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  • The Gender Pay Gap Among Hourly Workers
    Equal Pay Day was officially marked on Tuesday, April 2nd. We took a look at how pay between men and women differs based on industry type and geography for the most vulnerable — service workers. The gender pay gap is wide, but varies by industry and region. The “good” news is that the wage gap for hourly workers appears to be lower for hourly workers than overall, but one of the largest employment sectors — food and beverage — has one of the largest wage gaps.   Interestingly, cities with a higher minimum wage appear to have a lower wage gap. Most likely, this is because a greater percentage of employees are paid the (higher) minimum wage. For all hourly workers, the equal pay date for women was 2/13/19. For food and beverage sector employees, the equal pay date for women was 3/21/19. For all hourly workers, women earn $0.90 on the dollar compared to men. For food and beverage sector employees, women earned $0.82 on the dollar compared to men.  By metro, for every dollar men earn, women earn: Metro Atlanta-Sandy Springs-Marietta, GA MSA  $0.86 Austin-Round Rock, TX MSA  $0.85 Charlotte-Gastonia-Concord, NC-SC MSA  $0.93 Chicago-Naperville-Joliet, IL-IN-WI MSA  $0.94 Dallas-Fort Worth-Arlington, TX MSA  $0.93 Houston-Sugar Land-Baytown, TX MSA  $0.92 Los Angeles-Long Beach-Santa Ana, CA MSA  $0.98 Miami-Fort Lauderdale-Pompano Beach, FL MSA  $0.97 Minneapolis-St. Paul-Bloomington, MN-WI MSA  $0.98 New York-Northern New Jersey-Long Island, NY-NJ-PA MSA  $0.97 Orlando-Kissimmee, FL MSA  $0.96 Philadelphia-Camden-Wilmington, PA-NJ-DE-MD MSA  $0.94 Phoenix-Mesa-Scottsdale, AZ MSA  $0.95 Portland-Vancouver-Beaverton, OR-WA MSA  $0.98 Riverside-San Bernardino-Ontario, CA MSA  $0.95 San Diego-Carlsbad-San Marcos, CA MSA  $0.98 San Francisco-Oakland-Fremont, CA MSA  $1.02 San Juan-Caguas-Guaynabo, PR MSA  $0.92 Seattle-Tacoma-Bellevue, WA MSA  $0.95 Tampa-St. Petersburg-Clearwater, FL  $0.87 Washington-Arlington-Alexandria, DC-VA-MD-WV MSA  $0.99 In foodservice businesses, by metro, for every dollar men earn, women earn: Metro Atlanta-Sandy Springs-Marietta, GA MSA  $0.77 Austin-Round Rock, TX MSA  $0.79 Charlotte-Gastonia-Concord, NC-SC MSA  $0.84 Chicago-Naperville-Joliet, IL-IN-WI MSA  $0.83 Dallas-Fort Worth-Arlington, TX MSA  $0.83 Houston-Sugar Land-Baytown, TX MSA  $0.94 Los Angeles-Long Beach-Santa Ana, CA MSA  $0.93 Miami-Fort Lauderdale-Pompano Beach, FL MSA  $0.90 Minneapolis-St. Paul-Bloomington, MN-WI MSA  $0.93 New York-Northern New Jersey-Long Island, NY-NJ-PA MSA  $0.92 Orlando-Kissimmee, FL MSA  $0.90 Philadelphia-Camden-Wilmington, PA-NJ-DE-MD MSA  $0.90 Phoenix-Mesa-Scottsdale, AZ MSA  $0.90 Portland-Vancouver-Beaverton, OR-WA MSA  $0.95 Riverside-San Bernardino-Ontario, CA MSA  $0.94 San Diego-Carlsbad-San Marcos, CA MSA  $0.96 San Francisco-Oakland-Fremont, CA MSA  $0.94 San Juan-Caguas-Guaynabo, PR MSA  $0.89 Seattle-Tacoma-Bellevue, WA MSA  $0.96 Tampa-St. Petersburg-Clearwater, FL  $0.82 Washington-Arlington-Alexandria, DC-VA-MD-WV MSA  $0.96 The post The… Read more »
  • What is the Best Restaurant Reservation App?
    With the abundance of restaurants popping up around the country each day, patrons need to be able to make reservations to secure their spot. This helps restaurants improve their sales and their customer experience. Diners don’t want to call in and shout over background noise to make a reservation, they want the freedom and flexibility to make and change reservations when it’s convenient for them. Similarly, restaurants want to enjoy the benefits of seamless reservations that remove the burden from their staff and avoid the possibility of human error. What’s the best restaurant reservation app? Just as there are many restaurant options, there are also many options for restaurant reservation software. And while we won’t crown one the ultimate winner, we will make recommendations based on your restaurant’s specific needs. Because, after all, a tiny pop up eatery and a restaurant with dozens of tables will have vastly different needs. Some restaurants will want a reservation software that has a massive review platform that will bring new diners in the door, while others with major name recognition might want to only host reservations on their own site to better manage their limited seating. With that said, let’s go over a quick visual guide to the features of the top restaurant reservation softwares. We also go more in depth into each platform below.   Waitlist Management Around the Clock Support Table Management Loyalty Program Marketing Tools Reporting SMS Services Pricing OpenTable X X X X X X X $249/mo + $1 per seated online cover Resy X X X X $249 – 899 per month Tock X X X X X X $0 – 699 per month + prepaid fees Reserve X X Flat fee Yelp Reservations X X X X $249 per month   OpenTable (Most Robust) OpenTable is a San Francisco reservation powerhouse that got started back in 1998. Boasting over 27 million diners around the world per month, this platform helps restaurants keep their seats full each day and night. Their network currently spans about 48,000 restaurants, which makes them both well known and trusted.     The benefits of using OpenTable include a robust review platform that helps restaurants attract new diners based on positive reviews from past customers (totaling 76 million reviews at last count). They also host menus and additional information, to help customers get a full picture of what their experience might be like… Read more »
  • Trump DOL FLSA Overtime Change: What You Need to Know
    The Department of Labor recently released a new proposal to increase the number of salaried workers eligible for overtime. This follows a similar change proposed by the Department of Labor under the Obama administration, though it sets a different threshold. What are the details of the new overtime rule change proposal? Right now, salaried workers are eligible for overtime if they earn less than $23,660 annually, or $55 per week. That amount was set in 2004 and hasn’t been updated since to keep up with inflation. This amount is set in the Fair Labor Standards Act, which regulates everything from how long employers need to keep employee time card data to minimum wage and child labor restrictions. Trump’s Department of Labor is proposing to increase this amount to $35,308 per year, meaning that 1.3 million more salaried employees will now be eligible for overtime when they work more than 40 hours in a week. How does this proposed change compare to the previously scrapped proposed rule change under the Obama administration? It’s similar, but covers fewer salaried workers. The Obama Administration had sought to increase the salary threshold to $47,476 per year, meaning millions more salaried workers would’ve been eligible for overtime. Some economists estimate that, under Trump’s plan, 8 million fewer workers will be eligible for overtime.  Conversely, this means the impact on businesses will be much smaller, and fewer businesses will need to make any changes at all. One other major difference: the Trump Administration is making this salaried threshold increase one time, which can be increased in the future. The Obama Administration sought to tie the salary threshold to inflation and increase automatically. How would this rule change impact employers if approved? Workers? It’s worth noting this change only impacts employers and employees where they’re working over forty hours per week. So while 1.3 million workers may now be eligible for overtime pay, they’ll only receive it if they’re actually working overtime. How should business owners prepare for the new overtime rule? First, employers should investigate whether or not they’ll be impacted by this change. Do you have salaried employees making less than $35,308 per year? Are they working more than forty hours a week? If you do have employees that may become eligible for overtime, you have a few choices: you may want to increase their pay to above the threshold, especially if you believe that… Read more »
  • Medical Leave and Employee Privacy
    Note: state and local laws vary widely, and this is not legal advice. Consult a local labor law attorney with any questions.   Does HR need to tell a manager the reason for an employee’s medical leave?   No. With medical leaves of absence, I do not disclose the health information to a manager. I will send the manager the dates of the leaves of absence as soon as I am aware. Otherwise, I keep the health information in a separate file.   As an employee, do I need to tell my manager the reason for my medical leave?   No. It is up to you if you want to share your private health information directly with your manager.   Who at work do I need to tell about my medical leave?   If you need to take a medical leave of absence from work, you should inform your company’s HR department. You can also let them know if you’d like the reason for the leave to remain private. They’ll help you figure out your next steps.   How do I know if my employer offers medical leave?   Some states require employers offer some form of medical leave. Start by checking your employee handbook, or ask someone in your HR department.   When should I tell my manager about a medical condition?   If you need a special work accommodation because of a disability, most likely, your manager will find out. She’ll be part of the team as the company decides what reasonable accommodations they can make.   Some accommodations don’t need to involve your manager. For example, a larger computer screen for a vision-impaired employee or more space around a desk for an employee with an anxiety disorder. Other accommodations do require your manager’s input. If you need to work from home, for example. Or if you need more days off in a year than a time off policy allows and there isn’t a leave of absence policy.   In those situations, your HR representative may need to work with your manager to figure out what to do so you don’t have to take any unpaid time off. The post Medical Leave and Employee Privacy appeared first on Homebase. Read more »
  • Business Loans 101: What to Know Before You Apply
    Businesses across all industries often face the same problem: How do you finance operations, projects, and expansions when you don’t have the cash on hand to do so? There are many answers, but one of the most common is to take out a business loan.   Let’s say you’ve crunched the numbers and decided that a loan, or “debt financing,” will deliver enough ROI to make the investment worth it. Now that you’ve identified a business loan as a possibility, what else do you need to know?   Review the following requirements, considerations, and factors of most small business loans before you apply: Your desired loan amount and purpose One of the first things you’ll need to consider is how much money you need and why you need it. The first rule of thumb: You shouldn’t borrow any more than what you need to complete your project.   Nailing down this number, or at least a close approximation of what you need, is important for two reasons. One, the amount you need will help dictate what loan product you’ll pursue. Not every loan option is suitable for the same amount of money.   Second, lenders need to know how much funding you want. Many applications will ask for a business plan or other documents that show you have a vision for your money, and aren’t just taking on their funding for vague business costs. The different factors that affect your application A multitude of factors affects what loan products and terms you’re eligible for. And although there is no set criteria across the industry, the factors considered are mostly the same, give or take a few variables. `   When applying for a loan, you should be aware of how the following affects your application:   Personal credit score: A strong personal credit score (700 or above) is an excellent indicator of whether you can qualify for a traditional loan. (Though loans for business owners with bad credit are available.) Business credit score: Your business has a score as well—and the longer you’ve demonstrated a history of responsible business decisions, the better.   Time in business: New businesses, or startups, simply don’t have the demonstrated history of established businesses, and as a result certain loans won’t be available to them. Business plan: A written business plan, in part detailing how you’ll spend an infusion of capital, is sometimes required by… Read more »
  • How does Daylight Saving Time Impact Employee Schedules?
    It’s Daylight Saving Time on Sunday – your clock will jump ahead at 2am to 3am. If you have bar staff that clock out, or any other employees on the clock at that time, they may notice the clock jump forward one hour. Daylight Saving Time was regulated by the transportation industry in the 60s because they were passing time zones quickly and needed standardization. Varying states, regions, even tribes observe or don’t observe DST. Originally to maximize daylight, in some areas, it’s not followed in states like Arizona because air conditioning costs are too high. If you’re not sure whether or not your state or area recognizes DST, make sure to check your phone — which will always be in sync — and reset your household appliances on Sunday. What labor laws apply to Daylight Saving Time? According to the Department of Labor, there’s nothing you need to do differently — just make sure you’re paying your employees for the time they worked. What happens to employees scheduled to work during the Daylight Saving Time change? This month, those employees will be working one less hour. In the fall, they’ll be working an additional hour. For some employees, this may put them into overtime, so make sure as you’re building the schedule in the fall you’re fully aware of how many hours you’ve scheduled your overnight team members to avoid any unexpected overtime.     The post How does Daylight Saving Time Impact Employee Schedules? appeared first on Homebase. Read more »
  • Where are employees late for work most often?
    Where are foodservice employees showing up late for their shifts most often?    On average, foodservice employees in the US are late to their shifts 11.1% of the time.  In a month of 20 shifts, an average employee will be late to roughly 2 shifts. That means in Charlotte, North Carolina employees show up late for 3 shifts per month, while in Las Vegas  that number drops to less than 3 shifts every two months. The most on-time employees live in these large cities: City Late Clock-ins Las Vegas 6.95% Sacramento 9.07% San Diego 9.15% Seattle 10.18% San Jose 10.42% Dallas 10.50% Portland 10.66% Orlando 10.91% Tampa 10.94% Phoenix 10.96% Employees late to work the most live in these large cities: City Late Clock-ins Charlotte 14.80% New York 12.83% Boston 12.81% Houston 12.74% Chicago 12.56% Atlanta 12.54% San Francisco 12.52% Los Angeles 11.85% Miami 11.65% Washington, DC 11.57% Note: Oklahoma City has a slightly worse late arrival rate of 15.09%, but we’re only including metro areas here where we have over 300,000 data points.   Late Arrivals by Business Type, Nationwide: Business Type Late Clock-ins Grocery/Market 6% Convenience Store 10% Sit-Down Restaurant 10% Bakery 11% Coffee/Tea Shop 12% Bar/Club/Lounge 12% Catering 14% Quick Service Restaurant 16% Food Truck/Cart 16% Delivery 23% How do the best and worst cities for on-time arrivals compare? Could it be the commute? Probably not. According to the US Census and WNYC data, the average commute time for Las Vegas area ZIP codes is 24.7 minutes, while the average commute time in Charlotte area ZIP codes is 24.5 minutes. Both the most and least on-time cities have average commutes slightly lower than the nationwide average of  25.4 minutes. What about the minimum wage? Also probably not. According to the Economic Policy Institute, the minimum wage in Charlotte matches the federal minimum wage of $7.25. The minimum wage in Las Vegas is only slightly higher at $8.25 for many of these employees (in Nevada, the minimum wage is $7.25 with health benefits and $8.25 without, but most foodservice employees at local businesses don’t receive health benefits). Maybe there are just fewer unemployed people in Charlotte? It’s true that the unemployment rate is lower in Charlotte than Las Vegas, but not by much. According to the St. Louis Fed, as of December 2018, the unemployment rate in Charlotte was 3.4%, vs. 4.5% in Las Vegas. How we… Read more »
  • What You Need to Know to Protect Your Business Against Employee-related Claims
    Note: This post was provided by Pascale Abou Moussa at CoverWallet. Learn more at Starting and running a business may be a dream come true for most people, but that doesn’t mean that it’s all sunshine and roses. Regardless of industry and type of business, entrepreneurs are, and should be, aware of the risks. One of these is employee-related claims. In addition to protecting your employees at work with a Worker’s Compensation insurance, it is essential to protect your business against any claim coming from your employees. There is a wide variety of reasons why employees file complaints, and no matter how simple their claims are, these can all add up and push your company to shell out a huge amount of money. Big or small businesses, the reality is that employment litigation can happen, so make sure to keep your company protected. Some common employee-related lawsuits include:   No overtime pay for employees who worked over eight hours a day, or more than 40 hours in a week No breaks for eating and/or resting Workplace discrimination   As for claims and lawsuits, it really does not matter if you win or not. The bottom line is, they’re both costly and take so much of your time when you’re supposed to be running your business. The good thing is, there are ways to shield your company from huge financial losses due to claims related to your employees. Here are some of the things that you need to know to minimize the risks involving employment litigation: 1. Create a comprehensive set of guidelines informing employees of company policies, particularly on discrimination and harassment. Make sure that all employees know and understand the different policies and procedures of the business including tardiness, attendance, and how to file a complaint. It is also essential to inform them that the company has the right to terminate the contract of any employee at any given time, except for illegal reasons including discrimination.   2. Set up an end-to-end sourcing and hiring process that enables you to identify only the candidates who are suitable for the company consistently. If you invite candidates for an interview and you do not hire them, they may file a complaint about alleged discrimination of any form. 3. Clearly define the tasks and responsibilities of each role. Make sure that each employee knows what is expected of them by defining what… Read more »
  • What do you do if your employees keep showing up late?
    Are you starting to notice that more and more your employees are coming in late? Is it starting to affect your business? You have customers to accommodate, so you need to make sure your staff is showing up on time.   Here are the top 6 ways to improve on-time arrivals and make sure your staff and your customers are happy.   1. Identify and Measure Your Employees’ Attendance   Identifying the problem may seem obvious: you see people showing up late once or twice. But how often are your employees actually showing up to work late?   You may hear an upset customer or two mentioning that you seem understaffed. They’re complaining there is no one around to help (or even worse, you’re reading the complaint on Yelp).   Studies show that 91% of your customers who had a bad experience will never return to your business again. Providing a great customer experience is vital. Understaffing can have a real impact on your business’s bottom line. Start keeping track of which employees are showing up late and how often. An online employee time clock can help.   2. Make Sure the Attendance Policy is Clear   Make sure your employees are all aware of your attendance policy. Include this as part of a larger employee handbook.   Once they know the consequences, your employees will trade shifts instead of calling in, or showing up late without warning. Trading shifts is simple with the free Homebase mobile app, where your employees can request a shift trade with manager approval.   Employees are late for lots of reasons. The first time it happens, approach the issue with compassion. Maybe something unexpected came up, like child care or transportation issues.   Your first thought may be to write up an employee for being late, but start with a conversation. You should build a process that’s consistent, like making the first violation a warning, and make sure it’s in your employee handbook.   3. Use a Digital Time Clock   If you don’t have a way that you are digitally keeping track of time cards, you should. It’s a great way to stay in compliance with labor laws and keep a digital record of clock-in and clock-out times, along with edit history. A time clock app like Homebase will prevent “buddy punching” (employees clocking in for each other) by capturing a photo on… Read more »
  • What the Movie “Vice” can Teach You About Motivating Your Employees
    What does the new movie Vice, about Dick Cheney, have to do with managing employees?   The communication techniques that were used to influence the American public according to Vice, can also be used to motivate your employees to work harder.   In Vice, the movie alleges that although a majority of Americans disagreed with going to war with Iraq and disapproved of global warming, Cheney was able to change public opinion through the use of communication tactics. These same communication tactics can be harnessed to convince our employees to work harder and stay on the job longer. The movie references Dr. Frank Luntz, a public relations guru and political consultant to DIck Cheney and many others.  According to Vice, the polls showed a majority of Americans were concerned about global warming. Dr. Frank Luntz changed the phrase from Global Warming to Climate Change.  That linguistic move has been attributed to changing the emotional reaction and therefore public opinion about Global Warming. Dr. Frank Lutz was also attributed to changing Americans’ opinion of a war on Iraq with two communication techniques:  Selecting the phrase, “Axis of Evil”.  It was powerful because it connected with Americans’ core values of safety and fear after 9/11.    Repetitive communication of carefully selected phrases over and over and over in the media.  In a short time, there was a tipping point in public opinion about an Iraq War.   According to Dr. Frank Luntz in his book, Words That Work, communication changes behavior when a message is: Carefully selected Repeated frequently Connects to a person’s values   With these tips in mind, it is time to rethink how you are motivating your employees.  Do you need your employees to work harder? Develop a short and simple phrase that causes an emotional reaction in your employees.   Step 1. Determine employees’ values   Language that connects to the value of the audience can change their behavior.  According to Vice, in the post 9/11 time frame, Americans did not connect a war with Iraq to reducing terrorism.  The Dr. Luntz’ suggested phrase of “Axis of Evil” however, connected to the post 9/11 fear of continued terrorist attacks.  This phrase changed the view of the American public about a war with Iraq.   If you want to motivate your employees, you need to first uncover their internal values.  In today’s workforce for hourly employees, some common values include:… Read more »
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