The Australian legislation
Using the template provided, design individual induction program for the following 3 positions according to the Australian legislation:
Food and Beverage Service Supervisor – Casual
Sous Chef – Full time
Customer Service Assistant – Volunteer
Your document should include basic information like:
Organisation objectives and values
Payroll information
Conditions of employment
Departmental orientation
Policies and procedures related to employment
WHS
Template:
Induction Checklist The following checklist has been created to help you in inducting your new employee. You can add or remove things to suit your business and the job. Prior to your employee starting work On the first day (or soon after) It’s a good idea to start planning early for your To ensure your employee gets off to a good start, it’s employee’s first day, as there are a few things you’ll important that they feel welcomed, well-informed need to organise. and equipped to do their job. Ensure you have: Orientation and housekeeping: O told the employee before their first day where, when and who they should report to and whether they Introduce the new employee to other staff need to bring any tools or equipment Show the new employee the kitchen/meal, toilet facilities and where to store personal items (bags, organised building and IT access as well as any jackets etc.) uniforms (if necessary) O a returned, signed copy of the letter of engagement Ensure you have: (or employment contract given the employee copies of relevant business O a completed Tax file number declaration form (unless policies or procedures e.g. codes of conduct and work health and safety policies or procedures. declined by employee O discussed: a completed Superannuateon choice form the history of the business and its role You can get copies of the Tax file number declaration who the employee reports to form and the Superannuateon choice from the ATO at the employee’s duties and what training will be www.ato.gov.au/business provided the employee’s bank account details performance expectations and when and how performance will be reviewed the employee’s emergency contact details hours of work and the procedure for recording a copy of any licences held by the employee needed hours of work for the job e.g. Drivers Licence, Forklift Licence meal breaks O given the employee a copy of the Fair Work the applicable award or enterprise agreement, Information Statement and where to find a copy if a working visa is required – a copy of the the payment method, first pay date and how employee’s passport and visa – you will need to do a payslips are distributed visa check any workplace policies and procedures including: It’s a good idea to ask the employee to sign a register or uniform or dress code (if any) return a signed copy of the Fair Work Information procedure if the employee is sick or running Statement and any relevant business policies or late procedures as proof that they were provided to the O procedure for applying for leave employee. This may help avoid disputes in the future. o rules regarding personal calls, visitors and/or Also, make sure you keep all staff paperwork in secure use of social media at work personnel file. o any bullying, harassment and anti- discrimination policies. Find out more completed a workplace health and safety induction For more information about what you need to know You need to provide your employees with a safe when hiring a new employee, as well as inducting workplace. This can include discussing evacuation staff, see our ‘Hiring employees’ online learning plans, pointing out first aid officers and emergency course at fairwork.gov.au/learning wardens and briefing staff on safety procedures. Visit your state or territory’s work health and safety body for information about these obligations. You can find their contact details at fairwork.gov.au/links The Fair Work Ombudsman is committed to providing you with advice that you can rely on. The information contained in this template is general in nature. If you are unsure about how it applies to your situation you can call our Infoline on 13 13 94 or speak with a union. industry association or a workplace relations professional
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