Welcome to the Australian Lottery and Newsagents’ Association

The Australian Lottery and Newsagents’ Association (ALNA) is the peak industry body representing Australian newsagencies and lottery agents. There are 4000 individually owned and operated newsagencies in the country and together they make up Australia's largest retail and home delivery group.
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ALNA Membership

Through strength and size, the ALNA has the necessary means to achieve outcomes difficult to achieve by a single business.

For just $876 per annum*, your ALNA membership gives you access to industry representation, complimentary advice on industrial relations and leasing matters, discounts on insurance, access to accredited industry training courses, and so much more.

Click here for a membership form

*Membership prices vary by state. Membership fee is capped at $876 per annum.

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EXTRACT | What to include in your induction process

It is vital that new employees are inducted into a workplace promptly. Without a clear explanation of the expectations you have as an employer, no employee can meet or exceed your standards.

What should you include in your induction process? Let's start with the paperwork.

Does the employee have a written position description or duty statement?

It is not compulsory to have a written position description or duty statement, but without it, employers find it very difficult to manage an employee's performance. Employees who are not given clear written guidance about the tasks you require them to perform will guess and it's quite likely that they will get things wrong.

Have you put the terms and conditions of employment in writing?

Again, it's not compulsory to put terms and conditions of employment in writing. Generally there is no need to write 10-page contracts of employment for shop assistants -- that would be overkill. If the terms and conditions of employment are restricted to what is contained in the relevant modern award, the contract of employment may be unnecessary. But if you have some additional requirements, having them in writing reduces disputes in the future.

Explain where the employee can find a copy of the relevant modern award

The requirement is that the employer makes the latest award available in the workplace, either a physical copy or access to an electronic copy, whichever provides employees with easiest access. Usually this means that you should put a hard copy of the award in the staff room or tearoom.

Deal with mandatory paperwork

Ask the employee to fill out tax withholding and superannuation choice of fund forms. The National Employment Standards require that every new employee be given a copy of the Fair Work Information Statement as soon as possible when they start work. A copy of the FWIS can be downloaded from www.fairwork.gov.au.

Ask the employee to read, ask questions and sign any workplace specific information such as a confidentiality agreement or code of conduct

This is also the time to go through your human resources policies and procedures. Provide written copies of the relevant policies and procedures, and also explain them verbally. For some people, retention of the information is best when they read a document, and while for others, hearing the information is most useful.

Policies and procedures

Probably the most important policies that you could cover are safety-related. Instructing new employees in how to perform their tasks safely, and providing written Safe Work Method Statements, will mean that there is proof you have provided the necessary guidance on working safely. At the same time provide information about what to do in emergencies, hazard reporting and first-aid information.

Another category of information that should be covered is workplace behaviour. Explain your equal employment opportunity, harassment, discrimination and bullying policies. Also describe the kind of behaviour you expect, as well as the types of behaviours you will not tolerate.

Explain the normal routines of the workplace

Explain the rostering system, and how they can check when they are required at work (if necessary) and also outline what an employee should do if they cannot attend for a rostered to shift.

If you run a system of timesheets, or clocking, talk to the employee about how to report hours worked, when the pay week ends and when payments are normally made.

Provide the employee with information about when and where they are allowed to smoke, if necessary, timing of breaks, the location of the break room and bathrooms.

Also provide any specific information the employee needs to know about security -- opening/closing, specific Lotto requirements and cash handling procedures. Be certain that the employee knows what they should do in the event of a hold-up or an abusive customer.

Clearly explain to the employee what your expectations are about private use of workplace resources. For example, would you allow an employee to use one of your computers for personal reasons during their breaks? If an employee wants to photocopy something for school or a community group, is there a limit on how many pages they can copy?

What's your policy on employees using their mobile phones during working hours? Make clear your expectations on mobile phone use on the shop floor.

Show the employee around their new workplace

Introduce the employee to his or her new colleagues. Show the new employee where they can keep their personal items, such as a locker.

Induction isn't something that is done in the first half hour of a new employee commencing. Induction also includes making sure the employee knows what their daily responsibilities are and showing them everything they need to do the job well. Check in with the employee on a daily, weekly and monthly basis. It is important to meet with the employee at least monthly to start with, to help keep performance expectations on target.

This is an extract from the October issue of The Channel Magazine. CLICK HERE to subscribe today.

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