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While maybe less cute than National Pet Day (4/11) and less tasty than National Cheeseburger Day (9/18), National Insurance Day on June 28 encourages businesses to shop around for the BEST insurance partner to ensure financial success and safety for all involved.
Tip #1: Understand Why Worker Classification Matters Getting worker classification rights is more than just a legal obligation— it’s about optimizing your payroll, ensuring your staff receives the proper benefits and managing your workforce effectively. Facing an audit or investigation.
Bonus Tip : Structure your handbook around the employee lifecycle, covering company culture and recruitment through performance management and termination to ensure a clear, easy-to-follow guide for every stage of the employee experience. Prepare for Labor Law Changes Stay ahead of—and compliant with—upcoming labor law changes.
These issues have translated to the industry’s insurers as well – causing even more headaches for restaurant owners. The restaurant insurance market has seen rising costs to insure and as a result, carriers have come and gone from the market.
In this environment, smart and strategic risk management has never been more important. Various risks may complicate the restaurant industry’s continuing recovery – how well they are anticipated and managed will make a difference. Everybody in the world is hiring at the same time.” Risks to Look Out For.
The misclassification of employees When hiring new workers, one of the most important decisions for restaurant owners to make is determining whether this individual will be an employee or independent contractor. The former are entitled to benefits such as minimum wage, overtime pay and workers’ compensation insurance.
But now as the cloud of COVID is starting to lift and things are going back to normal, it’s important to assess whether those things are actually covered on a restaurateur’s insurance plan. Reviewing current sales can help restaurant owners better reflect numbers to date, which can save them some money on their insurance.
An increase in these injuries could result in higher insurance rates in the long term; in the short term, they disrupt your ability to operate at peak capacity and could negatively impact the morale of all employees. There are several reasons why new employees may be incurring more injuries: Poor hiring choices. Inadequate training.
And they are hiring staff they should not, assuming any warm body is better than no bodies. Each year, we hear from restaurant general managers how frustrated they are about staff jumping to retail jobs over the holidays. These should be offered to new hires, but also to your existing workers. Bring them back.
That's why it's essential for restaurants to consider cyber liability insurance. Protecting your Restaurant with Cyber Liability Insurance Cyber liability insurance is a type of insurance that helps protect businesses from the financial losses associated with cyber attacks.
As we start to welcome back workers, doing things as they were before isn't going to work—especially in hiring. That all begins at the hiring level. The past year has turned servers into expert delivery packers, challenge chefs' creativity, and flipped the role of a restaurant manager on its head. Writing a good job description.
Consider the following in your risk management and business continuity programs: Use of Food Delivery Services vs. Company Employees – By using a hired food delivery service, a restaurant can reduce the chance of employees having an accident by using their cars or the owner’s vehicles.
The food is then delivered by drivers hired by the service. In that case, there may not be any insurance outside the driver’s personal auto insurance. If you’re contracting with a third-party delivery service, let your insurance agent know. Ask how the service screens its potential drivers.
With the laundry list of everything bar and restaurant owners need to handle on a daily basis, proper insurance coverage should be top priority. Proper communication with the insurance agent about all the ins and outs of the restaurant can help set up the policy right from the get-go.
That led to an employee shortage, especially for high-quality and experienced management positions. Whether it's adjusting to shifting customer demands, offering multiple ordering channels, or managing disruptions in supply chains and staffing, technology has become more important than ever.
While staffing has always topped the list of restaurant owner/manager pain points, it now seems to be at crisis proportions. Instead of belaboring the issue, Modern Restaurant Management (MRM) magazine went to the experts for some solutions. Two-thirds of new hires signing up for DailyPay.
But the only thing harder than managing one delivery system is simultaneously managing two. By using these tips, you can learn how to successfully manage both your in-house and third-party delivery. Monitor Order Sources. It’s crucial that you know where every online order is originating from. .
Whether the front desk staff took classes to rise to a manager’s level, the housekeepers found positions requiring less physical exertion, or the prep cook decided it was time for following his dream of culinary school, it was as though the employees upon whom we had relied, were off pursuing their dreams.
Applebee’s declared May 17 National Hiring Day in an effort to fill more than 10,000 roles across the country, a response to a recent record demand: The chain “achieved two of its highest-volume months ever in March and April,” according to FSR, which must have felt an especially remarkable feat for the workers at the understaffed restaurants.
However, thanks to the explosion of online ordering, owner/operators are left managing massive data sets — without any experience in doing so. The same can be said for their employees, who oftentimes aren’t properly trained in managing data threats. Without it, just one breach could spell the end.
Safety training and creating a culture of safety are both critical for mitigating these risks, helping restaurants establish environments that protect staff and customers, which also goes a long way toward keeping insurance premiums low and protecting the bottom line. Encourage Managers to Lead by Example Safety starts at the top.
Restaurant insurance is complicated. Just as owners have to play many roles in management, marketing, and menus, their insurance has to protect their finances, patrons, and employees. And who has the time to read a 100-page insurance policy? These are often excluded from standard policies and be potentially costly.
Likewise, forecasting costs and building budgets will mean understanding medical costs as well as the hiring market. In 2021, smaller plans that are often fully insured (fewer than 500 participants) saw a 9.6-percent For example, technology can collect data on leave management, providing consistency of rules. This compared to 5.0
Let us pass on the knowledge and expertise that we have gained in our 100+ years in the insurance business, so you can take a few things off your plate – and gain peace of mind. Restaurant and bar owners can mitigate these risks by hiring qualified professionals for installation, maintenance and cleaning service.
Please send questions to Modern Restaurant Management (MRM) magazine Executive Editor Barbara Castiglia at bcastiglia@modernrestaurantmanagement.com. This is the appropriate strategy for a smaller operator with a single restaurant or with a limited number of restaurants that has to be fully insured. Then look at their costs.
Hiring and retaining staff has always been a challenge for businesses in the food industry. High turnover not only disrupts business operations but also leads to increased costs and time spent on hiring and training new staff. Equip your managers with leadership skills that go beyond simply assigning tasks.
On the latest episode of the 7shifts Restaurant Management & Growth Podcast, we had the opportunity to sit down with Jensen Cummings. Among the great insights Jensen brought were six red flags to avoids in the hiring process on both sides. It's not enough to just go "Hey, hiring line cooks. Uninspired Job Posting.
Please send questions to Modern Restaurant Management (MRM) magazine Executive Editor Barbara Castiglia at bcastiglia@modernrestaurantmanagement.com. This edition of MRM's "Ask the Expert” features advice from EZ-Chow Inc. Q: Would delivery work for my concept? A: Delivery –of all things– is a hot topic.
On top of that, California law requires employers to issue employees a Wage Theft Protection Act notice, restricts the type of information employers can seek and consider during the hiring process (for example, information about criminal and financial history), and requires employers to comply with a host of other laws.
Examples include: Rent or mortgage payments Insurance premiums Loan payments Salaried employees (like general manager or executive chef) Because theyre consistent, fixed costs are easier to budget for, but that also means theyre harder to reduce without significant structural changes.
Even at the end of 2021, owners are still struggling to find willing employee candidates, and when they do hire new staff, some of them don’t even show up for their first day of work. These include sign-on bonuses, higher wages and the offering of health insurance. Food Shortage. Equipment Shortage.
Lack of health insurance isn’t considered one of the major reasons the hospitality industry has, according to the U.S. A recent survey found that low pay, lack of recognition and bad management are three of the major variables. Bureau of Labor Statistics, a churn rate north of 70 percent. It’s understandable.
Among the benefits, using a TPO service may lessen the burden of in-house delivery, which requires hiring delivery drivers and the cost of additional insurance policies. Hiring employees is more difficult than ever given the nation’s low unemployment rate which is creating a competitive labor market.
Do you have trouble hiring or retaining a good team? The hospitality business is particularly hit hard by the war for talent and the turnover is pretty high and difficult to manage. If providing health insurance is not in your budget, what if you were able to give them access to high-quality, truly affordable healthcare?
By tracking metrics like customer retention and employee turnover rate, contribution margin, and menu item profitability, restaurant managers can identify each area’s strengths and what areas need improvement. Use this data to establish clear and specific goals and adjust your strategies as needed.
If you end up hiring someone to perform repairs, make sure they are licensed in your state and have adequate insurance to cover your project. Review your commercial property insurance policy. Your insurance policy may cover the issues you have identified, for example, if your restaurant recently experienced a casualty.
Therefore, managers should find a digital communication app or software to facilitate communication between managers and their employees. Some digital communication platforms allow managers to schedule recurring meetings, tip pooling, and scheduling. The post Tips on Hiring and Retaining Young Employees appeared first on.
Four main costs that affect your restaurant’s profit margin Since the average profit margin for restaurants varies widely, depending on factors like location, restaurant type, and management efficiency, it’s important to determine the areas you can focus on to enhance profitability. Utilities are another fixed cost to monitor.
The words ‘employee handbook’ are enough to make any new hire quiver. But it will help get employee-manager relations off on the right foot, and show new staff they have the training and support from their team to learn and grow. Restaurant Scheduling Software for managers that want to stay in control.
Whether one acts “ directly or indirectly ” can be determined by a four factor balancing test – the main change to the FLSA implemented by the USDL – which relate to the control of one over the employer’s employee by the Benefited Party: Hiring/firing employee. Maintaining employee’s employment records.
Tackle the Labor Shortage with Hiring Incentives. This is why next year, operators will offer more benefits like hiring incentives, higher hourly wages, health insurance, paid time off, earned wage access (EWA) and more to not only hire fresh labor, but retain top talent.
Knowing how to hire employees can make or break your restaurant. Whether you’re staffing a new restaurant, looking for seasonal employees , or streamlining your interview process, you always want to know the best way to hire restaurant employees. Finding staff for a restaurant can be a big challenge in the hospitality industry.
Because the industry needs true innovation, maybe not in product, but in people management strategy and in value proposition,” says Andy Hooper. 7shifts latest labor report shows us that in employees over the age of 25, manager recognition (or lack thereof) are among the top reasons why they've left jobs (or are planning to).
A weekly pay cycle , while favored by employees (who doesn’t want a check every week), can be burdensome for managers who have more than a handful of employees. Health insurance plan opt-in forms. For salaried positions, like managers, gross pay will be the same every pay period, determined by their annual rate. Withhold 6.2%
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