Research and Comply with Regulatory Requirements

This article discusses the regulatory requirements that businesses need to comply with. It covers licenses, permits, workplace standards, and more. The article also includes information on standard operating procedures, liquor licenses, employee recruitment, and workplace bullying policies. The content is relevant for students studying business, law, and management courses.

Research and comply with regulatory requirements
Research and comply with regulatory requirements
Name
Professor
Course
Date
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Research and comply with regulatory requirements
PART A
List (Haley, 2011).
Requirements Licenses Support
information
Time for
validation
Penalties
Adequate
facilities to hold
functions and
events.
Limited license. Offering special
functions,
events or fairs.
Valid for 3
years with
renewal.
Penalty of $
24,000.
Alcoholic
licenses.
General license. Given when
wants to sell
alcohol for
consumption on
premises and
takeaway.
Valid for one
and half years
with renewal.
Fee for the
license is $450.
Opening a
liquor
restaurant.
Special license. One has to
publish a notice
on Act Open
Government
Website.
The license is
valid for a
period of 5
years with
renewal.
The liquor
license penalty
is $2,898.
Participating in
ATO Excise
Tax.
Needs excise
tax license.
Requires a
business firm to
pay tax.
Valid all the
time as long as
the business is
running.
Failure to apply
penalty of $
56,000.
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Research and comply with regulatory requirements
Licensing, legal requirements and permits.
Packaged liquor license.
Ongoing eligibility requirement permit.
Liquor Control Reform Regulations 2009 VIC permit.
Certificate of Registration permit.
Permit to operate hotel services.
Liquor license exemptions certificate.
Food act standards code
Food Act 2003
Food standards
Overview of food products labelling
Legibility requirements for the existing labels
Labelling alcoholic drinks
Date marking
Food safety standards
Methods of food analysis
Microbiological criteria
Category. Liquor and alcoholic beverages
Liquor Act 2007 NSW
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Research and comply with regulatory requirements
Liquor Regulation 2008 NSW
Publisher. Australian taxation office
Fees
Task compliance
The business requires to pay superannuation contributions at least 4 times annually (Kumari,
2012).Lowest worker is 9.5 percent
Code of conduct
Competition and Consumer Act 2010 AG
Licence to sell liquor for people consumption on various premises
Duration. Remains in force until surrendered or cancelled.
Fee approximated $7000000
Requirements for liquor licence
Display alcohol measurement items with corresponding volume amount e.g. 200ml
Accurate measurement fin approved vessels displayed with appropriate cost for a good
customer standard
Failure to give accurate measurement lead to fine of $34000
Types of licenses
1. Commercial property
2. Liquor liability insurance
3. Workers compensation
4. Life and fire
5. Food contamination insurance
6. General liability cover
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Research and comply with regulatory requirements
Self-insurer licence requirements
Having not less than 500 workers
Presence of financial viability
Prove to own necessary resources to insure the workers from injury
Having efficient work health and management program
Workers requirements
The Future group hotel must have employee’s compensation insurance policy
Other resources.
Fact sheet on premise licence for a restaurant
National employment standards
Under the code of practice; Fair Work Act 2009 AG
Resources. Fair work information spreadsheet
 List Optimum weekly working hours
 Use of flexible working arrangements
 Parental leave
 Annual leave
 Societal service and long leave
 Issuance of public holidays leave
 Due notice during termination
 Fair work remuneration
Payroll tax
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Research and comply with regulatory requirements
 Monthly threshold of $65,204-28 days
 $69,862-30 days
 $72,191- 31 days.
2018-19 (July- June) - $850,000 at a tax rate of 5.45%.
Workplace employment standards under
Workplace Gender Equality Act 2012 AG
 High gender composition of the entire workforce
 Equality in remuneration across the genders
 Existence of fair employment terms, workplace conditions and flexible working duty
rosters arrangements workers (Haley, 2011).
 Workplace bullying, sex-based harassment and overall discrimination.
PART B
Standard operating procedures
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Research and comply with regulatory requirements
These are written practices and procedures of how the establishment will ensure
proper production of food in safety standards. They are vital components to the overall given
food safety program (Clough et al, 2016).These operating procedures offer details of how a
particular policy will be implemented for instance through the use of the following
perspectives
 Who will do the task?
 Type of materials required
 Where will the task be implemented?
 Period of occurrence of the task
Steps
1) Creating the procedures
2) Development
3) Implementing
In this establishment, processes are typically standardized with use of step by step
instructions that aid the management in the operation to perform the task in a consistent
manner and in a diligent way.it provide step by step procedure to enhance workers do their
duties and keep the accountable due to the existing documented expectations
(Kumari,2012).The organisation established has a long term strategic goal in consistently
offering safe, high quality food products to the potential consumers. Therefore the SOPS
enables the establishment to achieve this goal.
In creating significant procedures, the following resources for several types of food
operations
 Restaurants
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Research and comply with regulatory requirements
 School food service
 Childcare
 Assisted living
In its development, the steps include key areas where the procedures are required as they
should be identified.
During implementation step, carrying out on a worker in –service to distribute important data
and make it easily available for worker review is quite significant. These procedures will be
utilized in training new hires, refreshers and various updates in consistent manner (Layton,
2010). Annual review of the procedures and updating them constantly as required ought to be
done. These includes new equipment’s and food code changes.
Procedure
All the workers in the organisation ought to ensure a hand washing procedure by
utilization of the following important steps,
As the foodservice manager with Future group hotels I should monitor all workers to enable
them to continuously follow proper procedures.io should also make efforts to ensure adequate
supplies are given in order to facilitate the follow-up of procedures as a manger I should also
follow up the steps and retrain as required (Andrews, 2013).
 Wash hands thoroughly and using both soap and warm water
 Wash hands in a dispenser
 Use of sanitary nail brush to prevent entry of dirt particles under the finger nails
 Use hand sinks that are designated for the objective only.
 Dry the hands with hot dryers and towels
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Research and comply with regulatory requirements
Food standards
FSANZ usually develop food standards or food present in organisations available
Australia and new Zealand.it is aimed at developing, variance and review of various
standards for food which are set out in the Australian and New Zealand food standards code
(Hodges, Stevens & Wysocki, 2014). It is also aimed at enacting codes of conduct that are
necessary in collaboration with the organisations. In Australia FSANZ exist with a wide
range of scope in labelling and composition. It is enables development of food standards
required for food safety, optimum residue limits, key production and processing and also
proper assessment of policies regarding food imported from several countries (Liu, 2012).
Governance
The standards that were typically evaluated by7 FSANZ are discussed in the code,
which is a certain law that is responsible in food application in Australia and New Zealand. It
is aimed at implementing the compliance policies. This particular code issues that;
A distinct set of food composition and labelling laws that are agreed between the two states
Constant Access for customers to lots of information about anything present in the goods that
citizens consume.
Liquor license
These are often given by the legal authority for each location to enable a business
person to manufacture, produce or carry out increased sales of alcoholic beverages. Various
types of liquor licenses exist in each location. There also exist several regulations that apply
to all types of liquor licenses (Madera, Dawson, Neal, Busch, 2013). For instance each
particular license must give the time frame, place and optimum total amount of sale. These
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Research and comply with regulatory requirements
available licenses apply to special events that might arise outside external normal setting in
which alcoholic beverages are served. The following are types of licences issued
On-licenses. Theses enhance consumption of alcohol on the restaurant premises
Off-licenses.it dictates that alcohol should be completely removed from the suppliers
premises and drunk in another place.it is however not advisable to be consumers on a school
setting or petrol station
Club license
Special licenses. These are licenses for allowing extension of the hours put in place for
selling the alcohol in various joints
House policy
A house policy usually ensure a vital framework for patrons and staff of the
organisation when understanding the serving principles that should be adopted by the
responsible manager. (Khan, 2012). A clear house policy is an easy set of statements that
basically reflect the principles evaluated and implemented by the venue and can result to
covering of the following
 Not serving minors
 Not carrying out irrelevant liquor promotions
 Enabling quality food is present
 Giving safe transport options to the available patrons and management
 Providing discounted non-alcoholic beverages
 Offering serious restrictions on the types of drinks that should be sold after the normal
stipulated working hours
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Research and comply with regulatory requirements
A good house policy can be utilized to aid management and staff to reinforce acceptable
liquor serving practices
Employee recruitment process
An organisation productivity and profitably relies on the quality of its employees.
When considering potential candidates right for the job, the company should review several
important aspects and factors including available credentials, working experience,
personality, knowledge and skills of the individual.
Education and credentials
During the recruitment process the human resource manager should deeply evaluate
the education background of a potential worker. The management should check for a degree
that significantly complement the business (Wortley, 2013).
Work experience
In the establishment, one should consider the working experience aspect of an n
employee. Experiences in handling food products, proper communication and handling
accounts is crucial for specific roles.
Employee possessing high self confidence
An employee candidate who approaches the company must portray a confident
altitude in order to make a good firsts impression in the hiring process. A confidence worker
can approach consumers in a good manner and has the ability to handle the demanding job
expectations.
Personality compatibility
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Research and comply with regulatory requirements
This aspect must be taken into account in hiring the right man for the job. The ethical
behaviour should also be considered (Pilbeam, & Corbridge, 2010).
Skills set
Specific skills set of potential workers is a vital aspect that can determine what type of
individual to hire (Vessey Demarco, Difazio, 2010).
National employment standards
The national minimum wage and the available NES comprise the minimum
entitlements for workers in Australia. The following minimum entitlements of the national
employment standards arise;
 Optimum weekly working hours
 Use of flexible working arrangements
 Parental leave
 Annual leave
 Societal service and long leave
 Issuance of public holidays leave
 Due notice during termination
 Fair work remuneration
All workers present in the national workplace relation are usually covered completely by the
NES regardless of the Existing agreement or the applying contract (Qureshi, Rasli, Zaman,
2014).
Workplace bullying policy
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Research and comply with regulatory requirements
The policy is aimed at developing a supportive workplace with procedures that give a
clear statement of Futura group hotels expectations of its staff in respected of code of code
that comprise a typical workplace bullying or breaching the food standards policies
(Maguire,2014).
Policy statement and purpose
Futura group hotels is mainly committed to giving a conducive workplace that is free
from bullying activities. The main purpose of this policy is to guide the hotels approach to
various concerns or complains about a workplace harassment or bullying.
This policies are applied to all staff members who are usually indirectly or directly subjected
to rampant bullying behaviour or harassment behaviour that constitute to a breach of a policy.
Therefore workplace bullying involve repeated or unreasonable behavioural characteristic
pointed towards certain employee resulting to health, safety risks of the overall wellbeing of
the worker (Nikolaou,2014).Evidently, bullying and workplace harassment hampers
productivity by lowering the morale of workers within the work environment.it includes
inappropriate behaviours such as intimidations,offending,degradation and humiliation of
employees
The following behaviours constitute to bullying
 Intimidation
 Verbal abuse including threats
 Isolation of workers from their workplace operations
 Cyber bullying
 Physical body abuse
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Research and comply with regulatory requirements
 Changing the work rosters intentionally ion order to inconvenience certain
organisation staff members
Procedures
Staff members of the future group hotels should raise a claim of bullying and
harassment with the available supervisor in order to attempt to resolve such problematic
issues. At this stage, the staff members should also report the matter to the top management
so as to gain n support from airing their grievances (Marks, Mountjoy, Marcus, 2011). In the
case of all bullying and harassment complaints, Futura group hotels will constantly review
the allegations and claims then offer immediate feedback regarding the matter.
The hotel should aim at addressing the sensitive bullying complaints in accordance to the laid
out policies and principles
 All reasonable steps to solve the issues are undertaken
 All parties are informed of the results of the harassment process.
References
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Research and comply with regulatory requirements
Andrews, S. (2013). Food and beverage service: A training manual. Tata McGraw-Hill
Education.
Clough, A. R., Margolis, S. A., Miller, A., Shakeshaft, A., Doran, C. M., McDermott, R., ...
& Robertson, J. A. (2016). Alcohol control policies in Indigenous communities: a
qualitative study of the perceptions of their effectiveness among service providers,
stakeholders and community leaders in Queensland (Australia). International Journal of
Drug Policy, 36, 67-75.
Haley-Lock, A. (2011). Place-bound jobs at the intersection of policy and management:
Comparing employer practices in US and Canadian chain restaurants. American
Behavioral Scientist, 55(7), 823-842.
Hodges, A. W., Stevens, T. J., & Wysocki, A. F. (2014). Local and regional food systems in
Florida: values and economic impacts. Journal of Agricultural and Applied
Economics, 46(2), 285-298.
Khan, A., & Khan, R. (2012). Understanding and managing workplace bullying. Industrial
and Commercial Training, 44(2), 85-89.
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC
Global. Industrial Engineering Letters, 2(1), 34-43.
Layton, L. (2010). FDA pressured to combat rising ‘food fraud’. The Washington Post.
Liu, Y. Y. (2012). Good food and good jobs for all: Challenges and opportunities to advance
racial and economic equity in the food system.
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Research and comply with regulatory requirements
Madera, J. M., Dawson, M., Neal, J. A., & Busch, K. (2013). Breaking a communication
barrier: The effect of visual aids in food preparation on job attitudes and
performance. Journal of Hospitality & Tourism Research, 37(2), 262-280.
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Capacity: A Research Service Learning Project. Business & Entrepreneurship
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Marks, S., Mountjoy, M., & Marcus, M. (2011). Sexual harassment and abuse in sport: the
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Nikolaou, I. (2014). Social networking web sites in job search and employee
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Pilbeam, S., & Corbridge, M. (2010). People resourcing and talent planning: HRM in
practice. Prentice Hall.
Qureshi, M. I., Rasli, A. M., & Zaman, K. (2014). A new trilogy to understand the
relationship among organizational climate, workplace bullying and employee health. Arab
Economic and Business Journal, 9(2), 133-146.
Vessey, J. A., Demarco, R., & Difazio, R. (2010). Bullying, harassment, and horizontal
violence in the nursing workforce the state of the Science. Annual review of nursing
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Wortley, R. (2013). Situational precipitators of crime. In Environmental criminology and
crime analysis (pp. 70-91). Willan.
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