white ribbon Sunday Cash Housie MEAT SPORTS MEAT HUBERTUS live music URBAN EATS
Home > Policies



Blacktown Workers group of Clubs has adopted the BETSAFE policies.


8.0 The Concept of Responsible Conduct of Gambling (RCG)

Responsible conduct of gambling (RCG) refers to the delivery of gaming and wagering services in a manner that minimizes the potential for harm that may be caused by gambling to individuals, their families and the community generally.

However, the focus is much broader than problem gambling. It extends to fostering responsible gambling practices among club patrons and staff. This is achieved by putting in place various harm minimisation and consumer protection measures such as those outlined in this manual.

The Club's RCG Mission Statement

All Clubs acknowledges that, while most people participate in gambling activities in a socially enjoyable and harmless manner, gambling can create problems for some individuals. The extent of these problems ranges from occasional over-spending to the development of pathological gambling addictions.

All Clubs seeks to create a responsible gambling environment and is committed to implement Responsible Gambling legislation and best practice for the benefit of patrons and employees.

8.2 Club's mission

To deliver gambling services in a lawful and responsible manner, having regard to the potential for harm and community concerns about the conduct of gambling.

The BetSafe program assists the Clubs in fulfilling its mission, through a variety of measures and strategies, including: -

  • Development and implementation of best-practice policies and procedures for the responsible conduct of gambling;
  • Provision of a free 24 hour counselling and crises intervention service for club patrons and staff who have a gambling problem or know someone who has a problem;
  • Provision of an effective voluntary self-exclusion scheme for patrons;
  • Responsible Conduct of Gambling training for all staff;
  • Assistance with the handling of gambling-related incidents which occur at all the clubs and advice;
  • Promoting responsible gambling practices among club patrons and the community.

This document is one of the central strategies for the achievement of the Club's mission

8.3 Responsibilities of Club Directors and Management

Club Directors and Management may be personally at risk of prosecution in the event of club mismanagement. Club Secretary/managers and CEO's are required to undertake an approved RCG training course and Directors should also be encouraged to undertake such training voluntarily.

Section 201 of the Gaming Machines Act provides that where a club has contravened the Act, the Secretary and Directors are also taken to have contravened the Act unless they can prove that: -

  • (a) the contravention occurred without the knowledge of the person charged, or
  • (b) the person charged was not in a position to influence the affairs of the club in relation to the contravention, or
  • (c) the person charged, being in such position, used all due diligence to prevent the contravention.

This means that the club Directors have a positive duty to be familiar with the laws governing responsible conduct of gambling and to take positive steps to ensure that the club complies with the law.

The Gambling Legislation Amendment (Responsible Gambling) Act 1999 contained a number of penalties where a "responsible person" for a club broke the law.

A "responsible person" includes a Director, Secretary or Manager, where that person has been responsible for setting club policies or giving directions to staff.

Some offences include: -

  • s.54C Registered Clubs Act which prohibits an offer to extend cash advances or any other form of credit to another person to enable that other person to gamble at the club;
  • s54D Registered Clubs Act which prohibits the misdescription of cash advances as being for "accommodation" or "meals".

The maximum penalty for these offences is 50 penalty units (currently $5,500).

View Club Safety Plan

Responsible Service of Alcohol Policy and Procedure.





Key details

Policy prepared by:

General Manager / HR Department

Approved by board / management on:

September 2017

Policy became operational on:

Policy updated 2015 / Procedure 2017

Next review date:

March 2017




The Board of Directors, Management Team and Staff shall be committed to R.S.A. for the best interest of the Club's members and guests.

Responsible serving of alcohol is vital for legal, health and community reasons. Our society is now less tolerant of the irresponsible use of alcohol that leads to drunkenness, drink driving and underage drinking. We are now far more aware of the serious social problems that are associated with such behaviour.

BLACKTOWN WORKERS GROUP OF CLUBS has adopted the following house policy, which provides a framework for the responsible service of alcohol:

  • In order to prevent underage access and drinking our staff will require proof of age to be provided when requested.

  • Persons who are intoxicated will be refused admission by our staff

  • We will refer to intoxication signs in order to support our responsible attitude and meet the requirements of legislation.

  • Any patron in this establishment will be denied service by our staff if they are considered to be intoxicated

  • We will educate our staff and our patrons as part of our duty of care to ensure that they understand the implications and abide by our responsible service of alcohol policy

  • Our staff will support and actively promote initiatives to minimize drink driving in order to safeguard the well-being of our patrons.

    BLACKTOWN WORKERS GROUP OF CLUBS will assist to implement these strategies by:

  • Implementing, monitoring and modification on an on-going basis of the house policy

  • Prevention of under-age drinking by insisting on "proof of age" by requesting a driver's license, passport or "proof of age card" issued by the NSW Roads and Traffic authority


  • Prevention of intoxication by recognizing the signs of intoxication and refusing service to anyone to the point of intoxication. We will deny entry or service to anyone who is already intoxicated

  • Promote the service of non-alcoholic beverages, low alcohol beers and food



    In NSW various acts control the sale and service of alcohol. There are four basic points, which are relevant to responsible serving practices.

  • A person shall not sell or supply liquor to a person under the age of 18 years

  • A person shall not sell or supply any liquor to any person who is at the time in a state of intoxication

  • Where a person is intoxicated on the licensed premises the licensee shall be deemed to have permitted intoxication on the premises unless they and their employees took all reasonable steps to prevent intoxication on the licensed premises.

    Our responsible serving practices aim to

  • Prevent under-age drinking

  • Prevent intoxication and intoxicated behaviour

  • Prevent violent or disruptive behaviour

  • Prevent drinking and driving



    We feel it is the responsibility of every Blacktown Workers Group of Clubs staff member to ensure that we are not breaking the law by allowing underage drinking on the premises.

    The only proof of age we will accept are a current photo drivers' license, proof of age card or passport.

    BLACKTOWN WORKERS GROUP OF CLUBS BAR STAFF: it is our direct responsibility to check the age of all persons that we suspect are under age when they are ordering drinks. Report any refusal of service to the Manager or Supervisor. Don't assume that because they got past the door they must be over age. If in doubt check I.D.

    ALL OTHER STAFF: our role is one of surveillance and Blacktown Workers Group of Clubs staff will report any suspicious persons to the Supervisor or Manager.

    BLACKTOWN WORKERS GROUP OF CLUBS believes if in doubt, our staff will always check. We feel it is better to be over cautious than to break the law and place the trading license of your establishment in jeopardy.

    If a patron causes a fuss at the request to produce proof of age identification, Blacktown Workers Group of Clubs staff will politely explain to them that by law it is our responsibility and that unfortunately if they don't have identification, we cannot serve them – always bringing these instances to the attention of the manger or supervisor.



    By law it is an offence to sell or supply any liquor to any person who is at that time in a state of intoxication, (the state of intoxication can be described as a state in which through intoxicating liquor a person has severely lost the normal control of his/her bodily and mental faculties).

    BLACKTOWN WORKERS GROUP OF CLUBS will assist to ensure that we prevent intoxication by: -

  • Actively marketing low or non-alcoholic drinks through pricing and promotion

  • Encouraging customers to have non-alcoholic drinks in between rounds

  • Promoting food sales (when applicable)

  • Refusal of service

If Blacktown Workers Group of Clubs staff suspect someone has had too much to drink inform the supervisor or manager.




As outlined in Section 77 of the Liquor Act 2007 persons who are showing signs of intoxication will be refused entry or asked to leave


It is the policy of BLACKTOWN WORKERS GROUP OF CLUBS not to allow intoxicated, violent or quarrelsome behaviour in or around the establishment. Report any person who is acting in or beginning to act in an offensive or violent manner to the supervisor or manager or security officer immediately. Blacktown Workers Group of Clubs staff will try to pre-empt a problem and alert the supervisor or manager.




The policy at BLACKTOWN WORKERS GROUP OF CLUBS is very clear, we want all guests to enjoy themselves. For many people alcohol is a pleasurable part of their daily life and we respect that. We are here to serve people with alcoholic beverages, professionally, in a friendly manner and responsibly.

This policy in no way limits people's choice to drink and enjoy themselves. We want all customers to enjoy themselves. What we don't want to do is allow people to drink to excess and place themselves, our other patrons and the community, at risk.


Employee Procedure - Responsible Service of Alcohol Assessment


Patrons Approaching Intoxication


If you notice or have concerns that a patron may be approaching intoxication you should contact the Manager (ext. 6009 or 6095), Supervisor (ext. 2030) or Security officer and advise them of your concerns. Provide them with as much information as you can, relating to the patron description, and location in which they may be seated.


This will allow the manager/ supervisor to monitor the situation and communicate with the patron pro- actively. Through monitoring the manager can communicate with the patron strategies to avoid them from becoming intoxicated, thus being able to remain on the premises and enjoy their time in the club.


Patrons Showing Signs of Intoxication.


If a patron is approaching the bar and is displaying intoxication behavioural signs you must follow the steps below -.


  • Advise the patron politely that the Club Manager would like to speak with them , and would they kindly wait.


  • Contact your Manager or Supervisor and advise them that you have a “CODE PINK “and the location in which you are working. E.g., “Hi this is John, CODE PINK Main 2 please”


  • The Manager / Supervisor will know that a” CODE PINK” refers to a Responsible Service of Alcohol assessment and will be prepared upon approaching the patron of your concerns.


  • If you notice a patron walking around the club / or seated at a gaming machine who you feel is showing behavioural signs of intoxication, you are required to contact your Manager / Supervisor or Security officer to ask for them to assess the patron.


  • The Manager / Supervisor will then speak with the patron and complete an RSA assessment.


  • The Manager / Supervisor will then make a decision to allow the patron to stay or to ask them to leave the premises and advise you of the outcome.


  • Should the patron be asked to leave the premises the Manager / Supervisor will complete the details in the Incident Register.


*Remember our Managers are trained to handle these conversations with our patrons. This allows you as a customer service attendant to continue offering service to other members and guests.


*A copy of intoxication behavioural guidelines can be located at all bar areas for your reference.



The club has an obligation to consistently apply and enforce this policy. Likewise, staff must comply with this policy. Any employee that breaches this policy shall be subject to counselling and/or disciplinary action which may include termination of employment




http://www.justice.nsw.gov.au/Documents/Departmental%20Media%20Statements/olga/2014/intox_guidelines.pdf 8th Sept 2016.

View Registered Clubs Act

Blacktown Workers Group of Clubs recognises that health and safety is an integral part of our club. We recognise our responsibility to provide and maintain so far as is practicable a working environment that is safe and without risks to health.

We recognise that our duty of care includes:

  • Consultation with employees in relation to Workplace Health and Safety issues;
  • Providing and maintaining safe working environments and systems of work which is regularly reviewed;
  • Conducting workplace inspections and assessments to identify, assess and control any potential risks to our employees;
  • Providing information, instruction, training and supervision for all employees enabling them to work in a safe and healthy manner;
  • Reporting and recording all hazards, incidents, accidents, investigation, injuries and illnesses.

By working together as a team we can create a safe, enjoyable and friendly atmosphere for all.

Our aim is to minimise work related injuries / illness and we are committed to the reduction and prevention of accidents that may cause injury to employees, members, contractors and visitors.

In fulfilling the objectives of this policy, we are committed to regular consultation with employees to ensure that the policy operates effectively and that health and safety issues are regularly reviewed. We also recognise and work within the bounds of all relevant State and Federal Workplace Health and Safety and Workers Compensation legislation.

We advocate that Workplace Health and Safety is both an individual and shared responsibility where everyone employed by Blacktown Workers Group of Clubs must support Workplace Health and Safety initiatives and ensure their jobs are performed safely. To this end:

Managers undertake to:

  • Consult with employees when addressing safety issues;
  • Identify, assess and control hazards in the workplace in order to minimise the risk of injury, illness or property damage;
  • Ensure the effective implementation of the club health and safety policy;
  • Ensure that safe work procedures are in place and observed;
  • Assist in the rehabilitation of injured employees;
  • Make regular assessment of health and safety performance and resources in co-operation with those with designated and elected health and safety functions;
  • Ensure that all specific OH&S policies operating within Blacktown Workers Group of Clubs are periodically revised and are consistent with club health and safety objectives;
  • Provide information, training and supervision for all employees in the correct use of plant, equipment and substances used throughout the club;
  • Ensure they are informed of incidents and accidents occurring on the club premises or to club employees and elevate them so that health and safety performance can accurately be gauged and managed.

Employees are responsible for:

  • Performing all work activities in a manner that ensures their own and other employee's health and safety;
  • Complying with the safety procedures, safe work procedures and management directions on safety issues;
  • Immediately report any unsafe conditions, equipment or injuries to management.

This policy will be regularly reviewed in the light of legislation and club changes. We believe that the success of this policy depends upon the commitment of all employees towards maintaining a safe and healthy workplace throughout Blacktown Workers. All employees will be advised, in writing, of agreed changes and arrangements for their implementation.

To maintain the high standard enjoyed in our Club we request the Dress Rules be abided by.


  • Football Shorts/Short Shorts
  • Training Apparel
  • Untidy, faded or frayed clothing
  • Barefeet
  • Baseball Caps
  • Singlets
  • Men's Headware
  • Bikeshorts
  • Swimwear
  • Overalls
  • Leotards
  • Offensive T-Shirts
  • Torn or Untidy Tracksuits
  • Torn or Dirty Joggers
  • No Motorcylce helmets


  • Scuffs/Thongs


  • Football Jerseys

    Appearance must be clean, neat and tidy at all times. Obscene or offensive language or clothing will not be tolerated. Managements decision shall be final in all matters relating to Dress and behaviour







Blacktown Workers Club Ltd (the Club, we or us) aims to protect employees, contractors and patrons from the adverse health effects of smoking caused by prolonged exposure to passive smoking privacy in accordance with the Smoke Free Environment Act 2000 and the Smoke Free Environment Amendment Act 2004 set out in the Acts.




Blacktown Workers Group of clubs has implemented the following policy to ensure that we meet all requirements as per the Smoke Free Environment Act 2000 and the Smoke Free Environment Amendment Act 2004. There have been areas designated Smoking and Non-Smoking as required under the above Acts.


They are defined by the various information posters that have been placed in all entry areas and different floors of trade.

  • All employees have been advised as to their requirements to ensure that all patrons who use the facilities of Blacktown Workers Club and Blacktown Workers Sports Club abide by the requirements of the Smoke Free Environment Act 2000 and ensure that areas deemed smoking and non-smoking are used for those purposes.
  • Patrons are requested to abide by any instruction given to them by Blacktown Workers Club Management and /or employees in regards to where they may smoke and where they may not smoke.
  • Patrons breaching the above requirements are liable to fines under the Smoke Free Environment Act 2000 and possible disciplinary action from Blacktown Workers Club Board of Directors.
  • Blacktown Workers group of Clubs is committed to protecting employees, contractors and patrons from the adverse health effects of smoking caused by prolonged exposure to passive smoking in indoor public areas.
  • Blacktown Workers Club and Blacktown Workers Sports Club will continue to ensure that it meets all requirements as per legislation in regards to Smoking and No Smoking both now and in the future.




The club has an obligation to consistently apply and enforce this policy. Likewise, staff must comply with this policy. Any employee that breaches this policy shall be subject to counselling and/or disciplinary action which may include termination of employment.