 Training and development opportunities

 Pair new staff with seasoned staff and have the new staff follow, observe, and assist the
seasoned staff for a period of time.
 The observe and assist period can last anywhere from a few days to a week or more.
 If time permits, have them shadow employees in other important positions to give them a
better understanding of how the whole restaurant team works

 Anti-bullying, anti-harassment and grievance procedures

Any employee that believes that the actions or words of a fellow employee constitute sexual
harassment or bullyism should report the incident to their immediate supervisor. If the harassment was
committed by the supervisor it should be reported to the next level of management.

The following link may be used as examples for reference:

 Woolworths
 Commonwealth Bank
1. Develop a bullying/harassment policy that can be used in your workplace. The policy needs to
include:
(You may access and reference you state WHS legislation or Fairwork for specific requirements in
your state and the following link is provides a checklist: Bullying Policy Checklist for employers
page - Comcare)

 The legal requirements set out by law

o I may be able to apply to the Fair Work Commission for a stop-bullying order. I can
only get a stop-bullying order if I am covered by the national law on bullying.
o I can also make a complaint to the relevant WorkCover Authority in my state or
territory.  Anyone can complain to WorkCover, regardless of who their employer is. 
They may decide to refer my complaint to an Investigator.

 Examples of what is defined as bullying and harassment and what is not

 Displaying offensive material;
 Physical or verbal abuse towards a person or group of persons;
 Yelling, screaming or offensive language;
 Teasing or regularly making someone the brunt of pranks or practical jokes;
 Spreading rumours or innuendo about someone

Below are some common examples of ‘reasonable management action’ and other
acceptable workplace interactions, which do not constitute workplace bullying:
 Allocation of appropriate work to a staff member by their manager/supervisor, in
line with their position description and work unit requirements;
 Negotiation of a staff member’s performance goals, standards and deadlines by
their supervisor

 A clear statement that will outline the processes and procedures to be followed in case of
any incident including the stages of informal and formal procedures.

Accidents, complaints, and altercations occur when dealing with the public, but how
restaurants handle these problems can minimize consequences. Restaurant owners can create
manuals that address these issues. Make learning the information mandatory, and explain that safety
and security require that employees handle these issues in certain ways.
 In the workplace and ensure staff are trained and aware on an ongoing basis as part of an
integrated consultation process.

Consultation requires that:

 Relevant work health and safety information is shared with workers
 Workers are given a reasonable opportunity to express their views and to raise health or
safety issues
 Workers are given a reasonable opportunity to contribute to the decision-making process
relating to the health and safety matter