Customers - part 2: FACILITIES OPERATIONS AND

MANAGEMENT

Learning outcomes

legal obligations and liabilities; processing and monitoring sales and bookings;

maintaining communication systems and databases; ancillary services and sales

Legal Obligations & Liabilities

A facility will have many different areas of Legal obligations.

HR and Labor Related Taxation related Licensing and permits OH & S, duty of care, negligence

related Contract/Common/civil law related

Legal Obligations & Liabilities

HR & Labor related.

Other than legal obligations that arise from duty of care, contracts, the Shop and office employees act governs this area.

Pay Security – etf , paid leave Health – fatigue , infection , oh & s Work life balance, maximum hours of work

per week without OT 8 hours a gay 45 a week Facilities , maternity benefits, breaks

Legal Obligations & Liabilities HR & Labour

INTERVALS FOR REST OR A MEAL 1. (a) Where the period between the time at which any person employed in or about the business of a shop or office commences work on any day and the time at which he ceases

work for that day includes the hours 11 a.m. to 2 p.m. that person shall be allowed an interval of one

hour,

commencing between those hours, for rest or a meal. (b) Where such period includes the hours 4 p.m. to 6 p.m., that person shall be allowed an interval of half an hour, commencing between those hours, for rest or a meal. (c) Where such period includes the hours 7 p.m. to 10 p.m., that person shall be allowed an interval of one hour, commencing between those hours, for rest or a meal. 2. Subject as hereinafter provided, every person employed in or about the business of a shop or office shall, on each day on which he is so employed, be allowed an interval of half an

hour for rest or a meal at the termination of each period of four hours during which he has been

continuously so employed: Provided, that where any such period of four hours terminates between the hours of 11 a.m. and 2 p.m., or of 4 p.m. and 6 p.m. or of 7 p.m. and 10 p.m., the interval provided in

paragraph (a) or paragraph (b) or paragraph (c), as the case may be, of regulation 1 of this Schedule shall be

allowed in substitution for the intervals under this regulation

Legal Obligations & Liabilities

HRM & Labour – Seats

Section 16 (1): In every room in which female persons are employed in the serving of customers

in any shop, there shall be provided for the use of such persons seats behind the counter, or in

such other position as may be suitable for the purpose, in the proportion of not less than one seat to

every three female persons employed in that room. (2): In every shop in which seats are provided under subsection

(1) the employer shall permit the female persons employed in that shop to make use of

such seats whenever the use thereof does not interfere with their work, and shall also exhibit a notice in

the prescribed manner and form informing such persons that they are entitled to make use of the

seats as aforesaid

Legal Obligations & Liabilities HRM & Labor – Seats

13. Save and except to the extent to which a certificate issued under section 14 is in force in

respect of any shop or office, there shall be provided and maintained in the premises of every shop

or office by the employer suitable and sufficient sanitary conveniences and washing facilities for

the use of all persons employed in or about the business of that shop or office

Provided that where persons of both sexes are so employed, separate conveniences and

facilities as aforesaid shall be provided and maintained for the exclusive use of female employees

Legal Obligations & Liabilities HRM & Labour – Maternity

A female employee to whom this Part applies shall, if she is confined, be entitled to

take and shall take leave for a period of twenty-eight days commencing on the date of her confinement,

and her employer shall allow such leave (1) Where a female employee to whom this Part applies

takes leave in accordance with subsection (1) of section 18B, she shall be paid full

remuneration for the entire period of the leave if that period does not exceed fourteen days or for

fourteen days of that period if that period exceeds fourteen days.

Legal Obligations & Liabilities HRM & Labour – Maternity

2) A female employee referred to in subsection (1) who is confined shall not be employed,

or be caused or permitted to be employed, during the period of three months commencing on the date

of her confinement, on any work referred to in that subsection. 18E. (1) The employement of any female employee to whom this Part

applies shall not be terminated by reason only of her pregnancy or confinement or of any

illness consequent on her pregnance or confinement

the expression “confinement” means labour resulting in the issue of a child

whether alive or dead, or the issue of a viable foetus, and the expression

“confined” shall be construed accordingly; and

Legal Obligations & Liabilities HRM & Labour – Maintaining records

16. Every record required to be kept by an employer under section 18(b) of the Act shall be

substantially in Form E of the Schedule hereto and shall be kept correct up to date.

17. (1) Every employer shall maintain in respect of each employee- (i) a service record substantially in Form F of the Schedule hereto,

and (ii) a remuneration record containing the following particulars, for

each period (month, fortnight or week, as the case may be, hereinafter referred

to as the remuneration period) in respect of which remuneration is paid:- (a) Name of the employee; (b) Age; (c) Sex; (d) Class or grade, if

any; (e) Category or designation or occupation; (f) Remuneration period

(month, fortnight or week); (g) Number of hours of work performed during the remuneration

period;

Legal Obligations & Liabilities HRM & Labour – Maintaining records

(h) Number of hours of overtime work performed during the remuneration

period; (i) Rate of remuneration payable; (j) Allowances payable (each

allowance to be shown separately); (k) Gross remuneration earned for the remuneration period; (l) All deductions made from the gross remuneration (each deduction to

be shown separately); (m) All advances made out of the remuneration during the

remuneration period; (n) Contributions made by the employer and employee respectively in

respect of the remuneration period, to any pension or provident fund; (o) The amount of balance remuneration paid and the date of payment; (p) The total amount of overtime remuneration paid in respect of each

remuneration period;

Taxes 1.3 Taxable Income 

A Taxable income can be categorized under several headings, i.e. income from dividend, interest, rental, royalties, trade and other income.

Tax year A tax year commences from 01 April each year and ends on 31 March. Thus, it is a 12 month assessment period which forms the basis for income tax.

Taxation

Taxation RatesCompanies shall be taxable at following rates:

1. A tax rate of 15 percent applies to the companies having a taxable income lower than SLR 5 million2. Venture Capital Companies shall be taxable at a rate of 20 percent.

Companies which are quoted and listed for more than five years are taxed at a rate of 35 percent.

Taxation

3.3 Filing requirementsEvery company (resident or nonresident) should file a return before 30th September of the assessment year. Advance tax payments should be done on a quarterly basis.

Individual Tax

4.4 Deductions & allowancesAn allowance of SRL 300,000 is granted to the individuals.

  4.5 Taxation Rates

The maximum individual tax rate in Sri Lanka is 35 percent.

Employee tax deductions

Pay As You Earn Tax (PAYE) In terms of Section 114 of the Inland Revenue

Act No. 10 of 2006, Employers are required to deduct Income Tax on Employment Income of employees at the time of payment of remuneration.

For this purpose the Commissioner General of Inland Revenue specifies Tax Tables which are to be used in making such tax duductions. Since the Tax is paid at the time of earning the remuneration, This System is called Pay-As-You-Earn System (PAYE)

Employee Tax

Every employer has obligation to deduct PAYE tax from the Employee as per PAYE tax tables and the total deducted amount should remit to the department on or before 15th of the following month.

Tax Slabs (Rs) Rate 1st Rs. 500,000  - 4% Next Rs. 500,000  - 8% Next Rs. 500,000  -  12% Next Rs. 500,000  - 16% Next Rs. 500,000  - 20%

Licensing and permits

1. Types of Liquor Licenses Licenses

Licenses

Liquor License

Is there any restrictions for possession of liquor ?

Males under 21 years of age and females are prohibited from possessing liquor in any public place. This limit of possession for arrack and toddy for males and females over 21 years in private places are restricted to 7.500 ltrs. and 1.500 ltrs. respectively. 

Business Registration

Building permits

“One of the most important and popular permissions after you get a land in Sri Lanka, is a building permission, and permissions to build a capital house or facility close to the beach. Normally, you can't build closer that 30 meters to the beach. Otherwise some day, you house will be demolished by government. All you can build less than 30 meters to the beach is a cabanas, or put a barbecue tables.”

Processing and monitoring sales and bookings

In facilities operations there are many types of bookings required to make and accept.

Room, venue, hall, ground, space bookings

Audio , video, lighting, furniture Food , beverage, refreshments,

Accepting /making bookings Name/s Company name Address Contact numbers Email addresses Contact person/s Rate Quantity Cancellation policy Advanced payments Refund policy Credit card details Confirmation letters Deadlines Specific details of the product needed,

Monitoring bookings

Bookings get made in advance, as the products are of limited shelf value the reservations need to be monitored and materialized.

Booking re confirmed with customer Booking guarantee obtained in the form

of a deposit, advance, credit card guarantee.

If unable to contact guest and deadlines exceeded allocation should be released.

Maintaining communication systems

In most buildings, several systems will be present, including life-safety (fire, gas and smoke detection, alarm and sprinkler systems), security (surveillance, access control and intrusion monitoring systems), building automation, communications (voice and data systems). When looking at design and development of an emergency communications system, the organization needs to determine the best manner to integrate the various systems to become an effective tool to use in the event of an emergency.

Facility communication sys

Exercise

You are the reservation coordinator of a conference venue that has 3 rooms.

Write down the details you will obtain from a customer making a reservation and also mention the details that you will provide.

Bibliography

http://www.helplinelaw.com/article/sri%20lanka/168

http://www.ird.gov.lk/Site/Paye_Tax.html

http://www.excise.gov.lk/web/index.php?option=com_content&view=article&id=54&Itemid=64&lang=en

http://onguard-fire.com/sprinkler-onguard.php