SITXGLC501 Research and Comply with Regulatory Requirements
Assessment 1 –Assignment

1. Workplace relations
a. Hospitality industry award 2010. This fair work commission consolidated modern award incorporates all amendments up to and including 21 December 2012.
b.
* Removing food plates * Setting and wiping down tables * Picking glasses * General assistance to food and beverage * Cleaning and tidying
c.
* Ordering and stock control * Solely responsible for other cooks and other kitchen employees in a single kitchen establishment * General and specialized duties including supervision or training of other kitchen staffs.
d.
* A casual employee is an employee engaged as such and must be paid a casual loading of 25%. * On each occasion a casual employee is required to attend work they are entitled to a minimum payment for two hours work. * A casual employee must be paid at the termination of each engagement, but may agree to be paid weekly or fortnightly.

2. Work Health and safety Act 2011 a. A work group must elect them. * Do not adversely affect the health and safety of other persons, comply so far as the worker is reasonably able, with any reasonable instruction that is given by a person conducting the business or undertaking to allow the person to comply with this act. * Co operate with any reasonable policy or procedure of the person conducting the business or undertaking relating to health or safety at the workplace that has been notified to workers. * Take reasonable care for his or her own health and safety.

b. In this act notifiable incident means * The death of a person * A serious injury or illness * A dangerous illness. c. * The person conducting the business or undertaking and the workers have agreed to procedures for consultation must be in accordance with those procedures. * The agreed procedures must not be inconsistent with section 48 * The person conducting a business or undertaking must, so far as is reasonably practicable, consult, in accordance with this division and the regulations, with workers who carry out work for the business or under taking.
Penalty :
For an individual-- $20000.
For a body corporate-- $100000

3. Food Safety Memo

4. Licensing requirements for a café a. Liquor license b. Outdoor seating license c. Gaming license d. Pubic music license e. Food premise license
There are many of other requirements for a café to operate but these are not really licenses, WHO, insurance, training, RSA, food safety supervisor etc, are not licenses. However some certificates are mandatory such as food safety supervisor and RSA.
Basic requirements fro two licenses and what might cause the license to be cancelled.
Liquor license * Tax requirements * RSA staff training * Not serve alcohol to intoxicated patrons * Not serve alcohol to persons under18 * Correct weights and measures.
Food premise license
Can be cancelled for breaches of the Act such as food poisoning, dirty kitchen, no food safety supervisor.

5. Key responsibilities for an employer under ‘The Racial Discrimination Act1975’ commonwealth.
Racial discrimination occurs under the RDA when someone is treated less fairly than someone else in a similar situation because of their race, color, descent or national or ethnic origin. Racial discrimination can also occur when a policy or rule appears to treat everyone in the same way but actually has an unfair effect on more people of a particular race, color, descent or national or ethnic origin than others.

It is against the law to discriminate in areas such as: * Employment - e.g. when seeking employment, training, promotion, equal pay or conditions of employment; * Land, housing or accommodation- e.g. when buying a house or when renting; * Provision of goods and services - e.g. when buying something, applying for credit, using banks, seeking assistance from government departments, lawyers, doctors and hospitals, or attending restaurants, pubs, entertainment venues; * Access to places and facilities for use by the public - e.g. when trying to use parks, libraries, government offices, hotels, places of worship, entertainment centers, hire cars; * Advertising - e.g. advertising for a job stating that people from a certain ethnic group cannot apply; * Joining a trade union * Certain offensive behavior will also be found discriminatory if it is likely to offend, insult, humiliate or intimidate people of a certain race, color or national or ethnic origin. 6. The food act 1984 does not specify food-handling requirements but does specify offences.
Division 1--Serious offences relating to food 8. Knowingly handling food in unsafe manner 8A. A Handling food in unsafe manner in other circumstances 9. Knowingly selling unsafe food 9A. A Sale of unsafe food in other circumstances 10. Knowingly falsely describing food 10A. A Falsely describing food in other circumstances
Division 2--Other offences relating to food 11. Handling and sale of unsafe food 12. Handling and sale of unsuitable food 13. Misleading conduct relating to sale of food 14. Sale of food not complying with purchaser's demand 15. Sale of unfit equipment or packaging or labeling material 16. Compliance with Food Standards Code 17. Proprietor's name to be affixed to premises 17A. False descriptions of food

7. Legal Information

Source of legal information | Examples of information from this source | 1. Human service department(Victoria) – food safety unit | Food safety laws and regulations | 2. Human rights commission(Victoria) | Types of discrimination Human rightsSexual harassment | 3. Work safe (Victoria) | Workers compensationSafety in the workplaceOHS Act 2004 | 4. Consumer affairs victoria | Business namesLiquor licensingRSA training | 5. Australian securities and investment commission | Company lawsFinancial lawsStock market | 6. Australian tax office | Tax laws and compliance | 7. Your local city council | Planning laws | 8. State government | State laws and regulations | 9. Federal government | Federal laws and regulations | 10. Liquor hospitality and miscellanies union | Employment lawsIndustrial relations | 11. Australian hotel association | Employment lawsIndustrial relations | 12. Environment protection authority | Waste managementNoise management | 13. Victorian commission of gambling regulation | Gambling laws | 14. Heritage victoria | Heritage laws and regulations of historic building and sites | 15. Police | Law enforcement | 16. Vic roads | Motor vehicle registration Driver license informationRoads |

Legislation (act and regulation) governs the sales of alcohol in the state or territory. State | Alcohol laws | VICTORIA | The liquor reform act 1998 | NSW | Liquor act 1982 no 147 | WA | Liquor control act 1988 | SA | Liquor licensing act 1997 | TAS | Liquor licensing act 1990 | QLD | Liquor act 1992 | NT | Liquor licensing act 1988 | ACT | Liquor act 1975 |
8. Five main insurance policies I. Work-cover- workers compensation:- this insurance is compulsory for all business hiring workers and covers loss of the workers wages and medical expenses. II. Theft:- a business may take out insurance to cover a break in and theft. III. Public liability insurance:- this type of insurance is generally considered a must and covers damage to people or property caused by the business or products sold by the business IV. Income insurance:- a business may take out insurance to cover things such as loss of profits from sales arising from circumstances such as a fire. V. Building and fire insurance:- the cost of a building and its importance to the business usually means that this type of insurance is considered a standard insurance to have. Most leases will also make this type of insurance compulsory.

9. Explain the terms

a. Equal opportunity and anti discrimination
In Australia, national and state laws cover equal employment opportunity and anti-discrimination in the workplace. You're required by these laws to create a workplace free from discrimination and harassment. It's important that as an employer, you understand your rights and responsibilities under human rights and anti-discrimination law. By putting effective anti-discrimination and anti-harassment procedures in place in your business you can improve productivity and increase efficiency.
Discrimination is any practice that makes distinctions between individuals or groups to disadvantage some and advantage others. People can also be indirectly discriminated against if certain attributes, such as parental status, religion, race or impairment, make them less able or even unable to participate in an activity.

b. Workplace relations Workplace relations are the term used to describe the relationship between a business and the people who work in that business. It covers most employment issues such as wages and salaries, working hours, work breaks, public holidays, leave provisions and superannuation. It may also include any issues which the business management and staff also feel is an issue relevant to the workplace such as safety, professional development, workplace facilities, uniforms and promotion opportunity. d. Australian consumer law
On 1 January 2011 the Australian Consumer Law (ACL) commenced.
The ACL includes: * A national unfair contract terms law covering standard form consumer contracts; * A national law guaranteeing consumer rights when buying goods and services; * A national product safety law and enforcement system; * A national law for unsolicited consumer agreements covering door-to-door sales and telephone sales; * Simple national rules for lay-by agreements; and * New penalties, enforcement powers and consumer redress options. d. Work health and safety This law ensures employers provide a safe and healthy workplace for their employees. It also requires that employees use safe work practices so they do not injure themselves or other people. There are heavy fines and penalties for both employers and employees who fail to observe the rules regarding workplace safety.
Safe Work Australia does not have responsibility for regulating work health and safety laws. It is the responsibility of the Commonwealth, states and territories to regulate and enforce work health and safety in their jurisdiction.
Please contact your local work health and safety regulator for information and advice on: * Complying with work health and safety laws. * Reporting a workplace incident. * Renewing or applying for licenses. * Injury and workers’ compensation claims. * Workers’ compensation insurance and premiums. * Registration and notification of plant and plant designs. * Health and safety representative training. * Work health and safety training and assessment. 10. These are the ways hospitality managers stay up to date with changes to legislation. * Media- some changes to legislation attract strong media coverage such as changes to smoking laws. * Industry magazines- often covers issues of legislation changes to the hospitality industry. * Networking- talking and networking with other hospitality professionals allows you to share new information with others in a similar situation. * Government websites- each government department has its own website which they explain and detail changes to legislation. Eg:- work safe website gives very detailed explanation of new legislative changes. Importance of develops and implement standard operating procedures in the workplace. 1. More professionals 2. Business best practices 3. Can be changed as circumstances change 4. Can be tabled and discussed at a meeting 5. Can be audited Monitor that procedure according to legal compliance. 1. Supervision- Supervision by a manager or specialist in the area can help monitor that compliance is occurring. 2. Audit- Carry out an audit of legal compliance issues with the business. 3. Files- creating a file on important legal issues where information regarding legal compliance can be stored and monitored.