One server for every 3-4 tables per shift and 6-7 back of house staff per 50 customers can be a good ratio. Remember that in addition to the staff who make the service work you may also need cleaners, a sommelier, a maître d’, a cashier and various different types of chef depending on your establishment.
Let your employees know their behavior needs to improve after every offense. Outline actions the employee needs to take to improve their performance and discuss ways in which the problem could be solved. Always record the warning and write a summary about the subject of “the talk” to put in the employee’s profile.
The federal Fair Labor Standards Act (FLSA) generally requires restaurants to (1) pay a minimum hourly wage of $7.25; (2) pay overtime wages of one and one-half times an employee’s regular rate of pay for hours worked in excess of 40 during a work week; and (3) keep records with accurate information about each
An employee handbook should include your business’s policies , your expectations of your employees , and what your employees can expect from your business. It should lay out your legal obligations as an employer and your employees ‘ rights.
Responsibilities Prepare restaurant tables with special attention to sanitation and order. Attend to customers upon entrance. Present restaurant menus and help customers select food/beverages. Take and serve orders. Answer questions or make recommendations for complementary products.
Restaurant Staffing 101: How To Hire The Right Staff Hiring through the word of mouth. Hiring through newspaper ads. Hiring through social media. Hiring through referrals. Hiring through job portals. Hiring through consultants.
Here we’ve listed the best steps to take when you need to discipline an employee and help them grow within the workplace. Investigate. Review the Employee Policy. Communicate Clearly at All Times. Use Correctional Methods. Give a Verbal Warning. Finish on a Positive Note. Give the Employee Time to Speak. Do it in Private.
A. In a termination for just cause, due process involves the two-notice rule: In a termination for an authorized cause, due process means a written notice of dismissal to the employee specifying the grounds at least 30 days before the date of termination .
Instead of just citing someone as being grumpy or a cynic, be specific. Take the time to constructively describe both the physical and verbal behaviors. Tie the “whining” to its impact on performance, work environment, and/or relationships with co- workers or clients.
The general rule is employers can only make deductions from wages when these are: For something for which employees agree to pay and is of a direct benefit to them, or. To compensate for any cash advances or payroll errors.
No. Neither state nor federal labor law requires employers to give employees paid holidays or to pay employees extra if they work on holidays . Do restaurants have to pay overtime when an employee works more than 40 hours in a week?
Larger restaurants typically offer employees one free or discounted meal per shift. Employee meal policy does vary from operation to operation, contingent on the type of food served and overall budget. If you’re not comfortable providing a free meal , you can set a discount on menu items across the board.
15 Must-Have HR Policies and Forms At-will employment. Anti-harassment and non-discrimination. Employment classifications. Leave and time off benefits. Meal and break periods. Timekeeping and pay. Safety and health. Employee conduct, attendance and punctuality.
How to write clear and effective HR policies for your Use clear language. With a major purpose of HR policies being to outline relevant information to your staff and volunteers, it’s critical they understand what you’re trying to convey. Keep it as brief as possible. Avoid information that may become quickly outdated. Clarify eligibility. Allow for necessary exceptions.
Omitting Disclaimers. All employee handbooks must include a disclaimer that nothing in the handbook creates a contract for employment or alters the employee’s at-will employment relationship. While you are at it, take out the 90-day probationary period language if your employees are at will.