Legislation, Codes of Practice and National Standards - Assignment Example

Business Law Name Institution Date Q1. Legislation, codes of practice and national standards 1. Duty of care Law Duty of care obligation are set out in common law, but some legislations like the Occupational Health and Safety Act 2004(Vic) sets out a duty of care for employers over their employees.1 Codes of Practice Various professional codes of conduct set out the duty of care of professionals to their clients and the community in general. National Standards The national standard of care is that of a reasonable person as set out in Vaughn v. Menlove (1837); individuals are supposed to act with reasonable caution; the same as would a prudent man in the same circumstances2. 2. Company law Legislation The Corporations Act 2001 contain laws that set out how company should be run in Australia.3 Code of conduct Each industry has separate code of conduct National standards for company law The national standards for Australian Company are contained in the Corporations Regulations 2001 Contract law Legislation Contract is mostly regulated by common law but the Competition and Consumer Act 2010 or Australian consumer law affects the operations of contract. 3. Environment Legislation The main piece of legislation that regulates environmental exploitation is the Environment Protection and Biodiversity Conservation Act 1999 (EPBC Act).4 4. Freedom of Information Legislation Freedom of Information is guaranteed and regulated by the Freedom of Information Act 1982 (cth).5 5. Workplace relations Legislation Workplace relations fall under the:6 i. The Fair Works Act 2009 (cth) ii. Workplace Relations Act 1996 (cth) establishes the Australian Industrial Relations Commission (AIRC). iii. Workplace Relations Regulations 2006 (CTH) 6. Privacy and Confidentiality Legislation The handling of private information is regulated by the Privacy Act 1988 (Privacy Act). 7 7. Antidiscrimination The Anti-Discrimination Act 1991 (cth) outlaws several grounds for discrimination in the workplace8. Q2 Risk Management Plan Katie Construction Demolition Risk Management Plan 1.0 Project Overview This Risk management is developed to describe an effective approach for managing the risk associated with demolition projects. 2.0 Roles and Responsibilities Employees Workers contracted for this project should take care of their own safety and health. Workers should also ensure their actions do not harm others. Workers are obligated to comply with instructions Workers must cooperate with policies and procedures of this plan 3.0 Applicable Legislation Work Health and Safety Act 2012 Work Health and Safety Regulations 2012 (AS3012:2010 – Electrical installations – construction and demolition sites). 4.0 Hazard Identification and Risk management Risk will be systematically identified and analyzed into a risk hierarchy. New Risks identified in the course of the project must be reported immedietely 5.0 Risk Control Risks will be handled by using the following hierarchy of controls Eliminate Isolate Engineering controls Personal Protective Equipment. 6.0 Incident response Emergency preparedness Preparedness for emergencies is achieved by: I. Setting aside an emergency assembly point at the site of demolition II. Showing all new workers the Assembly point III. Displaying emergency procedures at strategic sites on the demolition site. Emergency procedure In case of a fire or collapsing building; All works should stop and the workplace evacuated Assist in making sure that all persons are evacuated Call emergency services on 112 or 000 Incident procedure All incidents should be reported to the supervisor Some incidents should be reported to Workplace Standards These include: fatalities, serious bodily harm, injuries requiring hospitalization. Avoid disturbing the site of serious incidents to allow for preservation of evidence. First aid Katie Construction workers are trained in a basic First Aid and are ready to assist injured colleagues at any time. Untrained personnel should avoid administering First Aid. First Aid should aim at stabilizing the person. Call ambulance services depending on the seriousness of the injuries. 7.0 Induction and training Worker induction Workers are taken through an induction course that outlines: The obligations of employees under the Risk Management Plan Site rules Emergency point Facilities Site specific hazards Demolition work hazards the emergency meeting point Worker training All workers will be adequately trained to gain competence in the work to be done Workers shall be trained to handle all risks associated with demolition work. Onsite-training and supervision should also be provided. 8.0 Personal protective equipment (PPE) Katie Construction will provide personal protective equipment for all site workers and visitors Employee are required to wear a helmet at all times during ongoing work at the site It is the responsibility of employees to repair, maintain or replace faulty personal protective equipments. Hard boots should be worn at all times Employer must ensure PPE is the right size and is comfortable to wear PPE must be fitted to demolition work and associated hazards. PPE provider must provide training regarding the proper use of the equipment. Workers must follow all instruction as regard the wearing of PPE equipment. 9.0 Managing Specific Risks Falling Objects Falling objects are an obvious risk in a demolition site Control Measures Toe boards and barrier screens Work near Essential Underground or Overhead services Try as much as possible to keep reasonable distance from overhead and underground power cables. Consult the essential service provider to switch off power for sometime where possible Work should not proceed near overhead powerlines of 132,000kV or more Similarly, only work up to 3 metres away from underground power lines is should be commenced. 10.0 Other safety risk Electric power Ladder risk 11.0 Managing other construction hazards Ladder safety Plant safety 12.0 Document Document all new risk assessments, incidents and accidents Q4. Explain each of the 4 main legal structures a business can be set up as. Small business can operate in Australia as one the four business structures listed below: Sole Trader: A sole proprietorship is a business owned by one person who is responsible for all the legal aspects of the business. A Company: A company is business entity that has a separate legal existence from its shareholders. Shareholders and the company are separate entities, and thus debts incurred by the company do not affect the shareholders9. Unfortunately, a company is much more complex and comes at extra administrative and set-up costs. Partnership: A partnership is an association formed by people with the intent of carrying on business together. A partnership can have upto 10 members and is regulated by the Partnership Act 1958. Trust: a trust is a business structure where a person (trustee) is entrusted to hold property and engage in trade on behalf of the beneficiaries. Q5 Factors to consider while choosing a business structure10 1. Qualification to be a particular entity: Some business owners or forms of business do not qualify for some particular company structures. For example, a foreign citizen cannot be a shareholder of an S-Corporation. Law firms cannot become incorporated limited liability companies. 2. Liability Protection: Protection from liability is one of the most important considerations in choosing a business structure. The owners of general partnerships and sole proprietorship are exposed to liability and debts incurred by their business. In liability-risky businesses like transportation, incorporation could provide much needed protection from the risk of being sued. 3. Ease of Formation: the formalities of setting up a business affect the attractiveness of a given business structure to investors. Sole proprietorships can easily be formed with very few formalities. In contrast, investors have to go through very many and elaborate legal formalities before forming a company. 4. Ability to raise capital: Corporations have more potential to raise additional capital from venture capitalists and other investors. Corporation unlike partnerships and sole proprietorships can offer stock options to new investors.   5. Tax Treatment. Sole proprietorships and partnership receive favorable tax treatment. Q6. List 2 advantages and 2 disadvantages of each legal business structure.11 Sole Trading Advantages 1. The owner retains full control of the business. 2. The owner keeps all the profits. Sole Trading Disadvantages 1. Bears alls the losses of the company alone. 2. Is exposed to liability arising from the business operations. Advantages of a company 1. The liability of its shareholders is limited 2. Shareholders can transfer their ownership Disadvantages of a company 1. Requires many legal formalities at formation 2. Dividends distributed to members are taxed Advantages of a Trust 1. Trust income is assessed as individual income 2. Liability of beneficiaries is limited if a corporate trustee is appointed. Disadvantages of a Trust 1. Difficulties in borrowing 2. Expensive to establish and run Advantages of a partnership 1. Partners avail more capital for the business. 2. It is easy to change the ownership structure. Disadvantages of a partnership 1. Partners have unlimited liability for the debts of the business 2. Profits are shared among the partners. United States Patent and Trademark Office's, Trademark, Patent, or Copyright?, accessed 14th February 2016, http://www.uspto.gov/trademarks-getting-started/trademark-basics/trademark-patent-or-copyright Q7. Explain what each of the following key methods of protecting a product or idea. 1. Trademark-Trademark is a phrase, word, design and symbols that is used for the purpose of distinguishing one party’s goods from those of others12. Trademarks include Slogans, Brand name and logos. Trademark protection exists forever unlike copyrights and patents that expire after a set number of years. 2. Patents: This is an intellectual property right mechanism used to protect methods of manufacture, concepts and the way products work.13 Patents give wider protection than design registration which is concerned with the appearance of a product. For a product or idea to qualify for patent protection it has to pass the novelty test. 3. Design Registration: Design registration is a product protection mechanism that protects the external appearance of a product from imitation. Design registration is easy to obtain as long as one does not seek to protect design features that do not qualify for registration14. 4. Copyright: this is an intellectual property right protection mechanism that is used to prevent the unlawful copying or works of writing, artwork, music, photography or a performance. Unlike patents, copyrights do not protect the idea behind the work. Q8. Explain why an organization would insure against the following risks? 1. Importance of Property Insurance: Property insurance allows property owners to recover if their property is destroyed by common perils such as Floods, Earthquakes, Mold, Fire, Acts of War or even by property disrepair15. 2. Importance of Liability Insurance: Businesses are exposed to such liabilities as faulty products, injury to workers and customer. Liability insurance provides piece of mind to business managers as it covers accidental occurrences that might otherwise bankrupt the company16 3. Importance of Worker’s compensation: Employee injury may occur anytime. Worker’s Compensation compensates employees for injuries that occur on the job.17 This type of insurance saves business the burden of covering for the medical care, rehabilitation and lost productivity of injured workers. 4. Importance of Disability Insurance: Disability to workers may occur at anytime. Taking disability insurance enables organizations to indirectly support households of employee who has been disabled. 5. Loss of Gross Profit Insurance: Allows for companies to be compensated incase they fail to make a profit in as a result of interruption in their business, or an untoward event such as property damage. Q.9 Bad Debts are when a customer refuses to pay for goods and services they receive. List 3 ways an organization can use to recover bad debts? Businesses whose customers have refused to pay for goods and services can use the following three ways two recover debts 1. Using a debt collector Businesses may use debt collectors to lawfully demand for debts from their customers. Debts collectors use the threat of downgrading the credit rating of debtors to get them to pay.18 Debt collectors must be registered and are supposed to abide to a code of conduct to ensure their do not unduly harass creditors. 2. Mediation Mediation is another method that can be used to claim minor debts before a magistrate.19 Mediation is a good option for debt recovery as it saves time and does not leave the debtor unduly aggrieved. 3. Minor Debts Claims Creditors can make claims through a tribunal like the Queensland Civil and Administrative tribunal for debts of $25,000 or less. Q10. Provide 5 implied conditions and warranties by the Competition and Consumer Act 2010 (formerly the Trade Practices Act). Retailers and providers of goods must fulfil certain conditions and warranties as required by the Competition and Consumer Act 2010 (formerly the Trade Practices Act) 20. These terms and warranties are: 1. Goods must be of merchantable quality- goods to be sold in Australia must reach a minimum level of quality to be sold at a particular price. 2. Goods must fit the purpose or job they are designated for and the designated purpose must be made known to customers. 3. Goods must fit sample or description provided to consumers through promotional materials, in person, on phone, on website or through packaging and labeling. 4. Goods must be free from faults and defects. 5. Good must be free of encumbrances or finance that is not disclosed to customers to enable consumers to take free title of the goods. Failure to meet this requirement means that the customer may ask for replacement of the good or a refund. Q. 10 what are the common grounds that workplaces could discriminate against? Grounds for discrimination in the workplace include colour, race, social origin, national extraction, nationality, ethnic origin, pregnancy or potential pregnancy, marital status, sex, political opinion, religion, trade union activity, criminal record, disability, medical record, impairment, and sex preference.21 Q12. What legislative frameworks govern the Occupational Health and Safety (OHS) in an organization such as KFC? The legislative framework for an organization like KFC is based on commonwealth legislation such as the National Occupational Health and Safety Commission Act 1985 (Cth), and the Occupational Health and Safety (Commonwealth Employment) Act 1991(Cth).22 However, Australian states and territories have the principal responsibility of legislating and implementing workplace safety and health. In Queensland, the OHS legislative framework consists of Work Health and Safety Act 2011, which is supplemented by the Work Health and Safety Regulation 201123. These safety statutes place employers under a duty of care as regard their employee safety, health and welfare at work. The employer is required to take all reasonable steps to ensure a safe and healthy work environment. From this duty of care several specific duties are derived. These duties include maintenance and provision of safe work systems and plant; these include instruction and information on workplace hazards, adequate welfare facilities, health monitoring system and a condition monitoring system. Q13. What is the common Personal Protective Equipment should workers at KFC wear? Personal Protective Equipment for KFC workers are important to protect workers against injury. PPE in the restaurant industry are supposed to protect employee from burns, cuts, strains and other injury hazards that may occur in restaurants. These protective equipment include cut-resistant gloves, Dish washing gloves, Freezer gloves, kitchen aprons, oven mitts, machine guards, non-slip shoes, and service mats to proved sure footing in the kitchen area. Q. 14 what information should KFC include in an OHS management plan?24 Details of who is responsible for Works Health and Safety in the workplace General WHS Information WHS Legislation WHS Policy Risk Management Hazard identification and management Emergency preparedness Emergency and incident response Notifiable incidents First aid Worker Induction and training information Communication and consultation procedure Disciplinary procedure Site safety procedures Q15.What information should KFC include in an induction package of new staff? 1. Induction training must provide employees with information regarding their: 2. Their obligation under the WHS management plan 3. OHS policy 4. Emergency meeting point 5. Site rules 6. Any specific hazards Q16. Reviewing the OHS management system in an organization such as KFC? The OHS management plan should be reviewed if there is an increase in incidents and Gov25. The plan may also be reviewed if new risks become apparent in the workplace. Q17 Importance of keeping the records of manufacturers' and suppliers' information including dangerous goods storage lists? Supplier and manufacturer information incase products have defects and faults that harm employees or users of the product26. Retaining supplier and manufacturer information allow the owner of the goods to trace any safety problems with the goods back to the supplier of the goods. Q18 Material Safety Data Sheets A Material Safety Data Sheet (MSDS) is a document that is very important to the safe handling and minimization of risk of harm from dangerous or hazardous substances27. MSDS provide important information about the content of hazardous material and how it may harm the health of handlers. Most importantly, MSDS provide information on how to safely store or use the dangerous or hazardous goods. Q19. What is a hazardous substances register? A hazardous material register is a list of all hazardous material at a given site. The hazardous material register is prepared by the employer or employee from information obtained from the material safety data sheets. It lists all the potentially risk materials on a worksite28. It includes information such as name of hazardous substance, and strength of the solution. It also contains vital information on how to manage the risk of exposure to the hazardous substance. Q20 Why is it necessary for organizations to provide information and training pertaining to OHS management plans Information and training pertaining to OHS issues in the workplace provide guidance to employee on how to ensure a safe and healthy working environment. According to the Government of Victoria, employee are an organization’s biggest asset an it is important to gain their cooperation in OHS issues29. To reduce rooms for errors and poor judgment regard OHS issues, it is important to offer employees appropriate training that enables them deal with health and safety issues. Training will equip employee with new skills and reinforce existing safe work practices. Training can also be an opportunity to effect change in risky behavior. Employee training also boosts the morale of employee while reducing the number of workplace accidents. Various safety laws also require employers to equip workers with adequate skills to perform their work at minimum risks. The Occupational Health and Safety Act 2004 (vic), sets out a general obligation to provide training as regard safety and health in the workplace30. Other legislations that require training of employee in safety procedures include the Hazardous Substances Regulations, Plant Regulation among others. Q21. Write a procedure to terminate staff in accordance with legal and Organizational requirements KFC Employment Termination Procedure Effective: 2/21/16 1. Objective: The objective of the termination procedure is to ensure that KFC meets its legal and internal obligations as regard termination of employees. This HR Policy document contains nothing that is meant to create legally enforceable contractual rights. 2. Introduction This procedure is created to guide KFC HR department in managing disciplinary issues that may arise and potentially lead to termination of employee. The procedure is meant to ensure procedural fairness in the employee termination process.31 This procedure will act as a guideline or framework for serious disciplinary issues in the workplace. 3. Relevant Legislation Fair Works Act 2009 4. Related Documents This document should be read in conjuction with the Disciplinary and Termination section of the KFC HR manual 5. Scope and Purpose The primary purpose of this procedure is to assist KFC managers to make just and appropriate decisions regarding employee termination and other disciplinary issues. 6. Procedure This procedure sets out the steps that will be followed in handling formal termination issues at KFC. Every disciplinary case is unique and some may require additional steps to settle appropriately. Some minor disciplinary problems can be addressed through informal couching/counseling. 6.1 Identify the disciplinary or Performance problem It is important to set out how the disciplinary, or performance problem was discovered. Conduct or performance problems usually are discovered through observation, formal complaints, monitoring, customer feedback and performance reviews. 6. 2. Analyse concern and gather detail This step involves gathering evidence to support or disapprove the claims of indiscipline or poor performance. Make sure that the required standards and expectations are clear to the employee. Link the conduct or performance concern to legislation or policy guidelines. 6.3. Invite employee to disciplinary meeting Proceed to this step if enough evidence is gathered as regard the disciplinary/performance issue. Serve summons to the employee with at least as 24 hour notice. The invite should indicate the purpose, and nature of meeting, persons who will be attending, employee’s right to representation. 6.4 Prepare for the meeting Adequately prepare for the meeting including confirming venue, perusing supporting documents and preparing the exit interview for the employee. Ensure copies of relevant documents are ready. 7. Conduct meeting The misconduct or performance allegations should be clearly communicated to the offending employee. Details of their shortcomings should be communicated and adequate time allowed for response to every allegation. Discuss the potential consequences, implication and solutions to the disciplinary problem. 8. Consider responses Take time to consider the accused employee’s responses. For responses that need further investigation, several days may be needed. 9. Determine & Communicate Outcome Reach a reasonable conclusion that is closely related to how seriousness of the allegations of indiscipline or performance. The conclusion should also take into consideration the employee’s responses and disciplinary history. If the issues raised are serious, the outcome is formal termination. In case of termination seek the approval or relevant authority and consult with the human resources department. Inform the affected employee verbally or in writing. 10. Documentation Ensure every step of the disciplinary proceeding is adequately documented. Formal warnings must be recorded and copies provided to the employee. Ensure the termination letter is filled in the employee’s personnel file. Q23. What are the relevant legislation and current requirements of the Australian Taxation Office, including GST? Businesses in Australia are required to register for several tax registrations. These include: Australia business Number (ABN) Tax file number (TFN) Goods and services tax (GST) Pay as you Go withholding (PAYG) Other taxation requirements that apply to particular types of businesses include: PAYG installments (Pay as You Go instalments) Fringe benefits tax (FBT) Superannuation Luxury car tax (LCT) Payroll tax, and Wine Equalization tax Q. 24 Taxation Audit Documents The Australian Taxation office requires businesses to keep certain documents for tax audit purposes. Typical documents include receipts, payment summaries, invoices, receipts and contracts. These documents have to be kept for up to five years since they are used to lodge tax returns. Records that may be needed during a tax audit include32 Payment summaries from payers including the department of human services and employer. Summaries of banks statements and other financial institutions that show information on interest earned. Company dividend statements Receipts and invoices for asset or equipment sales and purchases. Invoices and receipts for repairs and other expense claims Contract documents Rental and tenant records. Q25. Where would HR Managers gather information on award and enterprise agreements, and relevant industrial instruments? The Fair Work Ombudsman (FWO), formally the Australian Office of the Fair Work Ombudsman provides free information and advice on Australian workplace relations system. HR managers can contact this office to obtain information on enterprise agreement, awards, and other industrial instruments. Q26. What are the taxation requirements for each of the following? A sole trader has the following taxation requirement:33 1. A sole trader is not required to have a separate Tax File Number (TFN) for the business. The business lodges tax returns using the individual TFN. 2. A sole trader requires an Australian Business Number (ABN). 3. Sole proprietorships should also register for GST (Good and Service tax), if their turnover exceeds $75,000 4. Tax rate is assessed at individual taxpayers’ rate. 5. Required to remit quarterly Pay As You Go (PAYG). 6. Can claim a deduction for personal superannuation contributions made. 7. Drawings from business are treated as wages for taxation purposes. Taxation Requirements of a Trust:34 1. A trust is required to have its own Tax File Number (TFN) for use to lodge annual tax returns. A trust must show deductions and income of the business and any distribution it has made to its beneficiaries. 2. A trust also requires its own ABM. 3. Trust must also register for GST, if their annual turnover exceeds $150,000. 4. Income distributed to beneficiaries may be taxable depending on the wording of its deed. 5. A trust may be required to make Pay As You Go (PAYG) installments for distributions made to beneficiaries. 6. A trust is required to make superannuation payments for all its employee including the trustee if he is designated as an employee of the trust. Tax requirement of a Partnership:35 1. A partnership is required to have its own TFN and must lodge annual returns show the deductions and revenues of the business. 2. A partnership is not required to pay income tax. Instead, each partner share of profit is assessed for taxation purposes. 3. Partnerships are required to have their own ABN. 4. Partnership must be registered for GST, if they annual turnover is or exceeds $75,000. Tax requirement of a Company:36 Companies are required to apply for a TFN and use it while lodging annual tax returns. Companies require an Australian Business Number; they obtain this by virtue of registering under the Corporations Act 2001 or apply for one in case they are not registered under the Act. Companies require a GST registration if they are carrying on an enterprise, or their annual turnover is $75,000 or more. Companies are required to make lodge annual tax returns the indicate the deductions, income and taxable income. Companies may make Pay As You Go (PAYG) installments Companies must make super contributions for eligible employees Q27. Arms of the Australian Government The Government of Australia is divided into the three arms of government. These are37: 1. The Legislature (Parliament)- this is a body of elected representatives that has the responsibility of making laws that affect the whole of Australia. Parliament debates and votes to introduce new laws as mandated by section 51 of the Australian Constitution. 2. The executive- this is an arm of the government that is responsible for implementing polices and upholding the laws enacted by parliament. 3. The Judiciary is an independent third arm of the government that is responsible for enforcement of laws and checking the powers of the other two arms of government. Q28. Conflict of laws In case of a conflict of state and commonwealth law, the Commonwealth law is taken to be superior and should be followed. Section 109 of the Australian Constitution asserts that Commonwealth Law shall prevail to the extent of the inconsistency38. However, the state law remains valid to the extent of the inconsistency. Q29 Levels of Law Making39 Federal Government: the federal government is concerned with laws that regulate defense, foreign affairs, immigration, trade, taxation and postal services. State Territory Government: pass laws over areas not covered by federal law including schools, police, hospitals and housing services Local councils: responsible for laws pertaining to rubbish collection, building regulations, pet control and local roads. Bibliography A. Articles/Books/Reports Freyens, B. P., & Oslington, P., A first look at incidence and outcomes of unfair dismissal claims under Fair Work, WorkChoices and the Workplace Relations Act. 2013 (16) Australian Journal of Labour Economics, 2, 295. J Saunders, 2011, 5 THINGS TO CONSIDER WHEN CHOOSING ABUSINESS ENTITY, accessed 14, February 2014, http://themogulmom.com/2011/02/business-entity/ Australian Human Rights Commission, The Right to a Discrimination-Free Workplace, access accessed 14 February 2016, https://www.humanrights.gov.au/publications/right-discrimination-free-workplace Gaze, Beth, and Anna Chapman. "The Human Right to Non-discrimination as a Legitimate Part of Workplace Law: Towards Substantive Equality at Work in Australia?." International Journal of Comparative Labour Law and Industrial Relations 29, no. 4 (2013): 355-373. Marsden, Stephen J. Australian Master Bookkeepers Guide [2009/10]. (CCH Australia Limited, 2010) Stanley, J, ‘Setting Up Shop: The Complete Step by Step Guide to Starting and Running a ...(Wiley, 2012) Australian Taxation Office, Choosing a Business Structure, accessed 14th February 2016, https://www.ato.gov.au/Business/Starting-your-own-business/Choosing-your-business-structure/Partnership/ Carney, Gerard. The Constitutional Systems of the Australian States and Territories. (Cambridge University Press, 2006) Creighton, B & Rozen, P, ‘Occupational Health and Safety Law in Victoria', (Federation Press, 2007 Government of Victoria, Employee Health and Safety Training, accessed 14 February 2016, https://www.worksafe.vic.gov.au/forms-and-publications/forms-and-publications/employee-health-and-safety-training Stanley, J, ‘Setting Up Shop: The Complete Step by Step Guide to Starting and Running a ...(Wiley, 2012) United States Patent and Trademark Office's, Trademark, Patent, or Copyright?, accessed 14th February 2016, http://www.uspto.gov/trademarks-getting-started/trademark-basics/trademark-patent-or-copyright Dorfman, Mark S., and David Cather. Introduction to risk management and insurance, (Pearson Higher Ed, 2012) Cairns BC, Williams SC. Minor debt claims in Queensland. Journal of Judicial Administration. 2009 Feb 1;18(3):186-99. Australian Government, ‘Warranties and Refunds', accessed 2n February 2016, http://www.business.gov.au/business-topics/selling-products-and-services/fair-trading/Pages/warranties-and-refunds.aspx B. Legislations Occupational Health and Safety Act 2004(Vic) Corporations Act 2001(CTH) Environment Protection and Biodiversity Conservation Act 1999 (EPBC Act) Freedom of Information Act 1982 (cth) Privacy Act 1988 (cth)q Anti-Discrimination Act 1991 (cth) Vaughn v. Menlove (1837) National Occupational Health and Safety Commission Act 1985 (Cth); Occupational Health and Safety (Commonwealth Employment) Act 1991(Cth) Work Health and Safety Act 2011 (qld) Occupational Health and Safety Act 2004 (vic), c. Cases Read More