STAFF HANDBOOK
Welcome to the Catering Industries Team. Please take the time to read our Staff handbook and familiarise yourself with our company s goals and procedures and our expectation of you as an employee. Company Background Catering Industries has been established for over 30 years. We are 100% Australian owned, with the same ownership since our inception in 1977. We employ over 700 people and are fully operational 24 hours a day 365 days a year. We provide services for Aged Care, Commercial, Residential and College sites throughout the Eastern Seaboard to include NSW, Victoria, ACT, Queensland and Regional areas in between. Corporate Philosophy Our customers are the most important person in our business; therefore we recognize that our staff and their dedication to customer service are our most important asset. Our success and continued increase in our business depends on the level of client and customer satisfaction we provide. To achieve this we select and retain dedicated, experienced personnel at all levels, and provide specific professional services tailored to our client needs.
Induction All new employees undergo a five day induction period where training is given in Standard Operations Procedures, Quality Assurance, OH&S and Customer Service. Document Control and Confidentiality All documentation remains the property of Catering Industries and is confidential. This includes but is not limited to: Standard Operations Procedures, Quality Assurance Manual Site Specific Food Safety Plan Health and Safety Manual Contractual Information Meeting Minutes Photocopying of any company controlled document is strictly prohibited. Your Employment with Catering Industries Catering Industries is an equal opportunity employer. Promotion or appointment is awarded on the basis of merit. Our employees work to the guidelines of different awards and agreements, depending on the position. Remuneration: Wages are paid weekly directly into the bank account nominated by the employee. Banking detail forms are provided so that you can be paid as soon as you start your employment. Each week a personalised sealed pay slip is given to each employee detailing the way your pay is calculated.
Taxation: All employees are required to provide the company with a Tax File Number, and to fill in a tax declaration form which will be forwarded to the Australian Taxation Office by Catering Industries. This form enables you to claim a general tax concession or concessions and to indicate the correct amount of tax that the company is required to deduct on your behalf. If the Declaration form is not completed, the company is obliged by law to deduct a higher rate of tax. Time Sheets: Time sheets must be filled in at site level to record the hours you have worked each day. Meal breaks must be shown. Time sheets must be signed and dated to certify that the information is correct. Falsifying time sheets is grounds for instant dismissal. Overtime: Doing overtime is unlikely, however in the case of additional hours being worked; they must be authorized by a Group Supervisor, Area Manager or Operations Manager. Additional hours worked at the request of the employee, will be paid at the normal shift rates. Unauthorised over time will not be recognized. Police Checks/ Working with Children Checks: All persons working in aged care must submit to a criminal check by the Australian Federal Police. All persons working with minors in schools or colleges must submit to a working with children check. Employment of Relatives or Friends: Catering Industries welcomes applications for positions vacant from any suitable applicant. Policy dictates that permanent employees may not work together with friends or relatives in the same site.
Sick Leave/Carer s leave Sick and carer s leave provisions are calculated on a pro rata basis from the commencement of employment. Full time and part time employees are entitled to 10 days per year based on their normal weekly working hours. You must notify the site manager as soon as possible if you are unable to work due to illness or injury, to allow a replacement to be found. You must complete a Pink Reason for Absence Form and hand it to your Branch Manager together with any Medical certificate required, providing that Sick Leave is due payment will be made on the next pay day after this form is received by the Pay Office. Presentation of Medical certificates: No medical certificate is required for (1) one days absence, except when a sick day is taken immediately prior to or immediately after a public holiday, in which case, a medical certificate must be provided. If a full or part time employee is absent for more than one day, a medical certificate must be presented. The medical certificate must cover the full period of your absence. Annual Leave Entitlements: Full or Part time employees are eligible for paid annual leave which is calculated on a pro rata basis from commencement of employment. The number of days paid leave entitlement varies and is determined by the award, contract or agreement governing your employment. Every employee should as far as practicable take their annual leave as soon as it is due. Leave may be deferred temporarily by mutual agreement but must be taken within six months of the due date, at a time which is agreeable to the company.
Application for Leave: When annual leave is required the Application for leave form must be completed, signed by your site manager and area manager and forwarded to head office no later than three weeks before commencement of leave. Superannuation: Superannuation is supplied in accordance with statutory regulations. Grievance Procedure: A grievance should be verbally discussed with your supervisor /manager or documented and presented for discussion and satisfactory resolution. If there is no resolution at this level, the Human Resources Manager or Director of Operations will be notified. Employees always have the option of seeking external advice and support from relative government bodies. Conditions for Termination of Employment An employee may terminate their employment with the company by giving the company notice in accordance with their award or agreement. Failure to comply with this could result in loss of pay. Details must be submitted on a Notice of Resignation provided by the company. Employees who are non- probationary may be terminated on the following basis: Serious Misconduct You may be terminated immediately without notice or given payment in lieu of notice, if you are involved in violence, personal or sexual harassment, theft, removal of goods without express management permission, being under the influence of alcohol or drugs, failure to comply with company policies and procedures or facilitating the company s opposition due to disclosure of company policy or confidential company documentation. Failure to comply with OH&S and Food Safety and Hygiene procedures may result in instant termination.
Unsatisfactory Conduct: An employee may be terminated if they consistently fail to properly comply with OH&S and Food Safety and Hygiene procedures, and standard operations procedures, exhibit disruptive behaviour in the workplace, or are chronically and consistently late for duty. Insufficient Capacity: An employee may be terminated if they are not suited to the position or are not performing the described duties. In these circumstances, the company will review your position as an employee in accordance with your award or agreement. If your employment is subsequently terminated, then you will be entitled to statutory notice or payment in lieu of notice. Professional Expectations Catering Industries is strongly committed to meeting our client s needs and employees are expected to share our goals of exceptional customer service and professional conduct at all times. Some of our expectations include: Excellent Timekeeping Excellent Grooming Standards. Adherence to Catering Industries Dress and Uniform Code. Adherence to company policies. Compliance to OH&S procedures Adherence to Quality Systems. Adherence to Standard Operations procedures.
Grooming and Personal Presentation Catering Industries staff is often the first point of contact for our clients. The following grooming and hygiene standards are expected. Uniforms are to be worn at all times when on duty. Uniforms are to clean and pressed. Appropriate enclosed safety footwear must be worn. No jewellery apart from a wrist watch, stud earrings or wedding bands may be worn. Facial piercings or jewellery is not permitted during work hours. Hair must be clean and tied back if it is long. Hats or appropriate head coverings are to be worn at all times in the kitchen and when handling food. Fingernails must be short and kept clean. No nail polish is permitted. If clean shaven, male employees must be shaved every day before arrival at work. Bearded male employees must be trimmed and tidy at all times. It is expected that all employees bathe or shower daily, brush their teeth and use deodorant prior to work. Important Company Policies Equal Opportunity and Affirmative Action Policy: This policy provides equal employment opportunities for women. Appointment and advancement of staff is determined on the basis of merit. Sexual Harassment /Bullying: Unsolicited sexual advances, gestures or comments in the workplace are unlawful under the Anti Discrimination Act. Please report any incidents to your supervisor or other company executive. Aggressive, malicious, degrading or humiliating behaviour towards any employee will not be tolerated. Whilst employee rights are acknowledged and encouraged, insubordination will not be tolerated and may result in instant termination.
Alcohol and Substance Abuse: No employee may be under the effects of alcohol or drugs or in the possession of alcohol or drugs while at work. OH&S : Catering Industries has a moral and legal obligation to provide a safe and healthy work place. Employees are expected to follow all health and safety policies and procedures and to report any known or potential hazards in the workplace. Failure to comply with procedure, in particular CCPM may result in dismissal. Removal of goods owned by the company or the company s client: No item of stock, food or equipment may leave the premises without the express permission of the Area Manager or Group Supervisor. Breach of this policy may result in instant dismissal. Visitors and Children at Work: Staff may not bring children to work or receive visitors at work at any time. Theft: This offence results in immediate police involvement and instant dismissal. Personal Telephone Calls: Cannot be made or received at work unless in the event of an emergency. Smoking: Smoking is not permitted whilst on duty. Most clients have a no smoking policy on site, which must be adhered to. Where smoking is permitted, this must take place during breaks, before or after work in the designated smoking area. Cigarette butts must be placed in the designated disposal receptacle. Staff Meal Breaks: Meal breaks are given in accordance with your award or agreement. Inspection of Bags, Personal Belongings, Lockers and Vehicles: By signing the Catering Industries application for employment form, you have agreed to allow a company representative to inspect your bags, personal belongings, vehicle and locker while on company premises or the premises of any company client.
Occupational Health and Safety Catering Industries policy regarding Occupational Health and Safety is documented in the OH&S Policy on display in all sites. In house staff training will be conducted regularly in regards to Health and Safety Topics. Date Name Signature Document Owner M MAGAN Document ID No Name Staff Handbook Approved by M MAGAN 099-QMS-FRM-042 Issue 1 Issue Date 16/09/10 Printed Date 14/10/10 Page 11 of 12 THIS DOCUMENT IS UNCONTROLLED UNLESS VIEWED ON THE INTRANET