Intellectual Property Safeguarding

This policy aims to protect the special culinary methods, secret spice mixes, and signature dishes of The Fat Boys restaurant from being copied by other restaurants.

Description of the
enterprise to which
this policy applies
1. The Fat Boys is a restaurant serving lunch and dinner to our
lovely customer, The Fat boys is located 254 Rundle street,
Adelaide SA 5000,
Business type: Restaurant
Business size: number of covers 40, number of employees 10
Business style: family restaurant, Business people, Happy couples
Policy Title Intellectual Property Safeguarding
Purpose A statement about what the policy aims to achieve.
This particular policy seeks to ensure that the product, the special
culinary method and the secret spice mixes and combination of the
flavours and also the dishes produced by the restaurant is protected
by law and also call for the legal actions to be taken in case some
other restaurant tries to copy the signature methods and ingredients
used by ‘The Fat Boys’.
This statement should explain the laws/regulations that will be
covered in the policy, including, where applicable:
 Key practices that are prohibited or required by the law
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1. Protecting the décor and ambience put up by a particular
restaurant against getting copied and replicated by some
other restaurant.
2. Protecting the signature dishes to be replicated by some
other restaurants.
3. Protecting the usage of cooking techniques, recipes and
the choice of ingredients to be stolen by other restaurants.
4. Protecting the symbols related to the restaurant, its name
and its logo from being copied.
 Main consequences of non-compliance
1. Violation of the copyright restrictions can lead to legal
penalty.
2. The facets allegedly being copied shall be testified and
shall accordingly be ordered to discontinue.
3. The case shall be tried under the Commonwealth
Copyright Act of 1968.
Rights and responsibilities of employees, and managers, directors and
employers.
The personnel at the managerial level must ensure that the recipes,
techniques, signature dishes, symbols, décor and the logo of the
restaurant is safeguarded by copyright law. In order to ensure that
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imitation could be made an offence.
The staff on the other hand must be made aware of the legal steps
taken by the restaurant management authorities and they must be
strictly forbidden from sharing the secrets of the trade and violation
of copyright rules must legally penalize them if they violate them.
Procedure The Ministry of Information must be invoked in case of disputes.
Scope / Application 1. This statement must identify specific people or groups of
people to whom the policy applies. It must identify who must
follow the policy and procedures and who is responsible for
monitoring that the policy is followed.
In this regard it can be said that the policy must be followed by
each one who is a part of the organization, whether he or she is an
employee or a part of the managerial level. However the ones at
the managerial must take upon themselves the role of monitoring.
Definitions  This section could be optional but if there are any words,
technical phrases or acronyms used in the policy that need
explanation, they should be defined here.
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 Do not leave any room for misunderstanding or ambiguity.
Dissemination /
Distribution of the
Policy
 How will you explain the policy to the staff?
The staff must be called for a meeting and the policy of
safeguarding of the intellectual property rights must be
explained to them. They must also be made to sign a contract.
 If there are any legal certification requirements they should be
stated here.
Certificate from the Australian Competition and Consumer
Commission (ACCC)
Monitoring and
Reporting
 Explains how the policy and procedures will be monitored.
The policy shall be monitored by the personnel at the
managerial level.
 How will you monitor the staff to ensure they are following
your procedures?
The staff must be reminded in case any behavior on their part
is seen as violative of the contract.
Rewarding the staff if they uphold the principles of copyright
restrictions of the restaurant.
 Explain what records you will keep; are they optional or
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mandatory?
The record keeping is a bit difficult in this regard however
keeping a watchful eye on the proceedings of the other
organizations must be done so as to ensure that the
intellectual property rights are not violated.
 How long you will keep them.
The record must be kept incessantly in form of observation.
 Explain how any reporting required to a statutory authority is
undertaken.
In case some restaurant is presumed to be copying the legally
protected food, recipes and the symbols of the restaurant then
a legal suit must be filed.
Review
This explains how often the policy and procedures will be checked
to make sure they are still up to date.
In order to check the progress
The copyright contract must be renewed each year.
 How and where will you check to see if the policy is current?
The government website and the law courts are the sources of
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information in this regard.
 Are there any professional advisors, employer associations or
organizations who can assess your procedures for you?
The lawyers.
 Can you subscribe to an update service? If so, who and where
– include the subscription address.
One can subscribe to the Australian Competition and
Consumer Commission (ACCC) website.
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SITXGLC001 Assessment Task 1: Policy and Procedures Template
NOTE: Where external sources are used to provide detail in this template, they must be
referenced.
Description of the
enterprise to which
this policy applies
2. The Fat Boys is a restaurant serving lunch and dinner to our
lovely customer, The Fat boys is located 254 Rundle street,
Adelaide SA 5000,
Business type: Restaurant
Business size: number of covers 40, number of employees 10
Business style: family restaurant, Business people, Happy couples
Policy Title Liquor Licensee obligations, especially Responsible
Service of Alcohol.
Purpose A statement about what the policy aims to achieve.
This particular policy aims to achieve the procurement of the legal
right to serve alcohol by means of complying with the rules and
regulations related to it. The liquor license provides a restaurant to
serve alcohol to the guests and also use alcohol in its food items.
This statement should explain the laws/regulations that will be
covered in the policy, including, where applicable:
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 Key practices that are prohibited or required by the law
1. The restaurants are not supposed to serve alcohols to
guests who are under the age of 18, which is the legal age
of consuming alcohol.
2. The kind of alcohols served must be explicitly mentioned
and the licence must be obtained.
3. If the restaurant is supposed to have a bar then licence has
to be obtained for it.
4. The restaurant must also explicitly mention if they are
supposed to use alcohol in their food preparations.
5. The limit up to which each customer is supposed to be
served alcohol must be certified.
 Main consequences of non-compliance
1. Cancellation of the restaurant license which shall mean
that the restaurant shall cease to exist and conduct its
business any longer.
2. The serving of alcohol without license shall be a cause
behind compromising with the health concerns of the
general public.
Rights and responsibilities of employees, and managers, directors and
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employers.
1. The employees and the managing authorities must be
responsible enough to stop providing alcohol to customers if
they indulge in unruly behavior bothering the other
customers.
2. Promotion of cordial and safe environment for the guests at
an eating joint which serves alcohol is important.
3. The legal license from the customers to drink alcohol must be
demanded if they seem to be young.
Procedure The respective state government must be approached for the purpose
of getting the liquor licence and also for the purpose of getting
complaints registered.
Scope / Application 2. This statement must identify specific people or groups of
people to whom the policy applies. It must identify who must
follow the policy and procedures and who is responsible for
monitoring that the policy is followed.
- The alcohol serving must be regulated and monitored
majorly by the ones in charge of serving the food, the
waiters and bartender. However even the customers
are also supposed to exercise self-constraint and
behave accordingly in the restaurant environment.
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Definitions  This section could be optional but if there are any words,
technical phrases or acronyms used in the policy that need
explanation, they should be defined here.
 Do not leave any room for misunderstanding or ambiguity.
Dissemination /
Distribution of the
Policy
 How will you explain the policy to the staff?
- The staff must be enlightened by means of explaining
that the food section and the alcohol section must be
managed separately. Persons serving alcohol must be
exclusively doing that so that they can keep an
estimate of the amount of alcohol being served.
 If there are any legal certification requirements they should be
stated here.
- Responsible Service of Alcohol (RSA) Certificate
must be obtained.
Monitoring and
Reporting
 Explains how the policy and procedures will be monitored.
- The policy must be monitored by the managing
authorities of the restaurant.
- The ones in charge of serving alcohol must comply to
the rules.
- The government authorities must investigate.
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 How will you monitor the staff to ensure they are following
your procedures?
- The record of the amount of alcohol sold on a total
and individual basis must be kept.
- The bills must be checked thoroughly.
 Explain what records you will keep; are they optional or
mandatory?
- The record of the amount of alcohol sold on a daily
basis.
- Per customer consumption of alcohol.
 How long you will keep them.
- The records must be kept on a regular basis.
 Explain how any reporting required to a statutory authority is
undertaken.
- The respective State Governments are the reporting
authorities to whom the restaurant owners are
supposed to report, get the licenses issues and also get
them renewed. The reporting is done through the local
council, who performs the necessary actions and refers
to the higher authorities in case the matter is more
important and outside the jurisdiction of the local
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councils.
Review
 This explains how often the policy and procedures will be
checked
to make sure they are still up to date.
In order to check the progress
 How and where will you check to see if the policy is current?
- A thorough check up of the official website of RSA of
Australia.
- The notifications whether the policy is current or not
gets notified automatically as the concerned
government authorities provide the necessary
notifications at the time of annual renewal of licenses
and also notifies via emails and SMS.
 Are there any professional advisors, employer associations or
organizations who can assess your procedures for you?
- There are corporate lawyers who can assist the owners
of the restaurants about the alcohol license related
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issues.
 Can you subscribe to an update service? If so, who and where
– include the subscription address.
- According to the latest developments there are
different types of licences for different profit
organizations dealing in alcohol, hence the RSA
website must be checked for the purpose.
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SITXGLC001 Assessment Task 1: Policy and Procedures Template
NOTE: Where external sources are used to provide detail in this template, they must be
referenced.
Description
of the
enterprise to
which this
policy
applies.
3. The Fat Boys is a restaurant serving lunch and dinner to our
lovely customer, The Fat boys is located 254 Rundle street,
Adelaide SA 5000,
Business type: Restaurant
Business size: number of covers 40, number of employees 10
Business style: family restaurant, Business people, Happy
couples
Policy Title
Employment law, especially the National Employment Standards
Purpose A statement about what the policy aims to achieve.
- The National Employment Standards are a set of ten directive
principles to be followed by the organizations employing workers.
It has been designed for protection of the rights of the workers
from exploitation who are a part of the national workplace
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relations.
This statement should explain the laws/regulations that will be covered in the
policy, including, where applicable:
 Key practices that are prohibited or required by the law.and
- 38 hours of work for the employees.
- Flexible working conditions.
- Leaves and entitlements related to paternity to be provided.
- Scheme of annual leaves as per the national standards.
- Leaves for personal issues must be granted by the employer.
- Leaves to be sanctioned for community service.
- Long leaves for sickness to be sanctioned.
- Public holidays must be observed and respected by granting the
employees leaves.
- Notice of termination and redundancy compensation must be
provided.
- Clear and fair conditions of work must be mentioned in the
contract without much ambiguity.
 Main consequences of non-compliance
- The Fair Work Inspectors and the Fair Work Ombudsman can
impose fines up to $ 63,000 fot breach of the principles, as per the
Fair Work Act of 2009.
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Rights and responsibilities of employees, and managers, directors and employers.
- The responsibility of the employers and the government is
supposed to ensure that the rights of the workers are not violated.
- Both the employers and the employees are supposed to free and
fair prosecution as the state shall not penalize any individual in an
unjustified way.
Procedure The Fair Work Inspectors and the Fair Work Ombudsman must be approached
in order to ensure that the complaints and the necessary licencing gets done.
Scope /
Application
3. This statement must identify specific people or groups of people to
whom the policy applies. It must identify who must follow the policy
and procedures and who is responsible for monitoring that the policy is
followed.
- The rules must be followed by both the employers to avoid
prosecution and penalty and the government, the Fair Work
Inspectors and the Fair Work Ombudsman must ensure that they
monitor the work of the organizations.

 This section could be optional but if there are any words, technical
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Definitions phrases or acronyms used in the policy that need explanation, they
should be defined here.
 Do not leave any room for misunderstanding or ambiguity.
Dissemination
/ Distribution
of the Policy
 How will you explain the policy to the staff?
- The policy must be explained to the staff by means of providing
a copy of the contract which shall clearly specify the terms and
conditions of the employment. They staff must also be verbally
communicated.
 If there are any legal certification requirements they should be stated
here.
- According to the Fair Work (Registered Organizations) Act
2009 the certificate of the registration of the association
between the employer and employee and the enterprise
associations from the government must be provided to the
organizations for running their business.
- The certificate of employment, appointment letter, release letter
must be issued by the concerned organization.
Monitoring and
Reporting
 Explains how the policy and procedures will be monitored.
- The Fair Work Ombudsman is supposed to take up tye task of
monitoring as they have the right to enter into a workplace for
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investigation and can take decisions on the spot.
 How will you monitor the staff to ensure they are following your
procedures?
- The organizations are supposed to be periodically monitored by
the ombudsman without providing any prior notice.
 Explain what records you will keep; are they optional or mandatory?
- The record of the salary slips, the record of the work hours, the
incentives, the appointment letter, the release letter must be kept
as record.
 How long you will keep them.
- Usually, the documents such as record of the salary slips, the
record of the work hours, the incentives, the appointment letter,
the release letter must be kept for a year after the termination of
the tenure of service of the employee.
 Explain how any reporting required to a statutory authority is
undertaken.
- The employees can take legal steps if their rights get violated to
the ombudsman.
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Review
 This explains how often the policy and procedures will be checked
to make sure they are still up to date.
In order to check the progress.
- The policy procedures can be checked any moment as the
ombudsman can go for inspection to a work place any moment.
 How and where will you check to see if the policy is current?
- The ombudsman shall notify and the NES website must be
checked for updates.
 Are there any professional advisors, employer associations or
organizations who can assess your procedures for you?
- The ombudsman can provide the advice but the corporate
lawyers can also be referred to for advice.
 Can you subscribe to an update service? If so, who and where – include
the subscription address.
https://www.google.com/url?
sa=t&rct=j&q=&esrc=s&source=web&cd=12&cad=rja&uact=8&ved=
2ahUKEwjuopbMsrPiAhVmnI8KHXJTCE4QFjALegQIAhAB&url=ht
tp%3A%2F%2Fwww.fairwork.gov.au%2Femployee-entitlements
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%2Fnational-employment-
standards&usg=AOvVaw0ZpPHczU3L00UIqZgosMue
The NES Website must be looked into for update service.
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SITXGLC001 Assessment Task 1: Policy and Procedures Template
NOTE: Where external sources are used to provide detail in this template, they must be
referenced.
Desc
ripti
on
of
the
enter
prise
to
whic
h
this
polic
y
appli
es
4. The Fat Boys is a restaurant serving lunch and dinner to our lovely customer, The
Fat boys is located 254 Rundle street, Adelaide SA 5000,
Business type: Restaurant
Business size: number of covers 40, number of employees 10
Business style: family restaurant, Business people, Happy couples
Poli
cy
Title
Superannuation
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Purp
ose
A statement about what the policy aims to achieve.
- The superannuation is similar to the system of making provisions for the
provident fund of the employees. This particular arrangement is done
keeping in mind the post retirement concerns of the employees. A certain
percentage of the salary of the employee is deducted, and that is
accumulated at a bank account for handing it over to the employee on
retirement in order to support the person during the post retirement period.
This statement should explain the laws/regulations that will be covered in the policy,
including, where applicable:
 Key practices that are prohibited or required by the law
- A fixed percentage of 9.5 percentage is supposed to be deducted as
superannuation and added to the provident fund account of the employee.
- A voluntary foregoing of the salary should also be entertained by the
employing firm.
- The accumulated amount must be handed over to the employee on the
occasion of either the retirement of the employee, death of the employee,
permanent disability and on the occasion of some grave disease.
 Main consequences of non-compliance
- Legal problems can occur and the court shall decide if the employee is
entitled to the superannuation benefit or not.
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Rights and responsibilities of employees, and managers, directors and employers
- The employees can keep more than the stipulated 9.5 percentage as their
superannuation fund.
- They employees are entitled to get the correct information about the
amount being deducted from their OTE (ordinary time earning).
- The employees must be returned the amount with tge correct slips
Proc
edur
e
The Australian Tax Office is responsible for the settling of the disputes and also for the
issuing of the licences.
Scop
e /
Appl
icati
on
4. This statement must identify specific people or groups of people to whom the
policy applies. It must identify who must follow the policy and procedures and
who is responsible for monitoring that the policy is followed.
- The issue of superannuation is supposed to be taken care of by the
Australian Tax Office, in collaboration with the particular firms or
organizations.
Defi
nitio
ns
 This section could be optional but if there are any words, technical phrases or
acronyms used in the policy that need explanation, they should be defined here.
 Do not leave any room for misunderstanding or ambiguity.
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Diss
emin
ation
/
Distr
ibuti
on
of
the
Poli
cy
 How will you explain the policy to the staff?
- The policy has to be explained by means of financial advisers within the
form itself. HR, Managers can play the role of explaining it to the
employees.
 If there are any legal certification requirements, they should be stated here
- The certification requirements occur when the time for issuing the contract
and the returning of the amount comes. The entire procedure must be
documented and record kept.
Mon
itori
ng
and
Rep
ortin
g
 Explains how the policy and procedures will be monitored.
- The Australian Tax Office must keep a record of the details of the
procedure and must act proactively in transferring the amount to the
concerned employee.
- The Australian Tax Office must demand of all the relevant documents
before handing over the money to the concerned party.
 How will you monitor the staff to ensure they are following your procedures?
- The record of the salary must be checked by the concerned authority on a
regular basis.
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 Explain what records you will keep; are they optional or mandatory?
- The salary slips.
- The amount deposited per month.
- The date of joining the organization,
- The date of termination
- In case of recovering of the superannuation amount has to be done on
account of some medical reasons then the medical documents must be
produced.
 How long you will keep them.
- The documents must be kept as long as the employee is a part of the
organization and the superannuation amount has not been drawn by the
employee.
 Explain how any reporting required to a statutory authority is undertaken.
- The ATO (Australian Tax Office) must be informed according to the need.
 This explains how often the policy and procedures will be checked
to make sure they are still up to date.
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Revi
ew
In order to check the progress.
- The payment and recording of the amounts to be paid must be done with
the information of the Australian Tax Office as the issue of tax is involved
in it.
 How and where will you check to see if the policy is current?
- By taking the help of the Australian Tax Office.
 Are there any professional advisors, employer associations or organizations who
can assess your procedures for you?
- The Financial advisers who specialize in tax related issues must be
consulted.
 Can you subscribe to an update service? If so, who and where – include the
subscription address.
https://www.google.com/url?
sa=t&rct=j&q=&esrc=s&source=web&cd=1&cad=rja&uact=8&ved=2ahUKEwji
wZz__LPiAhXbknAKHajXCjoQFjAAegQIBRAD&url=https%3A%2F
%2Fwww.ato.gov.au%2F&usg=AOvVaw3LiSr2qaDVKHgDd_P-FxjQ
The official website of the Australian Tax Office must be subscribed to.
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SITXGLC001 Assessment Task 1: Policy and Procedures Template
NOTE: Where external sources are used to provide detail in this template, they must be
referenced.
Description of the
enterprise to which
this policy applies
5. The Fat Boys is a restaurant serving lunch and dinner to our
lovely customer, The Fat boys is located 254 Rundle street,
Adelaide SA 5000,
Business type: Restaurant
Business size: number of covers 40, number of employees 10
Business style: family restaurant, Business people, Happy couples
Policy Title Privacy
Purpose A statement about what the policy aims to achieve.
The Privacy Policy or the (APP) Australian Privacy Principles is aimed at
the safeguarding of the private information of the employees.
This statement should explain the laws/regulations that will be
covered in the policy, including, where applicable:
 Key practices that are prohibited or required by the law
- Safeguarding of the private information of the people
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and the employees
- Safeguards the Information related issues.
- Prompt staring of information if the privacy has been
violated.
 Main consequences of non-compliance
- Issuing of law suit.
- Breach of privacy of a person or organization
- Leakage of information can hamper the business of a
particular organization.
Rights and responsibilities of employees, and managers, directors and
employers
- Maintenance of the registers with regard to the
organization concerned.
- Response generation at the request for information.
- Communication with the stakeholders and the media
Procedure The ministry of information, Office of the Australian Information
Commisioner is responsible for the settling of disputes and the
issuing of the licences.
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Scope / Application 5. This statement must identify specific people or groups of
people to whom the policy applies. It must identify who must
follow the policy and procedures and who is responsible for
monitoring that the policy is followed.
- The ministry of information, Office of the Australian
Information Commisioner is responsible for the
dealing of the issues arising out of the breach of
privacy.
- The organizations are also supposed to have clear
privacy policies registered and copyrighted.
Definitions  This section could be optional but if there are any words,
technical phrases or acronyms used in the policy that need
explanation, they should be defined here.
 Do not leave any room for misunderstanding or ambiguity.
Dissemination /
Distribution of the
Policy
 How will you explain the policy to the staff?
- Through the constitution of the company.
 If there are any legal certification requirements they should be
stated here.
- Copyrighting of vital informations.
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Monitoring and
Reporting
 Explains how the policy and procedures will be monitored.
- The policy decision must be monitored by the
organizations primarily and the issue of breach of the
policy of privacy must be sought redressal by the
Office of the Australian Information Commisioner.
 How will you monitor the staff to ensure they are following
your procedures?
- The monitoring must be done by the organizations by
recording the dealing with the stake holders.
 Explain what records you will keep; are they optional or
mandatory?
- The copyrighted materials must be documented and
the contract signed by the employees that they shall
abide by the terms and conditions of the company.
 How long you will keep them.
- The copyright materials must be maintained and the
contract with the employees maintained as long as the
tenure of the employees last.
 Explain how any reporting required to a statutory authority is
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undertaken.
- They are the Office of the Australian Information
Commisioner and the Asia Pacific Privacy Authorities
are the ones to be reported.
Review
 This explains how often the policy and procedures will be
checked
to make sure they are still up to date.
In order to check the progress
- The policy must be checked quite often through the
website and also through the process of renewal.
 How and where will you check to see if the policy is current?
- By means of referring to the concerned authorities
who shall advice.
 Are there any professional advisors, employer associations or
organizations who can assess your procedures for you?
- The Information Officers
 Can you subscribe to an update service? If so, who and where
SITXGLC001 Research and comply with regulatory requirements
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– include the subscription address.
https://www.oaic.gov.au/about-us/corporate-information/key-
documents/privacy-policy#about-this-policy
http://www.appaforum.org/
SITXGLC001 Research and comply with regulatory requirements
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Training Solutions