Research and Comply with Regulatory Requirement

This document provides information on regulatory requirements and compliance in various industries. It covers topics such as liquor licenses, employment standards, occupational health and safety, food standards, insurance, tax registration, fair work practices, and hygiene standards. The document also discusses the policies and procedures that organizations need to follow to ensure compliance and avoid penalties. It emphasizes the importance of implementing a compliance management system and keeping up-to-date with changes in regulations.

Research and Comply with Regulatory
Requirement
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PART A
1.
Licences Support info Time frame Penalties
The Liquor
Reform Act 1998
(Kennedy, 2016)
Support information can be
gathered from government
websites. The website for
Victoria is
www.legislation.vic.gov.au
There is no tenure
for liquor licence
apart from that
they are allowed
to serve from 7
am to 11 pm post
that alcohol is not
allowed to be
served
The penalties for
the violation of
legislation
involves fines,
penalties and loss
of license
2.
 The liquor reform act 1998
 National employment standard
 Occupational health and safety act 2004
 Food standard code
 Licence for public performance of protected sound
3. Food standards Australia New Zealand’s (FSANZ) has been set up primarily for the
purpose of maintenance of the food quality standards in both the countries of Australia and
New Zealand. It helps in ensuring that only fresh, organic and hygienically processed food
are being sold to the customers in both the countries thereby playing a major role in helping
to preserve the health and wellbeing of the people in both Australia and New Zealand. Under
this Act, food manufacturers and suppliers in both the countries have an obligation to provide
all the details about the ingredients utilised in the food manufacturing process and from
where the food has been sourced. This would go a long way in preventing the illegal and
unethical sourcing of food products merely for the purpose of profit maximisation. It prevents
acts that can mislead the people and eventually compromise their health, thereby ensuring
that the food quality standards are never compromised at any cost. Primary production
standards are followed. Scientific assessment of risk is done (Chon & Yu 2012). The state
health department is liable for the enforcement of the codes that are developed by FSANZ.
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4. The process involves application of the BYO permit which is the first step. In the second
step, the rules and guidelines imposed by the club must be clearly defined along with the
different types of restrictions imposed by the club. The third step involves full club license
which would eventually determine whether the customers coming the club are allowed to
drink within their organisational premises or they would have to take it away to their homes
(Mattke et al. 2013).
5.
 Business insurance
 Public liability insurance
 Workers compensation insurance
 Professional indemnity insurance
 Building and content insurance
6. ABN number has to be generated on which the GST registration of the business has to be
done. Regardless of the type of business ownership, all businesses must ensure that they have
tax registration and for providing regular taxes to the government businesses must make use
of the goods and service tax form (Reese, 2008). In case of the violation of tax laws there can
be penalties or imprisonment or both.
7. The facilities that are to be provided under the fair work act in Australia involves providing
the employees with minimum wages, ensuring security of the employees, reviewing the
wages annually, providing remedy for unfair dismissal, resolving disputes etc (Kelly et al.
2009).
8. The work health and safety legislation emphasises on the aspect of occupational health and
safety of the employees. It helps in ensuring that all the employees working within an
organisation are provided with a healthy and safe working environment that would not
threaten their health. The three basic rules under this are maintaining one’s own safety in the
workplace, ensuring others safety are being taken care of and in case employers are not
complying with safety standards than making complains immediately (Leaffer, 2010).
9. The washroom is one of the important areas where emphasis must be provided to the
aspect of personal hygiene. Thus, it is important maintain proper standards of hygiene in the
washroom that would not compromise the personal health of the employees
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10. The area of non discrimination in terms of age is an area that is likely to need legal help.
PART B
1. Safety, Health & Welfare at Work act 2005 is the policy that is applicable in this case.
Incident reporting has to be done to the medical team in the workplace. The immediate action
should be to provide first aid treatment (Mhurchu & Gorton 007). The documents that are
needed to be filled have to be done in the medical facility.
2. Fair trading Act 1999 is the policy that is applicable in this case. The customer service is
the facility of providing service to the customers in a business. The purpose is to ensure that
the customers are happy. There are varied methods in which customer service is provided.
The waiter or bar tender is the immediate point of contact for customer service (Australia,
2009). In case the customers have any complain they can provide it in the feedback form.
3. Consumer affairs Victoria. Cancellation refund and exchange facilities are available for the
customers of a restaurant cum bar as per its policies. The purpose of this facility is also to
provide service to the customers. The process involves cancellation before the product is
being prepared for service or for those items that do not need preparation (Xiang, Bi,
Pisaniello, Hansen & Sullivan 2014). The bartender or waiter can be called for cancellation of
order.
4. Equal Opportunity act 1995 is the policy that is applicable in this case. Equal employment
opportunity is a legislative policy that should be applied in the business organisation. The
purpose of this legislation is maintaining equality among the people. The process doesn’t
have any special procedure it is practiced at the time of recruitment. The Human Resource
department is responsible for ensuring this (Ridley & Channing 2008). There are legal forms
for making these complains.
5. Food Safety act is the legislative policy that is applicable in this case. Food handling and
hygiene is the policy that has to be enforced by restaurants and bars or any other organisation
that deals with food and beverage. The purpose of this policy is to ensure the quality of food.
There are procedures that have to be followed by the organisation (Whish & Bailey 2015).
The quality assurance team is responsible for ensuring the quality.
6. Equality opportunity act 2010 is the policy that is applicable in this case. Harassment is
not allowed to be done on the employees of the organisation. The policy is a piece of
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legislation which ensures that harassment is not done on the employees of an organisation.
The purpose of this policy is to ensure that employees receive equal treatment (Whish &
Bailey, 2015). The reporting of any case of harassment has to be done to the human resource
department of the organisation.
PART C
1. The continuous non compliance of an organisation can result in different type of penalties
and litigations. The using of a compliance management system can be considered to ensure
that such problems can be avoided (Bennett, 2011).
2. The compliance management system is run by people. The person who is in responsibility
of running the compliance management system should be given the authority to make
required changes (Pouliot & Sumner 2008).
3. The automatic policy management software can help in keeping updates of the changes in
policies that has been created.
4. The main people who are occupying key strategic positions within the organisation must
undertake a top down approach of communicating the information regarding the changes and
improvements that are occurring within the CMS system (Fredman, 2010).
5. There are two types of documents one that ensures compliance and other that helps in
continuous improvement. The compliance documents are formed while interacting with
legislative actions. Memos are documents that are circulated for updating in changes of
compliance. On the other hand the continuous improvement documents are likely to involve
documents which have to be updated after a certain period of time for the purpose of keeping
record (Kothari, 2012). Recordkeeping books are one of the examples of documents that are
to be updated for continuous improvement.
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Reference List
Australia, F. W. (2009). Fair Work Act 2009.
Bennett, A. M. (2011). Unpaid internships & the Department of Labor: The impact of
underemployment of the Fair Labor Standards Act on equal opportunity. U. Md. LJ Race,
Religion, Gender & Class, 11, 293.
Chon, K. S., & Yu, L. (2012). The international hospitality business: Management and
operations. Routledge.
Fredman, S. (2010). Positive duties and socio-economic disadvantage: bringing disadvantage
onto the equality agenda.
Kelly, B., Hughes, C., Chapman, K., Louie, J. C. Y., Dixon, H., Crawford, J., ... & Slevin, T.
(2009). Consumer testing of the acceptability and effectiveness of front-of-pack food
labelling systems for the Australian grocery market. Health promotion international, 24(2),
120-129.
Kennedy, M. R. (2016). MeS.
Kothari, P. (2012). U.S. Patent No. 8,117,104. Washington, DC: U.S. Patent and Trademark
Office.
Leaffer, M. A. (2010). Understanding copyright law. LexisNexis.
Mattke, S., Liu, H., Caloyeras, J., Huang, C. Y., Van Busum, K. R., Khodyakov, D., & Shier,
V. (2013). Workplace wellness programs study. Rand health quarterly, 3(2).
Mhurchu, C. N., & Gorton, D. (2007). Nutrition labels and claims in New Zealand and
Australia: a review of use and understanding. Australian and New Zealand Journal of Public
Health, 31(2), 105-112.
Pouliot, S., & Sumner, D. A. (2008). Traceability, liability, and incentives for food safety and
quality. American Journal of Agricultural Economics, 90(1), 15-27.
Reese, C. D. (2008). Occupational health and safety management: a practical approach.
CRC press.
Ridley, J., & Channing, J. (Eds.). (2008). Safety at work. Routledge.
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Whish, R., & Bailey, D. (2015). Competition law. Oxford University Press, USA.
Xiang, J., Bi, P., Pisaniello, D., Hansen, A., & Sullivan, T. (2014). Association between high
temperature and work-related injuries in Adelaide, South Australia, 2001–2010. Occup
Environ Med, 71(4), 246-252.
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