The right to be treated fairly and to work in a safe workplace.

You have the right to a written employment agreement.

You must be paid at least the minimum wage. Refer to https://www.govt.nz/ for the latest hourly rate.

You must be paid the full amount that you are entitled to receive under your employment agreement. This amount also cannot be lower than the minimum wage. You should not be giving cash back to your employer after you have been paid.

You have the right to 4 weeks of paid annual holiday each year, after you have worked for your employer for 12 months.

You have the right to take 12 public holidays off work on full pay (if the public holiday is on a day that you normally work).

If your employment agreement says so, your employer can ask or require you to work on a public holiday. If you work on a public holiday then you are entitled:

• to be paid 1.5 times your normal pay for that day; and
• to receive another paid day off (if the public holiday that you worked is a day that you normally work on).

You are entitled to paid leave under these circumstances if you have been employed by your employer for 6 months:

• 10 days’ paid sick leave a year;
• up to 3 days’ paid bereavement leave on the death of your spouse or partner, parent, child, sibling, grandparent, grandchild, or your spouse or partner’s parent;
• up to 1 day’s paid bereavement leave on the death of any person not mentioned above and if your employer accepts that you have suffered a bereavement; and
• up to 10 days’ paid domestic violence leave.

The right to rest and meal breaks. Your entitlement to rest and meal breaks depends on how long your shift is. You can find details of your minimum entitlements at https://www.employment.govt.nz/.

The right to parental leave and parental leave payments if you have worked for your employer for 6 months. The length of leave depends on how long you have worked for your employer.

The right to ask for details of your time worked, leave and holiday entitlements.

The right not to be exploited or threatened because of your visa status.

Below are the translated versions in Hindi and Chinese that you can download:

• Know your New Zealand Employment Rights - Chinese Translation.pdf
• Know your New Zealand Employment Rights - Hindi Translation.pdf

If you consider that you are deliberately being denied your minimum employment rights, talk with your employer or contact the Super Liquor Support Office by:

• calling 0800 547 867;
• emailing support@superliquor.co.nz; or
• emailing or speaking with your Franchise Manager at the Super Liquor Support Office. If you are unsure of their contact details, you can call 0800 547 867 to get them.

You can find more information on your minimum employment rights at https://www.employment.govt.nz. Information is available in 12 languages on this website including Maori, Chinese, Hindi, Korean, Panjabi, Samoan, Tagalog, Thai, Tongan and Vietnamese.

https://www.employment.govt.nz/starting-employment/rights-and-responsibilities/minimum-rights-of-employees-translations/#minimum

Sale and Supply of Alcohol Act 2012 – Acknowledgement of Responsibilities to Comply with the Law. It is Super Liquor Policy that all staff need to sign this acknowledgement form every quarter.

Introduction
Super Liquor takes its legal responsibilities seriously. This document sets out actions and behaviours on our premises that are offences under the Act. We require you to acknowledge your responsibilities on behalf of the company in ensuring the law is complied with and these offences are not incurred in undertaking your duties. The offences are:

Sale and supply of alcohol to a minor
It is an offence under the Sale and Supply of Alcohol Act 2012 to sell alcohol to any person under 18 years of age (a “minor”). The penalties upon conviction of selling to a minor are:

• For a licensee, a maximum fine of $10,000 and/or the suspension of the licence for 7 days;
• For a manager a maximum fine of $10,000; and
• For any other staff member a maximum fine of $2,000.

The Police can also apply to the Liquor Licensing Authority for the suspension or cancellation of our liquor licence and/or the suspension or cancellation of a Manager’s Certificate.

In order to protect you and our liquor licence Proof of Age documentation MUST be requested where a person appears to be 25 years or younger. The only acceptable forms of photo identification are:

• A Current NZ photo driver’s licence
• A Current NZ or overseas passport
• A Current HANZ 18+ Card

In our premises there must be no exceptions, No ID = No Service. If someone cannot prove they are 18 years old or over, then they must not be served. If you are in any doubt, please contact the Duty Manager.

Group Sales Policy
When a group of people enter the store, and any member of the group that appears to be under the age of 25, the group must be asked for ID at the time of purchase. If any person in that group cannot supply ID, you may NOT supply ANYONE in the group with alcohol.

A minor in a restricted area or unaccompanied in a supervised area
Minors are not allowed to be in restricted areas or to be unaccompanied in a supervised area and it is an offence for a licensee or manager to allow such a situation to occur. The penalty upon conviction is a maximum fine of $2,000.

Sale and supply of alcohol to intoxicated people
Alcohol cannot be sold to intoxicated people. The penalties upon conviction of doing so are:

• A maximum fine of $10,000 for a manager or licensee;
• A suspension of the licensee’s license for up to 7 days;
• A maximum fine of $2,000 for other staff;

Unauthorised sale or supply
It is an offence to sell and supply alcohol for consumption on the premises or to let people consume alcohol on the premises unless it is permitted by provisions in the Act (e.g., tastings). The penalties upon conviction of doing so are:

• A maximum fine for the licensee or the manager of $20,000;
• The suspension of the licensee’s licence for up to 7 days;

Intoxicated while on duty
No-one can be intoxicated whilst on duty. The penalties upon conviction are:

• A maximum fine of $4,000 for a manager;
• A maximum fine of $2,000 for an employee;

Permitting an intoxicated person to remain on licensed premises
An intoxicated person is not permitted to remain on licensed premises. The penalties upon conviction are:

• A maximum fine of $5,000 for a licensee or manager;

Disorderly conduct
It is an offence for a licensee or manager to allow any violent, quarrelsome, insulting or disorderly conduct to take place on licensed premises. The penalties upon conviction is a maximum fine of $10,000.

Acknowledgement:
I have read this document and understand my responsibilities in ensuring the law is complied with in my job. I agree to carry out my duties in a way which ensures the law as set out in this document is complied with.

Intoxicated means observably affected by alcohol, other drugs, or other substances (or a combination of two or all of those things) to such a degree that two or more of the following are evident:

• Appearance
• Behaviour is impaired
• Coordination is impaired
• Speech is impaired

Indicators may include but not limited to:

Franchise Enquiries