Employment Agreement


      i.        The Employer has agreed to employ the Employee on the terms and conditions set out in this Employment Agreement and the Employee has agreed to be employed by the Employer on these terms and conditions. 

     ii.        In this Agreement a reference to “the Act” means the Fair Work Act 2009 (Cth).


2.1       Engagement

a)    The Employee is hereby employed by the Employer.  This arrangement commences on 31 march 2017. The Employee must report to Restaurant Manager, as show the name on the peper. In the course of employment, the Employee’s place of employment may change.

b)    The Employee is employed in the position of waitress.

c)    The Employee’s duties and responsibilities (‘Duties”) in this position include all the duties and responsibilities that would normally attach to that type of position.  The Employer may change these Duties during the course of the Employee’s employment after consultation with the Employee.

d)    In addition to the Duties, the Employee is required to fulfil the list of duties and responsibilities set out in Attachment No 1.



Probation period will start when training period finish and the company want to continue with your employment.

All new staff are subject to a probationary period of three months. Your appointment will be confirmed on satisfactory completion after the first three month period. During this probationary period you will be given appropriate support and development opportunity to help you reach the required standards. Extension of the probationary period may be granted to enable the required standards to be achieved, but failure to do so may result in termination of your employment.


Chong Co Group values good attendance at work and we are committed to improving the general wellbeing of our employees to achieve this. Although we aim to secure regular attendance, we do not expect our employees to attend when they are unwell.

4.1       Hours of Operation/Work Schedules Our company normally start work from 10.00 am until 10.00 pm. However, each employee may be assigned to different work schedules. Therefore, you will be informed by your line manager on weekly basis regarding your work schedules. Staff Handbook Last updated: December 2016 Version 1.2 13 All employees are expected to work according to their scheduled hours and on time. If you are late to work, you should inform your line manager before your normal start time. A penalty will be applied, if you are late to work more than two shifts per month.

4.2       Notification of Absence Your line manager should be notified as early as possible of your absence. If you are unable to attend work due to sickness or injury, your line manager must be notified by telephone before your normal start time and if possible you should indicate a date of return. Notification should be made by you personally, unless; it is impossible due to your illness. Additionally, you should arrange someone else to call on your behalf. Any employee who has been absent due to sickness and is found not to have been genuinely ill will be subject to disciplinary action. The management team will ensure that the employee receives the warning letter.



Chong Co Group has a policy of trying to assist staff to balance their work and home life, and is therefore willing to consider requests from staff to vary their working hours or work pattern. Such requests will be considered taking into account the impact on the organisation, work colleagues and any other relevant factors.


6.1  Appearance

Chong Co Group does not seek to inhibit individual choice in relation to your appearance. However, you are expected to dress appropriately at all times in relation to your role, and to ensure that your personal hygiene and grooming are properly attended to prior to presenting yourself at work.

We will provide you with a uniform, you must wear this at all times while working. Additionally, the kitchen staffs will receive an extra chef hat and they must wear it at all time during restaurant operating hours. No excuse will be accepted from the kitchen staff to stay in the kitchen without wearing their chef hat. However; if they have forgotten their chef hat, we will provide them a hairnet instead.

It is your responsibility to ensure that this is clean and presentable. We required our employees to wear black colour shoes and simple dress watch. You may also ask to remove all visible piercings if it seems inappropriate.

Therefore, if you have any question regarding this issue, you should be directed to your line manager.

6.2 Telephones & Correspondence Company telephone / mobile phone or postal facilities should not be used for private purposes.

6.3 Smoking and Other Substances at Work Legislation now exist which makes it illegal to smoke in enclosed public spaces. Smoking (including e-cigarettes) is therefore strictly prohibited on all Chong Co Group premises (including entrances and exits) and vehicles. However, outside areas have been identified for those who wish to smoke during their break-time. Bringing alcohol or any unlawful drugs to the workplace, and / or consuming them there is strictly prohibited both during work time or during a period prior to work where the effects carry over to the workplace.

6.4 Confidentiality

It is a condition of your employment that you have a duty of confidentiality with regards to Chong Co Group. During the course of your employment you may find yourself in possession of sensitive information, the disclosure of which could be construed as a breach of confidentiality. It is a condition of your employment that you have a duty of confidentiality to the Company, and you must not discuss any Company sensitive or confidential matter whatsoever with any outside organisation including the media.

6.5 Computer, email and Internet use If you have access to the Company’s computers including email and access to the internet as part of your job, you must not abuse this by using these facilities for purposes unrelated to Company business.

If you have a Company email address, this is provided for responsible use on Company business and should not be used in any other way whatsoever. You must not make reference to the Company or its services, or represent yourself on behalf of the Company on social media without formal permission from Chong Co Group.



a. Valuing Diversity

Chong Co Group is committed to valuing diversity and seeks to provide all staff with the opportunity for employment, career and personal development on the basis of ability, qualifications and suitability for the work as well as their potential to be developed into the job.

We believe that people from different backgrounds can bring fresh ideas, thinking and approaches which make the way work is undertaken more effective and efficient. Chong Co Group will not tolerate direct or indirect discrimination against any person on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation whether in the field of recruitment, terms and conditions of employment, career progression, training, transfer or dismissal.

It is also the responsibility of all staff in their daily actions, decisions and behaviour to endeavour to promote these concepts, to comply with all relevant legislation and to ensure that they do not discriminate against colleagues, customers, suppliers or any other person associated with the Company.

b. Dignity at Work

i) Statement

The Company believes that the working environment should at all times be supportive of the dignity and respect of individuals. If a complaint of harassment is brought to the attention of our management team, it will be investigated promptly and appropriate action will be taken.

ii) What and How of Harassment

Harassment can be defined as conduct, which is unwanted and offensive and affects the dignity of an individual or group of individuals.

Sexual harassment is defined as “unwanted conduct of a sexual nature, or other conduct based on sex, affecting the dignity of women and men at work”. This can include unwelcome physical, verbal or non-verbal conduct.

People can be subject to harassment on a wide variety of grounds and forms. For instance,

  • physical contact ranging from touching to serious assault
  • verbal and written harassment through jokes, offensive language, gossip and slander, sectarian songs, letters and so on
  • visual display of posters, graffiti, obscene gestures, flags and emblems
  • isolation or non-cooperation at work, exclusion from social activities
  • coercion ranging from pressure for sexual favours to pressure to participate in political/religious groups
  • intrusion by pestering, spying, following someone
  • bullying

iii) What should I do if subject to Harassment?

If you feel you are being harassed, you are strongly encouraged to speak with your line manager. If you feel your line manager is harassing you, then you should immediately contact our management team. You should also keep a written record detailing the incidents of harassment. This written record should be made as soon as possible after the events giving rise to concern. The record should include dates, times, places, the circumstances of what happened and name of the witness (if possible). The Company has a formal procedure for dealing with these issues which you can obtain from your line manager, and/or the management team.



During Training period, employee will get paid hourly rate as show on the paper agreement 

Your salary/wages will be paid weekly on Tuesday or Wednesday of the following week by cash and/or direct credit transfer to your designated bank account.

Your basic pay was outlined in your Employee Agreement. Any subsequent amendments to your basic pay will be notified to you in writing by the Company. Part-time/Casual employees will be paid based on the shift/ hours they work. If any queries arise with regard to pay, or if it looks as if a mistake has been made, please speak to your line manager immediately. Any pay errors will be rectified in the next salary/wages payment.

9.    Health and Safety

a. Introduction

Chong Co Group recognises and accepts its responsibility as an employer to maintain a reasonable practice, the safety and health of its employees, and of other persons who may affected by its’ activities. It is your duty as an employee not to put at risk either yourself or others by your acts or omissions. You should also ensure that you are familiar with the Company health and safety arrangements. Please feel free to speak with your line manager if you need to make a further discussion.

b. Procedure in the event of an accident

An Incident/Accident Book is available from your line manager and it is the responsibility of each individual employee to report and record any accident including personal injury. Any accident at work should be reported immediately to your line manager

c. Fire Safety

Employees should follow these steps to help prevent fires:

  • Before you use any electrical appliances carry out a quick check needed to be made in order to make sure that they are not damaged.
  • Do not use any electrical equipment that shows signs of damage, even if you think it is only minor. Report any faults you find to your line manager directly.
  • Ensure that you place your rubbish in the proper waste bins. Do not overfill the bins, and ensure that your waste bin is accessible to the cleaners at the end of each day.
  • Action to take when the fire alarm goes off:
  • Immediately stop what you are doing and walk (do not run) to the nearest available safe fire exit. Do not obstructed the fire exit door. Make sure that you are aware of the fire exits and routes in your area.
  • Direction signs should indicate the route to your fire exit. These accompanied by the words 'FIRE EXIT' and also a pictogram of a running man.
  • Do not use a lift to leave the building - always use designated stairs.
  • Make your way to the appropriate assembly point.
  • Do not leave the designated assembly point, or attempt to re-enter the building, until you have been instructed to do so by the Firefighter.



a.  As part of our OH&S/WH&S policy, alcohol consumption or drug use in the workplace is strictly prohibited.  The Employee must not come to work intoxicated or under the influence of drugs. 

b. The Employee must comply with the Alcohol and Drug Policy set out in the Employee Handbook.


a. Training and Development Policy

Chong Co Group aims to provide training opportunities which will provide:

  • An induction programme which all staff will be required to undertake and will assist staff settling into their new role.
  • A progressive training and development scheme to enable staff to develop, relevant skills and acquire knowledge to underpin their current role and career aspirations.



  1. a.    Notice Periods

Unless your employment agreement is terminated by the Company, you as an employee are required to give a period of four weeks’ notice in writing to the Company.

  1. b.    Other Conditions on Leaving

On leaving, the Company will deduct from any money due to you such sums as you may owe to the Company. These may include, but are not restricted to, any loans, relocation assistance and court orders taken in excess of entitlement. If you leave without giving notice and without the Company’s agreement, you are in breach of your contract and you may forfeit some or all of any salary/wages due to you. Additionally, this is also including the uniform bond that we are collected from you at your first day of employment.

Before leaving, you must hand over to your manager all articles belonging to Chong Co Group, including any documents, equipment, uniform and chef hat. Documents and software, you should not retain any copies, drafts, reproductions, extracts or summaries of any documents and software.

After you have left the Company, you must not:

  • Solicit or seek to entice away any Company staff
  • Use any confidential information relating to the business of Chong Co Group.


We may change or modify these terms and conditions at any time, and your continued use of this site following such change shall signify your agreement to be bound by the modified terms of conditions. Please read the terms and conditions and check back often.


January 2017


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