In order to complete the task requirements needed to be complied with include the Food Standards Australia New Zealand Act, 1991, The Liquor Act, 2010, Tax Assessment Act, 1997. Along with these the Work Health and Safety Act, 2011 and the National Employment Standards are also analysed. These acts are important as it helps in identifying any breach in the legal framework of the country and ensures that businesses are compiled keeping in mind the legal aspects. The penalties applicable for violating these acts may fluctuate management depending upon the level of offence committed by the individuals.
The licensing and legal requirements that have been identified include the Sale and Supply of Alcohol, 2012. The act is an enactment of the Sale of Liquor Act, 1989 that repealed a former licensing act. Section 169(1) contains the legal requirement permits mentioned in the act (Legislation.act.gov.au 2017).
The requirements stated in the Australia New Zealand Food Standard Code is that every food needs to be labelled or need to have adequate information about the ingredients that are used for manufacturing the food.
The various state and local levels of Australia have requirements that are to be met in order to ensure that the legal aspects regarding food standards are not violated. These requirements include a date of manufacturing of the food item and the place form the origin of the food.
In order to extend a liquor license, managers need to ensure that the company is registered with the Australian Business License and Information Service. The required fees need to be submitted in order to gain an extension of the legal license in the country (Infrastructure.gov.au 2017).
Statutory provisions for liquor licenses are required in order to sell or conduct business related to liquor. A commercial practice of licensing is required in order to maintain the requirements of a liquor license.
The licensing for a proper liquor store includes insurance that deals with the breakdown of equipment, income and extra expenses, electronic data and new buildings. These insurances help an organisation from managing the loss it may suffer from the sale of liquor.
The tax obligations that comply with the Australian liquor store and restaurant is that the managers need to ensure every due is met in order to continue legal business. In the case of income purposes, no amount can be withheld that may pose problems in the court of law.
The requirements that need to comply with respect to National Employment Standards include the maximum weekly hours, flexible working environment parental leaves and so on (Safeworkaustralia.gov.au 2017).
In order to ensure that the health and safety are maintained the managers need to establish requirements for incident notification, consultation with the workers and any issues that need to be resolved. The sanitation of the place also needs to be checked as per WHS requirements.
The risks that may occur in the sale of liquor is obtaining a legal license. This is important as the Government of Australia is federal and the laws of one state cannot be applied in other states.
The areas needed for specialised legal advice is the ways by which employment and health of the employees can be ensured. Individuals under the age of 18 cannot be employed or allowed to purchase liquor as per the rules set in the Liquor Act, 2010 (Legislation.gov.au. 2017).
The standard operating procedures that are required to comply with staff requirements in the food industry of Australia and New Zealand is to ensure that the employees maintain proper health conditions. The employees involved in the handling of food require washing hands and fingers thoroughly in order to avoid any infections. The staffs need to dry the hands using sterilised towels instead of paper towels to prevent recontamination of the hands.
In order to organise the local Government requirements as per food act in state and local level, it is required that the Government of Australia maintain provisions that prevent the overlapping of the rules in different states. As stated earlier, Australia is a federal Government meaning that rules of one state cannot be applied in other standards. AIIT hotel consists of a head chef, sous-chef, chefs and apprentices. Thus, it is required that the state and local level of the counties engage in employment health that requires maintaining proper employment rules. The employees need to be paid minimum wages in order to maintain the satisfaction of the employees. Penalties may apply if the rules are violated in the kitchen.
The location of AIIT hotel requires the legalisation of liquor stores under the New South Wales Government policies. As per the standards set by the State Government, it is required that the licensing legislation used for recruiting nine floors and bar staff need to be licensed under the Liquor Act, 2010. The company need to be legalised under the on-premises subsidiary license. This provides permission to sell alcohol as a secondary product of the restaurant. The bar license is also required in order to maintain the business activity of selling liquor as a premium consumption for the individuals. The licensing need to have a capacity of 60 seats within the premises for people engaged in the consumption of alcoholic drinks (Foodstandards.gov.au 2017).
In order to ensure that fines and penalties regarding the payment of taxes are avoided, it is necessary that the managers of AIIT comply with the payment of taxes management. This includes remaining aware of the due dates that are required to be maintained for the payment of tax. In this regard, it can be said that the managers need to clear off the dues at the end of a financial year. This is applicable as the Australian Income Tax Act, 1997 (Unimelb.libguides.com 2017).
As per the National Employment Standards, AIIT needs to recruit people based on the promise of paying maximum weekly wage. The selection of the candidates needs to be done in an unbiased manner with leaves given to the employees as fixed annual leave and parental leave. The National Employment Standards normally promote a safe working environment of the people (Austlii.edu.au 2017).
The WHS requirements of the company include the prevention of bullying and harassment in the workplace. In order to do so, the company have set up policies that prevent the bullying and harassment of the employees. Penalties may apply to the extent that employees may be terminated from work due to the practice of such illegal acts (Fairwork.gov.au 2017).
In order to ensure that the operational non-compliance is reduced in the organisation, it is necessary that the managers of AIIT maintain records in order to avoid controversies. The consistency can be maintained if the managers conduct a thorough checking of the legal applications that are required for maintaining a successful business.
The monitoring system can help in implementing any modifications that are required for the smooth running of the organisation. The systems can be used to identify any breach in the departments of an organisation that does not comply with the working of the organisation.
In order to remain updated with the changes in legislation, it is necessary that the managers of AIIT keep information from various sources. These sources include searching the web, following newspapers and news channels regularly in order to remain updated about the changes. This can help in providing suitable information to the employees as well.
The staffs can be updated by publishing the changes in the bulletin boards and conducting a meeting. Managers need to encourage the staffs to remain updated regarding the legislation by collecting relevant information from the web. Responsibilities at every level need to be documented by the managers.
The documentation that can be used to maintain compliance and improve on the activities of the organisation includes formulating contracts that need to maintain restrictions and policies regarding the improvements. This can be managed by updating the policies of AIIT and encourage changes in practises.
Austlii.edu.au. (2017). All Databases. [online] Available at: https://www.austlii.edu.au/databases.html [Accessed 29 Oct. 2017].
Fairwork.gov.au. (2017). Welcome to the Fair Work Ombudsman website. [online] Available at: https://www.fairwork.gov.au/employee-entitlements/national-employment-standards [Accessed 29 Oct. 2017].
Foodstandards.gov.au. (2017). Food law, treaties and agreements. [online] Available at: https://www.foodstandards.gov.au/about/foodlawandtreaties/pages/default.aspx [Accessed 29 Oct. 2017].
Infrastructure.gov.au. (2017). Guidelines for Issuing and Administration of Liquor Licences. [online] Available at: https://infrastructure.gov.au/aviation/airport/planning/liquorguidelines_3.aspx [Accessed 29 Oct. 2017].
Legislation.act.gov.au. (2017). [online] Available at: https://www.legislation.act.gov.au/a/2010-35/current/pdf/2010-35.pdf [Accessed 29 Oct. 2017].
Legislation.gov.au. (2017). Federal Register of Legislation. [online] Available at: https://www.legislation.gov.au/ [Accessed 29 Oct. 2017].
Safeworkaustralia.gov.au. (2017). Model WHS Laws. [online] Available at: https://www.safeworkaustralia.gov.au/law-and-regulation/model-whs-laws [Accessed 29 Oct. 2017].
Unimelb.libguides.com. (2017). LibGuides: Australian Taxation Law: Legislation. [online] Available at: https://unimelb.libguides.com/australian_taxation_law/legislation [Accessed 29 Oct. 2017].
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