Food safety laws play a major role in the hospitality industry, and knowledge about how to clean and store food can keep your customers safe and help your business avoid lawsuits and fines. The many cases of food contamination in the news recently have demonstrated difficulty tracing the origin of tainted food, which means places that serve food must be vigilant about knowing their suppliers. Whether you were at fault or not, customers who get food poisoning from your food are not welcome publicity. If your establishment is one of the many welcome dogs on their patios, you must follow numerous laws governing practices to keep dining areas sanitary.
Knowledge of hospitality regulations protects your business’s reputation. Of course, unsafe or unsanitary conditions affect your reputation, but there are many other laws you need to follow as well. For example, hotels have to provide access to disabled patrons, and if your business fails to comply, you could face lawsuits, protests, and negative publicity. Similarly, discriminating against people on the basis of sex, race, religion, disability status or age can draw unwanted negative attention. Staff members should be trained to understand what constitutes discrimination so they’re aware of their legal obligation to respect diverse workers and patrons.
You may at times be overwhelmed by the amount of record keeping in the hospitality industry. Yet, such records could become quite valuable resources if you need to prove adherence to any of the numerous hospitality laws. Food businesses have to maintain tip sheets indicating the tips employees receive at tip-out, and all hospitality businesses must keep accurate and up-to-date employment agreements and payroll tax paperwork. Employees who know and understand the hospitality laws can keep more accurate records and will be less likely to throw away or delete important documentation. Without proper record-keeping, your business could get into trouble with a variety of governmental agencies, over or underpay employees and even miss out on important tax deductions.
Workers in the hospitality industry may be members of unions, and some unions have specific agreements with employers governing wages, working conditions and benefits. Your management staff needs to honor these agreements, as well as any contracts you’ve signed with customers, vendors and contractors. Similarly, hotels must adopt fair and honest marketing practices. Deceptive marketing is illegal. For example, if you advertise one price, then an employee refuses to offer that price to a patron, you could be sued for deceptive marketing. Advertising an “as low as” price could be considered a form of “bait and switch” advertising if that price seems to never be available and customers are instead guided to higher-priced accommodations.
Knowledge of hospitality regulations protects your business’s reputation. Of course, unsafe or unsanitary conditions affect your reputation, but there are many other laws you need to follow as well. For example, hotels have to provide access to disabled patrons, and if your business fails to comply, you could face lawsuits, protests and negative publicity. Similar as discrimination among people on the basis of sex and race.
Hospitality depends greatly on tourism which has then been devolved into the Counties. The counties have developed tourism ministries within themselves. Different counties therefore adopt different strategies to market, operate and manage the tourist attractions. These strategies are mostly under trial hence making the tourism unstable in Kenya. Devolution therefore has thereby led to a reduced attraction among tourist hence affecting the hospitality industry.
Common accidents that can happen at hotels are slip and falls, elevator/escalator accidents, swimming pool accidents, food poisoning, parking lot, and acts of violence. If you suffer injuries after any type of incident at a hotel, start looking into your potential rights to sue. The elements needed to sue a hotel start with proving the hotels duty to you. This is typically an easy thing to prove since hotels automatically owe all guests and property visitors (other than adult trespassers) basic duties of care. These duties include:
The hotels duties of care to you in a particular accident may depend on the circumstances surrounding your injuries. Say, for example, that someone mugged you in the hotels parking lot. If the courts deem that a history of crime at the hotel or other factor is enough for the hotel to have foreseen the attack, the hotel may be guilty of negligence if it didnt take reasonable steps to prevent the mugging, such as hiring a security guard. If, however, the courts rule that the hotel didnt have reason to foresee the attack, the hotel may not have owed you the duty to hire a security guard.
No suit shall be brought upon a contract for the disposition of an interest in land unless
(a) The contract upon which the suit is founded
Express contracts consist of agreements in which the terms are stated by the parties. The terms may be stated orally or in writing. But the contract as a whole must reflect the intention of the parties. Contracts implied are inferred from the facts and circumstances of the case or the conduct of the parties. However, such contracts are not formally or explicitly stated in words. The law makes no distinction between contracts created by words and those created by conduct.
Unilateral contracts involve promises made by only one of the partieswhereas bilateral contracts are those involving promises made by all parties.
Avalidcontract is a written or expressed agreement between two parties to provide a product or service whereas contracts that are no longer enforceable become void. If one party uses a tactic like fraud or coercion, the contract will become voidable as well. With a void contract, the contract cant become valid just by both parties agreeing.
A specialty contract must be signed by the parties sealed, for example with a company seal and finally it must be delivered. Examples of specialty contracts include: 1. Mortgages and leases for over three years.
A simple contract can be made orally, in writing or by the implications deemed from the actions of the parties.
An invitation to treat is essentially an invitation to start negotiations with the intent to create an offer. Examples include a hotel inviting applicants for recruitment or a restaurant’s menu card that displays prices.
A job specification states the attributes, skills, knowledge, educational qualification, and experience needed in a candidate to perform a particular job.
Ais the detailed information of the vacant position that states the job title, job location, duties, responsibilities, job role, etc. in a written format.
The Hotel Receptionist is responsible for providing a friendly, welcoming and efficient service to all hotel guests, in line with the hotels vision and values on customer satisfaction. The main purposes of the hotel reception areas staff are to respond courteously to guests requests, play a part in the general running of the reception desk and help the General Manager to maintain a smooth room bookings service.
Main Tasks and Responsibilities
Skills and Experience Required
A friendly and welcoming approach
High standards of dress and presentation
Ability to remain calm during difficult situations or in a very busy environment
The ability to work unsupervised
Excellent interpersonal skills, including a pleasant telephone manner, good administrative skill, ability to use email and booking systems and good team working skills.
Skills and Experience (Desirable)
Previous customer service experience
Previous experience in hospitality
Previous experience in media and promotions
Experience with Sage Payroll, Sage Accounts and VAT returns
Previous experience in Health & Safety, First Aid etc.,
An employee is sexually harassed if the employer of that employee or a representative of that employer or a co-worker;
(a) Directly or indirectly requests that employee for sexual intercourse, sexual contact or any other form of sexual activity that contains an implied or express
(i) Promise of preferential treatment in employment;
(ii) Threat of detrimental treatment in employment; or
(iii) Threat about the present or future employment status of the employee;
(b) Uses language whether written or spoken of a sexual nature;
(c) Uses visual material of a sexual nature; or
(d) Shows physical behavior of a sexual nature which directly or indirectly subjects the employee to behavior that is unwelcome or offensive to that employee and that by its nature has a detrimental effect on that employees employment, job performance, or job satisfaction.
(b) A statement that;
(i) That every employee is entitled to employment that is free of sexual harassment;
(ii) That the employer shall take steps to ensure that no employee is subjected to sexual harassment;
(iii) That the employer shall take such disciplinary measures as the employer deems appropriate against any person under the employers direction, who subjects any employee to sexual harassment;
(iv) Explaining how complaints of sexual harassment may be brought to the attention of the employer; and
(v) That the employer will not disclose the name of a complainant or the circumstances related to the complaint to any person except where disclosure is necessary for the purpose of investigating the complaint or taking disciplinary measures in relation thereto.
Shall not apply in the case of a contract of service whose terms provide for the giving of a period of notice of termination in writing greater than the period required by the provision of this subsection which would otherwise be applicable. (3)If an employee who receives notice of termination is not able to understand the notice, the employer shall ensure that the notice is explained orally to the employee in a language the employee understands. (4) Nothing in this section affects the right (a) of an employee whose services have been terminated to dispute the lawfulness or fairness of the termination in accordance with the provisions of section 46; or (b) of an employer or an employee to terminate a contract of employment without notice for any cause recognized by law.
Termination on account of redundancy
An employer shall not terminate a contract of service on account of redundancy unless the employer complies with the following conditions
(a) Where the employee is a member of a trade union, the employer notifies the union to which the employee is a member and the labour officer in charge of the area where the employee is employed of the reasons for, and the extent of, the intended redundancy not less than a month prior to the date of the intended date of termination on account of redundancy;
(b) Where an employee is not a member of a trade union, the employer notifies the employee personally in writing and the labour officer;
(c) The employer has, in the selection of employees to be declared redundant had due regard to seniority in time and to the skill, ability and reliability of each employee of the particular class of employees affected by the redundancy;
(d) Where there is in existence a collective agreement between an employer and a trade union setting out terminal benefits payable upon redundancy; the employer has not placed the employee at a disadvantage for being or not being a member of the trade union;
(e) The employer has where leave is due to an employee who is declared redundant, paid off the leave in cash;
(f) The employer has paid an employee declared redundant not less than one months notice or one months wages in lieu of notice; and
(g) The employer has paid to an employee declared redundant severance pay at the rate of not less than fifteen days pay for each completed year of service.
Summary dismissal shall take place when an employer terminates the employment of an employee without notice or with less notice than that to which the employee is entitled by any statutory provision or contractual term.
Any of the following matters may amount to gross misconduct so as to justify the summary dismissal of an employee for lawful cause, but the enumeration of such matters or the decision of an employer to dismiss an employee summarily
Offence to induce person to proceed abroad under informal contract
A person who;
(a) employs, engages, or knowingly aids in the employment or engagement of, a person with the intention that when so employed or engaged that person shall proceed outside the limits of Kenya.
(b) induces or attempts to induce an employee to proceed outside the limits of Kenya, unless he has under this Act, duly entered into a foreign contract of service with that person or employee, as the case may be, commits an offence and shall on conviction be liable to a fine not exceeding two hundred thousand shillings or to imprisonment for a term not exceeding six months or to both.
Every worker has the right to fair remuneration; to reasonable working conditions; to form, join or participate in the activities and programs of a trade union; and to go on strike.
Every employer has the right to form and join an employers organization; and to participate in the activities and programs of an employers organization.
Every trade union and every employers organization have the right to determine its own administration, programs and activities; to organize; and to form and join a federation.
Every trade union, employers organization and employer has the right to engage in collective bargaining.
Recognition of HIV/AIDS as a workplace issue
HIV/AIDS is a workplace issue, and should be treated like any other serious illness/condition in the workplace. This is necessary not only because it affects the workforce, but also, because the workplace, being part of the local community, has a role to play in the wider struggles to limit the spread and effects of the epidemic.
In the spirit of decent work and respect for the human rights and dignity of persons infected or affected by HIV/AIDS, there should be no discrimination against workers on the basis of real or perceived HIV status. Discrimination and stigmatization of people living with HIV/AIDS inhibits efforts aimed at promoting HIV/AIDS prevention.
The gender dimensions of HIV/AIDS should be recognized. Women are more likely to become infected and are more often adversely affected by the HIV/AIDS epidemic than men due to biological, socio-cultural and economic reasons. The greater the gender discrimination in societies and the lower the position of women, the more negatively they are affected by HIV. Therefore, more equal gender relations and the empowerment of women are vital to successfully prevent the spread of HIV infection and enable women cope with HIV/AIDS.
Healthy work environment
The work environment should be healthy and safe, so far as is practicable, for all concerned parties, in order to prevent transmission of HIV, in accordance with the provisions of the Occupational Safety and Health Convention, 1981 (No. 155).
A healthy work environment facilitates optimal physical and mental health in relation to work and adaptation of work to the capabilities of workers in light of their state of physical and mental health.
Bloodborne Pathogen Training:
Driver Safety Program:
Respirator Training Program:
Fire Safety System:
Swimming Pool/Spa/Exercise Room/Sauna
Safety & Security Audit:
Outlets and general safety considerations:
Back of the house
Laundry and Housekeeping
Occupational Safety and Health Act No 15 of 2007 and revised in 2010
The provision and maintenance of plant, systems and procedures of work that are safe and eliminate risks to human health
Arrangements for ensuring safety and absence of risks to health in connection with the use, handling, storage and transport of articles and substances
The provision of such information, instruction, training and supervision as is necessary to ensure the safety and health at work of every person employed
The maintenance of any workplace under the occupier’s control, in a condition that is safe and without risks to health and the provision and maintenance of means of access to and egress from it that are safe and without such risks to health
The provision and maintenance of a working environment for every person employed that is, safe, without risks to health, and adequate as regards facilities and arrangements for the employees welfare.
Work Injury Benefits Act 2007
Every employer shall obtain and maintain an insurance policy, with an insurer approved by the Minister in respect of any liability that the employer may incur under this Act to any of his employees.
An employee who is involved in an accident resulting in the employees disablement or death is subject to the provisions of this Act, and entitled to the benefits provided for under this Act.
In case an employer carries on business chiefly in Kenya and an employee ordinarily employed in Kenya is injured in an accident while temporarily deployed outside
Kenya, the employee is entitled to compensation as if the accident had happened in Kenya.
An employee who suffers temporary total disablement due to an accident that incapacitates the employee for three days or longer is entitled to receive a periodical payment equivalent to the employees earnings, subject to the minimum and maximum amounts fixed by the Minister from time to time, after consultation with the Council
An employee who contracts a disease in the circumstances contemplated is deemed to have contracted an occupational disease and is entitled to compensation as if the disablement caused by the disease had been caused by an accident.
An employer shall provide and maintain such appliances and services for the rendering of first aid to his employees in case of any accident as may be prescribed in any other written law in respect of the trade or business in which the employer is engaged.
Fatal Accidents Act Cap 32
Whenever the death of a person is caused by a wrongful act, neglect or default, and the act, neglect or default is such as would (if death had not ensued) have entitled the person injured to maintain an action and recover damages in respect thereof, then in every such case the person who would have been liable, if death had not ensued, shall be liable to an action for damages notwithstanding the death of the person injured and although the death was caused under such circumstances as amount in law to felony.
Every action brought by virtue of the provisions of this Act shall be for the benefit of the wife, husband, parent and child of the person whose death was so caused.
Public Health Act cap 242
Inspection of infected premises and examination of persons suspected to be suffering from infectious disease
Promote the use of renewable sources of energy by promoting measures for the conservation of non-renewable sources of energy
Controlling of activities and practices likely to lead to the degradation of the ozone layer and the stratosphere
Reduction and minimization of risks to human health created by the degradation of the ozone layer and the stratosphere
Radiation Protection Act cap 243
An owner or user of an irradiating device or radioactive material shall notify the Board in writing his intention to acquire, store, install or use the device or material specifying the purpose for which it is required and the type of building or facility where the device or material is to be stored, installed or used.
A person who owns, purchases, acquires, imports, manufactures, sells or deals in, stores, uses, disposes of or exports any kind of irradiating device or radioactive material or any other source of ionizing radiation shall apply, in the prescribed form, to the Board for an appropriate license or for a renewal of the license.
The holder of a license shall be responsible for ensuring that exposure to ionizing radiation resulting directly or indirectly from its operation, conditions of storage, transport or disposal shall be kept as low as reasonably practicable below the prescribed limits
Pest Control Products Act Cap 346
No person shall import into, or sell in, Kenya any pest control product unless that product has been registered, packaged and labeled in accordance with regulations made under this Act and conforms to the standards specified in those regulations.
An inspector may, at all reasonable times examine any pest control product or material found in any place or premises or open any package found therein that he has reason to believe contains any pest control product or material and take samples thereof.
Any person who refuses entry to an inspector acting under this section or obstructs him in making an entry or making an inspection or who, without reasonable excuse, fails to produce any pest control product or material for examination or any document the production of which is required of him under this section shall be guilty of an offence.
The Convention concerning Customs Facilities for Touring is a 1956 United Nations multilateral treaty. It allows tourists to import personal effects into the country duty free so long as the effects are for the personal use of the tourist and they are carried on the person or in their luggage.
Regulation and Compliance- Companies in the travel industry must adhere to an array of regulations established in federal, state, and international laws. Seller of travel laws address those who offer travel services, and organizations such as the Airlines Reporting Corporation (ARC) and International Air Transport Association (IATA) handle transactions involving specific industries within the field of tourism.
Policies and Contracts– The travel industry is built on contracts, from agreements with vendors to guest terms and conditions. Nearly everyone involved in travel encounters a contract as some point in the chain of service.
Crisis Management– In the travel industry, you cannot control all variables. Sometimes an emergency situation occurs. However, you can be prepared with proper risk assessment and exigency training.
Dispute Resolution and Litigation- Disagreements involving services, contracts, employment, customers, and more are common in the business world. Effective dispute resolution requires skilled legal assistance to negotiate, bargain, and achieve agreements that benefit everyone involved.
Employment Issues- Travel is one of the worlds fastest growing industries, with more than 6 million jobs in the United States as of 2016. Employment issues arise frequently, often involving complex labor policies, government regulations, and international laws.
Just as hotels can sometimes miscalculate their occupancy forecasts and oversell their capacity, thus, hotel managers often find themselves housing guests who are affected by the overbooking of a transportation provider.
Deceptive sales tactics.
With over 5,700 resorts worldwide participating in timeshare sales, it is inevitable that some would employ unscrupulous means to sell their products.
The majority of employees employed in hospitality businesses are subject to award conditions. These awards will set down minimum entitlements to: penalty rates, overtime loadings, allowances, minimum and maximum hours of work.
Rights in event of default.
Perhaps the worst-case scenario for timeshare purchasers (or managers!) is the closure or bankruptcy of the resort they partially own. If a developer, builder, or management company defaults on its financial obligations for a resort, the impact on the individual timeshare owners of that resort can be significant.
Forum (venue) selection issues.
Forum refers to the location in which a lawsuit may properly be fi led. In many cases, where a legal dispute has taken place, and thus should be settled, is relatively straightforward. For example, assume that a restaurant manager working in Alabama hires a local electrician to install additional lighting in the restaurants parking area.
Puffing is a common, and allowable, advertising technique used by both e-brochure and e-commerce sites. It is, essentially, the act of accentuating the positive when promoting a travel product. Thus, a hotel site may claim that its rooms are beautiful, modern, or spacious, and the assumption by law is that consumers should recognize such terms as an attempt by the advertiser to encourage sales.
Franchise contract issues– The life cycle of the franchise agreement from the initial execution (whether it is a conversion or a new construction project) to the entrance into the franchise system can be challenging.
Labor/regulatory compliance– Labor laws include age and sexual discrimination, immigration enforcement, ADA compliance, and increased cost of labor. All these concerns add to the economic pressure placed on hotel owners.
Corporate governance– This includes partnership issues between partners, including close family members and the resulting litigation due to lack of proper operating agreements and buy/sell agreements.
Lack of proper insurance coverage-The lack of proper insurance coverage leads to a tremendous burden on the owner when a casualty occurs. In many cases, the clients do not have adequate coverage and fail to add essential coverage.
Increasing cost of development and renovations– Hotel renovations are something that almost every hotelier wants, but often have to reconsider due to the rise of hotel renovation costs.
Objectives for a framework.
Obtain organizational commitment
Identify legal risks
Analyze legal risks
Evaluate legal risk
Communicate and advise
By the very nature of the hospitality sector there are significant problems and barriers when employees go looking for a redress to employer violations of the labour contract. Because employment in the hospitality setup is at-will, most workers fear employer reprisals for complaining about wage and hour violations, including losing their jobs. In the face of government non-involvement, private lawsuits have become more popular, but employees bringing private lawsuits cannot bring class actions because of law limitations requiring each individual worker to affirmatively opt-in to a lawsuit by filing a written consent to sue with
the court. Immigrant workers face an additional barrier to enforcing their rights if the employer threatens to or does in fact call in the Department of Immigration Kenya which has the power to detain and, in some cases, deport workers without work authorization.
The Tourism Act 2011 is an Act of Parliament to provide for the development, management, marketing and regulation of sustainable tourism and tourism-related activities and services, and for connected purposes. According to the Act:
The Minister shall formulate and publish in the Gazette a national tourism strategy at least once every five years, in accordance with which the tourism sector shall be developed, managed, marketed andregulated.
There is established an authority to be known as the Tourism Regulatory
Authority to oversee all functions related to tourism and the Tourism Act with its headquarters at Nairobi
There is established a college to be known as the Kenya Utalii College. The College shall undertake tourism and hospitality training, capacity building for the tourism sector, and perform any other function related or incidental to the foregoing as may be directed by the Minister.
There is established a Tourism Protection Service which shall be a specialized police service under the supervision of the National Police Service and the command of the Inspector-General of the National Police Service.
There is established a board to be known as the Kenya Tourism Board. The object and purpose of the Tourism Board shall be to market Kenya as a tourist destination.
There is established a convention centre to be known as the Kenyatta International Convention Centre (hereinafter referred to as the Convention Centre) The object and purpose of the Convention Centre shall be to promote business of meetings, conferences and exhibitions.
There is established an institute to be known as the Tourism Research Institute (hereinafter referred to as the Institute). The object and purpose of the Institute shall be to undertake and co-ordinate tourism research and analysis in accordance with the provisions of this Act.
There is established a fund to be known as the Tourism Fund which shall vest in and be operated and managed by the Board of Trustees. The object and purpose of the Fund shall be to finance the development of tourism products and services;
Corporation (hereinafter referred to as the Corporation). The object and purpose of the Corporation shall be to provide financial assistance to investors or entrepreneurs in the tourism sector including small and medium and community-based enterprises for development, expansion and maintenance of tourism activities and services
There is established a tribunal to be known as the Tourism Tribunal which shall consist of a chairperson nominated by the Judicial Service Commission and appointed by the Minister; an advocate of the High Court of Kenya nominated by the Law Society of Kenya and appointed by the Minister; three other persons who have demonstrated competence and a high level of integrity in the tourism or hospitality sector appointed by the Minister.
A person shall not undertake any of the tourism activities and services specified in the Ninth Schedule, unless that person has a license issued by the Authority. A license issued under this Act may be transferred by the holder to another person only in respect of the tourism activity or service in relation to which that license was issued. The Authority may, suspend a license issued under this Act where a licensee is being investigated in relation to an offence under this Act; an allegation of misconduct has been made against a licensee; the licensee made a false declaration in the application for the license; or a licensee has contravened a provision of this Act. The Authority shall cancel a license where a licensee is convicted of an offence under this Act or the regulations made there under; or ceases to be qualified for the issue of a license under this Act.
The Minister may, by order, require the payment by persons engaged in tourism activities and services of a tourism levy.
Despite the provisions of any relevant revenue Act, the Minister responsible for finance may, on the recommendation of the Minister, propose tax and other fiscal incentives, disincentives or fees to induce or promote the development of sustainable tourism.
The financial year of the respective tourism agencies established under this Act shall be the period of twelve months ending on the thirtieth June in each year.
The respective tourism agencies shall cause to be kept all proper books and records of accounts of the income, expenditure, assets and liabilities of the respective tourism agencies. A person who contravenes any of the provisions and commits an offence and is liable on conviction to a fine not exceeding two hundred thousand shillings, or to imprisonment for a term not exceeding twenty-four months, or to both.
A person shall not discharge any dangerous materials, substances or oil into a designated tourism development area contrary to the provisions of this Act or any other law; or pollute wildlife habitats and ecosystems, or discharge any pollutant detrimental to the environment contrary to the provisions of this Act or any other law
Where an offence under this Act is committed by a body corporate or any other association of individuals, a director, partner or any other person involved in, or acting or purporting to act in the management of its affairs commits an offence unless that person proves that the act or omission constituting the offence took place without his knowledge; or he took reasonable steps to prevent the commission of the offence. A person who commits an offence under this Act for which no specific penalty is provided is liable, on conviction, to a fine not exceeding one hundred thousand shillings or to imprisonment for a term not exceeding twelve months, or to both.
The common seal of any of the tourism agencies established under this Act shall be kept in such custody as the respective tourism agency may direct and shall not be used except on the order of that respective tourism agency.
A member of any of the tourism agencies or any officer, employee or agent of any tourism agency shall not be liable for an act done by that person or omitted to be done or ordered to be done by that person in discharge of the persons duties, if the person, at the time, whether or not within the limits of the jurisdiction of that person, in good faith, believed he had jurisdiction to do or order the act complained of to be done.
The provisions of section 119 shall not relieve a tourism agency of the liability to pay compensation or damages to a person for an injury to him, his property or any of his interests caused by the exercise of the powers conferred on the respective tourism agency by this Act or by any other law or by the failure, whether wholly or partially, or any works.
Where any conflict arises between the provisions of this Act and any other Act with respect to the development, management, marketing or regulation of the tourism sector, the provisions of this Act shall prevail.
The Minister may, on his own motion or on the recommendation of the respective tourism agency, make regulations prescribing all matters which by this Act are required to be prescribed or which are necessary for the better carrying out of, or giving effect to, the provisions of this Act.
The rights, assets and liabilities accrued in respect of the properties vested in the Kenya Utalii College, the Kenya Tourist Board, the Kenyatta International Conference Centre, the Kenya Tourist Development Corporation and the Catering and Tourism Development Levy Trustees established by the Acts repealed by section 124, or by any other legal instrument in force immediately before the commencement of this Act, which shall cease to have effect upon the commencement of this Act (in this Part referred to as the former agencies) shall, by virtue of this subsection be transferred, vested in, imposed or be enforceable against the respective tourism agencies established under this Act.
The guidelines and requirements are intended to achieve two strategic goals, namely; to enable quality entertainment and its management, and; to protect the entertainment providers and consumers assuring them of value for their investment.
For an entertainment service provider and or a place of entertainment to have been qualified as being compliant, it shall be required to comply with the following:
The following standards guidelines shall apply in provision of entertainment by providers and venues in Kenya:
Ensure quality / high standards of service appropriate to the type of entertainment and enterprise. And adherence to legal compliance issues under guiding the entertainment sector
All buildings must conform to the requirements of the National Construction Authority (NCA), County laws / regulations and any other relevant legislation.
All drinking water whether sourced on site or brought on to the site must be safe for human consumption.
Entertainment premises, Promoters and event organizers shall have a security management team comprising of security personnel, security guards and police (where need be). Where the number of persons is in excess of 500 the requirement shall be 1:50 per security personnel and notification issued to the local security authority for both buildings and temporary structures
The premises shall conform to the National Fire Safety Standards (KEBS, Factory and other Places of Work Act (2007).
Events premises whether permanent or temporary should make provision for the following:
Electrical installation, after completion, shall be inspected, tested and certified by a registered electrical contractor. Old electrical installations should be audited regularly and a certificate of compliance issued.
Where natural lighting is provided with opening(s), the opening(s) shall be; situated in an external wall, or in a suitable position on the roof of the building; UV lights shall be eliminated or substituted wherever possible. Where, for the purposes of natural ventilation, a premise is provided with an opening(s) the position of opening(s) shall be such as to enable the premise to be ventilated. Where artificial ventilation is used ventilation ducting, shafts and ventilation air filters generally shall be maintained in a clean condition and periodically as may be necessary to maintain a satisfactory flow of air supply.
The structure shall be designed to ensure that excessive noise emissions from the activities within the property (i.e. amplified music) does not adversely impact on residents/occupants of surrounding properties.
Smoking shall be strictly prohibited in non-designated areas of the entertainment venue. Designated smoking zones shall be clearly marked and should meet the requirements under the Tobacco Control Regulations of 2014.
Premises involved in the handling of food will be subject to the requirements of the Food Safety Standards, Public Health Act and other licensing requirement
A sufficient number of suitable receptacles for refuse storage shall be provided. These receptacles shall be covered, lined and maintained in a clean condition.
At no time shall any illegal drug/s be brought into or consumed in the entertainment environment.
Consideration must be given to glare and/or heat emanating from the performance/stage or other areas adjacent to where musicians are working. Adequate lighting must be provided. Initial sound checks and audio tuning must be scheduled so that other cast and crew members are not exposed to noise hazard.
Fire arms and owners of firearms in any event or entertainment occasion shall at all times be governed by the Firearms Act Cap 114 of 2015, Laws of Kenya.
There shall be a binding contract between the entertainment host and provider for the entertainment service.
All entertainment premises shall be required to conduct a Risk / Hazard analysis periodically as required by specified arms of the government.
Entertainment enterprise host and providers shall list all the hazards or possible situations associated with the event activity that may expose people to injury, illness or disease.
The entertainment enterprise must ensure that appropriate signs/warnings are provided to the audience in respect of access, special effects, e.g. strobe lighting, smoke. Special consideration in relation to animal use includes engagement of suitably qualified and experienced animal wrangler/s and, where necessary, veterinarian/s;
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Students barely have time to read. We got you! Have your literature essay or book review written without having the hassle of reading the book. You can get your literature paper custom-written for you by our literature specialists.
Do you struggle with finance? No need to torture yourself if finance is not your cup of tea. You can order your finance paper from our academic writing service and get 100% original work from competent finance experts.
While psychology may be an interesting subject, you may lack sufficient time to handle your assignments. Don’t despair; by using our academic writing service, you can be assured of perfect grades. Moreover, your grades will be consistent.
Engineering is quite a demanding subject. Students face a lot of pressure and barely have enough time to do what they love to do. Our academic writing service got you covered! Our engineering specialists follow the paper instructions and ensure timely delivery of the paper.
In the nursing course, you may have difficulties with literature reviews, annotated bibliographies, critical essays, and other assignments. Our nursing assignment writers will offer you professional nursing paper help at low prices.
Truth be told, sociology papers can be quite exhausting. Our academic writing service relieves you of fatigue, pressure, and stress. You can relax and have peace of mind as our academic writers handle your sociology assignment.
We take pride in having some of the best business writers in the industry. Our business writers have a lot of experience in the field. They are reliable, and you can be assured of a high-grade paper. They are able to handle business papers of any subject, length, deadline, and difficulty!
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Writing a law essay may prove to be an insurmountable obstacle, especially when you need to know the peculiarities of the legislative framework. Take advantage of our top-notch law specialists and get superb grades and 100% satisfaction.
We have highlighted some of the most popular subjects we handle above. Those are just a tip of the iceberg. We deal in all academic disciplines since our writers are as diverse. They have been drawn from across all disciplines, and orders are assigned to those writers believed to be the best in the field. In a nutshell, there is no task we cannot handle; all you need to do is place your order with us. As long as your instructions are clear, just trust we shall deliver irrespective of the discipline.
Our essay writers are graduates with bachelor's, masters, Ph.D., and doctorate degrees in various subjects. The minimum requirement to be an essay writer with our essay writing service is to have a college degree. All our academic writers have a minimum of two years of academic writing. We have a stringent recruitment process to ensure that we get only the most competent essay writers in the industry. We also ensure that the writers are handsomely compensated for their value. The majority of our writers are native English speakers. As such, the fluency of language and grammar is impeccable.
There is a very low likelihood that you won’t like the paper.
Not at all. All papers are written from scratch. There is no way your tutor or instructor will realize that you did not write the paper yourself. In fact, we recommend using our assignment help services for consistent results.
We check all papers for plagiarism before we submit them. We use powerful plagiarism checking software such as SafeAssign, LopesWrite, and Turnitin. We also upload the plagiarism report so that you can review it. We understand that plagiarism is academic suicide. We would not take the risk of submitting plagiarized work and jeopardize your academic journey. Furthermore, we do not sell or use prewritten papers, and each paper is written from scratch.
You determine when you get the paper by setting the deadline when placing the order. All papers are delivered within the deadline. We are well aware that we operate in a time-sensitive industry. As such, we have laid out strategies to ensure that the client receives the paper on time and they never miss the deadline. We understand that papers that are submitted late have some points deducted. We do not want you to miss any points due to late submission. We work on beating deadlines by huge margins in order to ensure that you have ample time to review the paper before you submit it.
We have a privacy and confidentiality policy that guides our work. We NEVER share any customer information with third parties. Noone will ever know that you used our assignment help services. It’s only between you and us. We are bound by our policies to protect the customer’s identity and information. All your information, such as your names, phone number, email, order information, and so on, are protected. We have robust security systems that ensure that your data is protected. Hacking our systems is close to impossible, and it has never happened.
You fill all the paper instructions in the order form. Make sure you include all the helpful materials so that our academic writers can deliver the perfect paper. It will also help to eliminate unnecessary revisions.
Proceed to pay for the paper so that it can be assigned to one of our expert academic writers. The paper subject is matched with the writer’s area of specialization.
You communicate with the writer and know about the progress of the paper. The client can ask the writer for drafts of the paper. The client can upload extra material and include additional instructions from the lecturer. Receive a paper.
The paper is sent to your email and uploaded to your personal account. You also get a plagiarism report attached to your paper.
PLACE THIS ORDER OR A SIMILAR ORDER WITH US TODAY AND GET A PERFECT SCORE!!!
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You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.Read more
Each paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.Read more
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