One Great City

One Great City

Three Great Hotels

Metro Hotel on Pitt    

Metro Hotel Sydney Central 

                                 

Aspire Hotel Sydney

Are you a………………

•     Professional conference organiser?
•     Event Management company?
•     National or State Association / Institute?
•     Not-for-profit organisation?
•     Private enterprise?
•     Government department?

And, do you need to book hotel accommodation from time to time for………………

•     Conferences & seminars
•     Training workshops
•     Annual General Meetings
•     Special events
•     Staff functions
•     Sales meetings

…..or any other event?

If you do then the Metro Hotels would like you to consider our two flagship properties located in Sydney’s central business district:-

1.    Metro Hotel on Pitt <embed link to property page on our web site>
2.    Metro Hotel Sydney Central <embed link to property page on our web site>
3.    Aspire Hotel Sydney <embed link to property page on our web site>

Each property offers convenient and quality accommodation at an affordable price.

Metro Hotel Sydney Central and Aspire Hotel Sydney also offer meeting facilities ideal for hosting small to medium events.

The Metro Hotel on Pitt is centrally located near the corner of Bathurst and Pitt Streets and is only a 2 minute walk to Sydney Town Hall. This property has undergone a soft refurbishment over the past twelve months and it is now seen by many organisations as an ideal accommodation venue for their events.

The Metro Hotel Sydney Central has recently completed major refurbishment of 88 rooms with the remaining 132 rooms confirmed for refurbishment by April 2013. Located on the corner of Bathurst and Pitt Streets (directly opposite the iconic Capitol Theatre) this 220 room hotel offers a convenient and affordable accommodation alternative for many organisations.

The Aspire Hotel Sydney provides ideal hotel Accommodation for travellers attending events at the Sydney Convention & Exhibition Centre and Sydney Entertainment Centre or escaping to Sydney for a short getaway.
Aspire Hotel Sydney offers guest's the best Sydney has to offer like the Powerhouse Museum, Chinatown, IMAX Theatre, Star City Casino, Paddy's Markets, Sydney Aquarium and Sydney Entertainment Centre; all within walking distance of the hotel.

Further details can also be obtained by logging on to our website www.MetroHotels.com.au and clicking on the relevant hotel.

And if you’re still not completely convinced, then why not come and have a look for yourself. As the saying goes “Seeing is Believing” and we would be only too happy to show you around either or both properties.

Do you need more information or want us to quote on your next event or group accommodation needs?

Simply contact: Mr. Richard Amour
            Business Development Manager
            Tel: (02) 9211 1499
            Email: ramour@metrohg.com

Do you need more information or want us to quote on your next function or meeting requirements?

Simply contact: Mr. Div Grover
            Business Development Manager
            Tel: (02) 9282 0140
            Email: dgrover@metrohg.com

The Office Christmas Party — Traps for the Unwary

Ensuring appropriate standards of behaviour and safety at the work Christmas party will assist in avoiding legal claims, but will also ensure that the party is enjoyed by all who attend.

Christmas is a time of year when many people look forward to winding down at work and to parties, celebrations and holidays. Many employers reward their staff for their efforts during the year by throwing a Christmas party, either on the premises or at an outside venue. The Christmas party provides employees with an opportunity to relax and socialise together before the Christmas break.

Sexual harassment

For a number of employers every year, the Christmas party brings more than just a hangover. The New Year often sees an increase in the number of sexual harassment claims by employees resulting from inappropriate sexual conduct at the Christmas party by a co-worker or co-workers. Employees whose behaviour may be exemplary throughout the year may behave inappropriately at the Christmas party, usually because they have consumed too much alcohol.

An employer will be liable for unlawful sexual harassment engaged in by employees or agents at the Christmas party unless it can show that it took all reasonable steps to prevent the unlawful behaviour. In one case, a director of the employer made unwanted sexual advances towards a young probationary employee when they were alone together after the Christmas party. The employee lodged a sexual harassment claim against both the company and the director. The employee was awarded a total of $21,840 damages (see: Dobrovska v A R Jamison Pty Ltd & Anor (1996) EOC 92-794).

Unfair dismissal claims

Sexual harassment claims are not the only legal risks that can arise from inappropriate behaviour at the work Christmas party. If the employer decides to terminate an employee because of his or her inappropriate behaviour at the party, the employee may bring an unfair dismissal claim. In one case, the employee was alleged to have engaged in the following behaviours at the work Christmas party:

• slurred speech, stumbling around the venue, being loud and obnoxious
• flirtatious behaviour, such as sitting on one representative’s knee and laying back onto another employee with legs in the air
• revealing her undergarments
• disclosing a tattoo near her groin area.

The employer conducted an investigation into the allegation and dismissed the employee. The employee lodged an unfair dismissal claim in the Australian Industrial Relations Commission (AIRC) and was successful. The Commission found that the investigation was carried out in an unfair manner, and the company's procedures had not been adhered to. It was found that the behaviour towards the other employees was not conduct of a sexual nature. The employee denied knowingly revealing her underwear, and while she did show her tattoo to a female colleague, this was not done in the manner alleged.

The Commission found that there existed a significant problem in relation to the consumption of alcohol and associated behaviour at company functions, which was exacerbated by the ready provision of alcohol by the company. While the company had attempted to address this problem through its Discrimination Free Workplace Policy, the problem still remained, with the company having a culture of ‘working hard in the day and playing hard at night’.

The Commission found that the termination of the employee was harsh, unjust and unreasonable and awarded the applicant $28,745 compensation (see: Palmer v Nestle Confectionary, AIRC, U No 30525 of 1999, 7 March 2000).

Safety of employees

Ensuring the safety of employees at the Christmas party and on their journey home is also the responsibility of the employer (as long as the employee does not break the journey home). Employees who are injured at the Christmas party or on their journey home may lodge workers compensation claims or common law claims for personal injury.

Steps to avoid risks

Employers can take steps that will assist in preventing legal claims arising out of the work Christmas party. These include:

• Reminding employees of the standard of behaviour that is expected of them before the party, for example, by redistributing the Workplace Harassment Policy, or raising the matter at a staff meeting.
• Managers should circulate during the party to ensure that no inappropriate behaviour is taking place and model appropriate behaviour themselves.
• Where inappropriate behaviour is observed by a manager, immediate steps should be taken to stop the behaviour. This may necessitate sending the offending employee home, in a taxi if necessary. Disciplinary action may be warranted on the employee's return to work, depending on the circumstances. Any such disciplinary action should be taken in accordance with the employer's discipline and termination policies and procedures.
• If an employee becomes too intoxicated he or she should be sent home in a taxi or driven home by a work colleague.
• The employer should place limits on the supply of alcohol at the party. One way of doing this is to provide each employee with a voucher entitling them to a limited number of alcoholic drinks.
• The employer should provide soft drinks, light alcoholic drinks and preferably serve food at the party.
• The employer could have facilities at the party to enable employees to test their blood alcohol level.
• If the venue for the party is off-site, the employer should provide transport to the site and back to the workplace after the party.
• The employer could ask for volunteers for non-drinking drivers and arrange carpools for the purposes of transporting employees home.

Source: Australian Business Limited.

New Boss for Business Events Sydney

Ms. Lyn-Lewis-Smith has been appointed as acting chief executive officer of Business Events Sydney, taking over the reins from long-term CEO, Jon Hutchison.

Ms Lewis-Smith takes on this role, in addition to her responsibilities as COO, after more than eight years at BESydney.

She is chair of the Future Convention Cities Initiative and Marketing Group for the Australian Association of Convention Bureaux. She also sits on the steering committee for the Australian Association Project and is part of The Incentive Association Committee of Management.

Functions and Events at Metro Hotel Sydney Central

Hold your next Function, Event or meeting at Metro Hotel Sydney Central.