Hotel SA March 2024

THE OFFICIAL PUBLICATION OF THE AUSTRALIAN HOTELS ASSOCIATION (SA BRANCH) MARCH 2024
MAJOR CORPORATE
PARTNER DINNER
A CELEBRATION OF DIAMOND, PLATINUM, GOLD
AND SILVER CORPORATE PARTNERS AT THE
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Shortcut to Stories
MARCH 2024
Click here
Our Evolution
The strategy behind important changes
to the Association’s staff.
Click here
Corporate Partner Night
A celebration of AHA|SA Partners, who
enjoyed a special night at the Sofitel
Click here
Scott’s Spots
Scott Vaughan has been ‘clocking up the
clicks’ as he meets members around SA.
Click here
Regionals
See who you know in this Regional
Meeting photo gallery.
Click here
2024 Trends
Important trends and what’s new in dining
marketing.
Click here
Cyber Responses
Do you know how to respond to a cyber
breach?
I N T H I S I S S U E
04 From the President
07 From the CEO
10 Major Corporate Partner
Appreciation Dinner
14 Melbourne Study Tour
16 Scott's Spot
18 Regional Meetings
21 Expert Predictions For
The Future Of Dining
25 Workplace Relations
30 Data Breach
34 AHA|SA Corporate Partner Directory
36 Corporate Partners 2023/24
37 Gaming Care
38 Licensee Transfers, New Members,
AHA|SA Office Holders & Publisher
We design, build and host beautiful
hotel websites that link with your
third-party software.
boylen.com.au
08 8233 9433
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We’re hurting -
but not “doomed”
From the President
DAVID BASHEER
In recent weeks, there has been
a deluge of media speculation
about the viability of the hospitality
industry.
Any industry participant will easily
identify how much harder business
has become in recent months, and I
will focus on that shortly. However,
much of the discussion has become
alarmist, potentially spooking
valuers, lenders and investors.
A recent headline claiming ‘Why
the hospitality industry is doomed’
is frankly unhelpful, alarmist
and inaccurate.
I will leave commentary around
cafés, restaurants and other
industry segments to others, but
the hotel and pub game has proven
to be resilient since Colonel Light
landed in South Australia in 1836
and went searching for his first
schooner of West End.
There is a very simple reason
the hotel and pub game in South
Australia has survived two
pandemics, two World Wars, a
depression, numerous economic
downturns, changes in consumer
tastes and an array of threatening
Government policies.
We have always offered a quality
product keenly sought by South
Australians. Our industry continues
to be filled by energetic business
owners who invest in their product,
their staff and most importantly,
their communities. Being the
heartbeat of any community counts
when the going gets tough. With
so many of our pubs being family
businesses, authenticity counts.
South Australian hotels are
universally regarded as the nation’s
finest. Our members’ investment
has produced outstanding venues
people want to attend.
Mercifully, for these reasons,
economic casualties in the pub
world have been scarce in recent
times as our industry’s resilience
comes through. But not for a
moment does that ignore the fact
we are navigating troubled waters.
We have had the opportunity to
discuss in recent times with the
State Treasurer Stephen Mulligan
why this is such a difficult time for
hospitality.
Members don’t need to be reminded
of the issues we highlighted with
the Treasurer. They live it on a
daily basis.
The two key issues that have
caused the tightening of the
economy have been interest rate
rises and a sharp increase in
cost of living. And whilst they are
largely viewed within the prism of
household spending, they have
bitten business sharply.
Debt in our sector rose 15%
during Covid. Low interest rates
eased that pressure. However, 13
consecutive interest rate rises have
put pressure on any hotel with debt,
but particularly those that came out
of Covid in a vulnerable financial
position.
Business costs have risen across
the board but rises in insurance
and the constant spiralling power
costs have bitten hardest. Power
costs impact our sector more than
most, given our heavily reliance on
refrigeration and air conditioning for
extended trading periods.
We did highlight to the Treasurer
our frustration with the bureaucracy.
They were amongst the 76% of
the population whose income
was not negatively affected by
Covid. Seemingly, the moment
Nicola Spurrier disappeared
from our daily news cycle, that
signalled the green light for the
bureaucratic class to implement
their own pent up demand, and
impose unrealistic impositions on
an industry deserving of a peaceful
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F R O M T H E P R E S I D E N T
post-Covid reset. We have seen this
most noticeably from the Office
of Liquor and Gaming, along with
Revenue SA.
Revenue SA’s new approach to Land
Tax and aggregation has already
hurt many of our members. Now
they have turned their attention to
payroll tax. We continue to stay in
regular contact with the Treasurer
as many of our accommodation
members and now general
members have been caught by a
differing Revenue SA interpretation.
It is important to note, there has
been no legislative change to
payroll tax.
And adding salt to the wound is
the luxury so many of our Federal
and State public servants have of
working from home - a major issue
for our sector.
Wages and superannuation have
increased quickly. Some would say
these increases were required given
the current inflation rate. Maybe.
But it is our members who are
“the hotel and pub game has proven
to be resilient since Colonel Light
landed in South Australia in 1836
and went searching for his first
schooner of West End.”
Watch Video
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F R O M T H E P R E S I D E N T
“South Australia lost 4,798 people
… whilst Queensland gained a total of
166,791 over the same period.”
required to pay for this. Wages
were already moving in our sector
given the labour shortage.
Later in this column I will look at
population, but South Australia’s
modest population growth remain
an impediment. It means one
pub’s growth too often comes
at the expense of another. We
are simply moving the pie rather
than growing it. The Fringe is
a classic example. An iconic
South Australian festival that we
should all be proud of. But whilst
it is a bonanza for some pubs, it
coincides with the quietest trading
period for others.
One topic we raised but didn’t
elaborate on with the Treasurer
is alcohol excise, given it is a
Federal tax. However, our work in
Canberra continues, as this sixmonthly
imposition headlines the
increased cost base for many of
our members.
The issues we are experiencing
at the moment are real and
many of our members do need
support. All of our members are
entitled to see the current public
service raids on our business
ease off. This is because our
members make a $4.5billon
annual contribution to the State’s
economy, employs 26,250
South Australians and contribute a
staggering 10.7% of this State’s total
tax revenue
HOTELS NEED POPULATION
GROWTH
I am just old enough to remember
being in primary school when
South Australia was the third most
populous State and Adelaide was
the nation’s third biggest city.
Today, as we lag behind every
other mainland State in terms of
population, sadly that is a distant
memory. Our share of the national
population has fallen to 6.95%
Global Adelaide is an organisation
formed to advocate for population
growth within our capital. The
AHAISA firmly backs their
ambitions.
We need population to grow
our economy and provide us
with a sustainable workforce. A
comparison with Queensland is
alarming. Data provided by Global
Adelaide reveals that in the last
financial year, 18,039 skilled visas
were granted in Queensland,
compared to 16,177 in South
Australia.
More worrying, Queensland received
6,888 family visas compared
to South Australia’s 2,471. The
population gap widens. And it will
continue to widen after the 2023
immigration review saw SA’s share
of skilled regional visas reduced
by 82%.
Let’s fast forward to the projections
for the next ten years.
In Adelaide we often hear about
the brain drain, it’s become a bit
of an obsession. Looking at ABS
data on the movement of people
internally - which is knows as Net
Interstate Migration (NIM) - the June
2023 ABS data and other annual
data as of the end of June over the
past 5 years, it can be seen that
significantly more people move to
Queensland than SA through NIM.
490 more people left SA than arrived
and that over the five-year period
from June 2019 to June 2023,
South Australia lost 4,798 people
through NIM, whilst Queensland
gained a total of 166,791 over the
same period.
Look at predicted growth for Qld and
SA, including Brisbane and Adelaide.
Qld is anticipated to grow from
2,695,300 at the start of 2022-23 to
3,137,900 (growth of 442,600). By
comparison, regional SA will grow
from 402,900 to 418,900 (growth
of 16,000). Regional Queensland
projected population alone at the
end of 2033-34 (3,137,900) will
be significantly greater, almost
double that of Adelaide’s projected
population (1,628,600).
Both Premier Peter Malinauskas and
his predecessor Steven Marshall
have been pro -population growth.
However, we are suffering from
decades of planning failure. Until
this is reversed, we will continue to
be unable to fulfill our State’s full
economic potential.
AHAISA joins Global Adelaide in its
ambitions to see the long-standing
population trajectory reversed.
David Basheer, AHA|SA President
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F R O M T H E C E O
Evolving To Meet
New Challenges
From the CEO
ANNA MOELLER
One of the reasons the AHA|SA has
succeeded over its 156-year history
is our willingness to evolve.
In 2024, the demands on the
association are greater than
ever before.
To succeed in the years ahead,
we need to ensure we have the
organisational capacity – and
flexibility – to achieve our goals.
Recently I announced changes to
our executive leadership team and
key staff positions. We are making
these decisions from a position
of strength, to capitalise on future
opportunities.
Under our updated structure, Owen
Webb has been elevated to the role
of Deputy Chief Executive Officer.
Owen is a high calibre operator. He
showed his enormous capabilities
during the response to Covid. He
absorbed unrelenting pressure
and won the respect of members,
colleagues and our external
stakeholders.
Owen will continue to be a point
of contact for workplace relations,
licensing and gaming matters,
however his role will now broaden
to focus on advocating for the
interests of members across all
areas of industry.
Natarsha Stevenson’s position has
recently changed to the new role of
Manager – Policy & Industry Affairs.
Natarsha has demonstrated the rare
ability to manage complex issues
across many fronts and she has
been an integral part of both the
AHA|SA and Gaming Care over the
last three years. In this new role, she
will play to these strengths for the
benefit of members. Importantly,
she will continue to provide expert
advice on policy development for
the industry and play a critical role
in developing our submissions to
government in a variety of areas
including grant funding, legislative
changes and budget submission.
As many of you will know by now,
Sarah Legoe has rejoined the
AHA|SA. This is a real coup, as
she returns with the experience of
working as a commercial lawyer
in private practice. Sarah’s title
is Senior Advisor – Workplace
Relations, Liquor Licensing and
Gaming and draws on her decadelong
time with the Association as
a manager and advocate. Sarah
can assist members with advice
and advocacy on matters across
workplace relations, liquor licensing
and gaming.
With his incredible blend of skills
and experience, Didier Vollerin’s role
will broaden for 2024. In addition
to providing advice on liquor,
gaming and workplace relations,
Didier will also be available to
undertake educational compliance
and auditing of venues in his role
as Liquor Licensing and Gaming
Advisor. He can come out to your
venue and assist in a range of areas
including Anti Money Laundering
compliance, liquor licensing and
gaming signage, food safety, liquor
management plans and assistance
with the LGO portal, CBS website,
BOEN and RP approvals.
AN OUTSTANDING TEAM
As business owners and managers,
you will know the importance of
having an outstanding team. I am
blessed to work with very talented
people who ‘live and breathe pubs’.
Like a winning sports team, we
are blessed with incredible depth
of talent.
We’re taking the long view with
these changes and positioning
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F R O M T H E C E O
ourselves for the next phase in the
AHA’s evolution, whatever that
may bring.
Input from the AHA|SA Council
has been of enormous value. Their
backing and the continued longterm
unity of members is a hallmark
of the Association’s success. Those
who seeks to pick a fight with
the AHA|SA know that we have
incredible strength in this unity.
When I started, I promised to build
on the good work of the outgoing
CEO, Ian Horne.
The AHA|SA will continue to adapt
and change to drive the interests of
the hotel industry as a whole, and to
better assist individual members to
succeed and grow.
Anna Moeller,
AHA|SA CEO
CONGRATULATIONS
The AHA|SA congratulates Dini
Soulio, the former Liquor and
Gambling Commissioner, who has
been appointed to the position of
Chief Executive of Super SA.
While we didn’t always get
everything we wanted, Dini always
was prepared to listen to our point
of view and to work with industry,
rather than against it.
We wish him every success in
his new role and look forward to
working with his successor.
Watch Video
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Smooth
& Mellow
you can thank the bourbon
barrels for that!
Contact your
Diageo representative
for more information
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S P O N S O R S
Major Corporate Partner
Appreciation Dinner
Over 100 attended the annual Major Corporate Partner Appreciation Dinner
in Garcon Bleu Restaurant at the Sofitel on Wednesday 21 February.
The dinner recognises the support of Diamond, Platinum, Gold and Silver
Corporate Partners, who were invited to join the AHA|SA Council and major
hotel group owners and Accommodation Division representatives.
On the night SA Lotteries was presented with a plaque as a new Gold
Corporate Partner.
It was a stunning dinner in a beautiful setting! Thank to our hosts Scott
Egar and the team at the Sofitel for a fabulous night.
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S P O N S O R S
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S P O N S O R S
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S T U D Y T O U R
Melbourne Study Tour
The AHA|SA hosted thirty SA hoteliers and Corporate Partners on our inaugural Study Tour to Melbourne.The
group visited a range of venues across Melbourne CBD, Fitzroy, Brunswick, Prahan and St Kilda. The venues
showcased innovation, highlighting food, beverage, and design trends. The group was indulged in the venues'
hospitality, with many taking the time to provide greater insights into their venue and operations. A great trip with a
wonderful group of SA hoteliers! Watch this space for the next Study Tour.
The group then had the option of attending the Australian Guineas at Flemington as guests of Tabcorp. A brilliant
end to the Melbourne experience. Big thanks to key partners TAB, The Lottery Corporation and Bepoz for hosting
parts of the tour.
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S T U D Y T O U R
“Great tour with plenty of inspirational
ideas to follow, all had with a cold beer
in hand. Each day was packed with
exceptional F&B venues that are pushing
the envelope when it comes to innovation
and style. Some fantastic insights were
given by the management and teams
running each venue and hurdles they had
to overcome. This experience was one
my team and I thoroughly enjoyed and
”
looking forward to the next study tour.
Andrew Cain, Group Operations
Manager – SA Pub Group
“ Our team recently joined the
Australian Hotels Association - SA
Branch's first-ever Study Tour to
Melbourne! We had the pleasure
of exploring the vibrant hospitality
scene in Melbourne, delving into
innovative concepts and cuttingedge
designs. It was a fantastic
opportunity to witness all the
amazing hospitality innovations
within Melbourne.
”
Bepoz
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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,
MANAGER - MEMBERSHIP & BUSINESS SERVICES
If you have any entertaining
stories and photos to
share, please email them to
svaughan@ahasa.asn.au
Hello all and welcome to the March
edition of Scott’s Spot for 2024.
REGIONAL MEETINGS
We have had two bumper turnouts
in February to kick off the regional
meetings in 2024.
The Eyre Hotel started
proceedings in mid-February
followed by the Loxton Hotel .
Both were well supported events,
so a massive thanks to our hosts,
members and corporate partners
for their attendance.
SO LONG, FAREWELL, AUF
WIEDERSEHEN GOODBYE.
STEVE MARKHAM’S FAREWELL
ADDRESS.
It was nice to hear Steve from Max
make his final address. He has been
entrenched within the industry for
over 30 years and never missed an
opportunity to attend the regionals.
Steve is looking forward to settling
into Port Lincoln with Leonie but it
won’t be the last time we all see his
smiling face.
PLEASE ENJOY PHOTOS TAKEN
OVER THE FIRST FEW WEEKS
OF 2024
David “Millsy” Mills Classic catch. 60kg West Coast
Mulloway caught in early January on a well-earned
break. Thanks for sharing this incredible photo
Millsy.
Welcome aboard, Tom Ricketts from The Sevens
Stars Hotel .
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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
David striking a nice pose at the North Kapunda
Hotel
Beautiful views in Hummock Hill lookout in
Whyalla.
The recently renovated Hotel Royal .
Great to catch up with Dee and Richard at the
Clare Castle in Kapunda
Get out to the Flaggy in Darlington to check out
renovations. Absolutely stunning.
Janine and Mark at the Burra Hotel .
The beautiful ladies at the Blacksmith’s Inn
(and Didier).
Beautiful views in Hummock Hill lookout in
Whyalla.
Beautiful couples within the industry. Alicia and
Patrick from Transcontinental and Travellers Rest
(top) along with Lisa and Graham from Matthews
Hospitality.
Swan Reach and Terminus hotel , Morgan
publicans sharing some stories in Loxton.
That’s all for this edition. As always,
any funny or even weird stories
and or photos, please email to
svaughan@ahasa.asn.au.
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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 has kicked off the year with two extremely well attended meetings held at the
Eyre Hotel and Loxton Hotel in February. Massive thanks to both these venues for hosting,
all members within these regions who attended and our wonderful
corporate partners.
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R E G I O N A L M E E T I N G S
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A Winning
Year!
In 2023, South Australians enjoyed more than
1.52 million Keno wins delivering more than
$87.5 million in prizes!
Contact your Business Development Manager to find out how Keno can best
support your hotel in 2024.
Protect your wins
Use your
Members Club card
Membership T&Cs apply.
Gamble Responsibly 1800 858 858
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A U S T R A L I A N D I N I N G
Expert Predictions
for The Future
of Dining
The dining landscape in Australia is constantly evolving,
driven by changing consumer preferences.
Here are some of the ongoing trends to watch.
EXPERIENCES ARE PARAMOUNT
Interactive restaurant concepts not only engage
the senses but also create a sense of community
and connection among diners. Whether it's through
interactive tasting menus, live cooking demonstrations,
or themed dining events, hotel restaurants will strive to
create experiences that leave a lasting impression.
Smaller hotels are likely to take the lead of larger hotels
and increasingly partner with renowned chefs to bring
exciting culinary concepts to their guests. A consultant
chef or guest chef is not a new thing. But in 2024, they
have become foodie stars with large social media
followings and can potentially draw large numbers into
your dining room.
By staying ahead of the curve and embracing emerging
trends, Australian restaurants can continue to thrive
and provide memorable dining experiences for years
to come.
A NATION OF VEGETARIANS
On average, every tenth person that walks into your
venue is a vegetarian (12% of the Australian population).
That’s very high. By comparison, the UK and USA are
about 4%.
The shift towards plant-based and vegan options is not
only driven by changing dietary preferences, but also
by environmental concerns. As consumers become
more aware of the impact of animal agriculture on the
environment, they are actively seeking out sustainable
and ethical dining options.
Depending on your local demographic, hotels that
embrace this trend will be able to stay ahead of the
competition. So, prioritise sustainability and ethical
sourcing whenever you can.
Pro Tip: Tell your story. Or tell the stories of your
suppliers. Why have you expanded your vegetarian or
environmentally sustainable menu options? Are you
sourcing local and seasonal ingredients, reducing food
waste, and implementing energy-efficient technologies?
McLAREN VALE
ELVARADO
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A U S T R A L I A N D I N I N G
Have you partnered with local farmers and suppliers to
ensure the traceability and quality of ingredients?
Telling stories like these add authenticity to the
dining experience. In a world of tweets and micro
marketing, people appreciate stories that resonate with
their beliefs.
On the other hand, tweets and reviews are important
too, so read on.
INSTA DISHES
Pro Tip: Make your dishes look good.
Social media has become an influential platform for
shaping restaurant trends, with Instagram in particular
driving the popularity of visually appealing dishes and
unique dining experiences.
This will only grow in the years ahead.
How can you create Instagram-worthy moments for
your customers?
From photogenic cocktails to visually stunning
desserts, smart venues will create dishes that are not
only delicious but also highly shareable. This trend
extends to restaurant interiors and décor.
“Google Reviews is the
number one to dominate.
Just ask your staff and they
will confirm this.”
THE IMPACT OF TECHNOLOGY ON THE DINING
EXPERIENCE
From the moment someone makes a reservation to the
time they pay their bill, technology plays a pivotal role in
enhancing every aspect of their dining experience.
In addition to improving convenience and efficiency,
technology also has the potential to create more
personalised dining experiences.
With the help of artificial intelligence (AI), restaurants
can analyse customer data to better understand their
preferences and tailor their offerings accordingly.
For example, if a customer has a food allergy or
dietary restriction, the restaurant can ensure that their
menu options are suitable and provide personalised
recommendations.
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globeimporters.com.au (08) 8364 2488 423 Magill Rd, St Morris SA 5068
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A U S T R A L I A N D I N I N G
REVIEWS
Testimonials can be faked – and so can reviews. But
when you have 1,000 reviews saying good or bad things
about your food and service, it’s hard for isolated trolls
to make their attack hit home.
Google Reviews is the number one to dominate. Just
ask your staff and they will confirm this.
TripAdvisor is popular, especially with tourists.
Instagram is another “go to” site that people of all ages
will look at to make an informed decision about where
to dine.
Hotel restaurants that actively engage with customers
on social media and respond to feedback will be more
likely to succeed.
FUSION CUISINE AND THE BLENDING OF
CULINARY TRADITIONS
Nothing new here. Fusion will continue to be a hallmark
of Australian cuisine.
Australia's multicultural society has influenced our food
choices for decades and in 2024, we can expect to see
a continued blending of culinary traditions.
Experiment and see what works for your catchment
area.
Built on market feedback and player insights,
Grand Fortune is now available to the SA market.
Launching into SA with 3 SAP games enables a
variation of volatilities to suit a wide range of players.
Contact Kelly Frackowski on 0409 171 616
to enhance your gaming floor with Grand Fortune!
For more information visit
agtslots.com/au/brand/grand-fortune
FOR Y SERIES ORDERS,
CONTACT YOUR AREA MANAGER.
STEVE HALEY – 0412 603 512
FROILAN LACAR – 0456 420 232
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T R A I N I N G
FREE WORKSHOPS START
The first Small Business Fundamentals workshop in the
Financial Management stream was held at the Arkaba
Hotel in March. Funded by the State Government, the
free event was presented by Rick Basheer, a Partner
at Bentleys. The successful two-hour session covered
a range of financial topics, including budgeting, the
reporting process, key financial drivers and how to
improve them. The series will run until June 2025 in
metropolitan and regional South Australia.
Contact the AHA|SA for further information or visit the
AHA|SA website.
Watch Video
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W O R K P L A C E R E L A T I O N S
Closing Loopholes
SARAH LEGOE - AHA|SA SENIOR ADVISOR – WORKPLACE
RELATIONS LIQUOR LICENSING & GAMING
Since forming government in 2022, the Albanese
Government has made a significant number of
changes to the Fair Work Act 2009 (FW Act) and the
regulation of employment in Australia more broadly.
While the first and second tranche of amendments
to the FW Act focused on secure work, better pay
and protecting worker entitlements, the third (and for
now final) set of amendments has sought to “close
the loopholes”.
In this article we examine the latest set of changes
with a particular focus on those which are likely to
have an impact on the hospitality industry.
BACKGROUND
The Fair Work Legislation Amendment (Closing
Loopholes) Bill 2023 (CL Bill) was introduced to
Parliament on 4 September 2023. This Bill sought to
make a number of amendments to the FW Act, some of
which were more controversial that others.
On 7 December 2023 the CL Bill was split in two to
allow the less controversial changes to be passed
before Christmas, with the CL Bill receiving royal assent
on 14 December 2023 and becoming the Fair Work
Legislation Amendment (Closing Loopholes) Act 2023
(CL Act 1).
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W O R K P L A C E R E L A T I O N S
The Fair Work Legislation Amendment (Closing
Loopholes No 2) Bill 2023 contained the more
controversial changes (including those to casual
employment). This Bill passed on 12 February 2024
after the Government was able to reach agreement
with the Greens and Senators David Pocock and Lidia
Thorpe on a number of matters. The Bill received royal
assent on 26 February 2024 becoming the Fair Work
Legislation Amendment (Closing Loopholes 2) Act 2004
(CL Act 2)
THE AMENDMENTS
The various amendments are summarised below in
a chronological order based on the commencement
date of the provision. Please note due to the breadth
of the changes, only those which may have an impact
on the hospitality industry are considered in this article.
Amendments related to the road transport industry and
gig economy are not included in this article.
Small Business Redundancy Exemption
This amendment formed part of the CL Act 1 and
commenced on 15 December 2023.
Under section 121 of the FW Act, a small business
employer (being an employer with fewer than 15
employees – see section 23 of the FW Act) is exempt
“While members need to be
aware of the amendments,
the majority of the changes
are likely to have little
impact on the hospitality
industry on a day to day
basis.”
from the need to pay redundancy pay to an employee
whose position is made redundant provided the
employer is a small business employer immediately
before the termination of the relevant employee(s).
The amendment to section 121 of the FW Act in CL
Act 1, has sought to address the anomalous situation
in which an employer downsizes and becomes a small
business employer only because of an insolvency event
(that is the employer became bankrupt or was placed
into liquidation). In such situations, redundancy pay
may now still be applicable even though the employer
would be considered a small business employer at the
date of termination.
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26 | Hotel SA | W W W . A H A S A . A S N . A U Back to Contents

W O R K P L A C E R E L A T I O N S
Same Job Same Pay
This amendment formed part of the CL Act 1 and
commenced on 15 December 2023.
This amendment, known as the “closing the labour
hire loophole” was aimed at addressing issues arising
(mainly) in the mining sector but will have an impact
across a variety of industries which utilise labour hire
workers.
The Fair Work Commission has been given the power
to make a regulated labour hire arrangement order if it
is satisfied that:
(a) the employer supplies employees, directly or
indirectly, to perform work for a regulated host
(which includes a constitutional corporation); and
(b) an enterprise agreement (or various other
instruments) that applies to the regulated host
would apply to the employees if the employees were
engaged directly by the regulated host; and
(c) the regulated host is not a small business employer
(see section 306E of the FW Act).
The order would require the employer to pay the labour
hire worker the same rate of pay as any non-labour
hire workers engaged by the employer to perform the
same work.
This amendment is unlikely to have a significant
impact on the hospitality industry as it does not apply
to employers who are covered by and apply a modern
award. It will only apply to those employers that apply
an enterprise agreement should such employer seek to
utilise labour hire employees.
Why so serious?
Back to Contents W W W . A H A S A . A S N . A U | Hotel SA | 27

W O R K P L A C E R E L A T I O N S
General Protections and Family
and Domestic Violence
This amendment formed part of the CL Act 1 and
commenced on 15 December 2023.
Section 153(1) of the FW Act was amended to include
subjection to family and domestic violence as a
protected attribute for the purposes of the general
protection’s provisions. An employer must not take
adverse action against an employee because they are
or may be experiencing family and domestic violence
related issues.
Wage Theft
This amendment formed part of the CL Act 1 and will
not commence until 1 January 2025 at the earliest.
The new section 327A of the FW Act introduces a new
criminal offence of wage theft. This new provision
covers intentional conduct by an employer that results
in a failure by that employer to pay an amount to
an employee that the employer was required to pay
under the FW Act, a fair work instrument (for example,
modern award) or a transitional instrument. These
new provisions are not designed to capture genuine
mistakes or unintentional conduct, rather just the most
severe underpayment matters.
The offence will carry a penalty which may include a
period of imprisonment (for an individual) or substantial
fines for a body corporate.
Employers may enter into cooperation agreements
with, or self report to, the Fair Work Ombudsman
which will provide a safe harbour from prosecution
while the agreement is in force.
Casual Employment
These amendments formed part of the CL Act 2 and
will commence on 26 August 2024.
Definition of Casual Employee
Since 2021, whether an employee is a casual
employee (for the purposes of the definition of
casual employee in section 15A of the FW Act) has
been determined by focusing on the initial offer of
employment, not what the employment relationship
may become post engagement. The initial offer
of employment must be on the basis that there is
no firm advance commitment to continuing and
indefinite work.
The amendments seek to change the definition in
section 15A of the FW Act somewhat by focusing not
only on the absence of a firm advance commitment
to ongoing and indefinite work but also the ‘real
substance, practical reality and true nature’ of the
relationship. There are several factors that may be
taken into account in assessing whether there is an
absence of a firm advance commitment to ongoing
and indefinite work, and importantly for the hospitality
industry, whether there is a regular pattern of work
does not of itself indicate a firm advance commitment.
28 | Hotel SA | W W W . A H A S A . A S N . A U Back to Contents

W O R K P L A C E R E L A T I O N S
“Since forming government in 2022, the Albanese
Government has made a significant number of changes
to the Fair Work Act 2009 (FW Act) and the regulation of
employment in Australia more broadly.”
Despite the change to the definition, it is important to
note that an employee remains as a casual employee
until a specific event occurs which has the result of
a change to the employee’s employment status (for
example, the employee requests to covert from casual
to a full or part time employee).
How the new definition will be applied in practice and
whether it will have a significant impact will remain to
be seen, however it is likely that the only arrangements
that will be impacted will be those that were never really
a casual from the beginning.
In due course, the AHA|SA will provide further
advice and recommendations to members on how
casual employment should be managed prior to the
commencement of the new definition.
Employee Choice Provisions
In good news for members, the casual conversion
provisions in division 4A of Part 2-2 of the FW Act will
be repealed and replaced with the employee choice
provisions. This amendment will remove some, but not
all, of the administrative burden that has been placed
on employers.
Under the employee choice provisions the employer will
no longer be required to offer to convert an employee’s
employment status from casual to full or part time,
rather the employee will be able to request such
conversion if they believe their employment no longer
meets the definition of a casual employee. Such request
may only be made after certain time periods have been
met, and an employer will be able to refuse the request
on reasonable business grounds.
The Fair Work Commission will be able to deal with
disputes under this new division.
Despite the changes, employers will still be required to
provide casual employees with a Casual Employment
Information Statement on commencement and on
various anniversary dates of the persons employment.
Right to Disconnect
This amendment formed part of the CL Act 2 and will
not commence until 26 August 2024.
This amendment was rushed through at the last minute
in order for the Government to gain the support of the
Greens to the balance of the changes.
While the amendment has been heavily discussed
in the media, whether the amendment will have any
significant effect from a practical perspective will
remain to be seen.
A new section 333M will be inserted into the FW Act
which will provide an employee with a right to “refuse
to monitor, read or respond to contact, or attempted
contact, from an employer (or a third party) outside
the employee’s working hours unless that refusal
is unreasonable”.
Section 333M of the FW Act will set out a number
of factors that may be taken into account when
determining whether the contact or attempted is
reasonable such as the reason for the contact, whether
the employee is compensated for being available
outside their ordinary work hours, the employee’s
personnel circumstances and the nature of the
employees role and level of responsibility.
The Fair Work Commission will be given the power to
deal with right to disconnect disputes.
Other amendments
Further amendments have been made to the definition
of employee (to deal with the employee/independent
contractor distinction), increase to pecuniary penalties
for more serious contraventions and union delegates
rights amongst others. Please contact the AHA|SA for
further information if required.
SUMMARY
While members need to be aware of the amendments,
the majority of the changes are likely to have little
impact on the hospitality industry on a day to day basis.
The practical reality of how the change to the definition
of casual employee and the right to disconnect
provisions will impact members will remain to be seen.
Members will be provided with more information on
the yet to commence provisions in due course. Please
contact the Workplace Relations Team for further
information in the meantime.
This article contains information that is of a general nature and is for informational
purposes only. This article, and its contents, does not constitute
legal advice
Back to Contents W W W . A H A S A . A S N . A U | Hotel SA | 29

C Y B E R S E C U R I T Y
Do You Know How to Respond to
a Cyber Breach in Your Hotel?
STEP 1: CONTAIN
Once an entity has discovered or suspects that a data
breach has occurred, it should immediately take action
to limit the breach.
For example, stop the unauthorised practice, recover the
records, or shut down the system that was breached.
If it is not practical to shut down the system, or if it
would result in loss of evidence, then revoke or change
computer access privileges or address weaknesses in
physical or electronic security.
Addressing the following questions may help you
identify strategies to contain a data breach:
• How did the data breach occur?
• Is the personal information still being shared,
disclosed, or lost without authorisation?
• Who has access to the personal information?
• What can be done to secure the information, or stop
the unauthorised access or disclosure, and reduce
the risk of harm to affected individuals?
At this point, an entity may suspect an eligible data
breach under the NDB scheme has occurred, which
would trigger assessment obligations. Or, the entity
may believe the data breach is an eligible data breach,
which requires them to notify individuals as soon
as practicable.
During this preliminary stage, be careful not to destroy
evidence that may be valuable in identifying the cause
of the breach, or that would enable the entity to address
all risks posed to affected individuals or the entity.
STEP 2: ASSESS
An assessment of the data breach can help an entity
understand the risks posed by a data breach and how
these risks can be addressed. It should be conducted
as expeditiously as possible.
Gather and evaluate as much information about
the data breach as possible. By creating a complete
picture of the data breach, an entity can ensure they
understand the risk of harm to affected individuals,
and identify and take all appropriate steps to limit the
impact of a data breach.
30 | Hotel SA | W W W . A H A S A . A S N . A U Back to Contents

C Y B E R S E C U R I T Y
This assessment should also assist entities in deciding
whether affected individuals must be notified.
In your assessment of a data breach, consider:
• the type or types of personal information involved in
the data breach
• the circumstances of the data breach, including its
cause and extent
• the nature of the harm to affected individuals, and if
this harm can be removed through remedial action.
All entities should consider whether remedial action can
be taken to reduce any potential harm to individuals.
This might also take place during Step 1: Contain, such
as by recovering lost information before it is accessed.
Entities subject to the NDB scheme are required to
conduct an assessment of ‘suspected’ eligible data
breaches and take reasonable steps to complete this
assessment within 30 days (see Assessing a Suspected
Data Breach). Criteria for assessing a data breach,
including the risk of harm and remedial action, is
explored in identifying Eligible Data Breaches.
STEP 3: NOTIFY
Notification can be an important mitigation strategy
that has the potential to benefit both the entity and the
individuals affected by a data breach. The challenge
is to determine when notification is appropriate.
Sometimes, notifying individuals can cause undue
stress or harm. For example, notifying individuals about
a data breach that poses very little or no risk of harm
can cause unnecessary anxiety. It can also de-sensitise
individuals so that they don’t take a notification
seriously, even when there is a real risk of serious harm.
Each incident needs to be considered on a case-bycase
basis to determine whether breach notification
is required.
“Once an entity has
discovered or suspects that
a data breach has occurred,
it should immediately take
action to limit the breach.”
Consider:
• the obligations of the entity under the NDB scheme.
Entities are required to notify individuals and the
Commissioner about data breaches that are likely to
result in serious harm. Part 4 of this guide provides
further detail about the NDB scheme’s requirements
• other circumstances in which individuals should
be notified. For example, your entity may not have
obligations under the NDB scheme, but have
processes in place to notify affected individuals in
certain circumstances
• how notification should occur, including:
• what information is provided in the notification
• how the notification will be provided to individuals
• who is responsible for notifying individuals and
creating the notification.
• who else other than affected individuals (and the
Commissioner if the notification obligations of the
NDB scheme apply) should be notified where a law
enforcement agency is investigating the breach,
it may be appropriate to consult the investigating
agency before making details of the breach public
• whether the incident triggers reporting obligations to
other entities.
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Back to Contents W W W . A H A S A . A S N . A U | Hotel SA | 31

C Y B E R S E C U R I T Y
Effective data breach response is about reducing or
removing harm to affected individuals, while protecting
the interests of your organisation or agency. Notification
has the practical benefit of providing individuals with
the opportunity to take steps to protect their personal
information following a data breach, such as by
changing account passwords or being alert to possible
scams resulting from the breach. It is important that
staff are capable of engaging with individuals who
have been affected by a data breach with sensitivity
and compassion, in order not to exacerbate or cause
further harm. Notification can also help build trust in an
entity, by demonstrating that privacy protection is taken
seriously.
STEP 4: REVIEW
Once steps 1 to 3 have been completed, an entity
should review and learn from the data breach incident
to improve its personal information handling practices.
This might involve:
• a security review including a root cause analysis of
the data breach
• a prevention plan to prevent similar incidents in future
• audits to ensure the prevention plan is implemented
• a review of policies and procedures and changes to
reflect the lessons learned from the review
32 | Hotel SA | W W W . A H A S A . A S N . A U Back to Contents

C Y B E R S E C U R I T Y
“Effective data breach response is about reducing or
removing harm to affected individuals, while protecting
the interests of your organisation or agency.”
• changes to employee selection and training practices
• a review of service delivery partners that were
involved in the breach.
In reviewing information management and data breach
response, an entity can refer to the OAIC’s Guide to
Securing Personal Information. 10
When reviewing a data breach incident, it is important
to use the lessons learned to strengthen the entity’s
personal information security and handling practices,
and to reduce the chance of reoccurrence. A data
breach should be considered alongside any similar
breaches that have occurred in the past, which could
indicate a systemic issue with policies or procedures.
If any updates are made following a review, staff
should be trained in any changes to relevant policies
and procedures to ensure a quick response to a
data breach.
Source: oaic.gov.au
Endnotes
10
See Guide to Securing Personal Information, OAIC website
https://www.oaic.gov.au.
Back to Contents W W W . A H A S A . A S N . A U | Hotel SA | 33

A H A | S A C O R P O R A T E P A R T N E R S
P U B L I C A N P R O F I L 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
Perks Accountants & Wealth Advisers
08 8273 9300
BEVERAGE GASES
BOC Limited 0424 647 568
Supagas 8252 7472
BEVERAGES
Accolade Wines 8392 2238
Australian Liquor Marketers 8405 7744
Billsons 03 57281304
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
Southtrade International 0410 449 720
Treasury Wine Estates 8301 5400
BOOKKEEPING
Perks Accountants & Wealth Advisers
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
Consillion 1800 500 994
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
COFFEE SUPPLIERS
Grinders Coffee 1300 476 377
COMPUTER & IT SERVICES
Boylen 8233 9433
Compnow 8133 8000
DEFIBRILLATORS
AED Authority 03 8710 8666
Alsco 8346 1391
St John 1300 78 5646
ENERGY & SOLAR SOLUTIONS
Class A Energy Solutions 8391 4853
Power Maintenance Group 1300 700 500
Trans Tasman Energy 1300 118 834
EQUIPMENT/SUPPLIES/HARDWARE
Bunnings Group 0435 630 660
Bunzl 08 8245 6222
Mr Wet Wall 1800 938 925
FACIAL RECOGNITION TECHNOLOGY
COMS Systems 1800 324 918
Vix Vision 0400 310 326
FINANCIAL PLANNING
Perks Accountants & Wealth Advisers
08 8273 9300
Winnall & Co. 8379 3159
FIRST AID
Alsco 8346 1391
St John 1300 360 455
FOOD SAFETY
Think ST Solutions 0422 285 720
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
GFR Pro 0408 186 540
SA Lotteries 132 315
UBET 8354 7300
GAMING ANALYSIS
Independant Gaming Analysis 8376 6966
Winnall & Co 8379 3159
GAMING FLOAT RECONCILIATION
GBay/Aruze Gaming 0424 700 888
GFR Pro 0408 186 540
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
GBay/Aruze Gaming 0424 700 888
IGT 8231 8430
Independant Gaming Analysis 8376 6966
Konami Australia Pty Ltd 0409 047 899
MAX 8275 9700
Light & Wonder 0400 002 229
Statewide Gaming 0448 076 144
GIFT CARDS
The Card Network 1300 375 346
HEALTH INSURANCE
Bupa 1300 662 074 (#2146982)
HOTEL BROKERS
JLL 8233 8890
Langfords Hotel Brokers 0410 605 224
McGees Property Hotel Brokers 8414 7800
HOTEL MANAGEMENT
H&L Australia Pty Ltd 1800 778 340
HOTEL MARKETING
Digital Marketing AOK 1300 658 543
INFORMATION SYSTEMS/SITE PREP
Max Systems 8275 9700
INSURANCE
Aon Risk Solutions 8301 1111
KITCHEN & BAR EQUIPMENT
Bunnings Group 0435 630 660
Bunzl 08 8245 6222
Stoddart Food Service Equipment
0468 923 320
LOTTERIES
SA Lotteries 13 18 68
LEGAL SERVICES
Eckermann Lawyers 8235 3990
Piper Alderman Lawyers 8205 3318
Ryan & Co Solicitors 0421 595 815
Wallmans Lawyers 8235 3018
LINEN & UNIFORM SERVICES
Alsco 1300 659 892
ORTC Clothing Co 0422 515 213
Alsco 8346 1391
MEDIA
FIVEaa 8419 1395
Foxtel 1300 138 898
Solstice Media 8224 1600
MIGRATION
Migration Solutions 8210 9800
ONHOLD/MESSAGING
1800 ON HOLD 8125 9370
PAYROLL & HR RESOURCES
Employment Hero 0415 769 186
Perks Accountants & Wealth Advisers
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
JLL 8233 8890
Knight Frank Valuations & Advisory
8233 5222
RETAIL LIQUOR MARKETING
Australian Liquor Marketers 8405 7744
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
Alliance College 1300 665 065
The Kingsmen 0410 416 655
Maxima 8340 7766
Perks Accountants & Wealth Advisers
08 8273 9300
St John 1300 360 455
SUPERANNUATION
HostPlus 0418 327 607
WEBSITES
Boylen 8233 9433
34 | Hotel SA | W W W . A H A S A . A S N . A U Back to Contents

Back to Contents W W W . A H A S A . A S N . A U | Hotel SA | 35

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
GFR pfdfoods.com.au
Pro
IGT
For full product range and details
of your nearest branch
Technology
Oatley Fine Wine Merchants
Australian Liquor Marketers
Digital Marketing AOK
Konami Australia Pty Ltd
PFD063 Hotel SA Advert (1/4 Page).indd 1
18/05/09 11:47 AM
Options Craft Liquor Merchants
BankSA
Empire Liquor
Light & Wonder
Samuel Smith & Son
Big Screen Video
Employment Hero
Liquor Marketing Group
Stoddart Food Equipment
Bluize
Foxtel
Novatech Creative Event
Tanda
B R O N Z E
1800 ON HOLD
Cashzone
Adelaide Institute of Hospitality Class A Energy Solutions
Alliance College
Compnow
Alsco
COMS Systems
Banktech
Concept Collections
Bentleys Accountants
Consillion
Billsons
Eckermann Lawyers
BK Electronics
GBay/Aruze Gaming
BOC Limited
Independant Gaming Analysis
Bunnings Group
JLL
T
Bunzl
08 8100 2499 F 08 8232 Knight 4979Frank Valuations &
E INFO@GAMINGCARE.ORG.AU
H O T E L I N D U S T R Y S U P P O R T E R
4TH FLOOR AHA|SA HOUSE
60 HINDMARSH SQUARE, ADELAIDE SA 5000
Advisory SA
Langfords Hotel Brokers
McGees Property Hotel Brokers
Mister Lincoln
Next Payments
ORTC Clothing Co
Perks Accountants & Wealth
Advisers
Piper Alderman Lawyers
Power Maintenance Group
Ryan & Co. Solicitors
A Cleaner World (ACW)
Art Images Gallery
Bupa
The Card Network
Solstice Media
Statewide Gaming
St John
Studio Nine Architects
Supagas
The Banner Crew
The Kingsmen
Trans Tasman Energy Group
Vix Vision
Wallmans Lawyers
Winnall & Co
Maxima
Migration Solutions
Southtrade International
Think ST Solutions
36 | Hotel SA | W W W . A H A S A . A S N . A U Back to Contents

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.
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.
Back to Contents W W W . A H A S A . A S N . A U | Hotel SA | 37

L I C E N S E E T R A N S F E R S
FEBRUARY 2024
HOTEL LOCATION EFFECTIVE DATE NEW LICENSEE
Hotel Spencer Whyalla 04.01.24 EDP Spencer Pty Ltd d
Olary Hotel Olary 25.01.24 Amber Crowley & Aaron William Crowley
Seed Clare Valley Clare 29.01.24 The Blue Grape Enterprises Pty Ltd
Stockwell Hotel Stockwell 30.01.24 HKSK Trading Co Pty Ltd
Hannahville Hotel Port Augusta 05.02.24 Luther and Company Businesses Pty Ltd
Port Neill Hotel Port Neill 12.02.24 Port Neill Hotel Pty Ltd
Coffin Bay Hotel Coffin Bay 12.02.24 Coffin Bay Hotel Motel Pty Ltd
Alma Tavern Magill 19.02.24 Duxton Old Noarlunga Custodian Pty Ltd
Maid of Auckland Hotel Edwardstown 22.02.24 Maid of Auckland Hotel Pty Ltd
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
DAVID BASHEER
President
MATTHEW BINNS
Vice President
LUKE DONALDSON
Deputy Vice President
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
EXECUTIVE COUNCIL
COUNCIL
BRAD BARREAU
ANDREW BULLOCK
SIMONE DOUGLAS
TREVOR EVANS
JASON FAHEY
TRENT FAHEY
SAM McINNES
Secretary Treasurer
MATTHEW BRIEN
Executive Council
ANNA HURLEY
Executive Council
COREY FARMER
ELISE FASSINA
JAMES FRANZON
TONY FRANZON
JOHN GIANNITTO
TOM HANNAH
ANDREW KEMP
Executive Council
MATT ROGERS
Executive Council
PETER JOHNSON
JASON KELLY
GUY MATTHEWS
KAREN MILESI
ANDREW PLUSH
DARREN STEELE
ADMINISTRATION
ANNA MOELLER
CEO
OWEN WEBB
Deputy CEO
ALISA WENZEL
Financial Officer
KATHERINE TAYLOR
Accommodation Australia (SA)
& Communications
NATARSHA STEVENSON
Manager - Policy & Industry
Affairs
SARAH LEGOE
Senior Advisor - Workplace
Relations, Liquor Licensing &
Gaming
GARY COPPOLA
Legal and Advocacy
DIDIER VOLLERIN
Liquor Licensing &
Gaming Advisor
SCOTT VAUGHAN
Membership & Business
Services
+
LUCY RANDALL
Events & Partnerships
LIZ TURLEY
Training Coordinator
BELINDA RICHARD
Executive Assistant
+
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
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