Compliance Legal: Risks, Requirements, and Consequences

This document discusses the risks, requirements, and consequences of compliance legal. It covers topics such as trust account risks, client confidentiality, working with diverse backgrounds, and more. The document also includes a memorandum from the compliance team providing feedback on the compliance report and information on the Hague Convention.

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Compliance Legal
Name of the Student
Name of the University
Author Note

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Part A
Priority 1
Trust Account Risks: as it affects the resources of the company.
Priority 2
Client confidentiality and client safety risks: as it affects the goodwill of the company
and the faith of the clients towards the company.
Priority 3
Working with client’s from a diverse background eg. nationality, disabilities: as it will
keep the client satisfied.

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Part B
Business activities and
responsibilities
Compliance requirements ie
legislation, regulations, case law,
standards, codes of conduct, codes
of practice, etc.
Consequences of non-compliance.
Examples: imprisonment, fines, loss
of accreditation, ongoing viability of
the business, loss of goodwill, etc.
Actions and Staff Responsible
Example: 1. Setting up the Trust
Account
Comply with Legal Professional Act
2007 S247 and Legal Profession
Regulation 2007 s33 for establishing a
Trust Account
Breach of legislation could result in
charges being made by Law Society or
Legal Services Commission against
the organisation
Follow the Trust Accounting Procedures
provided in legislation and in
consultation with QLS – Accounts
Manager, Director
1
Setting up a commission for
addressing Bullying and Sexual
Harassment
Comply with the Fair Work
Amendment Act 2013 (Cth) and Sex
Discrimination Act 1984 to address any
issue relating to sexual harassment
and bullying.
Breach of the same will develop a
distress among the employees and
might end up in a complaint been
issued in the Australian Human Rights
Commission (AHRC).
Follow the provisions of the Acts- the
Directors.
2
Implementing stringent Policy and
Procedures relating to Bullying
and Sexual Harassment
Regulate and implement the policies
relating to Bullying and Sexual
Harassment Policy and Procedures in
conformity with the Fair Work
Amendment Act 2013 (Cth) and Sex
Discrimination Act 1984.
Breach of the legislation will follow
penalty and damages in pursuance
with the Act being charged by the
Australian Human Rights Commission
(AHRC).
Follow the penalty provisions of the
Acts- the Human Resource
3 Organising programs relating to
Bullying and Sexual Harassment
Make people aware of the
consequences that might follow from
indulging into such activities as
provided under the Fair Work
Amendment Act 2013 (Cth) and Sex
Discrimination Act 1984..
A breach will result in an increased
events of sexual harassment and
bullying.
Follow the penalty provisions of the
Acts- the Human Resource
4
5

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6
7
8
9
10
Business activities and
responsibilities
Compliance requirements ie
legislation, regulations, case law,
standards, codes of conduct, codes
of practice, etc.
Consequences of non-compliance.
Examples: imprisonment, fines, loss
of accreditation, ongoing viability of
the business, loss of goodwill, etc.
Actions and Staff Responsible
Example: 1. Setting up the Trust
Account
Comply with Legal Professional Act
2007 S247 and Legal Profession
Regulation 2007 s33 for establishing a
Trust Account
Breach of legislation could result in
charges being made by Law Society or
Legal Services Commission against
the organisation
Follow the Trust Accounting Procedures
provided in legislation and in
consultation with QLS – Accounts
Manager, Director
1
Information Technology Policy and
Procedures (IT provider, security,
updates etc) to be formulated.
Comply with the cyber laws prevalent
in the country for establishing an
efficient policy and procedure relating
to the information technology.
Breach will hinder the information
technology system of the business and
might attract the cyber law relating to
penalties.
Follow the Cyber Law and engage an
efficient information technology team-
the information technology team.
2 Setting up of a competent
Information Technology Team.
To implement the IT policies and
procedures effectively.
A breach will make the IT system weak
and prone to be affected by cyber
crimes.
Follow the Cyber Law and engage an
efficient information technology team-
the Directors.

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3 Develop a strong data protection
system.
To implement a strong IT system that
can protect the data.
A breach will make the IT system weak
and prone to be affected by crimes.
Follow the Cyber Law and engage an
efficient information technology team-
the Directors.
4
5
6
7
8
9
10
Business activities and
responsibilities
Compliance requirements ie
legislation, regulations, case law,
standards, codes of conduct, codes
of practice, etc.
Consequences of non-compliance.
Examples: imprisonment, fines, loss
of accreditation, ongoing viability of
the business, loss of goodwill, etc.
Actions and Staff Responsible
Example: 1. Setting up the Trust
Account
Comply with Legal Professional Act
2007 S247 and Legal Profession
Regulation 2007 s33 for establishing a
Trust Account
Breach of legislation could result in
charges being made by Law Society or
Legal Services Commission against
the organisation
Follow the Trust Accounting Procedures
provided in legislation and in
consultation with QLS – Accounts
Manager, Director

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1
Working with client’s from a
diverse background eg nationality,
disabilities
Comply with the Fair Work
Amendment Act 2013 (Cth) to regulate
and implement the anti-discriminatory
policies.
Breach of the legislation will follow
penalty and damages in pursuance
with the Act being charged by the
Australian Human Rights Commission
(AHRC).
Follow the penalty provisions of the Act-
the Human Resource
2
Setting up a Commission for
client’s from a diverse background
eg nationality, disabilities.
Address all the grievances that they
might face in working for the company.
Breach will follow an unrest within the
clients from diverse background and
other penalties under with the Fair
Work Amendment Act 2013 (Cth).
Follow the penalty provisions of the Act-
the Human Resource
3 Ensure identical pay structure
Comply with the Fair Work
Amendment Act 2013 (Cth) to ensure
fair pay to all the employees.
Breach of the same will impose liability
in accordance with the Fair Work
Amendment Act 2013 (Cth).
Follow the penalty provisions of the Act-
the Human Resource
4
5
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7
8
9
10

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Part C
FIRM’S LETTERHEAD
MEMORANDUM
TO: The Management Team
FROM: The Compliance Team
DATE: 08.02.2019
RE: Feedback of the Compliance Report
FILE NO:
__________________________________________________________________________________
1.0 I write with reference to Bullying and Sexual Harassment Policy and Procedures. An organisation
needs to comply with the Fair Work Amendment Act 2013 (Cth) and Sex Discrimination Act 1984
to regulate and implement the policies relating to Bullying and Sexual Harassment Policy and
Procedures. Breach of the legislation will follow penalty and damages in pursuance with the Act to
be charged by Australian Human Rights Commission (AHRC). The breach will follow the penalty
provisions relating to both the Acts. The Human Resource team will be responsible for the same.
2.0 And Information Technology Policy and Procedures (IT provider, security, updates etc).
compliance is needed with the cyber laws prevalent in the country for establishing an efficient
policy and procedure relating to the information technology. Breach will hinder the information
technology system of the business and might attract the cyber law relating to penalties. An
organisation needs to follow the Cyber Law and engage an efficient information technology team.
The information technology team will be responsible.
3.0 Working with client’s from a diverse background eg nationality, disabilities. Comply with the Fair
Work Amendment Act 2013 (Cth) to regulate and implement the anti-discriminatory policies.
Breach of the legislation will follow penalty and damages in pursuance with the Act to be charged

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by Australian Human Rights Commission (AHRC). An organisation needs to follow the penalty
provisions of the Act. The Human Resource needs will be responsible.

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Part D
FIRM’S LETTERHEAD
MEMORANDUM
TO: The Management Team
FROM: The Compliance Team
DATE: 08.02.2019
RE: Feedback of the Compliance Report
FILE NO:
__________________________________________________________________________________
I write with reference to the Hague convention that implies a multilateral treaty on the civil aspects
relating to international child abduction. It has been developed in pursuance with the Hague
Conference on Private International Law.
It provides for the speedy return of a child who has been abducted by a parent from one of the
member country to the other (www.humanrights.gov.au, 2019). The Hague Convention come into
force in Australia in the month of December in 1998.
The Attorney-General's Department (AGD) is the Federal Government Agency is responsible for
administering the Hague Convention on Jurisdiction, Applicable Law, Recognition, Enforcement and
Cooperation in Respect of Parental Responsibility and Measures for the Protection of Children (the
Child Protection Convention) (www.adminlawbc.ca, 2019).
The countries participating in the 1980 Hague Convention on the Civil Aspects of International Child
Abduction includes Australia, United States of America, United Kingdom, Sri Lanka, France, Italy,
Germany, Argentina, Mexico, Netherlands, New Zealand, Portugal, Canada, Switzerland, Zimbabwe,

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Thailand, Uruguay, Uzbekistan, Singapore, Greece, Ireland, Denmark, Czech Republic, Luxembourg,
Japan, Croatia, Colombia, Chile, Brazil, Poland, Monaco, Hong Kong (China), Georgia, Finland, Macau
(China), et cetera.
Reference
www.adminlawbc.ca. (2019). Employment & Labour | AdminLawBC.ca. Retrieved from
https://www.adminlawbc.ca/tribunals/employment-labour.
www.adminlawbc.ca. (2019). Employment & Labour | AdminLawBC.ca. Retrieved from
https://www.adminlawbc.ca/tribunals/employment-labour.