Hospitality Management Report: Australian Business Laws Analysis

This report provides a comprehensive overview of Australian business regulations relevant to hospitality management. It covers key areas such as anti-discrimination laws, including provisions for Equal Employment Opportunity (EEO) and harassment, detailing compliance audits, consequences of non-compliance, and record-keeping requirements. It also examines the Australian Consumer Law (ACL), outlining prohibited practices, auditing processes, and business requirements. Furthermore, the report delves into Responsible Service of Alcohol (RSA) licensing requirements, the Fair Work Act 2009 (NES), and the Copyright Act 1968, providing insights into compliance, reporting, and business insurance needs. The report highlights the rights and responsibilities of both employers and employees within each regulatory framework, offering a practical guide to navigating the complex legal landscape of the Australian hospitality industry.

Running head: HOSPITALITY MANAGEMENT
HOSPITALITY MANAGEMENT
Name of the Student
Name of the University
Authors note

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Task 1
1. Support for businesses in Australia, Business: business.gov.au, Australian government.
https://www.business.gov.au/
2. Food safety standards (Australia only), Food Standards Australia New Zealand.
https://www.foodstandards.gov.au/industry/safetystandards/pages/default.aspx
3. Federal Register of Legislation, Australian Government.
https://www.legislation.gov.au/Details/C2017C00180
4. We need more than just laws to ensure responsible alcohol service, The
Conversation.
http://theconversation.com/we-need-more-than-just-laws-to-ensure-responsible-alcohol-
service-80890
5. Australian Business and Environment Laws, Australian Trade and Investment
Commission, Australian Government.
https://www.austrade.gov.au/International/Invest/Guide-to-investing/Running-a-
business/Understanding-Australian-business-regulation/Australian-business-and-
environment-laws
Task 2

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ANTI-DISCRIMINATION, ESPECIALLY PROVISIONS FOR EQUAL EMPLOYMENT
OPPORTUNITY (EEO) AND HARASSMENT
Two key practices that are prohibited by the law
1. Discrimination
2. Sexual Harassment
A brief summary of how compliance to these laws will be audited
According to this Act, investigated is conducted after receiving complaints of harassment
or discrimination from an employee against the employer. In this investigation, first, how much
allegation is real is determined, and then actions are taken against the employer for breaching the
legislation.
Two main consequences of non-compliance
1. Financial Penalties
2. Prison
Two requirements for business or occupational licensing, mandatory training and
certification (wherever applicable)
1. EEO Certification
2. EEO Training
A brief summary of record-keeping requirements
Under EEO guidelines, employers are bound to keep all employment and personnel
records for one year. When an employee is fired from employment, then records of that person

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must be in organizations for the year.
A brief summary of compliance requirements for mandatory codes within the legislation
This law requires compliance with codes of ethics.
A brief summary of requirements of the business to develop and implement plans, policies,
codes of conduct or practices
For the development of business, activities like bullying, harassment, and discrimination
at the workplace should be avoided by following the ethics codes and responsible practices of
EEO and Harassment law.
A brief summary of the rights and responsibilities of employees and employers
Law imposes a duty of eliminating discrimination on employers and employers and
employees both are suggested to respect each other.
A brief summary of statutory reporting requirements for business
This law barely asks for employment records, which should be retained for one year after
the termination of an employee.
Four key business insurances required
1. Home-based insurance
2. Property insurance
3. Health insurance
4. Worker's compensation insurance
WHS requirements including duties of employers and employees along with incident and

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accident reporting requirements
Employees and employers are advised to have effective Communication during
emergencies. And from minor to major accidents should be reported for corrective measures.
Environmental Policy
Responsible behavior and environmentally friendly activities should be integrated into the
organization.
.
AUSTRALIAN CONSUMER LAW (ACL)
Two (2) key practices that are prohibited by the law
1. Pyramid Schemes
2. Referral Selling
A brief summary of how compliance to these laws will be audited
It has been enough time since ACCC (Australian Competition and Consumer Commission)
has shifted its more focus towards franchisors to safeguard small businesses and consumers.
According to section 51ADD of the CCA (Competition and Consumer Act 2010), ACCC has the
power of accumulating the information of franchisors without any suspect and can ask franchisors to

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bring required documents anytime. In this way, ACC has conducted several audits to ensure whether
franchisors are showing compliance with the Franchising Code of Conduct or not.
Two main consequences of non-compliance
1. Fines
2. Cancellation of License
Two requirements for business or occupational licensing, mandatory training and certification
(wherever applicable)
1. Must use contracts of standard form
2. Must purchase consumer guarantees
A brief summary of record-keeping requirements
ACCC can conduct audits according to its own choice based on the random selection of
traders; thus, during that time, horticulture traders and franchisors must have specific documents.
ACCC asks horticulture traders for terms of trade, records of agents, agreements produced by
horticulture, and written proof of concurred costs. And franchisors have to present documents of
disclosure, statements of marketing funds, dispute notice, agreement of franchise, statement of the
professional counsel, and details of the former franchisee are requested for no disclosure.
A brief summary of compliance requirements for mandatory codes within the legislation
Under Australian Consumer Law and rules of ACCC, traders are required to stand on the
essential established industry codes, i.e., Electricity Retail Code, Horticulture Conduct Code, Dairy
Conduct Code, Wheat Port Conduct Code, Franchising Conduct Code and Food and Grocery
Conduct Code. If any trader is revealed for breaching the code, then a suitable measure will be

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considered considering the intentions and depth of the breach.
A brief summary of requirements of the business to develop and implement plans, policies,
codes of conduct or practices
ACCC recommends a guide which entails thorough details regarding ACL. For each type of
trader, different codes have been created by ACCC, such as Horticulture Conduct Codes for
Horticulture Codes. Moreover, the fulfillment of rules under ACL is pivotal, which is the same for
all sellers; for example, traders will be responsible for compensation in case of any damages in
provided products and services and so on. For the successful development of business, unfair
practices should be avoided, which violates the regulations of ACL.
A brief summary of the rights and responsibilities of employees and employers
Employees and Employers' responsibilities entail decent business behavior, honor to the
rights of customers, and guarantees of law must not be violated while purchasing and selling goods.
A brief summary of statutory reporting requirements for business
Statutory reports of business should be available at the time of audit; otherwise, there are no
specific requirements for this report.
Four key business insurances required
1. Property insurance
2. Worker's compensation insurance
3. Professional Liability insurance
4. Product Liability insurance

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WHS requirements including duties of employers and employees along with incident and
accident reporting requirements
Effective leadership, Individual Participation, monitoring of work, commitment, etc. are
some of the responsibilities of employees and employees. In case of incidents, it is suggested that
they should not be ignored, and remedies should be made to avoid turning of incidents into
accidents.
Environmental Policy
Among several practices, those practices must be utilized in businesses that make the
efficient use of natural resources, and less harmful activities should be practiced from time to time.

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RESPONSIBLE SERVICE OF ALCOHOL (RSA) LICENSING REQUIREMENTS
Two (2) key practices that are prohibited by the law
1. Irresponsible behavior
2. Untrained staff
A brief summary of how compliance to these laws will be audited
Alcohol businesses are visited by the auditing team, and during auditing, the team checks
the copy of the issued license and analyzes whether the liquor seller has updated knowledge of
regulations or not.
Two main consequences of non-compliance
1. Penalty
2. Cancellation of license
Two requirements for business or occupational licensing, mandatory training and
certification (wherever applicable)
1. Accredited Training
2. Certification of alcohol training by RSA.
A brief summary of record-keeping requirements
Two major record-keeping requirements of RSA are records of staff's RSA training and
record of the incident.
A brief summary of compliance requirements for mandatory codes within the legislation

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General Practice Codes covers Promotion, Sale, Supply, Consumption, and Use, and Mid-
night trade Practice Codes contain marshals of drink, glassware restriction, CCTV usage,
utilization of metal detectors, and so on.
A brief summary of requirements of the business to develop and implement plans, policies,
codes of conduct or practices
To initiate business, the basic and mandatory requirement is the Responsible Service of
Alcohol Certification for which clearance of special courses is required, and general codes of
practice should be chased to satisfy the auditing team.
A brief summary of the rights and responsibilities of employees and employers
The prior responsibility of employers is to get each employee aware of new and updated
RSA rules, and regulations and employees should not supply alcohol to those clients who are
under 18.
A brief summary of statutory reporting requirements for business
Businesses must have all financial (alcohol delivery bills), and non-financial (certificates,
client details, etc.) reports available whenever they are asked to provide.
Four key business insurances required
1. Liability Insurance
2. Product Liability Insurance
3. Worker's Compensation Insurance
4. Property Insurance

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WHS requirements including duties of employers and employees along with incident and
accident reporting requirements
Employers should take all small and large accidents seriously, and it is combined duty of
employers and employees to keep the workplace safe and harm-free. For this effective
Communication must be done between employees and employer to figure out practical measures
which can be implemented during an emergency. Additionally, liquor holders must have
management and emergency plan in their workplace.
Environmental Policy
It must be ensured that surrounding people do not face any noise and disturbance and
always try to prefer environment-friendly practices.
FAIR WORK ACT 2009, ESPECIALLY PROVISIONS FOR NATIONAL EMPLOYMENT
STANDARDS (NES)
Two (2) key practices that are prohibited by the law
1. Work burden on the employee
2. Distributed relation between workplace and employees
A brief summary of how compliance to these laws will be audited

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Businesses are audited on a random basis. Generally, records of employees are audited in
this law, such as work hours and wages of employees.
Two main consequences of non-compliance
1. Fine
2. Prison
Two requirements for business or occupational licensing, mandatory training and certification
(wherever applicable)
1. FWA Certification
2. FWA Online Training
A brief summary of record-keeping requirements
All records of employees should be available at the workplace.
A brief summary of compliance requirements for mandatory codes within the legislation
Compliance with dismissal codes is required.
A brief summary of requirements of the business to develop and implement plans, policies,
codes of conduct or practices
Rules and regulations which come under FWA, such as do not create fake employee records
must be followed for a successful business.
A brief summary of the rights and responsibilities of employees and employers
Employers should not misuse their power, and they should try to make employee life easier.

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Employees are required to act against the ill behavior of employers.
A brief summary of statutory reporting requirements for business
This law is limited to the records of employees only.
Four key business insurances required
1. Home-based insurance
2. Property insurance
3. Health insurance
4. Worker's compensation insurance
WHS requirements including duties of employers and employees along with incident and
accident reporting requirements
Employees and employers should show collaborative and mature behavior during
emergencies. All sorts of incidents and accidents should be well communicated in the organization,
and measures must be prepared to avoid future disasters.
Environmental Policy
Environmental Policy suggests the adoption of those practices which are friendly towards the
environment.

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COPYRIGHT ACT 1968
Two (2) key practices that are prohibited by the law
1. Copy of intellectual property of others
2. Stealing others' ideas
A brief summary of how compliance to these laws will be audited
Under Copyright acts, an audit is conducted by investigating owners, employees,
consultants, security interests, location, and how advance technology is in protecting content.
Two main consequences of non-compliance
1. Penalty
2. Court Cases
Two requirements for business or occupational licensing, mandatory training and
certification (wherever applicable)
1. Permission Agreement
2. Money
A brief summary of record-keeping requirements
The intellectual content can be in any form, i.e., hard or soft. One must have evidence of its
property in the shape of patents, books, etc.

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A brief summary of compliance requirements for mandatory codes within the legislation
There are not any compulsory specific codes; however, copyright licensing is required to
avoid the contravention of the law.
A brief summary of requirements of the business to develop and implement plans, policies,
codes of conduct or practices
To get a license for copyright, one must have contracts and money. With these two
requirements, a person can purchase collective licensing or Direct Licensing. Moreover, Exclusive,
non-exclusive, and Limited use licenses are three categories of Direct Licensing.
A brief summary of the rights and responsibilities of employees and employers
Employers should handle all duties of leadership from encouraging employees to handling
all emerging issues. Similarly, employees must follow created rules such as don't get distracted
during duty timing in mobile phones and immediately alert leaders when problems are observed.
A brief summary of statutory reporting requirements for business
Copyright agencies are supposed to prepare financial and non-financial reports and submit
to the government so that necessary changes can be made in the law.
Four key business insurances required
1. Intellectual Property Insurance
2. IP insurance
3. Infringement defense

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4. Abatement enforcement coverage
WHS requirements including duties of employers and employees along with incident and
accident reporting requirements
Under the Copyright act, security is essential as intellectual property possesses fundamental
value so that fraud can occur. Thereby, employers and employees should have a primary focus on
the security of content and small scams when observed; then, they should be reported and
addressed immediately.
Environmental Policy
Several practices must be utilized in businesses to conserve the efficient use of natural
resources.

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FOOD SAFETY
Two (2) key practices that are prohibited by the law
1. Poor handling of food.
2. Poor storage of food.
A summary of how compliance with these laws will be audited
Auditing was conducted to collect the information. The objectives of food safety are as
follows:
1. Check the Documents, reports, and compared with standards to observe whether the
company the standards meet or not.
2. Auditing staff surveys the company.
3. Conduct the interviewed from stakeholders.
Two main consequences of non-compliance
1.Fines
2. Rejection of application
Two requirements for business or occupational licensing, mandatory training and
certification (wherever applicable)
1. Must meet the safety rules.
2. Food must fulfill the customer needs
A summary of record-keeping requirements

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The food safety Act records the following criteria:
1. Documents of acceptance application.
2. Record of auditing costs.
3. Records of drafts, documents, reports, and approving standards.
A summary of compliance requirements for mandatory codes within the legislation
Under the Australian food safety Act, companies are required to established industry
codes, i.e., food safety standards code, food production Australia code, food standard code,
products of food code. Dairy Conduct Code, Wheat Port Conduct Code, Franchising Conduct
Code, and Food and Grocery Conduct Code.
A summary of requirements of the business to develop and implement plans, policies,
codes of conduct or practices
A summary of requirements of the business to develop and implement plans, policies,
codes of conduct, or practices The guide of food safety provided the information, and different
types of codes have been developed. The company must follow the standards of food, proper
labeling, for example ( storage Temperature, Expired Date, Manufacturing Date), and storage of
food and products fulfilled the needs of customers.
A summary of the rights and responsibilities of employees and employers
Employees and Employers' responsibilities are there should be two ways.
Communication between employers and employees and workers must follow the rules and
guidelines.

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A summary of statutory reporting requirements for business
Statutory reports of business should be available at the time of audit; otherwise, there are
no specific requirements for this report.
Four key business insurances required
1. Worker's compensation insurance
2. Product Liability insurance
3. Property insurance
4. Professional Liability insurance
WHS requirements including duties of employers and employees along with incident and
accident reporting requirements
Workers must follow the safety rules and wear personal protective equipment in the
workplace. Employers should provide proper training to workers about the events.
Environmental Policy
Efficiently use natural resources. Follow health safety rules and mitigate the
environmental impact

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FOOD STANDARD AUSTRALIA NEWZEALAND ACT 1991
Two (2) key practices that are prohibited by the law
1. Poor Quality food produced.
2. Unsatisfied customers.
A summary of how compliance with these laws will be audited
The FSANZ Auditing is conducted according to the ANAO auditing standards.
The objectives of ANAO are as follows:
1. Auditing staff surveys the company.
2. Examine the documents, reports and compared them with standards to observe whether the
company meets the standards or not.
3. Conduct the interviewed from stakeholders.
Two main consequences of non-compliance
1. Fines
2. License Cancellation
Two requirements for business or occupational licensing, mandatory training and certification
(wherever applicable)
1. Must follow the guidelines.
2. Must follow the food safety requirements.
A summary of record-keeping requirements

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FSANZ record Keeping requirements are:
1. Record of accepting application.
2. Documents of acceptance application.
3. Record of auditing costs.
4. Records of drafts, documents, reports, and approving standards.
5. Record of stakeholders' survey.
A summary of compliance requirements for mandatory codes within the legislation
Based on the type of Act, different types of codes. The Australia New Zealand food standard
codes are CAC (Commonwealth Authorities and Companies) code, standards of food safety code, food
production code, food standards code, food products code.
A summary of requirements of the business to develop and implement plans, policies, codes of
conduct or practices
A summary of requirements of the business to develop and implement plans, policies, codes of
conduct or practices The guide of food standard Australia New Zealand Act 1991 provided the
information and different type of codes have been developed such as Australia Primary production
food code, General standards food code, food products code. The company must follow the standards
of food, proper labeling of food and products fulfilled the needs of customers.
A summary of the rights and responsibilities of employees and employers
The responsibilities of Employees and Employers are that workers must follow the safety rules
and wear personal protective equipment while working in the workplace, effective Communication

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between employers and employees.
A summary of statutory reporting requirements for business
Statutory reports of business should be available at the time of the audit. Otherwise, there are
no specific requirements for this report.
Four key business insurances required
1. Worker's compensation insurance
2. Product Liability insurance
3. Property insurance
4. Professional Liability insurance
WHS requirements including duties of employers and employees along with incident and
accident reporting requirements
It is the responsibility of all workers and employers to keep the workplace safe from risks. In
the case of an incident in the workplace, there should be proper investigation and removed the threats
from the workplace.
Environmental Policy
Use the sustainable way of utilizing natural resources. Protect animals and human health from
risks and follow cleaner production techniques.
THE PRIVACY ACT 1988
Two (2) key practices that are prohibited by the law

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1. Stealing documents
2. Risk Avoidance
A summary of how compliance with these laws will be audited
The privacy Act 1988 (Commonwealth) auditing for reviewing the material, reports, examined
transfer price, evaluation of tax find the stage of risk rating. Risk rating calculates from A 1 to C5. If
risk rating A3 to A5, no new act took place.
Two main consequences of non-compliance
1. Taxes.
2. Repellent.
Two requirements for business or occupational licensing, mandatory training and certification
(wherever applicable)
1. Must follow the guidelines.
2. Must follow regulations.
A summary of record-keeping requirements
Privacy Act 1988 (Commonwealth) record Keeping requirements are:
1. Record of personal details.
2. Record of taxes.
3. Records of drafts, documents, reports.
A summary of compliance requirements for mandatory codes within the legislation
Australia Privacy Act 1998 (commonwealth) implemented the guidelines to collect personal

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details and protect private data from cross border flow. They are bounded with some restrictions and
provided different codes.
A brief summary of requirements of the business to develop and implement plans, policies, codes
of conduct or practices
Under the privacy act, Privacy practice code allows organizations to make suitable changes in
registers of public, Protection principle of information, and how particular rules should be applied in
the specific situation.
A summary of the rights and responsibilities of employees and employers
The responsibilities of Employees and Employers are that workers must follow the rules and
guidelines, and there should be two ways of Communication between employers and employees.
A summary of statutory reporting requirements for business
Statutory reports of business should be available at the time of audit; otherwise, there are no
specific requirements for this report.
Four key business insurances required
1. Worker's compensation insurance.
2. Property insurance
3. Product Liability insurance
4. Property insurance
WHS requirements including duties of employers and employees along with incident and

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accident reporting requirements
The responsibilities of all workers and employers to protect the workplace from Hazards. If
there is an occurrence of the incident in the workplace, there should be proper investigation and
removed the risks from the workplace.
Environmental Policy
In order to ensure the fair use of resources, new, modern, and less environmental degrading
activities should be preferred.
Task 3
Legal
Matters/issues
Specialist Type of legal
advice they
Details of Legal/Advisor

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legal advisor/
consultant
can provide
Legal Obligations Lawyer/ Business
consultant
Information
about specific
laws and
regulations
that apply to
business.
LegalVision
11-13 Cubitt street Cremorne VIC
3121
https://legalvision.com.au/
Legal issues with
employees
Lawyer/ Business
consultant
Information
about
dismissal,
bullying, and
protection.
Fair Work Commission Australia’s
national workplace relations tribunal
https://www.fwc.gov.au/
Disagreements
between
stakeholders
Lawyer/ Business
consultant/experts
Guidance
about reaching
the concurred
decision.
Australian Government Business
https://www.business.gov.au/
Improperly
drafted contracts
Lawyer/ Business
consultant
Provides
general and
detailed
information
about contract
NSW Government
Fair Trading
https://www.fairtrading.nsw.gov.au/

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related issues.
Choosing the
wrong corporate
form
Business
consultant/experts
Advice for
resolving
emerging
issues.
Flying Solo
Micro Business Community
https://www.flyingsolo.com.au/
Part B
Task 1: POLICY AND PROCEDURES
HANDWASHING
1. Policy
 Hands must be washed before cooking and eating any food.
 Do not cough and sneeze into your hands.
 Putting fingers into nose, eyes, and mouth is prohibited.
2. Related legislation or regulation
 Occupational Health and Safety Administration
 The Workplace Regulations
3. Purpose
To avoid the spread of infectious diseases.

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4. Responsibility
The manager will be responsible for the fulfillment of this Policy.
5. Procedure
Firstly, the manager will make all team members of the company aware of handwashing policy.
Then the manager will give a demo about proper handwashing to team members.
Customers will be asked by instructed team members to go for handwashing after putting an
order or sanitizer will be offered.
6. Related Documents
Documents are not available.
7. Authority
General Manager
8. Review
28 March 2020
9. Version Control
None.

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FIRST IN FIRST OUT (FIFO)
1. Policy
 Efficient utilization of food.
2. Related legislation or regulation
 Food Safety Standards
 Food Regulations
 Environmental Policy
3. Purpose
To avoid the wastage of food.
4. Responsibility
The manager will be responsible for the fulfillment of this Policy.
5. Procedure
Firstly, the manager will make all team members of the company aware of the FIFO policy.
Then the manager will give a demo about proper about Food Rotation System to team members.
The team will be monitored to observe whether the Policy is being followed or not.
6. Related Documents
Documents are not available.

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7. Authority
General Manager
8. Review
28 March 2020
9. Version Control
None.
EQUAL EMPLOYMENT OPPORTUNITIES
1. Policy
 Eliminating discrimination and harassment.
2. Related legislation or regulation
 Equal Employment Opportunity
3. Purpose
To ensure equal opportunities.
4. Responsibility
The manager will be responsible for the fulfillment of this Policy.

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5. Procedure
Firstly, the manager will make all team members of the company aware of the dishwashing policy.
None of the employees' gender, sex, age, etc. will be discussed in the workplace.
The team will be monitored to observe whether the Policy is being followed or not.
6. Related Documents
Documents are not available.
7. Authority
General Manager
8. Review
28 March 2020
9. Version Control
None.

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Incident and Accident
1. Policy
 To keep the workplace safe and risk-free.
2. Related legislation or regulation
 Incident and Accident Reporting
 Work, Health and Safety
3. Purpose
To ensure a safe and risk-free workplace.
4. Responsibility
The manager will be responsible for the fulfillment of this Policy.
5. Procedure
Firstly, the manager will make all team members of the company aware of tables policy.
Then the manager will tell the team members never to avoid a little incident and always
communicate with me.
The team will be monitored to observe whether the Policy is being followed or not.
6. Related Documents
Documents are not available.
7. Authority

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General Manager
8. Review
28 March 2020
9. Version Control
None.
SICK EMPLOYEES
1. Policy
 Health and Hygiene
 Employee Health
2. Related legislation or regulation
 Employment Laws
 Sick Leave Laws
3. Purpose
To ensure healthy and hygienic workplace and employee's health.
4. Responsibility
The manager will be responsible for the fulfillment of this Policy.

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5. Procedure
 Firstly, the manager will make all team members of the company aware of sick employee
policy.
 Then the manager will grant leave to an employee whose health is not well.
 The manager will warn employees if they work in an unhealthy condition.
6. Related Documents
Documents are not available.
7. Authority
General Manager
8. Review
28 March 2020
9. Version Control
None.

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HAIR CONTROL
Policy
 Health and Hygiene
2. Related legislation or regulation
 Workplace Sanitation
 Sanitation and Environment Condition
3. Purpose
To ensure a healthy and hygienic workplace.
4. Responsibility
The manager will be responsible for the fulfillment of this Policy.
5. Procedure
 Firstly, the manager will make all team members of the company aware of the hair control
policy.
 Then the manager will ask team members to wear hats or hairnets, and female staff will make
ponytail hairstyles only.
 The team will be monitored to observe whether the Policy is being followed or not.
6. Related Documents
Documents are not available.

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7. Authority
General Manager
8. Review
28 March 2020
9. Version Control
None.
Task 2

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Memo (Handwashing)
To
From
Subject
Date
Purpose: To avoid the spread of infectious diseases.
Reasons for Policy: Health and Hygienic Workplace and showing responsible
behavior by following established rules and regulations.
Location:
Allow asking questions
Regards
Thanks
Memo (First in First out)

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To
From
Subject
Date
Purpose: Efficient utilization of food.
Reasons for Policy: Reducing solid waste generation and showing
responsible behavior by following established rules and regulations.
Location:
Allow asking questions
Regards
Thanks

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Memo (Equal Employment Opportunity)
To
From
Subject
Date
Purpose: To eliminate discrimination and harassment.
Reasons for Policy: Offering equal opportunities and showing responsible
behavior by following established rules and regulations.
Location:
Allow asking questions
Regards
Thanks

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Memo (Incident and Accident)
To
From
Subject
Date
Purpose: To ensure a safe and risk-free workplace.
Reasons for Policy: Safe and Risk-free Workplace and showing responsible
behavior by following established rules and regulations.
Location:
Allow asking questions
Regards
Thanks

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Memo (Sick Employees)
To
From
Subject
Date
Purpose: To ensure healthy and hygienic workplace and employee's health.
Reasons for Policy: Health and Hygienic Workplace, Workers' Health, and
showing responsible behavior by following established rules and regulations.
Location:
Allow asking questions
Regards
Thanks

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Memo (Hair Control)
To
From
Subject
Date
Purpose: To ensure a healthy and hygienic workplace.
Reasons for Policy: Healthy and hygienic workplace and showing
responsible behavior by following established rules and regulations.
Location:
Allow asking questions
Regards
Thanks
Section 2

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Task 1
It has become crucial and being a responsible citizen; every business person must run his
businesses based on established rules and regulations. Mentioned Policies and Procedures, i.e.,
Handwashing, FIFI, Equal Employment Opportunities, Incident and Accident, Sick Employees
and Hair Control come under Food handling and Hygiene, Transport, handling and storage of
food/Environmental Policy, Equal Employment Opportunity, Accident and Incident reporting,
Health and Safety and Work, health and Safety respectively. If such kinds of policies and
procedures will be integrated into the environment of organizations, then certainly compliance
will be achieved with rules and regulations. Adherence to policies and procedures will barely aid
in creating a safe and lucrative workplace; however, society can also be changed in many better
ways(Hamilton 2017).
Task 2
1. Meetings
2. Training
3. Group Discussions
Staff will be made aware of policies and procedures through the regular session, they will
be trained, and performance will be evaluated to ensure effective and efficient work. Moreover,
trained staff will be asked to conduct group discussions with members who didn't attend the
meeting because of some reasons, to tackle any arising questions and issues knocking in team
members' minds(Vettori 2016).

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Task 3
Knowledge get can be gained in various ways. Some truly beneficial ways are
discussions with those people who are experts in a specific field and spent the most period of
their lives in the industry are worthwhile. Their fruitful suggestions, ideas, and advice will
certainly polish knowledge. Participation in schemes, seminars, and training will keep one
conscious about new and creative technologies and changes that have been throughout time.
Moreover, receiving regular newsletters and enrolling in professional industry associations can
give successful ideas about maintaining Policy and avail in enhancing knowledge.
Task 4
An updated plan, PowerPoint presentation, random questioning and testing, hidden
monitoring, and imposed fines. Personnel of staff can be made known about variations in
policies and procedures through PowerPoint presentations and updated plans they could be made
available at the workplace similar to emergency plans. Furthermore, to ensure whether staff
completely understands the changes or not, randomly, they can be asked to answer and perform
associated policy activities. In last, if members are caught by monitoring that they are
deliberately disregarding the policies, then fine can be imposed on them so that they do not
repeat unfair practices.
Task 5
Plan, policy, and procedure can be reviewed on a timely basis by having a deep dive into
the information available on reliable sources on the internet. Alerts can be set to receive updated

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information emails from prominent organizations. Furthermore, with group discussions, ideas
can be exchanged between people; thus, knowledge will be increased, and then plans can be
changed accordingly. Additionally, Feedback from customers, stakeholders, and staff can aid in
making policies better and reliable.

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References
Hamilton, J., 2017. 11 Anti-ageist legislation: the Australian experience. Ageism in work and
employment.
Vettori, S., 2016. The employment contract and the changed world of work. CRC Press.