Personnel Daebak Noraebang takes the responsibility of staff very seriously, and has a number of legal terms and

conditions put in place. If Daebak Noraebang wishes to terminate the employment of a worker, the notice they must give to the employee varies on the time they have worked at Daebak Noraebang. Refer to appendix _ for a table detailing this period. Industrial disputes are treated with concern and care for the staff at Daebak Noraebang. Under the Fair Work Act 2009, if the dispute cannot be settled by the workers, than a manager will step in to try and counsel the workers and settle the dispute. However, if no settlement can be reached, the matter must proceed to the Fair Work Council Australia for settlement. Workplace health and safety legislation states that in order to keep workers safe, risks must be assessed for each member of staff, and then must be managed and controlled. However, Daebak Noraebang is a low risk working environment. Conditions regarding sex discrimination can be found in the Anti-Discrimination Act 1991. Daebak Noraebang does not condone any type of sex discrimination and therefore endeavours to treat every gender the same way, including wages, treatment in the workplace, and superannuation. Sexual harassment is also a possibility in any workplace, and as a precaution Daebak Noraebang any case of sexual harassment will be treated severely and the harasser will be requested to leave the business. Equal employment opportunities are important to Daebak Noraebang and will be shown in the recruitment process. The positions within the business are not gender specific, nor do they require a large amount of previous experience. In the recruitment process, superficial aspects of a person are overlooked and staff are chosen based on their traits and their capability to suit the business best. Both casual and other employees get parental leave under the Fair Work Act 2009. Any employee other than a casual employee is only eligible to receive parental leave if they have worked at the business for a minimum of 12 continuous months. Casual employees are only entitled to parental leave if they are or will be a long term casual employee. After they have been on leave, they can return to employment with Daebak Noraebang. As an employer Daebak Noraebang is expected to ensure a safe working environment for employees so that they are not injured at work. If an employee is injured at work, the case goes through WorkCover and can reach the courts. If Daebak Noraebang if found to be negligent, the Court can award compensation to the injured worker at the business expense. According to the Fair Work Act 2009, for each year of service with an employer, an employee is entitled to 4 weeks of paid annual leave. The Act also states that an employees entitlement to paid annual leave accrues progressively during a year of service, and accumulates from year to year. Employees are also entitled to long service leave, but the amount of leave they acquire depends on the position they hold, the hours they do, and how long they have worked for Daebak Noraebang.

Employment contracts will be used for long-term staff at Daebak Noraebang. Within this contract the terms and conditions of the employment arrangement are written. These include rate of pay, working hours, shift details, meal breaks, leave entitlements and performance bonuses. Contracts are a legally binding agreement between parties. Operations The location of the business premises in Brisbane City is 135 Adelaide Street. The real property of a business is a three-storey building including a shopfront. This does not include any fixtures or fittings. The leasing contract of the premises is binding. A deposit must be given at the beginning of the contract and any damage to the property by customers is the fault of Daebak Noraebang. The permitted use of the lease is specifically designed for Daebak Noraebang, meaning that it is a commercial lease and cannot be used for residential purposes. Within the leasing contract, it states that the rent must be paid monthly, but up to four months can be paid in advance. The rent cannot be changed by the lessor without at least two months notice. The lease of the Adelaide Street property is valid for three years, and then may be renewed. However, if at any stage during the three years, the lease needs to be terminated, an agreement has to be made with the lessor. However, if Daebak Noraebang wishes to terminate the contract without speaking to the lessor or without a valid termination, the business may be liable to pay the rest of the rent left on the lease or until the building can be leased to another business. If Daebak Noraebang wishes to transfer the lease to another tenant, they must do so only with the written consent of the lessor. However, Daebak Noraebang will still remain responsible if there is a breach of contract. The leasing contract has a number of clauses relating to relocation and demolition of a property. The relocation clause allows the lessor to move Daebak Noraebang to a different place within the building. This is very unlikely as this more often occurs in places such as shopping centres, but is still possible if the lessor decides to lease to more than one tenant. A demolition clause allows the lessor to terminate the lease if they intend to demolish the property. This is usually done as part of a larger demolition project and is therefore unlikely to happen to Daebak Noraebang. These two clauses may not be included in the leasing contract however, depending on the lessors intentions for the property. In a commercial property, the tenant will have to pay certain sums of money in addition to rent. This includes money to reimburse the lessors for outgoings payable under the lease. Things such as rates, cleaning and repairs fall in this category. However, the lessor pays for repairs and replacements of fixtures and fittings dues to everyday wear and tear. The body corporate that Daebak Noraebang needs to pay

Appendix for personnel: