Welcome to Australian Hostels Association, WA

CRITICAL COVID-19 UPDATE

CAPACITY LIMITS REMOVED FROM 12 JULY 2021

From 12:01am Monday 12 July 2021, WA will return to Phase 5 restrictions.

This will remove the one in two square metre rule and the 75 per cent capacity limit, allowing all hospitality venues to trade at full capacity.

WA businesses will be expected to continue with contact registers, and ensure their COVID Safety Plans are updated and continue to be implemented. For large events, COVID-19 safety and event plans are required but can also trade at full capacity.

The COVID-19 Safety Plan for Food and Licensed Venues can be found here.

https://www.wa.gov.au/sites/default/files/2021-06/COVID-19-Safety-Plan-23062021.pdf

The COVID Safety Guidelines for Food and Licensed Venues can be found here.

https://www.wa.gov.au/sites/default/files/2021-06/COVID-19-safety-guidelines-food-and-licensed-venues-23062021.pdf

AHA venue signage can be found here


SafeWA app and contact registers

From 5 December 2020, hospitality venues in WA are required to undertake mandatory contact tracing.

This can be done via:

  • A free, safe and secure app called SafeWA; or
  • Alternative formats including electronic or paper-based systems

 

Please be aware that if you choose an alternate option on contact register tracing, businesses will need to record the:

  • Name; and
  • Telephone number; and
  • Location; and
  • Date; and
  • Arrival time of patrons; and
  • Keep that information for 28 days.

Any person who attends a business or venue, other than for take-away, will be required to register their contact details. This includes patrons, staff, volunteers and contractors.

 

AHA venue signage can be found here


Stand Down of employees

 

In light of the State Government’s announcements, we understand that employers will be required to stand down staff who can no longer attend work as a result of the mandated shutdown of hospitality venues.

In order to satisfy your legal obligations when standing down workers, it is important to identify which industrial relations system applies to you.

Under both the Federal industrial relations system and the State industrial relations system, employers have the right to temporarily stand down employees without pay during a period in which the employees cannot be “usefully employed” because of a stoppage of work for any cause for which the employer cannot reasonably be held responsible. 

Today’s Government mandated shut down would be considered such a stoppage of work. 

While employers do not need to pay wages to stood down employees, an employee accrues leave in the usual way (as though they have worked). Continuity of service is also not broken. 

Federal System

If you are a Federal system employer (i.e. you are covered by the Fair Work Act 2009 (Cth) (FW Act) and/or the Hospitality Industry (General) Award 2020 or the Restaurant Industry Award 2020) we recommend you immediately:

Issue your employee with the applicable letter below:

COVID-19 - FW Act FT and PT employee stand down template letter

COVID-19 - casual employee no further shifts template letter

More information on how a stand down works can be found in our factsheet and in our question and answer documents below:

COVID-19 Stand down fact sheet

COVID-19 Hospitality Industry Stand Down Q&A

Further information can also be found on the Fair Work Ombudsman site here.

State system

If you are a State system employer (i.e. you are covered by the Minimum Conditions of Employment Act 1993 (WA) and/or the Restaurant, Tearoom and Catering Workers Award (RTCW) or the Hotel and Tavern Workers Award (HTWA)) we recommend you immediately:

Issue your employee with the relevant letter:

COVID-19 - casual employee no further shifts template letter

RTCWA - COVID-19 - FT and PT employee stand down template letter

HTWA - COVID-19 - FT and PT employee stand down template letter

Further information can also be found on the Wageline site here.

General notes about stand down

Even though stand down periods are unpaid, you may wish to consider some of the following options prior to ceasing an employee’s pay outright: 

  • Allowing employees to take paid leave (such as annual leave or long service leave) if requested.
  • Allowing employees alternative leave arrangements such as extended annual leave at half pay or early long service leave (if permitted under any applicable award, enterprise agreement or contract).
  • Special provisions for employees with insufficient accrued leave to cover the period of shut down (for example, allowing staff to purchase leave which is then dedicated on a pro rata basis from their annual wage).

 


Business Shutdown Checklist

 

Download Business Shutdown Checklist here 

 

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