Liquor Reform Act 1998 & Workplace Safety Policy

Support Information

• The liquor reform act 1998
• National employment standard
• Occupational health and safety act 2004
• Food standard code
• Licence for public performance of protected sound

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 thehealth 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.

The process involves application of the BYO permit which is the first step. In the second step, the rules and guidelines imposed by the clubmust 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).

• Business insurance
• Public liability insurance
• Workers compensation insurance
• Professional indemnity insurance
• Building and content insurance

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.

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).

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).

Time frame

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

The area of non discrimination in terms of age is an area that is likely to need legal help.

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.

1. 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.
2. Consumer affairs Victoria. Cancellation refund and exchange facilities are available for the customers of a restaurant cum bar as perits 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.
3. 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.
4. 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.
5. 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 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.

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).

1. 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).
2. The automatic policy management software can help in keeping updates of the changes in policies that has been created.
3. The main people who are occupying key strategic positions within the organisation must undertake a top down approach of communicatingthe information regarding the changes and improvements that are occurring within the CMS system (Fredman, 2010).
4. 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. 

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.

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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