (ARTISTS IMPRESSION), WELLINGTON

regional outlook

Prison Gate To Plate had thousands trying to book for the 160 spots available for this unique event, a 4 course meal cooked and served by prisoners in the prison. This was the second year this was held and the chefs and waiters, all inmates, had been working for a year on their culinary and service skills under the tutelage of chef Martin Bosley with the help of chefs Rex Morgan and Shaun Clouston. Burger Wellington was another highlight whereby another 65 unique burgers were offered by the participating restaurants. The creativity, imagination and culinary skill of the competing chefs shows no signs of abating. Next year's menu and events need to be in by next February so get started now!

The effects on George Street are already palpable. Every time I walk down this 'main street' there are an increasing number of empty buildings. Both retail and restaurants are struggling to stay open. The rentals of these properties seem completely out of line with their earning potential, which drives the increasing emptiness.

It will be interesting to see how this all shakes out in the next couple of years, as whether the location choices to be made by newly opening operations is going to determine were the geographical focus of the city moves to. Interesting times. Olive Tabor Dunedin Branch President Nova e: manager@novadunedin.co.nz

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

THE THYMES SEPTEMBER 2014

REGIONAL ROUNDUP… ROTORUA

kia ora from

rotorua

ell it will soon be Christmas, unbelievably.

I attended Feast in Auckland last month and it was lovely to be a guest. It was a great opportunity to catch up with people. September is a month in which the Industry starts looking for staff and not a day goes by that I don’t receive a phone call from an employer looking for potential staff members. My colleague Thomas George and myself took a group of potential hospitality students from different High Schools on a day out recently which started with a site tour of the Novotel Hotel and Ibis followed by lunch at CBK, Craft Beer Kitchen (ex Triple One Five). The meal was very tasty and the students enjoyed that. Thank you to John Knight for making that possible, and well priced too. After that we went to Peppers on the Point then finished with High Tea at the Distinction Hotel. The school students were blown away as a lot of them had only experienced quick service restaurants (nothing wrong with that). It certainly gave them a lot to think about. My Diploma in Hospitality students have just begun their lunch service (productions) and they are nervous but looking forward to it. The Rotorua Hospitality Awards committee and myself enjoyed an after dinner meal at Urbano—thank you to Richard and Julie. The meal and ambience was superb.

THE THYMES SEPTEMBER 2014

CAPERS EPICUREAN OWNER GREGG BROWN, FRONT, WITH SOME OF HIS AWARD-WINNING CAPERS STAFF. PHOTO / BEN FRASER

We have been fortunate with the positive and continual reporting by the Rotorua Daily Post of the Rotorua Hospitality Awards as well. The latest one featured local Restaurant Association members, Capers Epicurean, who won Outstanding Café at this year’s awards (that category sponsored by Bidvest). I’ve included the glowing article at the end of my column... Naku noa na Sharon Wallace Rotorua Branch President Waiariki Institute of Technology e: Sharon.Wallace@waiariki.ac.nz m: (027) 233 4146

GREAT SERVICE AND FOOD ON THIS MENU ROTORUA DAILY POST | 4 SEPTEMBER

At this year’s Rotorua Hospitality Awards, Capers Epicurean was named Outstanding Cafe. We talked to owner Gregg Brown. WHAT DID IT MEAN TO YOU AND THE TEAM TO WIN OUTSTANDING CAFE?

The staff were absolutely stoked - it's great to receive the recognition.

We are always looking to maintain the high standards and for incremental improvements. We are at the beginning of a stepped refurbishment and over the next 12 to 18 months Capers will be refreshed. This includes new baking and menu items. DO YOU THINK BUSINESSES BUSINESSES SHOULD "GIVE BACK" TO THEIR COMMUNITY?

Of course. I like to think that my wife and I, through Capers and the Pig & Whistle, give back lots and lots. I am fortunate to be backed by a great team that allow me to take on large projects for the community. Rotorua has an exciting future. Amongst the many things that we contribute to - mountain biking and Geyser Foundation - will make a enormous positive impact on Rotorua over time. We love it here and we love making a difference. HOW HAS THE GROWTH OF OF EAT STREAT IMPACTED ON YOUR BUSINESS (IF AT ALL)?

Hard to tell really. The cafe scene is especially competitive at the moment with some quality offerings but none of our direct competition is located in Eat Streat so maybe not. Regardless we do recognise we need to be on our game to retain a good position in the market place. HOW MANY CUPS OF COFFEE COFFEE DO YOUR BARISTAS MAKE ON AN AVERAGE DAY?

WHAT DO YOU THINK SET SET CAPERS APART FROM YOUR COMPETITORS/WHAT MAKES IT SO POPULAR?

Last week saw us sell an average of 361 coffees per day.

Good location, perfect size for what we do but most of all it's the people. The team at Capers are absolutely dedicated to providing outstanding service and quality product.

WHAT'S THE BEST THING THING ABOUT BEING IN BUSINESS IN ROTORUA?

WHAT DO YOU SEE AS THE THE BIGGEST OPPORTUNITY FOR YOUR BUSINESS IN THE YEAR AHEAD?

We love the people here and the lifestyle is hard to beat - mountain biking, karting, the lakes, the forest, plus we are close to the coast, mountains and Tauranga, Auckland and Sydney. We have it all really.

regional outlook

November 2011

MAINLY OF INTEREST TO

auckland members

4&20

news. 4&20 has opened in Remuera, a European bakery owned by Deborah Chait (the founder of Newmarket institution, Zarbo) and her husband, Andy Tse. Every loaf is moulded by hand using their specially designed European hearth and made using traditional bread making techniques – that is without enhancers, just flour (organic), salt and water. Along with the selection of breads, 4&20 has a range of pastries and other lunch offerings. A new gastro-bar has opened on the site that formerly housed Eden Cloak Room, in the heart of the Mt Eden village. Scarlett Slimms & Lucky is the result of a half a million dollar makeover that included building a conservatory-like enclosure in the front courtyard and introducing a retro theme to the décor. The bar’s specialty is gin-based offerings, with 28 different gin options on offer but the food menu is also comprehensive.

Better Burger

Scarlett Slimms & Lucky

Meanwhile, in Grey Lynn, Siostra has opened by sisters Esther and Beki Lamb (from Ponsonby’s Sunday Painters). The name pays homage to their Polish ancestry and includes a menu which continues the family theme. The site was previously Delicious. Siostra

Also in Grey Lynn, the old Mondial site has reopened as Dilecta (which means beloved in Spanish, or lovely in Latin). The kitchen is run by Anthony Gradiska (whose credentials include time at The French Café, Molten and Mill Road Bistro in the Coromandel (which he owned)). The menu is Mediterranean inspired of mainly small plates. Over in Mt Albert, café / smoothie / juice bar Sprout has opened up on New North Road. Craft Kitchen is serving a small but perfectly formed menu full of nutritious delights at the K’ Rd end of Ponsonby Rd. Michael van de Elzen’s Boy & Bird is up and running in the middle section of Ponsonby Road (a few doors down from Prego). Dilecta

And on the Shore, GoodHome is a new gastro pub in Birkenhead (an extensive revamp of the bar previously on the site called Slipp Inn). Will Thorpe (ex Cable Bay Restaurant and Casita Miro on Waiheke Island) and Logan Coath have opened The Black Hoof on Wyndham Street in the CBD. This new venture is dedicated to Spanish cuisine, using the very best ingredients – like Iberico and Serrano ham, ewe and goat-milk cheeses, Marcona almonds – and classic dishes like arroz con albóndigas (ovenbaked saffron rice with meatballs) and chicarrones (fried pork rinds with fennel seeds).

auckland members

Loop

need help? call us on 0800 737 827 THE THYMES MAY 2014 The Black Hoof

MAINLY OF INTEREST TO

auckland members news. SKYCITY have recently revealed a proposal to expand their empire, with a plan to build a new hotel and a pedestrian laneway of bars, restaurants and boutique shopping on three blocks around Nelson and Hobson Streets that they own. This will form part of the New Zealand International Convention Centre complex. The hotel will be 5 star accommodation offering 300 beds, bringing the total number of beds available within the SKYCITY group (in Auckland) to nearly 1000. It will be linked by an air bridge to the rest of SKYCITY.

what’ what s on akl. akl

Mexico Masterclass, presented by Javier Carmona @ taste, 45 Normanby Road, Mt Eden

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

www.restaurantnz.co.nz

23 Restaurant Association professional development webinar, webinar Reigniting Your Business, presented by Tony Adcock

www.restaurantnz.co.nz

25 -28 Auckland On Water Boat Show, Viaduct Harbour

www.auckland-boatshow.com

ARTISTS IMPRESSION, SKYCITY ‘S NEW ZEALAND NTERNATIONAL CONVENTION CENTRE

End of school—Term 3

-12 Auckland Heritage Festival, various events and venues

www.aucklandcouncil.govt.nz

SAVE THE DATE! The 2015 Restaurant Association Auckland Branch Golf Day will be held on Tuesday 17th February, 2015 at Muriwai Golf Course. So, it’s time to starting perfecting your ball skills and get your team players together. This year the day will be themed Mexican Fiesta style.

- 31 New Zealand Cheese Month, nationwide

-12 Auckland Diwali Festival, Aotea Square

www.cheeselovers.co.nz

www.aucklandnz.com/diwali

This is a fantastic day of ambrose golf with your fellow hospitality members. A team of four players is $315.00 + gst. If you’d like to find out more email emily@restaurantnz.co.nz or phone 09 638 8403.

THE THYMES SEPTEMBER 2014

Duruje Korean Festival, Queens Wharf / Shed 10

www.facebook.com/duruje/timeline

Start of school—Term 4

Labour Day

The Restaurant Association was formed in 1975 with the aim of serving and representing owners and manger of foodservice operations. It represents 1,750 members throughout New Zealand who employ 13,000 full and part-time employees. This is an industry that has an annual turnover of almost $8 billion, that employs over 100,000 workers, that is each week visited by more than a million hospitality customers. This makes it a cornerstone of New Zealand’s economy. CHIEF EXECUTIVE: Marisa Bidois

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

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

BRANCH PRESIDENTS: Auckland: Bart Littlejohn (Sails Restaurant, Auckland) Bay of Plenty: Andrew Targett (Elizabeth Café & Larder, Tauranga) Canterbury: Sam Crofskey (C1Espresso, Christchurch) Dunedin: 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: watch this space! Wellington: Michael Egan (Monsoon Poon, Auckland and Wellington; Boulcott St Bistro, Osteria Del Toro, Wellington)

RESTAURANT ASSOCIATION OF NEW ZEALAND KEY OBJECTIVES 1.

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

Promote industry quality, reputation and excellence

Provide relevant value added services to members

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