Amanda Cohen’s Dirt Candy, a trendy vegetarian restaurant, which recently moved to a bigger location in East Manhattan, has been tip-free for nine months now. The lauded business, which offers vegetarian cuisines and a light-hearted atmosphere, decided to eliminate tipping when they opened their new location in February 2015.
Dirt Candy relies on the expertise of Leebro POS for its POS solution. The restaurant utilizes an iPad Air at the bar and three iPad Minis used as mobile devices for order-at-the table and pay-at-the-table. Leebro POS built a custom guest receipt layout to describe the idea of no tipping and added an automatic administrative fee with the following short explanation to all checks: “We pay our employees a fair wage, and they share in Dirt Candy’s profits, so please NO TIPPING. A 20% administrative fee is added to every bill to offset our costs. It is not a tip and none of it is distributed to employees who serve you.”
It is my great honor to announce that BenefitMall was just awarded the #1 payroll provider in the United States!
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The Acting Commissioner of the New York State Department of Labor recently issued a Wage Order increasing the minimum wage rate for all tipped employees in the hospitality industry to $7.50 per hour, effective December 31, 2015. Thus, the Wage Order increases the tipped employee minimum wage rate as of December 31, 2015—by $2.50 for food service workers, $1.85 for most service employees, and $2.60 for service employees at resort hotels. Also, the Wage Order also provides that an additional $1/hour be added to the tip credit in New York City, if New York City passes minimum wage legislation mandating payment of a higher minimum wage than required by state law.
Hospitality employers should review their pay practices to confirm they are in compliance with these new requirements.
John D. Horowitz, Esq.
Horowitz Sigmond LLP
45 Broadway, 4th Floor
New York, New York 10006
(O) (917) 464-4031
When the President announced that millions of undocumented foreign nationals would be able to “come out of the shadows”, in the speech given last night (November 20th) about the immigration reform to be taken via executive action, he was referring to the backbone of many industries in the U.S., manual labor, agricultural, domestic, and hospitality.
The U.S. hospitality industry has depended on, and in many ways, built its business model upon the use of cheap, manual labor. The cooks that prepare your food, the bar-backs who stock the glasses at bars or clean up, the maids who clean the rooms at the hotel, the field workers who pick the fruits and vegetables that end up in your favorite “Market to Table” restaurant.
The reality is that the U.S. immigrant, in most cases undocumented or overstayed, without legal authorization to work, has long kept the hospitality industry humming, whether we want to admit it or not. Often times, these workers are paid off the books, for fear of fines or to minimize taxes and widen the profit margin.
As of President Obama’s speech last night, those days and that business model, are soon going to be part of the past.
The E-verify system that many restaurant and hotel owners know about and are forced to deal with, was a product of the U.S.’s broken immigration system.
Now, through various measures included in the new immigration reform, many of the workers who are not authorized to work but are working, will be able to get their legal papers and work authorization. The time has come for employers to help their employees “come out of the shadows”, and create a healthier and more equitable and harmonious workplace, where all employees are paid what they legally deserve.
It is important to stress that employers will not participate in petitions on behalf of their employees. The employees must apply as individuals, and if their applications are successful, they will be able to walk into work one day and proudly announce that they can be put on the payroll, receive benefits, be a true peer of all their colleagues and co-workers.
The immigration measures, steps and filing and processes will be announced soon. Employers can advise their employees to consult with a qualified immigration attorney in order to determine whether they might qualify, to be able to finally “come out of the shadows.”
Steve Maggi, Esq.
SMA Law Firm – U.S. Immigration and Consular Lawyers
We are proud to share this story with our clients and colleagues. The most important thing in business is knowing the people you work with and refer, and developing trust. Please check out this video to better understand where one of our members, Steve Maggi, comes from, and why he is so passionate about immigration law.
SS&G, Inc., is hosting a Restaurant CFO Bootcamp from October 23 – October 24, 2014. The conference is for finance and accounting professionals in the restaurant industry. Whether you are an experienced CFO or controller, or an accountant new to the industry, this seminar provides you with an interactive training experience.
Restaurant CFO Bootcamps delve into the hot topics every restaurant’s financial executive needs to know. We work with leading industry experts to discuss issues such as obtaining financing, new technologies, tax updates, audit issues, restaurant valuation, and benchmarking.
Attached is the link to the conference. Thanks.