When I became a manager for the first time, I did not realize that one of the most difficult tasks I would have to face was navigating through employee termination when individuals were no longer a good fit for the team.
With recent legislative changes in the United States regarding labor laws, it is as important as ever to ensure that your business is keeping a verified, well-documented account of labor costs for employees.
Why are restaurants particularly vulnerable to the financial or managerial impact of these proposed changes? Within the restaurant industry there are a significant number of low and midlevel managers – including bar managers, sous chefs, shift managers, and others – who may now be exempt from overtime benefits.
Small business compliance includes a lot of important administrative things that take all the fun out of being an entrepreneur. However, it’s extremely important to deal with these regulations and finish everything in time for these rules to provide necessary safeguards.
According to the State of California Department of Industrial Relations, the general overtime provisions in California are that a nonexempt employee 18 years of age or older, or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall...
"Our customer's trust is what keeps us in business. They expect fresh tasting food with no threat of ill-born diseases. Zip HACCP keeps us compliant with HACCP and FDA regulations through its integrated temperature solutions, food safety assurance, and end-to-end task reporting. We also use Zip Inventory to save time on inventory counts and have much-needed predictability to our ordering process. The Hubworks business management apps are perfect for our restaurants."
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