MJM Consultancy Solutions

Our Story

MJM Consultancy Solutions was originally established in 2014 with a focus on hospitality and tourism operational support, in 2021 we had a revamp of our logo and services.

With over 30 years experience across all areas of resort and hotel management and hospitality operations our goal is to provide the necessary support and guidance in best business practice for compliance not only in hospitality and tourism but to many other industries. We aim to equip businesses with strategies and procedures to improve not only productivity but also guest experience.

MJM Consultancy Solutions can come to your work place and examine and analyse your business for WHS and Liquor Compliance. We can help you develop or set up new system, update policies and procedures, provide on-site compliance inspections and to provide recommendations.


Whether you are starting your own business, purchasing an existing business or do you just need a fresh set of eyes to ensure your compliance and training needs are met. Our expert team can help.

Compliance – Liquor

Employers and staff who sell or supply liquor are required to conduct their business in a responsible manner. Negligent conduct comes at a high cost to the business, community, and government. Businesses have a responsibility to patrons, not only at their venue but in and around their venue. MJM Consultancy Solutions can help you navigate your compliance needs and law and liquor licence requirements.

  • Safety management strategies
  • Best practice management
  • Risk management
  • Compliance Audits

Workplace Health & Safety (WHS)

WHS is critical to the success of any business. All organisations face the uncertainty that is influenced by internal and external factors, many of which can be identified. Risk management is paramount to ensure a safe environment for workers, guests, and visitors to your business. MJM Consultancy Solutions can work with you towards developing and implementing:

  • Managing risks associated with Covid 19
  • Develop and implement health and safety
    policies and procedures
  • Identify and manage possible hazards
  • Risk assessment and control
  • Promote safety leadership and culture
  • Prevent and manage injuries

Service Culture and Upselling

Do your staff know how to interact with guests or clients efficiently and effectively? Do they know how to upsell or cross-sell effectively? Although sales techniques tend to invoke negative feelings in us, when done right, they can improve our guests experience. A culture that supports customer service through communication, actions, reward systems, policies and procedure are essential. MJM can tailor policies, procedures, and training for your staff.

  • Workplace culture policies and procedures
  • Key Customer service skills and best practices
  • Upselling and cross-selling training and
  • Organisation support and rewards


Frequently Asked Questions

Anyone working in the Hospitality industry and serving, supplying, or selling Alcohol will require that they have completed the National Unit of Competency ‘Provide Responsible Service of Alcohol’ and provide you with a Statement of Attainment.

If you are not required to have an approved manager or become an approved manager, and you are not an individual licensee, you do not need to complete the RMLV course. Although there are several exceptions and exemptions that may apply.

Approved Manager requirements do not apply at premises:

  • where a promotional event is held for the sale and/or supply of craft beer under a craft beer producer permit
  • if liquor is served or supplied only by volunteers in a premise operating under a community club licence, community other licence, community liquor permit or restricted liquor permit
  • if the premises is a boat or on a boat licensed under a subsidiary on-premises licence.

Exemptions ‘Low risk premises’
Several exemptions apply for low-risk premises (whom who cease trade at midnight) that would otherwise be subject to the approved manager requirements. Low risk premises include:

  • a subsidiary on-premises licence with the principal activity of meals or prepared food (i.e., restaurant or café)
  • a community club licence with no more than 2,000 members
  • a community other licence
  • a restricted liquor permit

How-ever: Any Low-risk premises who has permission to trade in liquor past midnight must ensure an approved manager is physically present at the premises for any authorise trade past midnight.

Under the Liquor Act 1992 licensed premises need to display the following signs in a conspicuous part of the premises:

  • Liquor licence/permit details – more information involving to this requirement can be found at Liquor guideline 14: Particulars to be displayed on licensed premises.
  • View RAMP sign – letting your patrons know of their right to see the venue’s risk assessed management plan (RAMP)
  • CCTV in use sign – if your licensed venue is situation in Brisbane City Council area and has approved trading hours after 1am or your licence document contains a CCTV-related condition.
  • ID scanning collection notice – IF your venue is a regulated premises for ID scanning purposes then you must display a summary of your privacy policy at or near the entrance so patrons can view it before producing ID.

Yes, a detailed induction will ensure all the necessary compliance areas are explained and the venue philosophy clearly outlined.

No matter what industry you’re in or what type of business you’re running, everyone within the workplace is responsible for workplace health and safety. SafeWork Australia categorises people working within a business as:

  • The Person Conducting Business or Undertaking (PCBU)
  • Officers
  • Workers
  • Other persons at the workplace

According to Safework Australia, everyone in the above list has a varying degree of responsibility for WHS.

Everyone within a business has a different level of WHS responsibility depending on their position within the company. The PCBU is responsible to ensure the health and safety of its workers and ensuring people are not put at risk because of carrying out their work. Officers within the workplace need to exercise due diligence to ensure that the PCBU complies with its duties.

If you are an employee or worker at a workplace, you also have a responsibility regarding WHS. Your duty is to take reasonable care for your own safety and to ensure your own actions do not negatively impact the health and safety of others. Even people who are visiting your workplace have a responsibility to WHS. Similar to workers, other persons at the workplace are responsible for their own safety and to ensure their actions do not adversely affect the health and safety of others.

Safety is everyone’s responsibility!

Investing in a good Work Health and Safety program in your workplace will:

  • Reduce risk of prosecution, protecting you, your business, and your employees
  • Increase compliance with the WHS Act
  • Protect your employees from injury or harm
  • Identify and minimise or eliminate unnecessary risks and hazards
  • Reduce staff absenteeism and sick leave
  • Reduce workers’ compensation claims
  • Improve employee engagement and operational efficiency
  • Increase cost savings and improve business performance

Poor safety practice in the workplace not only has a financial cost but can also have an emotional and physical impact on all parties involved. Work-related injuries, illnesses and fatalities impose a direct cost on the business and individual, but they also have a cost to the wider community, particularly when it comes to rehabilitation. Safe Work Australia suggests that there are direct and indirect costs.

  • Direct costs such as workers’ compensation premiums paid by employers or payments to injured workers, and
  • Indirect costs include loss of productivity, loss of current and future earnings, lost potential output and the cost of social welfare programs for those who need them in their recovery and rehabilitation.

Safework Australia defines a hazard as “a situation or thing that has the potential to harm a person” while it describes risk as “the possibility that harm – death, injury, or illness – might occur when exposed to a hazard”

The best thing you can do as an employer to prove WHS compliance is to ensure all employees are receiving and understanding regular training. It is important that you keep up to date and in-depth training records on the training that has been complete.

Training/Development should be run regularly and refreshed on an annual or bi-annual basis. This will help ensure that employees know and understand what their safety responsibilities are and how to keep themselves and others within the workplace safe.

If a serious incident or workplace fatality occurs, particularly where a court case or hearing in the coroner’s court is required, sufficient training records are essential in proving compliance.


Links – if you want to read the latest news and updates from some of the government websites, you can do so by visiting


Office of Liquor and
Gaming Regulations


Work Safe Qld

Phone: 0417 994 461
Email: marion@mjmconsult.com.au
Postal Address:
PO Box 240 Landsborough
QLD 4550

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