In an era where whistleblower and retaliation claims outpace every other type of employment claim, one can never tell when a disgruntled employee may file a frivolous complaint. Accordingly, restaurants should take certain basic steps to review and eliminate common, often overlooked OSHA violations. As a bonus, improved OSHA compliance will also reduce hazards and provide a non-union employer an opportunity to demonstrate interest to its employees, as well as better engage them in the company's success. Such efforts will improve morale, productivity and customer service, and likely reduce employee grievances and legal claims.
Here are some areas of concern, and some practical steps, applicable to any restaurant setting:
Hotel owners and asset managers are frustrated.
They no longer want to hear about "branding initiatives" or fuzzy math from their management teams… they expect their sales and marketing leaders to contribute to revenue in a measurable way, communicate in number-speak and be accountable for tangible results.
So it's important to have complete fluency in the KPIs that affect the bottom line.
One of the basic services expected of an executive search firm (especially a retained one) is to put together valid and thorough professional and character references on short-listed candidates. Obviously, the temptation is to ask said candidates for a list of references, but isn't that tantamount to asking a dog to sit in order to get a treat? Granted, in that list of names, there will be some qualified sources, but not all can be.
Small businesses (including hotels) are often sitting ducks for money-hunters seeking awards or settlements. Some may be real, others bogus, but all are costly in terms of time, legal fees, and payouts (if the business loses or settles). Knowing the problem spots can help you devise strategies for avoiding trouble.
Here are the key problem areas and some ideas for staying out of trouble.