Hotel SA September 2023

THE OFFICIAL PUBLICATION OF THE AUSTRALIAN HOTELS ASSOCIATION (SA BRANCH) SEPTEMBER 2023 

WOMEN 

IN HOTELS 

Special Edition 

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SEPTEBER 2023 

Scott’s Spot 

Click here 

Two Stars of Kitchen 

Equipment 

Click here 

Click here 

Super that puts your staff 

in control 

Click here 

Workplace Relations 

Are you classifying your employees 

correctly? 

Click here 

Women in Hotels 

Hall of Fame Inductees 

Click here 

Women in Hotels 

Penquin Bloom: Lessons for Adversity 

I N T H I S I S S U E 

04 From the President 

06 From the CEO 

08 Scott’s Spot 

11 Regional Presentations 

12 Workplace Relations: Are you 

classifying your employees correctly? 

16 Two Stars of Kitchen Equipment 

20 Super that puts your staff in control 

22 Women in Hotels Conference 

26 Hall of Fame Inductees 

27 Women in Leadership 

29 Women in Hotels: 

Penquin Bloom: Lessons for Adversity 

32 Women in Hotels Socials 

38 Women in Hotels: Sustainability 


Social Media Trends 


Entertainment and Media Trends 

46 Corporate Partners 

47 AHA|SA Office Holders & Publisher 

Adelaide’s Best Hotel 

Website Design Company 

boylen.com.au 

W W W . A H A S A . A S N . A U | Hotel SA | 3

HOUSING IMPACT 

ON JOB SHORTAGES 

From the President 

DAVID BASHEER 

This column has devoted many 

paragraphs to the urgent need to 

reform our migration policies as 

a key trigger to ease our chronic 

labour shortage. 

Some very hard-earned migration 

concessions have seen an easing of 

our labour issues, notwithstanding 

there is much more to be done to 

restore the labour market balance. 

That market imbalance has 

meant the much-discussed lack 

of wage growth has not occurred in 

our industry. 

Many of our members have taken 

advantage of the new found 

availability of overseas workers. 

Agencies such as AHA|SA 

Corporate partners Migration 

Solutions and The Kingsmenhave 

assisted in bringing out specialised 

labour, whilst the return of 

overseas students has been an 

important boost. 

However, stalling these gains is the 

scarcity of housing. A major issue in 

the metropolitan area and an even 

greater concern for many of 

our regions. 

To give credit, the Malinauskas 

Government has shown genuine 

intent to ease the housing shortage. 

Premier Peter Malinauskas is 

on the public record of backing 

urban growth and new houses in 

regional developments. We must 

now remove unreasonable barriers 

to make that happen in a timely 

manner. New land releases in areas 

such as Dry Creek and Sellicks 

Beach can be great drivers to ease 

our housing issues, but we don’t 

need drawn out lead times. 

The opportunity for more infill 

projects, such as converting 

the abandoned Franklin Street 

Bus Station to housing, are also 

great levers to move forward in a 

positive manner. 

Backing that up, a report released 

by the Business Council of Australia 

ranked South Australia as having the 

best planning system in the country. 

And after politics seemed more 

prevalent than policy, the Federal 

Government has finally passed 

its ambitious bill hoping to build 

one million homes over the next 

five years. 

Despite that, all three tiers of 

Government stand guilty of past and 

present poor decision making as 

outdated planning laws, strangling 

red tape and over caution have 

combined to lead us to the current 

social and economic failure. 

The housing crisis is very much 

part of the daily news cycle, yet it 

was staggering to learn builders 

and developers in SA are required to 

navigate a 5,423-page document to 

gain planning approvals, meaning 

planning applications can take 

months to be approved. 

The Advertiser reported an Urban 

Development Institute of SA poll 

local whereby councils were the 

biggest hinderance to efficient 

development delivery. Any hotelier 

that has tried to facilitate business 

with local government would 

identify with those sentiments. Their 

reflex response to any request too 

often is ‘No’. 

Master Builders SA CEO, Will 

Frogley ,absolutely nailed it when he 

said “If we have enough available 

land to gain a strong affordability 

advantage we can attract more 

working aged people to the state.” 

Frogley noted there are delays 

of up to 15 years from the time 

land is identified for housing to 

when people can move in. Most 

of our members need their sous 

chef relocating form interstate or 

overseas, or moving from the city 

to Port Lincoln, to start a bit quicker 

than that. 

It is critical governments stay 

sensitive to the current crisis and 

ahead of the game to increase 

the housing supply. Equally, in the 

regions where availability of land is 

not an issue, services are needed to 

ensure the people can live there. 

Today’s crisis is a generational 

failure of government. 

In the current environment, no policy 

at the three levels of government 

can be allowed to decrease supply. 

Landlord rent caps? What are they 

thinking? 

This housing crisis is a genuine 

social issue, but the economic 

impediment is very real. 

4 | Hotel SA | www.ahasa.asn.au Back to Contents

F R O M T H E P R E S I D E N T 

And for the daily lives of our 

members trying to fill their 

employment vacancies and grow 

their own businesses, they need to 

know governments and councils are 

sensitive to their urgent needs and 

remove any unreasonable barriers 

to get the houses built. 

AIRBNB CHANGES NEEDED 

Adding to the scarcity of housing 

stock is the letting of short-term 

rentals by Airbnb, which in Australia 

avoids regulations imposed in most 

other parts of the World. 

So what do London, Amsterdam, 

Paris, San Francisco, Barcelona, 

Berlin, Hong Kong and New York 

have in common? They have 

regulatory structures to manage 

Airbnb in these international cities. 

Many restrict Airbnb properties to 

a maximum of 90 days a year. A 

similar regulation here would free 

up valuable long-term rental stock 

COOKING WITH GAS 

Simmering under the surface 

is a move from some State 

governments and local councils 

to want to phase out gas 

from kitchens. 

For hotel operators, this is both 

a financial and an operational 

nightmare. 

In early 2023, there was much 

media speculation that the Federal 

Government as part of its deal to 

pass its energy price cap legislation, 

wanted to remove gas as part of the 

energy mix. The media speculation 

was that this would in turn mean 

commercial kitchens would have 

to shift from cooking with gas to 

cooking with electricity. 

The AHA has sought to be ahead 

of the curve. We have spoken to 

key players federally and at State 

level for them to understand 

how crippling this would be for 

our members. 

Apart from political engagement on 

this issue, the AHA has also brought 

in other affected parties to garner 

their support. 

Who will make the decisions to turn 

off gas? 

Decisions are currently being 

made at all levels of government 

to restrict natural gas. The Federal 

Government wants 82% renewable 

energy by 2030. 

In the ACT, from 1 January 2023, 

all gas connections to new builds 

(including older suburbs) are 

banned - that represents about 

two-thirds of Canberra homes that 

currently use natural gas. 

Victoria, which is the highest 

gas user in the nation, will ban 

gas connections from next year 

for new builds, subdivisions, 

schools, hospitals and public and 

social housing. 

The Sydney City Council in August 

2023, voted to investigate how to 

change the council’s local planning 

rules to ban new gas connections. 

Pleasingly, NSW Premier Minns 

has ruled out banning new gas 

connections, saying the state 

already has enough energy 

supply issues. 

(But in Sydney’s elite eastern 

suburbs, a new type of power is 

being trialled, with the first step 

taken in creating Australia’s poopowered 

gas industry. My best 

advice to members is not to 

promote that energy source too 

heavily on menus!) 

In SA, discussions with both major 

parties regarding gas, suggest 

neither has currently expressed any 

interest in going down this route. 

But this is still an area where not 

a lot of actual information exists. 

Decisions are being made ad hoc at 

all three levels of government. But 

the consequences for our members 

are real. 

AHA members, like the entire 

community, have obligations around 

environmental responsibility. But our 

small and family business should 

not be expected to be the financial 

spear carriers, and just because this 

issue is not getting a lot of attention 

does not mean we are not an 

interested party to the discussions. 

Watch Video 

VALE RUSSELL ELMES 

The hotel industry was saddened by 

the passing of Russell Elmes. 

Russell was a pioneer in our 

industry, highlighted by his 

introduction of the highly successful 

Charlie’s Diner buffet concept at the 

Scott Elmes Group of Hotels. He 

also served our industry in his role 

as Chairman of the Liquor Smart/ 

Thirsty Camel 

Liquor Group for 

a decade. 

On behalf of the 

industry, I would 

like to extend my 

condolences to 

Raelene and family. 

CONGRATULATIONS 

Finally, in what has been my most 

pleasing duty of the last month, 

I was honoured to witness the 

induction of Lisa Matthews and 

Loretta Wilmshurst into the Women 

In Hotels Hall of Fame. 

Strong, intelligent, innovative – the 

list of their shared attributes could 

fill this entire page. Both Loretta and 

Lisa are very worthy recipients of 

this high honour and their stories 

will be told over the next two issues 

of Hotel SA magazine. 

The entire Women In Hotels event 

was a stunning success. It is further 

evidence that the AHA|SA plays 

a leadership role in ensuring that 

women are valued, supported and 

treated equally throughout our 

industry. 

David Basheer, 

AHA|SA President 

Back to Contents www.ahasa.asn.au | Hotel SA | 5

PUBS ARE PLACES 

FOR ALL – 

Enhancing Inclusion 

and Accessibility 

in our venues 

From the CEO 

ANNA MOELLER 

It has long been said that hotels are a place for people 

to congregate, celebrate and commiserate. As a 

reflection of the communities within which they are 

established, it is imperative that pubs are as inclusive 

and accessible as possible. 

“Embracing inclusivity has 

the potential to open your 

venue to a community 

of over 205,000 autistic 

individuals, along with 

their families and friends, 

and supports the success 

of autistic individuals in 

the workforce.” 

In early 2023 Autism SA sought and received funding 

through ‘Pubs With Heart’, a facilitator of applications to 

the Independent Gaming Corporation Ltd for financial 

support from community groups and interests within 

the state. Successful grants are approved and provided 

by the Independent Gaming Corporation Ltd from 

revenue it generates from the monitoring fees paid by 

all Hotels and Clubs with electronic gaming machines. 

From left to right: Owen Webb – AHA|SA Manager Workplace Relations, Emily 

Bourke MLC – Assistant Minister for Autism, Anna Moeller – AHA|SA CEO 

Anna Hurley – Hurley Hotel Group, Helen Graham – Autism SA CEO, 

Kaitlin Withers – Autism Engagement Advisor. 

I am so pleased to be able to announce that this 

funding will support the employment of a full time 

Autism Hospitality Industry Liaison Officer. Importantly 

this project will foster inclusivity and accessibility for 

just so many autistic individuals and their loved ones 

within pubs and licensed clubs throughout the state. 

Over 12 months a dedicated liaison officer will work 

with licensed venues to build their capacity to support 

access and inclusion. The project’s primary goals are to 

raise awareness, cultivate understanding and establish 

welcoming environments for autistic patrons and their 

friends, families and supporters. 


F R O M T H E C E O 

Watch Video 

Watch Video 

“Enhancing accessibility and 

inclusion benefits all patrons 

as it contributes to a more 

vibrant venue experience.” 

In particular the Industry Liaison Officer will collaborate 

with venues to identify what support they would like 

to enhance access and inclusion. This assistance will 

be tailored to each participating venue with activities 

including venue assessments and recommendations 

for inclusive adjustments, assisting venues with 

events targeting the autistic community, expanding 

business opportunities through the establishment of 

autism-inclusive venues and supporting the success of 

autistic individuals in the workforce through reasonable 

adjustments and workplace mentoring. 

Small changes can lead to significant improvements 

in accessibility and inclusion, without substantial time 

or financial investment. Enhancing accessibility and 

inclusion benefits all patrons as it contributes to a more 

vibrant venue experience. Embracing inclusivity has the 

potential to open your venue to a community of over 

205,000 autistic individuals, along with their families 

and friends, and supports the success of autistic 

individuals in the workforce. 

So watch this space over the coming weeks as we 

work with Autism SA and a pilot venue to ‘champion’ 

this wonderful project. We cannot wait to showcase 

the manageable nature of achieving positive change 

and impactful outcomes along our journey towards 

increasingly accessible and inclusive venues for patrons 

across the state. 

Anna Moeller, 

AHA|SA CEO 


O N E F O R T H E R O A D W I T H V A U G H A N Y 

SCOTT’S 

SPOT 

BY SCOTT VAUGHAN 

Hello all and welcome to the latest edition of Scott’s Spot. 

Shelly and Rob from the Railway Hotel 

Matt Kelly from Hotel Elliot 

REGIONAL MEETINGS 

There have been two regional 

meetings since the last edition, one 

hosted by the Railway Hotel in 

Jamestown and the other by the 

Hotel Elliot in Port Elliot. 

Massive thanks to these venues 

for hosting, with attendances once 

again incredibly strong from both 

members and corporate partners. 

WOMEN IN HOTELS 

I wanted to personally congratulate 

my colleague, Lucy Randall who 

set up an amazing conference 

and dinner that received incredibly 

positive feedback for this highly 

anticipated biennual event. To all 

that assisted Lucy in making this 

event such a success, congrats! 

I was fortunate to attend the dinner 

where both Loretta Wilmshurst and 

Lisa Matthews were inducted into 

the Hall of Fame, with beautiful 

stories relived for both. Both are 

incredible women who are highly 

respected throughout the industry. 

A source - who will remain 

anonymous - sent through some 

observations that were made 

throughout the day. 

I would like to put this on the 

record that I’ve always thought that 

Lisa Matthews’ husband, Graham, 

is a dashing figure by the way! 

Keep reading and you’ll understand 

the context. 

One (unnamed) male ventured into 

the inner sanctum of the highly 

successful Women In Hotels 

Conference at EOS in August. 

He cut a lone figure among 160 

women and I’m told he hid at a back 

corner table. 

During the first break, he thought: 

“Well, at least I won’t have to queue 

up to go to the toilet like I do at the 

footy. I’ll have it all to myself.” 

But when he walked past the ladies’ 

toilets and went to stroll into the 

men’s, he was confronted with the 

following sign. 

One of the conference speakers 

described ways of dealing with 

stress. 

Going for a walk, breathing 

exercises and meditation were all 

recommended. 

A delegate was going to ask if “a 6 

o’clock gin and tonic” could be added 

to the list, but thought better of it. 

I’m told the food was fabulous 

at every break and at the awards 

dinner. Well done to the team 

at Eos. 

Lisa Matthews is renowned for her 

hospitality leadership skills and 

resilience, and she was a worthy 

inductee into the Women In Hotels 

Hall of Fame. 

That resilience was shown in 

her youth, when she was an 

accomplished horse rider. 

The audience learned that “she 

certainly learnt the art of ‘getting 

back on the horse’, having suffered 

multiple injuries and broken 

bones, once having the side of her 

face reconstructed following an 

unfortunate head butt from a horse, 

not to mention breaking her collar 

bone 4-5 times.” 

He wasn’t inducted into the Hall 

of Fame but one person was 

celebrating as if he had. 

That was none other than Lisa 

Matthews’ husband, Graham. 

It wasn’t a case of reflected glory. 

He just liked the announcement 

speech, where he was described as 

“dashing”. 


O N E F O R T H E R O A D W I T H V A U G H A N Y 

If you have any entertaining 

stories and photos to 

share, please email them to 

svaughan@ahasa.asn.au . 

PLEASE ENJOY PHOTOS TAKEN OVER THE LAST MONTH. 

I’m told he wore a smile as big as 

the winners for the rest if the night. 

We have some stellar waiters in 

South Australia. 

At an award-winning Hills hotel, a 

waiter was setting up cutlery for 

main course. Suddenly he paused 

and said: “Sorry, I’m just presuming 

you’re right-handed. Anyone here 

left-handed?” Now that’s attention 

to detail. 

Here are a couple of pics taken 

at the Women In Hotels event, 

starting with Penny and Jane who 

made the trek from Streaky Bay, 

along with Renee (middle) who 

came across from the Penneshaw 

Hotel , Kangaroo Island. 

It was great to catch up with Katrina, Tim and Adam recently at the Commercial Hotel in Jamestown. 

Lovely to catch up with Lesley at the German 

Arms Hotel . 

Jeff Owens, Hospitality Manager at the Adelaide 

Festival Centre, with Didier from the AHA|SA 

office. 

Was great to meet with Rajiv Matthew, Cluster 

General Manager at the Avani Adelaide 

residences on Franklin Street. 

Sherie Meek behind her bar at the Hahndorf Old 

Mill . 

This next photo showcases 

Natarsha, Anna, Alisa and Belinda 

from the AHA|SA, accompanied by 

160-plus name tags which was a 

record attendance for this event. 

Always a pleasure to catch up with Chris Jarmer 

Extremely fortunate to attend the stunning new 

Bobbi’s Bar and Restaurant down at the Hilton 

Hotel . Big thanks to Elisa and James for hosting 

the event, along with their wonderful team. 

Riverside Hotel in Tailem Bend is gearing up 

for a big summer. Great that my hardened biker 

mates posed for a photo! 

Welcome to new publicans Craig and Hayley at the 

Oakbank. Craig also had all of his family members 

at the pub on a quiet Thursday afternoon! 


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R E G I O N A L M E E T I N G S 

REGIONAL MEETINGS 

The AHA|SA held two fantastic regional meetings in the month of August. 

A big thank you to Shelley and Rob and their wonderful staff for hosting the regional meeting at the 

Railway Hotel l Jamestown on 15 August, and for the delicious lunch! 

It was also a great meeting at the Hotel Elliot on 29 August for the South Coast and Hills region. 

Thank you to Matt, David, Amanda and the team for the hospitality. The new venue was stunning! 

Both meetings saw a great turnout by members and corporate partners – thank you to everyone attended 

and supported these events. 


W O R K P L A C E R E L A T I O N S 

Are you classifying your 

employees correctly? 

OWEN WEBB - AHA|SA WORKPLACE RELATIONS MANAGER 

One of the most common queries the workplace 

relations team receive from AHA|SA members is 

how to determine appropriate classification levels for 

employees under the Hospitality Industry (General) 

Award 2020 (HIGA). 

In this article we explore how to appropriately classify 

an employee and why it’s so important to ensure they 

are paid at the correct classification level. 

AWARD COVERAGE 

In determining the appropriate classification level we 

firstly need to ascertain whether both the employer and 

employee are covered by the HIGA in accordance with 

Clause 4 of the Award. 

The HIGA is an industry based Award and it covers: 

• Employers in the hospitality industry throughout 

Australia; and 

• Employees (with a classification defined in Schedule 

A - Classification Structure and Definitions) of 

employers in the hospitality industry. 

The hospitality industry for the purposes of the HIGA 

incorporates not just hotels but also a variety of other 

types of establishments such as resorts, motels, 

serviced apartments, caravan parks, ski lodges, casinos, 

caterers and many more. 

Once the employer has been determined as an 

establishment that is covered under the definition of 

hospitality industry in the HIGA, it is then a question 

of looking at Schedule A of the HIGA – Classification 

Structure and Definitions to determine whether the 

employee’s position fits under the HIGA. 

SCHEDULE A – CLASSIFICATION STRUCTURE 

AND DEFINITIONS 

Schedule A of the HIGA contains several streams 

including a food and beverage stream, kitchen stream, 

guest services stream, administration stream, security 

stream, leisure activities stream, stores stream, 

maintenance and trades stream and managerial 

staff stream. 

Each stream contains several grades, with a 

classification definition under each grade outlining 

the respective duties and any level of training required 

to be classified at that grade. Each grade also has 

a corresponding wage level number next to it. For 



example under the Food and beverage stream a 

Food and beverage attendant grade 2 (wage level 2) 

classification is defined as an employee: 

“… who has not achieved the appropriate level of training 

and who is engaged in any of the following: 

• Supplying, dispensing and mixing liquor, including 

selling liquor from the bottle department; 

• Assisting in the cellar or bottle department 

• Undertaking general waiting duties for food and 

beverages or both, including cleaning tables; 

• Receiving money; 

• Attending a snack bar; 

• Performing delivery duties; and 

• Taking reservations, greeting and seating guests.” 

Once the classification wage level in Schedule A has 

been determined we can then ascertain the minimum 

hourly rate (excluding loadings) for the employee by 

cross checking the classification wage level with the 

corresponding wage level contained in Clause 18 of the 

HIGA – Minimum Rates. 

APPROPRIATE LEVEL OF TRAINING & TRADE 

QUALIFICATIONS 

A number of classification definitions in Schedule A 

make reference to the term appropriate level of training. 

There are several instances where an employee will be 

classified at a higher classification level in the respective 

stream where they have achieved the appropriate level 

of training. 

Appropriate level of training under the HIGA is defined 

under Clause 2 as an employee who: 

“(a) has completed an appropriate training program that 

meets the training and assessment requirements of 

a qualification or one or more appropriate units of 

competency forming part of a training package; or 

(b) has been assessed by a qualified skills assessor as 

having skills at least equivalent to those attained in 

an appropriate training program; or 

(c) as at 30 June 2010, has been doing the work of 

a particular classification for a period of at least 

3 months.” 

Those who are recruiting and subsequently classifying 

employees for roles need to ensure that when 

onboarding employees they obtain records of any 

relevant training that the new employee may have 

previously undertaken (e.g. Certificate II, III or higher in 

hospitality or cookery). 

The HIGA in Schedule A also makes references to 

grades that contain a tradesperson classification. 

For example the cooking stream refers to Cook 

Grade 3 (tradesperson) (wage level 4), Cook Grade 

4 (tradesperson) (wage level 5), and Cook Grade 5 

(tradesperson) (wage level 6). 

Where the classification level refers to tradesperson, 

the employee will need to be able to produce to the 

employer relevant trade qualifications as proof of 

evidence that they are trade qualified in order to be 

classified within that tradesperson classification level. 

NATIONAL STRUCTURE 

The HIGA is a national modern award which contains 

a classification structure under Schedule A which is 

applicable to employers and employees across Australia 

in the hospitality industry. 

The classification structure is a national structure and 

therefore does not contain references to any state or 

territory based legislation. We often get enquiries at 

the AHA|SA about whether an employee’s approval 

as a gaming employee or manager under the Gaming 

Machines Act 1992 (SA) or responsible person approval 

under the Liquor Licensing Act 1997 (SA) affects the 

level that the employee should be classified under. As 

there is no reference to these South Australian Acts, 

the HIGA does not make any distinction between 

classification levels based on whether an employee is 

approved as a gaming manager, gaming employee or 

responsible person. 

Ultimately the employee’s classification is defined 

according to the definition outlined within the 

classification level. For example one of the duties 

outlined under the Food and Beverage attendant grade 

3 (wage level 3) classification level is “attending a 

wagering terminal, electronic gaming terminal or similar 

terminal”. This is the only reference to gaming (outside 

of casinos) under the HIGA, there is no distinction as to 

whether someone is approved as a gaming employee or 

gaming manager under the Gaming Machines Act 1992 

(SA). 

MANAGERIAL CLASSIFICATION 

The HIGA provides a classification level under Schedule 

A.2.9 for managerial staff. There are parameters around 

which roles can be classified under the managerial 

classification. 

Firstly for a role to be considered under the managerial 

staff classification the employee needs to be employed 

in a hotel. A hotel is defined under Schedule A.2.9 as: 

“hotels, resorts, casinos, taverns, wine saloons, wine and 

spirit merchants retailing to the general public and other 

retail licensed establishments in or in connection with 

accommodation, with the selling of drinks, preparing and 

servicing food and drinks, cleaning and attending to the 

premises and all other associated services. “ 

Having determined that the establishment is a hotel, we 

then need to look at the employees’ duties and level of 



responsibility to ascertain if the employee falls within 

the managerial classification definition. The managerial 

classification definition is as follows: 

“ … an employee (however designated) who: 

• Under the direction of senior management is required 

to manage and co-ordinate the activities of a relevant 

area or areas of the hotel; and 

• Directs staff to ensure they carry out their duties in the 

relevant area or areas of the hotel; and 

• Implements policies, procedures and operating 

systems for the hotel “ 

The employee must have also completed an 

appropriate level of training in business management 

or have relevant industry experience, including in 

supervising employees in one or more areas of a hotel. 

An indicative position that would fall under the 

managerial classification level is that of a Duty/ 

Assistant Manager. 

If an employer has determined that the employee fits 

within the managerial classification structure based on 

the definition under Schedule A.2.9, the employer then 

has the option of either paying the role according to an 

hourly rate or alternatively under a salary arrangement. 

The rates of pay for managerial staff employees paid 

under an hourly rate are contained under Schedule B.5 

of the HIGA. 

Salary arrangements for managerial staff are contained 

under clause 18.2 and clause 25. Clause 18.2 stipulates 

the minimum annual salary that is required to be paid to 

a managerial staff employee. Clause 25 is the salaries 

absorption clause, where payment of at least an 

additional 25% above than the minimum salary under 

clause 18.2, exempts the employer from providing 

to the employee the benefit of terms and conditions 

within a range of clauses of the HIGA including - Breaks, 

Allowances, Overtime, Penalty Rates, Annual Leave 

Loading and additional public holiday arrangements. 

“It’s important for employers 

to classify their employees 

in accordance with the 

correct classification level 

of the HIGA.” 

There are some positions which are specifically 

excluded from the managerial classification of the 

HIGA and would therefore be considered award free. 

Positions that are excluded from award coverage 

include an employee who is required to undertake the 

duties of senior management or is responsible for a 

significant area of the operations of one or more hotels. 



Indicative positions which are excluded from award 

coverage include: company secretary, chief accountant, 

human resources manager, financial controller, venue 

manager, general/hotel manager, executive assistant 

manager, regional manager. 

WHY IS IT IMPORTANT FOR EMPLOYERS TO 

CLASSIFY EMPLOYEES CORRECTLY? 

It’s important for employers to classify their employees 

in accordance with the correct classification level of 

the HIGA. A failure to pay the employee at the correct 

classification level will result in potentially significant 

backpayment of wages and entitlements. 

An employee also has the potential to make a claim in 

the South Australian Employment Tribunal or Court for 

an underpayment of wages and entitlements arising 

from being paid at the wrong classification level. 

Section 45 of the Fair Work Act 2009 (Cth) provides 

provisions which prohibit an employer from 

contravening a term of a modern award and can result 

in not only the awarding of backpay to an incorrectly 

classified employee under an award but also the 

provision of civil penalties applying to the employer if 

found guilty of a contravention. 

WHAT CAN EMPLOYERS DO TO ENSURE THEY 

CLASSIFY EMPLOYEES CORRECTLY? 

To ensure they are classifying employees correctly 

under the HIGA, it is imperative that employers 

undertake the following measures: 

• Ensure they have a job description which clearly 

outlines the duties and responsibilities that the 

employee is required to perform in their role and the 

level of qualifications they may be required to hold. 

• Ensure that based on the employees’ duties, level of 

responsibility and any appropriate level of training or 

qualifications required, the employer reads through 

Schedule A of the HIGA to determine the correct 

classification level for the employee. 

• Prior to the new employee starting obtain evidence 

of any prior training certifications and or trade 

qualifications. 

• Ensure that the employee’s HIGA classification level 

is clearly articulated in their contract of employment. 

• Contact the AHA|SA if further assistance or advice 

on employee classification levels is required. 


K I T C H E N E Q U I P M E N T 

Two Of The Stars Of 

Kitchen Equipment 

Efficiency is crucial to success in the fast-paced world 

of commercial kitchens. Even with the best staff, you’ll 

struggle with the right ‘tools’. 

Two hard-working pieces of equipment are the combi 

oven and the humble dishwasher. 

Some of the information in this article is for less 

experienced operators, with more high-level tips 

(and reminders) included later in the story. 

COMBI OVENS 

If you’re a hotel owner, a seasoned chef or a kitchen 

manager looking to improve your operations, the 

purchase of a new combi oven has to be in the frame. 

The combi oven revolutionised the way chefs work. 

Combining the functionalities of a traditional oven and 

a steamer, it offers a multitude of cooking options in 

one powerful appliance. 

Whether you’re baking bread, roasting meat, steaming 

vegetables, or even sous vide cooking, a combi oven 

can handle it all. This versatility not only saves space 

by eliminating the need for multiple appliances but also 

saves time and energy. 

The precise temperature and humidity control ensures 

consistent and even cooking results. This is especially 

crucial for large functions where a consistent output 

is necessary. 

KEY FEATURES AND FUNCTIONS OF A COMBI OVEN 

A combi oven typically consists of three main 

components: a heating element, a steam generator, 

and a control panel. 

The heating element provides the dry heat necessary 

for baking, roasting, and grilling. It is responsible for 

maintaining the desired temperature within the oven 

chamber. The steam generator, on the other hand, 

produces steam that can be injected into the oven 

chamber to add moisture to the cooking process. The 

control panel allows chefs to set precise temperature, 

humidity and cooking time parameters. 

Combi ovens usually come with several cooking 

modes, including steam, convection, combination 

(steam and convection), and even sous vide. Each 

mode serves a specific purpose and offers unique 

benefits. Understanding these modes and their 

applications is key to unlocking the full potential of 

your combi oven. 

TIPS FOR MAXIMISING EFFICIENCY OVEN 

1. Optimise cooking times and energy usage: 

Combi ovens offer the advantage of faster cooking 

times compared to traditional ovens. By utilising 

the precise temperature control and steam 

function, you can reduce cooking times without 

compromising on quality. This not only improves 

efficiency but also saves energy in the long run. 

For example, commercial kitchen equipment and 

cooking experts, Comcater, has combi oven solutions 

that conserve energy and increase sustainability, 

using highly sensitive sensors to detect and evaluate 

the current conditions in the cooking cabinet and 

adapt energy levels to meet the food requirements. 

This ensures food is cooked at the right temperature 

for the right amount of time — saving energy and 



the cost of running ovens for too long or at too hot 

a temperature. Additionally, short preheating times 

eliminate the need for the standby mode commonly 

used with conventional appliances. The combi oven 

only needs to be on when cooking, reducing energy 

costs up to 70%. 

2. Invest in quality cookware: Invest in cookware 

that is compatible with the oven’s functionalities. 

Stainless steel pans and trays are ideal for even heat 

distribution and easy cleaning. Additionally, using 

perforated trays or steam pans can enhance the 

steam cooking process by allowing better steam 

circulation. 

3. Clean and maintain: Regular cleaning is essential 

for many reasons – but don’t be tempted to overlook 

your maintenance schedule. This is what will give 

you optimal performance and longevity of the oven. 

Clean filters and regularly inspect the door seal for 

any signs of wear or damage. Replace the seal if 

necessary to maintain optimal performance. The 

steam generator is a vital component of a combi 

oven. Consistently descale the steam generator 

according to the manufacturer’s instructions to 

remove mineral deposits and ensure efficient steam 

production. Failure to descale can lead to reduced 

performance and costly repairs. 

4. Train your staff: Especially in regional areas 

experiencing turnover, make sure that new 

staff working solo or in a very small team, 

fully understand the different cooking modes, 

temperature and humidity controls, and cleaning 

procedures for your specific oven. For example, do 

they understand that preheating a combi oven to the 

desired temperature will reduce the overall cooking 

time and ensure even heat distribution.Also, do 

they understand the art of batch cooking? A small 

amount of training can achieve substantial benefits. 

Comcater (see advertisement on facing page) was 

established in1979, and provides premium advice, 

training and equipment to help customers select the 

best equipment for their commercial kitchen. It has 

a nationwide team of over 150 experienced staff 

including chefs, service technicians and industry 

focused personnel. The company is dedicated to 

continuingto provide their customers with the latest 

advice and training. 

DID YOU KNOW? 

• Smoking: Some combi ovens offer smoking 

capabilities, allowing you to infuse your 

dishes with delicious smoky flavours. 

• Dehydrating: A combi oven can also be used 

for dehydrating ingredients, such as fruit, 

vegetables, and herbs. By using the lowtemperature 

mode with the fan on, you can 

gently remove moisture from your ingredients, 

preserving their flavours and textures for 

extended shelf life. 

For example: 

• “Dishy” staff should be educated on the proper 

use of detergents. Using the right products in the 

correct quantities ensures effective cleaning while 

preventing any damage to the dishwasher. Regular 

cleaning and maintenance should be emphasised 

to prevent the accumulation of debris and the 

formation of scale or mould. 

• Additionally, dishwasher attendants should be 

trained on troubleshooting common issues that 

may arise with the dishwasher. This includes 

identifying and addressing clogs, leaks or any other 

malfunctions. By being proactive in identifying and 

resolving problems, attendants can help prevent 

major breakdowns and minimise downtime in 

the kitchen. 

• All of your “dishies” should be trained on the correct 

loading and unloading techniques to maximise the 

machine’s capacity and efficiency. Overloading the 

dishwasher can lead to poor cleaning results and 

potential damage to the equipment. 

By instilling proper usage and care practices in 

dishwasher staff, hotels can protect their investment 

and ensure the longevity of their dishwashing 

equipment. 

HOW TO TRAIN DISHWASHER ATTENDANTS 

IN HOTEL KITCHENS 

Extending the Life of a Dishwasher 

A dishwasher is another significant investment for any 

hotel kitchen, and proper usage and care are essential 

to extend its life. 

This is in the hands of your staff - but training can be 

a challenge, especially for hotels that experience high 

staff turnover. 


Providing you 

with smarter food 

service solutions 

Consult an expert today, visit comcater.com.au 

Behind every great menu


Attendants should also be encouraged to communicate 

any issues or concerns promptly. Whether it is a 

malfunctioning dishwasher, shortage of supplies, 

or any other challenges they may encounter, open 

communication allows for timely resolution and 

minimises disruptions in the workflow. 

Efficient workflow, effective communication and 

teamwork further enhance the performance of 

dishwasher attendants and contribute to the overall 

success of the kitchen. 

A range of AHA|SA Corporate Partners can assist with 

advice and planning. 

These include 

· Stoddart Food Service Equipment 

· Bunnings Group 

· Bunzl 

Hostplus is proud to offer hotel 

staff a wide range of investment 

options to suit their needs. 

Ultimately, their super is their 

money. They should be able to 

invest it their way. Find out more at 

hostplus.com.au/investments 

Super that puts your staff in 

control. That’s a plus. 

This information is general advice 

only and does not take into account 

your personal objectives, financial 

situation or needs. You should 

consider if this information is 

appropriate for you in light of 

your circumstances before acting 

on it. Please read the relevant 

Hostplus Product Disclosure 

Statement (PDS), available at 

hostplus.com.au before making 

a decision about Hostplus. For a 

description of the target market, 

please read the Target Market 

Determination (TMD), available at 

hostplus.com.au . 

Super that puts your 

staff in control 

Issued by Host-Plus Pty Limited 

ABN 79 008 634 704, AFSL 244392 as trustee 

for the Hostplus Superannuation Fund 

(the Fund) ABN 68 657 495 890, MySuper 

No 68 657 495 890 198. 


R EPGUIBOLNI AC L A N M EP ER TO IFNI GL SE 

David Carr with grandson. 

Where hotels shop. 

Creating the perfect 

dish starts with quality 

ingredients. That’s why 

Bidfood is Australia’s 

leading distributor to the 

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trusted by over 50,000 chefs. 

From dry and chilled items, 

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for success. 

To find out more visit bidfood.com.au

W O M E N I N H O T E L S 

WOMEN 

IN 

HOTELS CONFERENCE 2023 

From managing staff, effective communication and social media tips, to 

personal energy and surviving adversity, the 2023 Women In Hotels Conference 

was a smash hit. 

The inaugural Women In Hotels Conference was held in 1994 - a result of the 

growing demand for a gender-specific educational and inspiring network. 

The following stories are a chronological summary of the 2023 event held at 

EOS. Future issues of Hotel SA will feature a range of topics in more depth. 




4.0% ALC/ VOL


OUR TIME TO SHINE 

“Women are the backbone of 

this state’s hospitality industry,” 

according to the Minister for 

Tourism, Zoe Bettison. 

Giving the opening address to 

the biennial Women In Hotels 

Conference, she praised its 29- 

year history and the way it inspires 

delegates, allows them to share 

knowledge and to strengthen 

networks. 

• The Minister has attended the 

conference on several occasion. 

• She noted that women are often 

a key decision maker or director, 

that more female licensees are 

running their own venues and 

are in executive positions in 

accommodation. 

• Minister Bettison revealed that 

the current visitor spend of 

$9.4b was a record high, 16% 

up on pre-Covid levels. April was 

the strongest month on record 

thanks to two new events, LIV 

Golf and AFL Gather Round. 

• That spend flowed into hotels 

and bars, with higher room 

values. 

• She said the goal was to achieve 

that level of visitor nights and 

spending across the entire year. 

• The Minister urged hotel 

employees to be ambassadors 

for SA, saying “it is our time 

to shine.” 

• “Each and every one of you 

play a role... and your people 

connections make a difference.” 

WE’RE HERE TO HELP 

The strong message from AHA|SA 

CEO, Anna Moeller, was: “We are 

here to help.” 

• She outlined the wide range of 

services provided by the AHA|SA, 

as well as the plethora of issues 

the Association is working on, 

including: 

• the Late Night Code 

• liquor restrictions 

• enterprise bargaining 

• licensing submissions 

• a gaming machine trading 

round review… and much 

more. 

• “Make sure you access our help 

when you need it,” she urged 

delegates. “We’re like your 

insurance cover.” 

Katherine Taylor, Manager of 

Accommodation and Tourism 

spoke about the formation of 

Accommodation Australia: 

• Accommodation Australia 

is the amalgamation of the 

accommodation division of the 

AHA and the Accommodation 

Association of Australia. 

• Not only will it provide a 

unified voice, the appointment 

of respected industry figure 

Jenny Lambert will “help 

Accommodation Australia 

tackle the number one issue 

holding back the sector – the 

skills crisis.” 

Natarsha Stevenson outlined her 

two roles at the AHA|SA: Chief of 

Staff to the CEO – a new position; 

and Manager of Policy and 

Research (Gaming Care). 

• The Chief of Staff role sees her 

working closely with Anna and 

is “an evolution” of the work she 

has been doing. 

• This includes meeting with 

industry representatives and 

key stakeholders, preparing 

submissions to government, 

briefing papers and engaging 

with government and other 

stakeholders to represent 

members. 

• Natarsha touched on a range of 

issues, including responses to 

the ongoing skills shortage, the 

Late Night Code and a review 

of training for gaming. 



HALL OF FAME 

INDUCTEES 

Loretta Wilmshurt 

Lisa Matthews 

Two industry role models – Lisa Matthews and Loretta 

Wilmshurst – have been inducted into the prestigious 

Women In Hotels Hall of Fame. 

Both will be profiled in upcoming issues of Hotel SA. 

The award recognises those who have made a 

significant contribution to the South Australian hotel 

industry. This year, the presentations took place at a 

special dinner, held at the conclusion of the Women 

In Hotels conference on August 22. 

Loretta was the first inductee of the night. 

She was described as a trailblazer, whose story is 

one of courage, determination, and a “steadfast 

commitment to building not just businesses, but vibrant 

communities”. 

Guests heard about her involvement in a wide 

range of hotels, from the Commonwealth Hotel in 

Pt Augusta, to transforming Spuds Roadhouse in 

Pimba near Woomera. 

The second inductee of the night, Lisa Matthews, is 

a third-generation member of the Matthews family. 

Her formal duties at the family hotels started in 

the office at the Feathers Hotel while she was 

at university: “Learning all aspects of the hotel, 

overseeing the tills, service during lock-ins, pulling 

beers and ensuring service excellence, she embraced 

every aspect of the Matthews Hospitality ethos and 

expectations.” 



WOMEN IN LEADERSHIP 

Bianca Dawson, Chief Training And 

Development Officer at Australian 

Venue Co, describes herself as a 

“leadership nerd”. 

“160 women talking about hospo is 

like Christmas,” said the founder of 

the successful HerHospo program. 

• Coming from a hospitality family, 

she quickly learned “the value of 

guest experience” and picked up 

her parents’ passion, describing 

it as “contagious” (although they 

did try to steer her away from 

hospitality). 

• On that point, Bianca noted that 

while 73% of teenagers say 

parents are biggest influence on 

them – few parents encourage 

their children to choose a career 

in hospitality. 

• “In a time of staff shortages, we 

need to be the industry of choice,” 

she said. 

• Around broad themes of 

education, inspiration and 

empowerment, she covered a 

wide range of topics – including 

gender equality and working 

with male leaders to help them 

overcome unconscious bias. 

These issues will be the focus of 

future stories in Hotel SA. 

EXCELLENCE: 

• Set levels of excellence and 

consequences. If you accept lower 

standards, your good performers 

start to perform poorly. 

LEADERSHIP: 

• Managers might know a hotel and 

its systems inside out. But are you 

a leader? 

• Don’t underestimate your value as 

a leader and how much people are 

looking to you. 

• “Accountability starts with us, as 

leaders.” 

EMPATHY: 

• “Authentic leadership is key.” 

• Be honest. You can admit to 

having a tough day. 

DELEGATION: 

• If you can’t have a day off, or 

your team is constantly calling 

you on your day off, “that is not a 

badge of honour”. Not being able 

to delegate will lead to burn out. 

• Consider using the BALM Model. 

RECRUITMENT: 

• “We are not great recruiters.” 

• When someone leaves, consider 

how the role might change. 

Don’t use a cookie cutter job 

description; it may not be 

relevant to your operation. 

• When someone has no 

experience, ask questions that 

reveal personality. 

FEEDBACK 

• The importance of specific and 

clear communication that is 

regular, immediate and in an 

appropriate location. 

• “Avoid the sh!# sandwich.” 

Delegates certainly related 

to this. 

• “What are you working on to 

improve?” Staff should be able to 

answer this question because of 

the regular feedback you provide. 



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PENGUIN BLOOM: 

LESSONS FOR ADVERSITY 

Photo courtesy Cameron Bloom 

Keynote speaker Samantha Bloom – the inspiration 

for the movie Penguin Bloom – delivered so many 

messages of inspiration it’s hard to know where 

to start. 

Living a dream existence, Sam’s life was turned 

upside down when she fell six metres onto concrete. 

Her devastating injuries included severe damage 

to her spinal cord, leaving her paralysed from the 

chest down. 

Struggling with suicidal depression, Sam tapped into 

the spirit of an injured magpie, “Penguin” , to piece 

together a new life and become a world-class athlete, 

author and household name. 

Encapsulated into a single sentence, her recovery 

almost sounds like a fairytale. 

Far from it… and Sam tells her story raw. 

Her style has been described as “unflinching”, and it is. 

It is a powerful insight into the “how” and “why” of an 

individual, who was broken physically and mentally, 

triumphing against devastating odds. 



LESSONS 

Delegates at the Women 

In Hotels Conference were 

taken into Sam’s “battle with 

the darkness”. She admitted 

that she found herself “filled 

with shame and anger”, 

“hated waking up” and 

“craved oblivion”. 

Such ‘confessions’ make 

her messages all the more 

powerful. While self-help 

gurus tout similar lessons, 

they lack the lived misery that 

is at the core of Sam’s advice. 

Lessons such as: 

• While “some things suck”, 

don’t let misery block you 

from great happiness. 

You may be “shocked that 

so much can change for 

the better in a relatively 

short time”. 

• Make your dreams happen today, not tomorrow. 

• “Frequent lows and rare highs - gravel and diamonds 

- that’s what almost everyone’s life journey looks 

like, and mine is no exception.” 

• While we are stronger than we think we are, we 

can’t do it alone. Ask for help instead of giving up or 

surrendering to self pity. 

• “Don’t fixate on what you can’t do, or don’t have.” 

• Nothing feels as good as helping others. 

Sam shared her story because, as she puts it, “anything 

is possible if you are creative and determined enough to 

make it happen.” 

A compelling part of the day was a discussion about 

the difficulties of access in the hotel sector, which was 

brought to life by this video . 

Future issues of Hotel SA will feature advice on how to 

improve access at your property. 

A week following Sam’s presentation, she travelled to 

the USA to compete at the US Para Surf Championships 

and became a three times World Champion in the 

unassisted category. 

You can find more information about Sam here . 





Great Taste. 

Low Carb. 

How Good.

X 



W O M E N I N H O T E L X 

S 


X 


Photos from the highly successful Women In Hotels Conference and the Hall Of Fame dinner. 

If you weren’t there, make sure you don’t miss the next event in 2025. 



S 



HOTEL BRANDING 

INSIGHTS 

Jordaine Chattaway, Brand Strategist from Fuller 

Brand Communication, used practical examples 

when she addressed the conference. Messages 

included: 

• A brand is not a logo and a visual identity is just 

the tip of the iceberg when developing branding 

for your business. 

• Create something unique as a selling point, 

focusing on: 

• Purpose: why people should come to your 

hotel. Be authentic. 

• Position: what makes you unique, your “secret 

sauce” and why someone might choose your 

venue over another. 

• Personality: list the traits that match your 

business. 

• Promise: what can you guarantee every time? 

Make it attainable but also stretch yourself. 

• Proof points: this is a list of ways you deliver 

on your brand promise. It should not change 

over time. 

• Jordaine also provided an insight into several 

branding projects that Fuller had been involved 

with – Eyre Peninsula and The Prairie Hotel. 

To find out more go to fuller.com.au or contact 

Paul Kitching at paul.kitching@fuller.com.au 

or 0413490573. 



MINDFUL 

COMMUNICATION 

AND CONNECTTION 

Poor workplace communications leads to lost sales, 

low morale and missed performance goals, according 

to author, writer and speaker Summer Land from 

EQ Minds. 

She offered the following advice to conference 

attendees: 

• People only hear 7%; tone of voice and body 

language make up 93%. 

• After people have left your presence, do they feel up 

and inspired, or have you brought them down? 

• This was followed up, half-jokingly, with the 

observation: “Some people light up a room when 

they leave.” 

• Summer counselled each individual to take 

responsibility for their energy. What energy do you 

want to bring where and when? 

HOW TO SHIFT YOUR ENERGY 

Summer offered the following techniques for mindful 

energy shifts: 

• Ask: is this energy helping me or harmful? 

• Smile 

• Breath work. Deep breaths. Fastest way to calm. 

• Walking also calms you down. Even a simple walk 

around the block. 

• Use music to settle yourself or pump yourself up. 

• Meditate. 

• Journaling. Vents your feelings on paper. 

Difficult conversations: 

• Undertake in person 

• Avoid public shaming 

• State what it’s about from the start 

• Ask a lot of questions 

• Avoid “I” and “Me” – it’s about “Us” 

• Don’t use a nice compliment and then “but”. 

It negates the compliment. 

Email or in person? 

• An email will always be read in the tone of the other 

person’s mood. 

• If it is high stakes, try and have the conversation in 

person or over the phone. 



SUSTAINABILITY 

SUSTAINABILITY CAN CUT COSTS 

A five-person panel on sustainability left delegates with 

a better understanding of how sustainability measures 

can cut costs, not add to them. 

Chaired by KESAB CEO Wendy Bevan, the panel also 

explained how hotels could gain an employment 

advantage by showcasing their commitment to good 

environmental practices. 

Key advice: 

Sarah Bruns, KESAB. 

• Having worked in hotels, she stressed the 

importance of educating staff in a way they can 

relate to. 

• Bring them along on the journey. Involve the people 

around you. Make it personal. 

• Early wins can provide the basis for more ambitious 

measures. 

• Just get started! 

Claire Kneller, Managing Director of WRAP 

Asia Pacific 

. • Reducing food waste in hotels makes financial 

sense. Can be low monetary cost or no cost, but it 

will involve a time investment. 

• Cited an example of a large hotel that halved its 

food waste in 15 weeks. 



• The average benefit to cost ratio is 7:1. $1 spent 

saves $7. 

• Over 70% recoup their investment in one year, and 

95% in 2 years. 

• Average site saved 4c on every dollar of COGS. 

• How to: 

• Measure your food waste. 

• Engage your staff 

• Rethink your buffet – reduce food over 

production. Staff can tell you what foods are 

not eaten. 

• Engage with suppliers about bespoke ordering. 

It cuts your food purchasing cost. 

• Repurpose your excess food. 

Jessica Wundke, Manager Policy Reform at Green 

Industries SA. 

• Food waste diversion - get your waste into a 

composting system, rather than landfill. 

• SA system is great and leads to the regeneration of 

soil in SA. 

• Green Industries SA can assist, including tips and 

signage. 

• Single use plastics: discussion around compostable 

options where single use can’t be avoided. (More on 

this in future issues of Hotel SA.) 

• You won’t be perfect first time. Look 

back and reflect – what could we have done better? 

• Make it a game. Make it a competition. Keep trying, 

don’t give up. 

Nick Palousis, Founder and CEO for 2XE. 

• Spoke about ‘how to win’ by reducing energy, waste 

etc to cut costs. 

• About to launch a project with the AHA|SA. They 

have assessed 70 pubs of all sizes. 

“The boring stuff” tends be simple and provides 

good returns: 

• Refrigeration systems are the least maintained. 

Clean the filters and condensing coils 

• Lighting – upgrade to LED because it uses 80% 

less energy and produces a lot less heat, so air 

conditioning does not have to work as hard. 

• Calculate your greenhouse gas emissions footprint – 

government is mandating it for large business 

next year. 

• How do you increase revenue from being more 

sustainable? Corporate customers want green 

accommodation. It gets included in their emissions 

data. Gives you a point of difference if you can 

provide this information. 


XWW O M E N I N H O T E L S 

SOCIAL MEDIA TRENDS 

Simone Douglas, owner of 

Digital Media AOK, gave 

a hands-on presentation 

on TikTok and Instagram 

Reels, offering the 

following advice: 

INSTAGRAM REELS: 

THE NEW FRONTIER 

FOR HOTELS AND PUBS 

Craft a Creative Blueprint: Before you even think 

about hitting that record button, sit down and map 

out a creative plan. Align each reel with your business 

goals and brand identity. This isn’t just content; it’s a 

strategic move. 

Find Your Unique Voice: Don’t just be another hotel or 

pub on Instagram. Establish a creative voice that sets 

you apart. Consistency in format and theme will make 

your reels instantly recognizable. 

The Power of Music: Music isn’t just an add-on; it’s a 

mood-setter. Choose tracks that resonate with your 

brand’s vibe and message. But remember, always 

respect copyright laws. 

Hashtags Aren’t Optional: Think of hashtags as the 

SEO of Instagram. Use them wisely to increase the 

discoverability of your reels. 

Foster Conversations: Want to know what your 

audience thinks? Ask them! Pose a question in your reel 

to encourage comments and discussions. 

Master the Art of Captions: A compelling caption can 

be the difference between a scroll and a stop. 

Use caption starters to hook your audience and keep 

them engaged. 

Entertain to Retain: Sure, reels should be fun 

and entertaining, but don’t forget they can also 

be informational. Use them to showcase special 

offers, happy hour deals, or upcoming events at your 

establishment. 

TIKTOK: WHERE EVERY SECOND COUNTS 

Strategize Your Profile Link: You get one clickable URL, 

make it count. Whether it’s your homepage, a special 

promo landing page, or even a blog post, choose a link 

that serves your business goals. 

Content That Resonates: You can’t connect if you don’t 

resonate. Pay attention to your audience’s likes and 

dislikes, and tailor your content accordingly. 

Diversify to Amplify: Don’t put all your eggs in one 

content basket. Mix it up with different types of 

videos to appeal to a broader audience and keep 

your feed fresh. 

Invest in TikTok Ads: Want instant visibility? Consider 

investing in TikTok advertising. It’s like giving your 

business a shot of social media adrenaline. 

Metrics That Matter: Don’t get lost in the numbers. 

Focus on what truly counts. Video views get eyes on 

your content, but likes, comments, and shares measure 

engagement and brand affinity. 

So, there you have it! Implement these tips and watch 

your social media game transform. And hey, if you’ve 

got questions or want to share your success stories, 

don’t hesitate to reach out. 



S 

ENTERTAINMENT 

AND MEDIA TRENDS 

Tracy Adams, State Sales Manager (SA/NT) at Big 

Screen Video, gave an insight into the future of 

large screens. 

• This included global trends and innovations; 

from outlier $2.3bn dome project in Las Vegas, 

which uses mesh LED the size of hockey pucks; 

to 3D/anamorphic content, seen throughout the 

world from Tokyo to London, but not replicable in 

Australia due to road laws .* 

• Relevant to the South Australian hotel market, pubs 

can consider more achievable options such as: 

• LED video walls with split screen functionality, 

with the option for hotel staff to be able to control 

the screen remotely, using a touchpad or remote 

tablet as opposed to accessing a control room. 

This allows screening of multiple sports and even 

advertising for the hotel; making video walls “not 

just a big TV” 

• This exact style of screen can be seen in the 

Chandelier Bar in SKYCITY or the REZZ 

• Ticker wraps are the next big thing, with 

Winghaus in QLD shown as an example, at 23m 

long wrapped around the venue’s bar. 

Live content feeds (such as odds) keep punters 

engaged & venues can run relevant specials 

• Rise in popularity of curved screens in hospo 

venues interstate 

Danielle Mullins, TAB Wagering Sales Executive, 

covered a wide range of topics, from a vibrant new 

look for TAB, to their ongoing support of the South 

Australian hotels industry 

The exciting refresh of the iconic TAB brand, with the 

launch of the “We’re On” identity, is just the beginning 

of a comprehensive rebrand. The refresh includes a 

vibrant new colour palette and spans a wide array 

of touchpoints, from revamped marketing materials 

and captivating content to eye-catching merchandise 

and signage that will cover the extensive TAB Retail 

network. 

Danielle also outlined TAB’s ongoing support of 

AHA|SA members, including: 

• Digital Commissions paid for ID Verified TAB 

Accounts opened in-venue 

• Retail-exclusive offers delivered via Venue Mode on 

the TAB App 

• Exclusive Racing & US Sport content via SKY 

Racing & Sports 

• Path to zero SKY Racing fees by July 2024. 

TAB has also recently launched the new debatingcreating 

‘Sport is our Sport’ campaign, which is 

currently showing on TV screens across the nation, 

billboards, in cinemas and, of course, in venue. 

• To tease the campaign, TAB started a conversation 


XW O M E N I N H O T E L S 

around the country which asked one contentious 

question – what is Australia’s national sport? 

• TAB customers weighed in on the debate and 35% 

of survey participants said AFL is Australia’s national 

sport. At the same time as polling customers, TAB 

asked their team members and found 41% think 

cricket is our national sport. 

• Regardless of the results, one thing is clear: Aussies 

will play, support and conquer almost any sport. 

Which means there is only one logical answer… 

Sport is our Sport. 

MUSIC MAKES THE DIFFERENCE 

MusicSA is the state’s peak body and advocate for the 

contemporary music industry. 

Due to scheduling issues, Christine Schloithe, CEO of 

MusicSA, was unable to present on the day, but made 

the following points: 

Good Music Month: 

• MusicSA has developed and launched a new project 

to support venues and artists, to promote South 

Australia as a live music destination and elevate 

Adelaide as Australia’s only UNESCO City of Music. 

• Called Good Music Month, it’s a new annual 

open-access state-wide festival highlighting live 

music that runs the full month of November: 

www.goodmusicmonth.com.au 

Why do venues book live artists and musicians? 

• Artists add a layer of entertainment 

• Attract customers 

• Artists add ambience to and activate spaces 

and venues 

• Provide a point of difference 

• Artists provide another point of contact for your 

local community to engage with your venue. 

Current trends and challenges in live music: 

• Small-medium live music venues are doing it 

particularly tough. Business costs have increased, 

audience trends have changed since the pandemic 

and the market of local and touring acts is still 

rebuilding 

• Adelaide has always been known for ‘late’ ticket 

sales for live music events. This is still the case but 

the rest of Australia is now experiencing a consumer 

lag in ticket sales and ticket sales for music in 

venues is slow across the board 

• The music industry continues to face chronic staff 

and skill shortages. The industry is focusing on 

pathways, training and rebuilding a workforce with 

expert skills 

• Audiences aren’t going out as much as they used 

to. The pandemic changed our appetite for ‘live 

performance’ and the more recent economic 

pressures are starting to bite 

• Young audiences appear to have a different 

relationship with alcohol in venues, which is 

challenging the traditional venue business 

models. For some younger audiences, it’s the 

cost of alcohol and for others, it’s a health and 

lifestyle choice 

Despite a seemingly bleak landscape, it is not all 

bad news. Live music is strong and resilient in South 

Australia and the industry is rebuilding and adapting. 


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M E M B E R A D V I C E 

ACCOUNTANCY SERVICES 

Bentleys SA 8372 7900 

Perks Accountants & Wealth Advisers 

08 8273 9300 

Winnall & Co. 8379 3159 

ARCHITECTS & INTERIOR 

DESIGNERS 

Mister Lincoln 0402 777 326 

Studio Nine Architects 8132 3999 

ART & FRAMING 

Art Images Gallery 8363 0806 

ATMS 

Banktech 0408 462 321 

Cashzone 1300 305 600 

Next Payments 1300 659 918 

AUDIO VISUAL 

Big Screen Video 1300 244 727 

Novatech Creative Event Technology 

8352 0300 

BACKGROUND MUSIC 

Foxtel Music 1300 148 729 

Moov Music 1300 139 913 

Zoo Business Media 07 5587 7222 

BANKING & FINANCE 

Bank SA 0403 603 018 


08 8273 9300 

BEVERAGE GASES 

BOC Limited 0424 647 568 

Supagas 8252 7472 

BEVERAGES 

Accolade Wines 8392 2238 

Australian Liquor Marketers 8405 7744 

Big Shed Brewing Concern 8240 5037 

Campari Group 02 9478 2727 

Carlton & United Breweries 13 BEER (13 2337) 

Coca-Cola Europacific Partners 8416 9547 

Coopers Brewery 8440 1800 

CUB Premium Beverages 8416 7819 

Diageo Australia 0401 120 872 

Empire Liquor 8371 0088 

Lion 8354 8888 

Liquor Marketing Group 8416 7575 

Oatley Fine Wine Merchants 1800 628 539 

Options Craft Liquor Merchants 8346 9111 

Pernod Ricard Australia 8208 2400 

Samuel Smith & Son 8112 4200 

Treasury Wine Estates 8301 5400 

BOOKKEEPING 


08 8273 9300 

Winnall & Co. 8379 3159 

CASH HANDLING / TERMINALS 

Banktech 0408 462 321 

BK Electronics 0431 509 409 

Cardtronics 03 9574 4878 

Coms Systems 0408 462 321 

GBay/Aruze Gaming 0424 700 888 

Next Payments 1300 659 918 

CLEANING & HYGIENE SUPPLIES 

Bunnings Group 0435 630 660 

Bunzl 08 8245 6222 

CLEANING COMPANIES 

A Cleaner World 0426 887 364 

SCS Group 1300 664 647 

COFFEE SUPPLIERS 

Grinders Coffee 1300 476 377 

COMPUTER & IT SERVICES 

Boylen 8233 9433 

Compnow 8133 8000 

DEFIBRILLATORS 

AED Authority 03 8710 8666 

St John 1300 78 5646 

ENERGY & SOLAR SOLUTIONS 

Class A Energy Solutions 8391 4853 

PowerMaintenance 1300 700 500 

Trans Tasman Energy 1300 118 834 

EQUIPMENT/SUPPLIES/HARDWARE 


Bunzl 08 8245 6222 

FACIAL RECOGNITION TECHNOLOGY 

COMS Systems 1800 324 918 

Vix Vision 0400 310 326 

FINANCIAL PLANNING 


08 8273 9300 

Winnall & Co. 8379 3159 

FIRST AID 

St John 1300 360 455 

FOOD SERVICES 

Bidfood 0427 099 558 

Galipo Foods 8168 2000 

PFD Foodservice 8114 2300 

Thomas Foods 8162 8400 

FURNISHINGS 

Concept Collections 1300 269 800 

Mister Lincoln 0402 777 326 

GAMBLING SERVICES 

The Lott 132 315 

UBET 8354 7300 

GAMING ANALYSIS 

Independant Gaming Analysis 8376 6966 

Winnall & Co 8379 3159 

GAMING FLOAT RECONCILIATION 


GAMING LOYALTY 

Bluize 1300 557 587 

GAMING MACHINE SERVICES 

Ainsworth Game Technology 0409 171 616 

Aristocrat Technologies Australia 8273 9900 

Coms Systems 0409 283 066 

GIFT CARDS 

The Card Network 1300 375 346 


IGT 8231 8430 

Independant Gaming Analysis 8376 6966 

Konami Australia Pty Ltd 0409 047 899 

MAX 8275 9700 

Scientific Games to Light & Wonder 

0400 002 229 

Statewide Gaming 0448 076 144 

HEALTH INSURANCE 

Bupa 1300 662 074 (#2146982) 

HOTEL BRO KERS 

Langfords Hotel Brokers 0410 605 224 

McGees Property Hotel Brokers 8414 7800 

HOTEL M ANAGEMENT 

H&L Australia Pty Ltd 1800 778 340 

HOTEL M ARKE TING 

Digital Marketing AOK 1300 658 543 

INFORMATION SYSTEMS/SITE PREP 

Max Systems 8275 9700 

INSURANCE 

Aon Risk Solutions 8301 1111 

KITCHEN & BAR EQ UIPMENT 


Bunzl 08 8245 6222 

Stoddart Food Service Equipment 

0468 923 320 

LEGAL SERVICES 

Eckermann Lawyers 8235 3990 

Piper Alderman Lawyers 8205 3318 

Ryan & Co Solicitors 0421 595 815 

Wallmans Lawyers 8235 3018 

MEDI A 

FIVEaa 8419 1395 

Foxtel 1300 138 898 

Solstice Media 8224 1600 

MIGRATIO N 

Migration Solutions 8210 9800 

ONHOLD/MESSAGING 

1800 ON HOLD 8125 9370 

PAYROLL & HR RESOURCES 


08 8273 9300 

Tanda 1300 859 117 

Winnall & Co. 8379 3159 

POS SYSTEMS 

Bepoz 1300 023 769 

Bluize 1300 557 587 

H&L Australia Pty Ltd 1800 778 340 

PROPERTY VALUATIONS 

Knight Frank Valuations & Advisory 

8233 5222 

RETAIL LIQUOR MARKETING 

Liquor Marketing Group 8416 7575 

SIGNAGE & PROMOTIONAL ITEMS 

The Banner Crew 8240 0242 

SPORTS & ENTERTAINMENT MEDIA 

Foxtel 1300 790 182 

STAFF TRAINING & RECRUITMENT 

Adelaide Institute of Hospitality 8338 1492 

The Kingsmen 0410 416 655 

Maxima 8340 7766 


08 8273 9300 

St John 1300 360 455 

SUPERANNUATION 

HostPlus 0418 327 607 

WEBSITES 

Boylen 8233 9433 


GAMING CARE 

GAMING CARE works with all South Australian Hotels with gaming 

machines to reduce the harm caused by problem gambling. 

Providing the hotel industry with the capacity to respond to community concerns related 

to the harm associated with gambling by contributing to early intervention and support 

for problem gamblers and their families. 

Minimising the harm caused by problem gambling behaviour by fostering a compliant 

and proactive industry that works with regulators, gambling help services and gaming 

patrons to minimise harm caused by gambling. 

Assisting licensees and hotel staff with their compliance obligations, and supporting 

venue staff through education and training regarding the recognition of problem 

gambling indicators and assisting in accurately documenting patron behaviour. 

Providing licensees and hotel staff with the confidence and skills required to engage 

directly with patrons who are showing indicators of potential problem gambling, enabling 

them to intervene early and refer the patron to a gambling help service, or other support 

options if required. 

Contact your local Gaming Care Officer, or our Office, for 

information on how Gaming Care can assist your venue. 

T 08 8100 2499 F 08 8232 4979 

E info@gamingcare.org.au 

4th Floor AHA|SA House 

60 Hindmarsh Square, Adelaide SA 5000 

For any assistance or support 

please contact your local 

Gaming Care Officer, or our 

office for information on how 

Gaming Care can assist your 

venue.

CORPORATE PARTNERS 2023/24 

GAMING CARE 

D I A M O N D 

P L A T I N U M 

G O L D 

S I L V E R 

131 733 

AED Authority 

Ainsworth Game Technology 

Boylen 

Campari Group 

Konami 

pfdfoods.com.au 

Australia Pty Ltd 

For full product range and details 

of your nearest branch 

Light & Wonder 

Options Craft Liquor Merchants 

Ryan & Co. Solicitors 

Australian Liquor Marketers 

Digital Marketing AOK 

Liquor Marketing Group 

PFD063 Hotel SA Advert (1/4 Page).indd 1 

18/05/09 11:47 AM 

Samuel Smith & Son 

BankSA 

Big Screen Video 

Bluize 

Empire Liquor 

Foxtel 

IGT 

Novatech Creative Event 

Technology 

Oatley Fine Wine Merchants 

Stoddart Food Equipment 

Tanda 

B R O N Z E 

1800 ON HOLD 

Cashzone 

Langfords Hotel Brokers 

St John 

A Cleaner World (ACW) 

Adelaide Institute of Hospitality 

Banktech 

Bentleys Accountants 

Big Shed Brewing Concern 

BK Electronics 

BOC Limited 

Bunnings Group 

Bunzl 

Class A Energy Solutions 

Compnow 

COMS Systems 

Concept Collections 

Eckermann Lawyers 

GBay/Aruze Gaming 

Independant Gaming Analysis 

Knight Frank Valuations & 

Advisory SA 

McGees Property Hotel Brokers 

Next Payments 

Perks Accountants & Wealth 

Advisers 

Piper Alderman Lawyers 

PowerMaintenance 

SCS Group 

Solstice Media 

Statewide Gaming 

Studio Nine Architects 

Supagas 

The Banner Crew 

The Kingsmen 

Trans Tasman Energy Group 

Vix Vision 

Wallmans Lawyers 

Winnall & Co 

H O T E L I N D U S T R Y S U P P O R T E R 

Art Images Gallery 

Maxim 

Bupa 

Migration Solutions 

The Card Network 


L I C E N S E E T R A N S F E R S 

SEPTEMBER 2023 

HOTEL LOCATION EFFECTIVE DATE NEW LICENSEE 

Republic Norwood Magill 31.07.23 Hotel Republic Pty Ltd 

Springton Hotel Springton 04.08.23 Tammara Lee Crossman 

Golden Port Tavern Port Adelaide 05.08.23 PA Globe Hotel Pty Ltd 

Oakbank Hotel Oakbank 14.08.23 Redford Group Pty Ltd 

Austral Motel Hotel Quorn 15.08.23 Marcia Jean Hardy, Maxwell George Preedy and Jason David Smith 

N E W A H A | S A M E M B E R S 

South Aussie Hotel, Mount Gambier 

OFFICE HOLDERS 

CONTACT 

OFFICE 

Level 4, 60 Hindmarsh 

Square, Adelaide SA 5000 

POSTAL 

PO Box 3092, 

Rundle Mall SA 5000 

P (08) 8232 4525 

P 1800 814 525 Toll Free 

F (08) 8232 4979 

E information@ahasa.asn.au 

W www.ahasa.asn.au 

EXECUTIVE COUNCIL 

DAVID BASHEER 

SAM McINNES 

President 

Secretary Treasurer 

MATTHEW BINNS MATTHEW BRIEN 

Vice President 

Executive Council 

LUKE DONALDSON ANNA HURLEY 

Deputy Vice President Executive Council 

COUNCIL 

BRAD BARREAU 

ANDREW BULLOCK 

SIMONE DOUGLAS 

TREVOR EVANS 

JASON FAHEY 

TRENT FAHEY 

COREY FARMER 

ELISE FASSINA 

JAMES FRANZON 

TONY FRANZON 

JOHN GIANNITTO 

TOM HANNAH 

ANDREW KEMP 


MATT ROGERS 


PETER JOHNSON 

JASON KELLY 

GUY MATTHEWS 

KAREN MILESI 

ANDREW PLUSH 

DARREN STEELE 

ADMINISTRATION 

ANNA MOELLER 

CEO 

NATARSHA STEVENSON 

Chief of Staff 

ALISA WENZEL 

Financial Controller 

OWEN WEBB 

Workplace Relations, Liquor 

Licensing & Gaming 

GARY COPPOLA 

Legal and Advocacy 

SCOTT VAUGHAN 

Membership & Business 

Services 

KATHERINE TAYLOR 

Accommodation 

Australia (SA) and 

Tourism 

Communications 

LUCY RANDALL 

Events & Partnerships 

DIDIER VOLLERIN + 

Liquor & Gaming 

LIZ TURLEY 

Training Coordinator 

BELINDA RICHARD 

Executive Assistant 

Views expressed in Hotel SA are not necessarily those of the AHA|SA or the publisher and neither can accept, and therefore disclaims any liability, to any party for loss or damage 

caused by errors or omissions resulting from negligence, accident or any other cause. We do not endorse any advertising materials, services offered within advertisements or products, 

special offers or goods promoted therein. 

PUBLISHER 

+ 

3/288 Glen Osmond Road, Fullarton SA 5063 

P (08) 8233 9433 W www.boylen.com.au 

TIM BOYLEN Managing Director 

tboylen@boylen.com.au 

JAMIE RICHARDSON Advertising 

sales@boylen.com.au 

PATRYCJA WHIPP 

Studio Manager/Graphic Designer 

We design, build and host beautiful 

hotel websites that link with your 

third-party software. 

boylen.com.au 

08 8233 9433

Hotel SA September 2023

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