20 June 2024

Offer of Employment

We are pleased to offer you casual employment with VenuesLive Management Services (WA) Pty Ltd (Company)
on the terms and conditions set out in this Letter of Offer and in the attached document (Standard Terms).

This offer of casual employment is made by the Company, and accepted by you, on the basis that the Company
makes no firm advance commitment to providing you with continuing and indefinite work according to an agreed
pattern of work.

The Hospitality Industry (General) Award 2020 (HIGA) will also apply to your employment but it will not form part
of your contract of employment with the Company.

Position You will be employed on a casual basis as an F&B Attendant. Your initial classification
under the Award will be Level 1. The Company may change an employee's job
classification from time to time to meet the requirements of the business.

Location You will initially be based at HBF Park (Perth, Western Australia) and you may be
required to work at other offices of the Company which are within a reasonable
distance from HBF Park (Perth, Western Australia).

Start Date You may be offered casual shifts from 1st July 2024. The Company may cease offering
you casual work at any time.

Duties You will report to the Supervisor / Duty Manager on duty and will work under the
direction of the person in that position or such other position determined by the
Company from time to time. Your duties may vary from shift to shift in accordance
with the classifications of the Award.

Hours of work The Company may elect to offer you casual work according to the needs of the
business. The Company does not guarantee you a minimum number, or any hours of
work. You may elect to accept or reject any offer of casual work by the Company.

Your hours will fluctuate depending on the level of business demand and your
availability. You should have no expectation of continuing employment with the
Company.

1
Remuneration You will be paid a casual base hourly rate, which is inclusive of any applicable casual
loading. You will also be paid at the applicable rate of pay for the role you are
performing on a shift-by-shift basis, in accordance with the classifications of the
Award. The 2024 HIGA rates of pay are on attached appendix.

All online training completed as part of your work responsibilities will be paid at the
Grade 1 training rate. This clause will be in force for the duration of your employment
with the company.

If you are a junior employee (under 20 years of age), you will be paid a percentage of
the appropriate rate of pay as prescribed by the Award.

You will also be paid any applicable penalty rates, allowances and loadings under the
Award whilst it applies to your employment.

You will be paid fortnightly by electronic funds transfer into your nominated bank
account after any Deductions and other deductions of all taxes and levies.

Casual loading The casual loading paid to you by the Company will be paid to you to compensate
you for not having the benefit of the following entitlements under the National
Employment Standards during your employment:
(a) paid annual leave;
(b) paid personal/carer's leave;
(c) paid compassionate leave;
(d) payment for absence on a public holiday;
(e) payment in lieu of notice of termination; and
(f) redundancy pay.

Superannuation The Company will make contributions for you into a complying superannuation fund
at the rate required by applicable legislation.

You are eligible for a choice of superannuation fund. When you start work, if you do
not nominate a valid fund or do not wish to make a choice, the Company will make
contributions into a superannuation fund stapled to you as determined by the
Australian Taxation Office, or where there is no superannuation fund stapled to you,
enrol you as a member of HostPlus.

Discretionary benefits In addition to your remuneration package, the Company may, at its discretion,
provide you with other benefits. Unlike your remuneration package, the Company
may cease providing these benefits, or change the basis on which it provides them
from time to time at its discretion and you would not have an entitlement to continue
to receive these benefits. Unless you are advised in writing otherwise, any benefit
provided to you will be a discretionary benefit to which this clause applies.

Uniforms You acknowledge a set of uniforms will be issued to you and is in good condition. You
will accept responsibility for these items and agree to maintain your uniform in a
clean and tidy condition. Upon termination of your employment or at the request of
VenuesLive Management Service (WA), you agree to return these items to
VenuesLive Management Services (WA).

Page 2 of 7
 Termination Your employment may be terminated at any time by you or by the Company without
notice.

Medicals The Company may from time to time require you to undergo, at the Company’s
expense, medical examinations to ensure you are fit to perform your duties, or to
manage workers’ compensation claims with a medical practitioner nominated by the
Company. You consent to the nominated medical practitioner providing the
Company with the result of such medical examinations.

Security You agree to abide by the Company’s security policy and to undergo reasonable
screening and searches of your person, baggage and personal belongings whilst at a
place of employment.

Standard Terms and Conditions

These Standard Terms together with the Letter of Offer set out the terms and conditions on which the
Company offers you casual employment.

1. Your duties

1.1 You must:

(a) serve the Company faithfully and diligently to the best of your ability;
(b) use all reasonable efforts to promote the interests of the Company;
(c) act in the Company's best interests;
(d) comply with all directions of any Group Entity from time to time;
(e) comply with all laws applicable to your position and the duties assigned to you; and
(f) inform yourself of and comply with any applicable Group Entity's policies including
policies relating to email and internet use, WHS, EEO, rehabilitation and environment, as
amended from time to time.
1.2 Without limiting your duties to the Company, you must not:

(a) act in conflict with the Company's best interests; or

(b) engage in any business or activity for any Competitor, without the prior written
approval of the Company.
1.3 In clause 1.2(b):

(a) 'Competitor' means any person or other entity that competes with any Group Entity; and
(b) 'engage in' means to participate, assist or otherwise be directly or indirectly involved as a
member, shareholder (other than a shareholding of less than 5% in a company listed on any
recognised stock exchange), unitholder, director, consultant, adviser, contractor, principal,
agent manager, employee, beneficiary, partner, associate, trustee or financier.
1.4 You acknowledge that you have no authority to bind any Group Entity or any other entity or person
in contract except to the extent that you are from time to time expressly authorised to do so.

Page 3 of 7
2. Transport
Transport to and from work is your responsibility and at your expense.
3. Your Leave
3.1 As you are employed on a casual basis, you will not be entitled to paid annual leave, paid
personal/carer's leave or paid compassionate leave.
3.2 You will be entitled to up to 2 days unpaid carer's leave for each occasion requiring you to take
carer's leave in accordance with the Act. You will also be entitled to unpaid compassionate leave
and community service leave in accordance with the Act.
3.3 When taking unpaid carer's leave, you will be required to provide the Company with a medical
certificate for any absence unless the Company determines otherwise.
3.4 Where reasonably practicable, you must notify the Company before the commencement of duty
of an inability to attend for duty, and advise the nature and estimated duration of the absence.
4. Confidential information
4.1 Subject to subclause 4.2, you must keep confidential all Confidential Information.
4.2 You may:
(a) use Confidential Information solely for the purpose of performing your duties; and
(b) disclose Confidential Information only:
(i) to persons who are aware and agree that the Confidential Information must be
kept confidential or have signed a confidentiality agreement required by the Company
from time to time and either:
a) have a need to know (and only to the extent that each has a need to
know); or
b) have been approved by the Company; or
(ii) that you are required by law to disclose provided that you immediately notify the
Company of the disclosure requirements before making the disclosure, or where that is
not possible, immediately after making the disclosure.
4.3 You must immediately notify the Company of any suspected or actual unauthorised use, copying
or disclosure of Confidential Information by any entity or person.
4.4 You must provide assistance reasonably requested by any Group Entity in relation to any
proceedings any Group Entity may take against any person for unauthorised use, copying or
disclosure of Confidential Information.
5. What happens after your employment ends
If your employment ends for any reason:
(a) the Company may set off any amounts you owe any Group Entity against any amounts the
Company owes you at the date of termination except for amounts the Company is not entitled by
law to set off;
(b) you must return any Group Entity's property (including property leased by the Company) to the
Company on termination including all written or machine readable material, software, computers,
credit cards, keys and vehicles and any document or material containing Confidential Information;
and
(c) your obligations under clause 4 continue after your employment ends except in respect of
information that is part of your general skill and knowledge.

Page 4 of 7
6. Overpayments
6.1 You agree that the Company may, at any time, deduct from your wages any amounts owed by you to the
Company to the extent permitted by law, including, but not limited to:
(a) overpayments made by the Company to you; and
(b) amounts paid to you for leave where you have no entitlement to such leave.
6.2 You agree that the deductions listed in subclause 6.1 above are reasonable.
7. Workplace surveillance
The Company notifies you that continuous ongoing camera, computer and tracking surveillance is carried out in
the workplace in which you work. In areas where camera surveillance occurs, notices reminding you of such
surveillance will be displayed. Computers may be subject to surveillance to ensure compliance with all policies
and procedures. You consent to such surveillance from the date your employment starts.
8. Consent
8.1 You consent to the use of any photographs or video taken of you in an employment context, for the purpose
of promoting the Company and the Company's business.
8.2 The Company agrees that any photograph or video taken of you in an employment context will not be used
for any purpose other than as stated in paragraph 8.1 above.
9. Dealing with the media
You must not, without the prior written consent of the Company, communicate with or disclose to any
representative of the media, any information of any nature whatever relating to any Group Entity, its clients or
customers.
10. Entire agreement and governing law
The Agreement:
(a) constitutes the entire agreement between you and the Company in relation to your employment;
(b) supersedes any prior understanding or agreement and any prior condition, warranty, indemnity or
representation imposed, given or made by you or any Group Entity; and
(c) is governed by and construed under the laws of Western Australia and you and the Company
irrevocably and unconditionally consent to the exclusive jurisdiction of the courts of Western
Australia.

11. Policies
You are required to be familiar, and to comply, with the Company's directions that are in all Company and Group
Entity policies (which may be amended by the Company or any relevant Group Entity from time to time at its
absolute discretion) that apply to your employment. You acknowledge that such policies do not form part of
either the Agreement or your contract of employment and do not create any enforceable rights or entitlements
in your favour. Any reference to any Group Entity's policies in the Agreement does not have the effect of making
the terms of those policies part of the Agreement or your contract of employment.
12. Definitions
12.1 'Act' means the Fair Work Act 2009 (Cth) as amended from time to time.
12.2 'Agreement' means these Standard Terms and the Letter of Offer.
12.3 'Company' means VenuesLive Management Services (WA) Pty Ltd.

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 12.4 'Confidential Information' means all confidential information including, but not limited to:

(a) all information concerning the business, methods of operating and methods and proposal for
marketing, promotion, and other activities of any Group Entity;
(b) confidential information concerning any Group Entity's clients;
(c) confidential and financial information concerning any Group Entity;
(d) trade secrets of any Group Entity;
(e) confidential know-how of any Group Entity;
(f) the terms of the Agreement; and information concerning the business, finances or customers of a
third party which any Group Entity has an obligation not to disclose; of which you become aware or
generate in the course of, or in connection with, your employment with the Company but does not
include information that is in the public domain for reasons other than unauthorised disclosure by
you.
12.5 'Group Entity' means:

(a) the Company;

(b) VenuesLive Management Services Pty Ltd; and
Any Related Corporation of the above entities.
12.6 'Intellectual Property Rights' means all intellectual property rights without limitation:

(a) copyright, patents, registered design, trademarks and the right to have confidential information
kept confidential; and
(b) any application or right to apply for registration of any of those rights.
12.7 'Letter of Offer' means the letter of offer attached to these Standard Terms.
12.8 'Related Corporation' has the meaning given to related body corporate under the
12.9 Corporations Act 2001 (Cth) as amended from time to time.

Unless the context otherwise requires, terms defined in the Letter of Offer have the same meaning in these
Standard Terms

Page 6 of 7
Acceptance of Offer

By accepting this offer of casual employment, you agree that you are accepting casual employment with the
Company on the basis that the Company makes no firm advance commitment to providing you with continuing
and indefinite work according to an agreed pattern of work.

We take great pleasure in welcoming you to VenuesLive Management Services (WA) Pty Ltd and look forward to
working with you.

Yours sincerely,

Gail Forster
Head of Staffing Operations
on behalf of VenuesLive Management Services (WA) Pty Ltd

Jonathan Giraldo
I _____________________________________________have read this Letter of Offer and the Standard Terms and
Print Name

Conditions, and agree to accept the Company's offer of casual employment on the terms set out in this Letter of
Offer and the Standard Terms.

23/06/2024
Jonathan Giraldo (Jun 23, 2024 17:19 GMT+8)
Signature Date

Page 7 of 7
_________________________________________________________________________________________

Job Title: Food & Beverage Attendant

Location: Perth Rectangular Stadium, Perth, Western Australia

Reports to: Food & Beverage Supervisor

Position Type: Casual

_________________________________________________________________________________________

About Perth Rectangular Stadium:

Perth Rectangular Stadium, a premier venue for hosting a diverse range of events, offers a
unique opportunity to be part of a team that delivers exceptional service and creates
memorable experiences for our patrons. Join us to be at the heart of the action and contribute to
an exciting atmosphere.

Job Summary:

As a Food & Beverage Attendant, you will play a pivotal role in delivering an outstanding
customer experience at Perth Rectangular Stadium. We are looking for enthusiastic, customer-
focused individuals who thrive in a fast-paced environment. Your responsibilities will include
serving food and beverages, handling transactions, and maintaining the cleanliness and
organisation of the food and beverage areas.

Key Responsibilities:

1. Food and Beverage Service:

 Serve various food and beverages, including alcoholic drinks, in compliance with
legal and safety standards.
 Accurately take orders and relay them to the kitchen and bar staff.
 Deliver orders to customers in a timely and efficient manner.
 Greet customers warmly and provide exceptional service throughout their visit.
 Address customer inquiries and resolve any issues promptly and courteously.
 Ensure customer satisfaction by maintaining a positive and professional
demeanour.

2. Point of Sale Operations:

 Operate point of sale (POS) systems efficiently and accurately.
 Handle cash, credit, and debit transactions, ensuring accuracy and accountability.
 Maintain proper cash management practices and balance the cash register at the
end of each shift.

3. Food and Beverage Production:

 Assist in preparing and producing food and beverage items as required.
 Follow all health and safety guidelines to ensure the quality and safety of food and
beverages served.
 4. Cleaning and Maintenance:
 Perform general cleaning duties to maintain the cleanliness and hygiene of the food
and beverage areas.
 Ensure all equipment and facilities are clean, organised, and in good working
condition.
 Adhere to sanitation and safety protocols to ensure a safe environment for
customers and staff.

5. Team Collaboration:
 Work effectively within a team to ensure smooth operations and excellent service
delivery.
 Communicate clearly and professionally with colleagues and supervisors.
 Assist team members as needed and contribute to a supportive work environment.

Physical Requirements:

 Ability to stand for extended periods.

 Capability to lift and carry items up to 20 kg.
 Comfortable working in a busy, sometimes noisy, environment.
 2024 HIGA Rates Table and Summary
Applicable to casual staff at VenuesLive WA – HBF Park ONLY

EFFECTIVE DATE: 1 July 2024

Mon-Fri Mon-Fri Overtime Overtime Overtime Saturday

Monday to Public
19:00 – 00:00 00:00 – 07:00 Saturday Sunday Mon - Fri Mon - Fri & Sunday
Friday Holidays
Classification first 2 hours after 2 hrs
Adult Level 1 $30.13 $32.75 $34.06 $36.15 $42.18 $60.25 $36.15 $48.20 $48.20
19 Yrs - Level 1 $25.61 $28.23 $29.54 $30.74 $35.86 $51.23 $30.74 $40.98 $40.98
18 Yrs - Level 1 $21.09 $23.71 $25.02 $25.30 $29.52 $42.17 $25.30 $33.74 $33.74

Adult Level 2 $31.23 $33.85 $35.16 $37.47 $43.72 $62.46 $37.47 $49.97 $49.97
19 Yrs – Level 2 $26.55 $29.17 $30.48 $31.86 $37.17 $53.09 $31.86 $42.48 $42.48
18 Yrs - Level 2 $21.87 $24.49 $25.80 $26.24 $30.61 $43.73 $26.24 $34.98 $34.98

Adult Level 3 $32.25 $34.87 $36.18 $38.70 $45.15 $64.51 $38.70 $51.61 $51.61

Adult Level 4 $33.95 $36.57 $37.88 $40.74 $47.53 $67.90 $40.74 $54.32 $54.32

Adult Level 5 $36.09 $38.71 $40.02 $43.31 $50.53 $72.18 $43.31 $57.75 $57.75

Adult Level 6 – CDP’s $37.05 $39.67 $40.98 $44.46 $51.87 $74.10 $44.46 $59.28 $59.28

Adult Level 7 – Senior CDP’s $38.93 $41.55 $42.86 $46.72 $54.51 $77.86 $46.72 $62.29 $62.29

Notes:

• Employees will be paid the applicable rate of pay for the actual job role performed on a shift-by-shift basis.
• Junior rates of pay only apply to employees 19 years of age or younger, who work in Grade 1 and Grade 2 roles. When working a Grade 3 role or above, adult pay rates will apply.

Level 7
- Introduction of a new Level and rate for the Senior CDP role with the aim of attracting and retaining highly skilled professionals, given the significant skill shortage at this level within
the broader Hospitality and Catering Industry.
- The base rate for this role is the same as the base rate that is currently in place for the VL WA Casual team at Optus Stadium (Senior CDP’s).
- The same % increases have been applied to the overtime rates in line with the same percentage increases evident in the OT rates contained within the HIGA Level 6 rates.

Published: 11/06/24 Page 1 of 3

HIGA Classification Table Position Examples
Level 1 Trainee
Level 2 Administrator / F&B Attendant / Bar Attendant / Kit Steward / Runner / Storeperson
Level 3 Barista / Cook / Forklift Driver / Keg Room Attendant / Team Leader
Level 4 Supervisor / Commis Chef / ICT Support / Senior Administrator
Level 5 Duty Manager / Duty Manager AM / Training – Duty Manager
Level 6 Chef de Partie

VL Classification Table Variations Position Examples

Level 7 Senior Chef de Partie

HIGA Overtime, Allowances & Penalty Rate Summary

Minimum Shift Length

A minimum shift of 2 hours applies Monday to Sunday and on Public Holidays.

Overtime / Special Rate Application

Monday to Friday: Time and a half for the first 2 hours and double time thereafter for work more than 12 hrs per shift and/ or 76 hrs per fortnight.
Saturday and Sunday: Double time for all time worked after 12 hours per shift and for work more than 76 hrs per fortnight.
Note:
Shift Length: Shifts are not to exceed 12 hours and/or 38 hours per week without the approval of the applicable VenuesLive General Manager.
10 hrs between shifts: Employees must have a 10-hour rest break between shifts starting on different days.
Fatigue Management: Employees shall not work more than 7 consecutive days (at any venue) without the express permission of a VenuesLive General Manager.
Overtime & Public Holiday Rates
Where overtime and Public Holiday rates co-exist, the higher rate will be paid.
Working past 12am
When an employee works hours that move from one day, past midnight, to another day (with a different pay rate, e.g. Saturday into Sunday) employees will be paid the applicable
rate of pay for the actual hours worked on each day.
When an employee works past midnight Monday to Friday, employees will be paid an additional hourly rate of $3.93 per hour (or part of an hour) between midnight and 7:00 am.
Working between 7pm and midnight Monday to Friday
When an employee works between 7pm and midnight Monday to Friday, employees will be paid an additional hourly rate of $2.62 per hour (or part of an hour).

Published: 11/06/24 Page 2 of 3

 HIGA Overtime, Allowances & Penalty Rate Summary
Rest Breaks
Employees engaged for:
I. More than 5 hours and up to 6 hours – employees may elect to take an unpaid meal break of up to 30 minutes. The employee must request this by no later than the
commencement of their shift.
II. More than 6 hours and up to 8 hours – An unpaid meal break of no less than 30 minutes (to be taken after the first 2 hours of work and within the first 6 hours of work).
III. More than 8 hours and up to 10 hours – An unpaid meal break of no less than 30 minutes (to be taken after the first 2 hours of work and within the first 6 hours of work). In
addition, one 20-minute paid rest break must be taken (may be taken as two 10-minute paid rest breaks).
IV. More than 10 hours – An unpaid meal break of no less than 30 minutes (to be taken after the first 2 hours of work and within the first 6 hours of work). In addition, two 20-
minute paid rest breaks must be taken.
Break Penalty
If, during an employee’s shift of more than 6 hours, the employer does not allow the employee to take an unpaid meal break, the employee will be paid at the shift hourly rate plus
50% of the ordinary hourly rate until either of the following occurs:
I. The employee takes the unpaid meal break; or
II. The employee’s shift ends.

Uniform (if applicable)

A Special Clothing Allowance will apply when an employee is issued a uniform that they will be required to launder.

Fork-lift driver allowance

An allowance of $0.39 per hour will be paid to an employee who is engaged to drive a fork-lift.

Higher Duties
An employee (other than an employee on grade 2 or 3 classification level) who is required to work higher duties for 2 or more hours on any day is entitled to have the whole shift paid
at the higher rate. In all other cases the employee will be paid the higher rate for the actual time worked.

Event or Shift Cancellation

Should an Event or Shift be unavoidably cancelled by VenuesLive with less than 3 hours notice before an Employee’s shift commencement time, a courtesy payment of 3 hours will
apply.

Pay Information
Casual Staff are paid fortnightly. The Default Superannuation fund for casual staff is fund is Hostplus, however an employee may choose to select their own fund.

Other
A casual employee may leave the employer's service or be discharged without notice, in accordance with requirements of the Fair Work Act 2009 (Cth).

Published: 11/06/24 Page 3 of 3

PRS - Food & Beverage Contract
Final Audit Report 2024-06-23

Created: 2024-06-20

By: Angila Tropiano ([email protected])

Status: Signed

Transaction ID: CBJCHBCAABAAJ_TTt4FvP9NfO76wtWPqJKPQAVVI2Xsm

"PRS - Food & Beverage Contract" History

Document created by Angila Tropiano ([email protected])
2024-06-20 - 0:22:17 AM GMT

Document emailed to [email protected] for signature

2024-06-20 - 0:22:30 AM GMT

Email viewed by [email protected]

2024-06-21 - 9:26:03 AM GMT

Email viewed by [email protected]

2024-06-23 - 9:17:22 AM GMT

Signer [email protected] entered name at signing as Jonathan Giraldo

2024-06-23 - 9:19:35 AM GMT

Document e-signed by Jonathan Giraldo ([email protected])

Signature Date: 2024-06-23 - 9:19:37 AM GMT - Time Source: server

Agreement completed.
2024-06-23 - 9:19:37 AM GMT