Reference no: EM133055295

1. List two sources of information you could access to find out more about awards and other industrial provisions.

2. You are sourcing information on new apprenticeships. Where would you find this information?

3. Navigating the different modes of employment, minimum standards and rates of pay for the different awards and enterprise agreements can be a bit of a minefield. Where is the best place to source information on these topics?

4. With your knowledge of the differences between awards and enterprise agreements explain the impact that these have on your preparation of staffing rosters.

5. List six things you must confirm before preparing staff rosters to help avoid wage budget blowouts.

6. List seven of the key elements included in a modem award.

7. Why would an organisation use an enterprise bargaining agreement (EBA) rather than paying under a relevant industry award? Explain and provide two examples.

8. Depending on the mode of employment, employees are entitled to different leave entitlements. Based on the National Employment Standards (NES) what annual leave is each employee entitled to?

Employment mode	Leave entitlement
Full-time employee
Full-time shift worker
Part-time employee
Casual

9. Why would you choose an employee in a part-time capacity, rather than as a casual? Explain.

10. When would you choose a casual employee and what are the benefits when preparing rosters?

11. How are casual and contract employees compensated for lack of work security and entitlements?

12. How d0 y0ur answers to Q8 to Q 11 impact the preparation of a roster?

13. Award provisions for the Restaurant Industry Award 2010 require that full-time and part­ time employees receive at least eight or ten hours off between their ordinary hours on one day and the start of their ordinary hours the next day. Under an EBA, can you reduce these hours?

14. The award sets out the maximum allowed shift hours. If I want to avoid paying meal breaks and allocating additional time on the rosters for paid breaks for a casual, how many hours can I roster them on for?

15. To adhere to break restrictions, to simplify rostering and keep wage costs down, list three common rostering tips an employer will aim to achieve.

16. Henry is a casual employee on $25 per hour and worked the following hours last week: Monday 07:00 to 12:00, Wednesday 12:00 to 16:00 and Saturday 13:00 to 17:00. Jeff is a full-time employee and works 38 hours per week Monday to Friday.

How many hours did Henry and Jeff work on Monday?

According to the workload productivity data you gathered, only one staff member is required to work between 7.00 am and 2.00 pm. Is there a problem with the rostering on this shift? If yes, what is the cost? If no, explain why?

17. List four organisational policies which impact the preparation of staffing rosters.

18. Imagine you've just taken over a management role that involves rostering. What would you do to help cre4te a fair rostering system?

19. In a small business one of the main variables each week is replacing permanent staff members while on rostered days off or leave. List five types of leave an employee may request.

20. Decisions on whether to grant leave other than annual leave to employees often comes down to organisational policies and human resource policies and procedures, and your ability to be fair and show fairness. Look at the various leave scenarios. Under which category of leave do they fall under?

Your leave options are rehabilitation of injured workers, carers, compassionate and illness.

Scenarios	Leave category
Jodie sustained a brain injury after a car accident. She works full-time but needs time to visit a therapy centre two mornings a week.
Saskia has been off work with gastro for three days.
Jeena's mother needs around-the-clock care. While they have a home nurse for the hours Jeena is not there, Jeena needs to look after her one morning a week every week for three hours to cover the gap.
Barry's mother-in-law died and he wishes to attend the funeral.

21. Using the scenarios listed in Q20, which scenarios will impact your rostering on an ongoing, weekly basis? Identify the scenario by the person's name(s).

22. Staff on approved leave (annual, long service, maternity, paternity, sick, jury service leave, etc.) are usually left on the roster, but with 'leave' listed beside their name. Why would you d0 th1s?

23. A business has two excellent part-time staff who are students paying their way through university. Their study is related to their field of work. During the study semester, they work 28 hours a week and during holidays they work around 32 hours a week. It's hard when exams are on, because they are generally not available to work for a few weeks. Would you grant them study leave for their exams even though it is an inconvenience for rostering?

24. Explain four ways that rosters are an important management tool for controlling staff costs.

25. List five questions you could ask to determine the effectiveness of your rosters as a management tool.

26. List and explain three benefits of using rostering software or a rostering app.

27. What are the different formats used for and inclusions of staff rosters? List and briefly explain the three most widely used.

28. The style and format used to present rosters greatly varies from one business to another. Why would you use one format over another?

29. List three ways you can you communicate roster information to employees.

30. Why is it important that rosters are communicated in advance to staff?

31. Describe three benefits of having a multi-skilled workforce.

32. The social and cultural mix of your team will influence and place constraints on your rostering. Using examples, explain what this means and how it affects rostering in your workplace or organisation.

33. Why is it important for workplaces to consider flexible work arrangements and the personal circumstances of their social, cultural and skills mix of employees?

34. Why is it important for a business to create human resource (HR) policies and procedures that clearly identify leave entitlements and sociocultural issues (e.g., religious holidays, carers leave, etc.)?

35. One way to accommodate individual needs of employees is to have HR policies that allow flexible work arrangements. List five ways you can make work flexible and accommodate the needs of carers, employees with disabilities, religious beliefs, etc.).

36. Operational requirements of a business will also have a direct bearing on your rostering requirements. Whether you work in a hotel reception, a nursing home or major event, rostering needs to occur. Using these three examples, discuss the rostering requirements and which one will be the most challenging and time-consuming to roster.

Hotel reception
Nursing home
Event

37. Identify five ways you can use rosters to improve operational efficiency to meet the requirements of the business.

38. From time to time, business activity and income may exceed, or fall short of, what was predicted, and this will affect your labour costs. How does this affect your operation?

39. List three ways you can decrease labour costs to meet your wage budget.