Australia

It’s a Salsa’s right in a shipping container.

QSR Media gets the low down on why Eagle Boys is launching this latest promotion.

Pie Face founder and chief executive Wayne Homschek says there is no basis for allegations that Pie Face has in any way misled 3 franchisees who are threatening to sue Pie Face.

This is in celebration of Australia Day.

The Australian QSR industry faces a challenging 2013. While the major branded operators, particularly those in the Burger, Pizza, Chicken and Coffee/Beverage sectors will see modest growth, both organic and via new unit openings as consumers adjust to the new economic realities and continued need for convenience, independent and smaller chain operators will see competitive and cost pressures negatively impacting their unit economics resulting in stagnate to declining levels of profitability and some subsequent unit closures. Increased cost structure pressures, driven by high rental, wages (from unsustainable levels of penalty rates) and escalating utility costs combined with the continued reluctance for financial institutions to fund independent operators will see curtailed unit growth. Branded QSR operators will strive for growth via new unit openings with a focus on regional towns and growth corridors in the major cities. While franchising will continue to be the business model of choice for many QSR brands, the ability to attract and retain quality franchisees will present challenges which will require creative strategies including funding, financial and marketing incentives. Brands pursuing new unit growth will need to carefully balance the need to create an attractive dinning environment consistent with their desired brand positioning with the resulting capital investment to ensure acceptable returns. Successful brands in 2013 will be those who demonstrate an ability to innovate. Introducing new products and flavours that will attract new customers while building the frequency of their existing customer base without adding operational complexity and cost will be critical. Recent trends in buttressing traditional media with online social media will accelerate. Successful brands will increasingly strive to build customer loyalty and increased customer frequency through value incentives via Facebook and group buying sites. Despite increasing cost pressures, with the ever increasing alternative customer choices available ensuring appropriate levels of customer service with well trained and motived team members will be more critical than ever. The days of providing franchisees/managers with a couple of week’s initial training and hard copy operating manuals and expecting them to recruit and train team members are over. Brand owners will continue to invest in on-line training platforms to ensure consistent delivery of quality training programs for all team members, not just franchisees/managers, from food safety to customer service to local store marketing. In summary, while consumer sentiment will continue to be subdued and cost pressures will increase, QSR operators focused on product innovation and delivering great customer service with well trained and motived team members will succeed and build solid foundations for future profitable growth.

This spells growth for the café chain.

This is in response to a complaint about a ‘short’ Footlong.

Competition ends on January 22.

Funds go to bushfires victims.

We find out more about this recent charitable activity.

The lucky shopper will travel on January 25.

Trampoline Gelato now has 12 stores and adds Pizza to the menu in one of its QLD stores.

Up to 10 stores are set to open in the first year.

The move is part of the chain’s celebrations of Australia Day.

Regular contributor on employee relations matters ER Strategies has compiled a short list of some of the more important recent changes made to the Fair Work Act, which regulates employment across most of Australia. Unfair dismissal and General Protection dismissal applications Under the Fair Work Act there was a gap in the time limits between lodging an unfair dismissal and a ‘general protections’ dismissal application. This meant an employee could lodge an unfair dismissal application and if unsuccessful there, have a second bite of the cherry by lodging a general protection application, where in practice the rules for employers defending themselves are generally tougher. Effective from 1 January 2013, the time limits have been changed to be the same for both, with some good, some bad aspects for employers: • The time limit for lodging unfair dismissal applications will now increase from 14 to 21 days, giving employees more time to lodge their unfair dismissal application; whilst • The time limit for lodging a general protections dismissal application will be reduced from 60 to 21 days. In addition to the time frame changes, the renamed Fair Work Commission will be given further powers to dismiss unfair dismissal applications and to make cost orders against parties, lawyers and paid agents in unfair dismissal matters. Examples of when the FWC may exercise its discretion to dismiss an application under these provisions may include where the dismissed employee / applicant fails to attend an FWC proceeding relating to the matter without providing prior advice and/or without any reasonable excuse for their failure to attend, or an employee / applicant continues to pursue an unfair dismissal application despite a settlement agreement having been concluded by the parties. Enterprise agreements Small technical changes have been made to the rules around making enterprise agreements to clarify some disputed interpretations that have arisen. Effective from the first of January 2013 the following changes came into effect in relation to making enterprise agreements: • Enterprise agreements cannot be made with a single employee • Employers cannot modify the notice of employee representational rights prescribed by the regulations (this notice must be given to all employees once enterprise bargaining commences). • Terms allowing an employee to opt out of an enterprise agreement are prohibited • A union official cannot act as bargaining representative for an employee unless the union has coverage to represent that employee The ER Strategies website is at www.erstrategies.com.au. They also have a specialist enterprise bargaining website at www.enterprisebargaining.com.au. Related QSR Media article - https://qsrmedia.com.au/in-community/news/fast-food-employers-confused-employment-obligations

It is for Queensland.