December 2013 Issue Tourism in Indiana Economic impact study confirms tourism is important economic driver for Indiana
also in this issue
Court Gives Swipe Fee Settlement Final Approval
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InRLA At Your Service: December 2013
AT YOUR SERVICE
CONTENT 4
TOURISM IN INDIANA
6
AHLEI PROFESSIONAL CERTIFICATION
8
COURT GIVES SWIPE FEE SETTLEMENT FINAL APPROVAL
9
HOSPITALITY INDUSTRY OFTEN VULNERABLE TO SEXUAL HARASSMENT CHARGES
CONNIE VICKERY InRLA Director of Government Affairs
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SAME-SEX HARASSMENT CLAIMS
STEPHANIE HIGGINS InRLA Director of Events
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MEMBER NEWS
14
UPCOMING EVENTS
16
SOCIETY INSURANCE WINS IMCA AWARD
17
AMERICANS EATING HEALTHIER
PATRICK TAMM InRLA President DEBRA SCOTT InRLA Director of Operations TOM JOHNSON InRLA Director of Finance
STACY QUASEBARTH InRLA Director of Communications EMILY WALDRON InRLA Director of First Impressions
INDIANA RESTAURANT & LODGING ASSOCIATION 200 S. Meridian St. Suite 350 Indianapolis, IN 46225 www.InRLA.org
Cover Illustration by Renee Wilcox www.reneewilcox.com
Economic impact study confirms tourism is important economic driver for Indiana
Key findings from the recent economic impact study include: •
Total Indiana tourism spending in 2012 of $10.1 billion (without Super Bowl XLVI, 2012 tourism spending reached $9.7 billion).
•
In 2012 visitor spending translating to over $7.7 billion in Indiana GDP.
•
Direct employment within the Indiana travel, tourism and hospitality industry eclipsing 139,900, making it the sixthlargest industry in the state (excluding government).
•
Indiana tourism generating over $2.1 billion in tax receipts.
•
$959 million in federal, $748 million in state, and $423 million in local revenues.
•
Indiana visitors contributing $561 million or 8.5% of sales tax receipts.
•
Tourism paying direct wages of over $3 billion to full and part-time industry employees.
•
Indiana being a low-tax destination for visitors with a total tax rate for Indiana tourism of 21% versus a national tourism average of 30%.
•
Indiana retaining approximately 76% of each dollar spent by visitors.
INDIANAPOLIS (Dec. 18, 2013) – A new economic impact report released by Lt. Gov. Sue Ellspermann and the Indiana Office of Tourism Development (IOTD) documents the significant role of tourism to the Indiana economy. The report shows travel, tourism and hospitality is the sixth largest industry in the state (excluding government), is directly responsible for nearly 140,000 jobs and contributes $10 billion in revenue to Indiana businesses. The statewide study, the first of its kind in nearly eight years, will serve as a benchmark to measure the development of the industry in the years ahead. “This economic impact study confirms the fact that the travel, tourism and hospitality industry is a crucial segment of the Indiana economy,” Ellspermann said. “My office is committed to promoting Indiana tourism and providing support to our partners in the industry.” The study was commissioned by IOTD and conducted by Rockport Analytics, an independent market research and consulting company that specializes in economic impact and feasibility studies for the travel, tourism and hospitality industry. The head of the research team is Ken McGill, managing director and chief economist at Rockport Analytics. Information about the firm and McGill’s bio can be viewed at RockportAnalytics.com. In 2012 the travel, tourism and hospitality industry contributed approximately 1.5% of total Indiana gross domestic product (GDP), 4.8% of total jobs and 6.3% of state & local tax receipts. Super Bowl XLVI was a seminal event for Indiana and is responsible for roughly half of the industry’s 5.2% growth in 2012. “This report illustrates the economic benefit Indiana derives from tourism and is the first such report in some time,” said Mark Newman, IOTD’s executive director. “It serves as a necessary benchmark to begin measuring the growth or decline of tourism as an economic driver for the state on a more regular basis.” The study used data on Indiana visitor spending derived from multiple sources including Longwoods International, Reach Market Planning and U.S. Office of Travel & Tourism Industries. It was then reconciled with Bureau of Labor Statistics Page 4
InRLA At Your Service: December 2013
reported employment data, Indiana Department of Revenue reported tax receipts and secondary sources such as Smith Travel Research. Tourism is defined as an overnight stay or a trip greater than 50 miles each way that is not part of an individual’s normal routine. “Our research shows Indiana earns a significant positive return from a minimal investment in the tourism industry. The data demonstrates that Indiana has the potential to develop even greater economic development returns through a robust tourism economy,” said McGill. In addition to the statewide study, Indiana’s counties had the opportunity to invest in a research cooperative that provided them a county-specific report to document the impact of tourism at the local level. The project received unprecedented support from the industry as 40 counties participated in this cooperative opportunity offered by IOTD. The methodology employed by this study is in accordance with industry best practices and, for the first time, aligns economic impact data at the state and local level with rigorous methodological standards that are recognized as the highest in the industry.
2012 ECONOMIC IMPACT of TOURISM in INDIANA Indiana businesses welcomed over
71 M LLION TOTAL VISITORS
VISITORS SPENT
$10.1 BILLION in Indiana
INDIANA VISITORS
contributed $7.7 BILLION to Indiana’s Gross Domestic Product supported over 186,000
JOBS generated over $2.1 BILLION in tax receipts
76% of every $1
spent in Indiana’s tourism economy remains in the state to support local businesses
paid $561 MILLION in Indiana sales tax, 8.5% of the total sales tax receipts
If visitors stopped coming to Indiana, each Indiana household would have to pay an additional $472 in state and local taxes to make up for it
525
VISITORS
$472
It takes only 525 visitors to generate the state and local taxes to pay for one Indiana public school student
ONLY 382
It takes visitors to support one new job in Indiana
THE INDIANA TOURISM INDUSTRY enhances the quality of life and vitality of our communities Tourism is the 6TH
LARGEST INDUSTRY IN INDIANA
• directly employed 139,900 workers • paid direct wages of over $3 billion
Indiana Office of Tourism Development, 2013 “2012 Economic Impact of Tourism in Indiana” (December 2013) was conducted by Rockport Analytics and Reach Market Planning, utilizing 2012 data.
InRLA At Your Service: December 2013
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PROFESSIONAL CERTIFICATION
www.ahlei.org/certification
About Us Established in 1953, as a nonprofit educational foundation of the American Hotel & Lodging Association, the American Hotel & Lodging Educational Institute (EI) is one of the finest nonprofit organizations committed to hospitality training and education, supported by quality standards of practice through leadership, professional certification, education, and advocacy. Direct industry input goes into the development of every one of our products, ensuring that the knowledge you gain is up-to-date, practical, and accurate. Leading hotel brands and thousands of properties around the world use our products and courses for their corporate training. More than 1,500 universities, colleges, vocational technical schools, and governmental agencies worldwide use the Educational Institute courses and textbooks in their classrooms.
Widely recognized as the preeminent leader in hospitality certification, the American Hotel & Lodging Educational Institute (EI) strongly supports and encourages the certification of hospitality professionals in all facets of the industry, including: • • • • • •
Benefits of Certification • A certified staff gives your brand the edge over your competitors • Validation of position • Improved job retention • Career improvement • Motivator and recognition • Builder of pride and self-esteem
More than 20 Certifications • • • • •
“
Hotels Food & Beverage establishments Trainers Hospitality educators Hotel suppliers Spas
Executive Level Department Heads Supervisors Managerial Front Line employees
The EI internationally recognized certification programs includes certification options for every level of hotel employee; from front level all the way to general managers. Leading hotel companies and thousands of properties around the world use the EI certification. I earned my CHA over 25 years ago. Having this recognition at such a young age gave me an incredible amount of credibility among my moreexperienced peers in the lodging industry and, as I’ve grown in my career, it compels me to keep up to date with our ever-changing industry. At Vantage, we not only encourage our members to earn their CHA, we encourage our corporate team to do so as well. Committing to studying, testing, and keeping up with your CHA is an effort that will pay off for a lifetime and bring you a tremendous amount of pride. Roger Bloss, CHA Founder, CEO, President Vantage Hospitality Group, Inc.
”
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InRLA At Your Service: December 2013
CERTIFICATION | HOSPITALITY CAREER PATH Certification Career Path Revenue Management
Food & Beverage
Housekeeping
Maintenance
Security
Human Resources
Sales
CHA Certified Hotel Administrator
CRDE Certified Rooms Division Executive
CFBE Certified Food and Beverage Executive
CHHE Certified Hospitality Housekeeping Executive
CHFE Certified Hospitality Facilities Executive
CLSD Certified Lodging Security Director
CHT Certified Hospitality Trainer
CHRM Certified Hospitality Revenue Manager
Supervisor
Managerial
Department Head
Executive
Front Office
CHSP Certified Hospitality Sales Professional CLSS Certified Lodging Security Supervisor
CHS Certified Hospitality Supervisor
Certified Restaurant Server
Certified Guestroom Attendant
Certified Maintenance Employee
Line
Certified Front Desk Representative
CHDT Certified Hospitality Department Trainer
Certified Lodging Security Officer
Specialty
CGSP Certified Guest Service Professional
CMHS Certified Master Hotel Supplier
CHE Certified Hospitality Educator
CHI Certified Hospitality Instructor
CSS Certified Spa Supervisor
CHTMP Certified Hospitality & Tourism Management Professional
www.ahlei.org/certification | 1-407-999-8100 | 1-888-575-8726 12-04303
InRLA At Your Service: December 2013
92089ADV03ENGE
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Court Gives Swipe Fee Settlement Final Approval
U.S. District Judge John Gleeson gave final approval to a $5.7-billion settlement that alleged Visa Inc. and MasterCard Inc. illegally fixed credit card interchange swipe fees. "For the first time, merchants will be empowered to expose hidden bank fees to their customers, educate them about those fees and use that information to influence their customers’ choices of payment methods," Gleeson wrote in his ruling today in federal court in Brooklyn, N.Y. The amount of the settlement fell by about $1.5 billion since it was proposed, as thousands of merchants opted out. Multiple merchant appeals have already been filed, and monetary claims in the case are not likely to be fulfilled until the appeals process is finalized. The court's approval of the settlement ramps up the importance of Congressional oversight over card fees and rules. This is a top priority for the NRA. Both Visa and MasterCard applauded final approval of the settlement, which affects thousands of convenience stores. "We are pleased that Judge John Gleeson has granted final approval to the U.S. merchant class settlement agreement," Noah J. Hanft, MasterCard general counsel, said in a statement. "Today is an important milestone in putting this litigation behind us and we look forward to working in partnership with the merchant community." Visa CEO Charlie Scharf added that the settlement, negotiated for several years, is "fair for all parties involved." "Today we have realized a significant achievement in our efforts to resolve the long-standing legal differences between merchants and the payments industry," said Scharf. However, trade organizations were quick to disagree with Visa and MasterCard’s statements and expressed disappointment over the court's decision stating the settlement provides nothing of any real value beyond the money. And the scope of the release will allow the defendants to raise rates and recoup the money before it is even distributed to merchants, which is precisely what happened in the Visa check case. Retailers first filed suit against Visa and MasterCard in 2005.
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InRLA At Your Service: December 2013
Hospitality Industry often vulnerable to sexual harassment charges
Nov. 26, 2013 by Swathi Ravichandran in Foodservice @ Work A Q&A explores the nuances and remedies. Sexual harassment is a serious problem in the hospitality workplace. In November, the Equal Employment Opportunity Commission (EEOC) sued popular Atlanta-area restaurant/ night club Taboo 2 Bar & Bistro for sexual harassment. The female employees alleged such intolerable working conditions that they were forced to resign. Ironically, sexual harassment is often considered a taboo topic, but it can't be ignored. During the 1990s the restaurant industry had a reputation for fostering a work climate condoning sexual harassment. In 1996, the National Restaurant Association’s Educational Foundation produced training videos on a variety of topics including sexual harassment. Later, a model policy was also made available. After taking steps to curb sexual harassment in restaurants, the association also released results from studies that showed the majority of its member restaurants (60%) had included sexual harassment policies. But is it sufficient just to have a policy in place? Do employees still view sexual harassment as accepted and prevalent in the restaurant industry? Do managers know how to handle a complaint and the consequences of not taking the complaint seriously and investigating? Most importantly, do management and staff know what constitutes sexual harassment? The problem is real. According to an MSNBC report, 37 percent of sexual harassment suits reported by the federal government took place in restaurants. This is a disproportionate number, considering that less than 9 percent of U.S. workers are employed by restaurants. The Taboo 2 Bar & Bistro lawsuit is not an isolated incident. InRLA At Your Service: December 2013
Earlier this year in June, the EEOC sued the owner of Maryland-based Basta Pasta for subjecting female employees to sexual harassment and firing a manager who complained about the incident. In July 2012, Missoula Mac, Inc., the owner of 25 McDonald’s restaurants, agreed to pay $1 million in an EEOC class sexual harassment lawsuit and provide substantial injunctive relief. A federal jury ordered Hooters restaurant to pay $275,000 to a former waitress who claimed she was the target of “unwanted sexual advances, demeaning behavior, and recrimination from managers.” It is every restaurant operator’s responsibility to have a clear understanding of sexual harassment, educate employees on what constitutes sexual harassment and how to file/follow up with a complaint and, finally, know the consequences of not following the laws related to sexual harassment. What constitutes sexual harassment? According to Title VII of the Civil Right Act of 1964, sexual harassment is a form of sexual discrimination. It applies to employers with 15 or more employees. According to Title VII, sexual harassment can take two forms: •
Quid Pro Quo, meaning something of value exchanged for something else of value or threat of some negative action. If an employee experienced a promise of promotion (or lack of promotion) tied to harassment, it would be an example of quid pro quo type of sexual harassment. Page 9
•
Hostile environment is more difficult to define. It can relate to any aspect of the work environment that is deemed by an individual to be sexually offensive. Examples include: jokes, pranks, comments, gestures, emails, etc.
A few helpful reminders from EEOC: •
The harasser can be the victim’s supervisor, any agent of the restaurant, a coworker or nonworker.
•
The victim is not just the person being harassed, but anyone who could be affected by an offensive conduct.
•
The harasser’s conduct must be unwelcome.
Is the restaurant liable for a supervisor’s harassment? What are the consequences of ignoring instances of sexual harassment in the workplace? An employer (restaurant) can be held liable for a supervisor’s sexual harassment action. Furthermore, an employee does not need to face any adverse employment actions as a result of the sexual harassment in order to sue the employer. Under traditional agency principles, an employer may be indirectly liable for hostile environment by a supervisor if the harassment occurs within the scope of the supervisor’s employment. The courts are particularly harsh if an employer knew about the harassment but did not take any action to stop it and prevent it in the future. Merely warning guilty employees is not sufficient. How can a restaurant defend itself in the event of a sexual harassment lawsuit?
A restaurant can raise an affirmative defense if it is able to show that it: • used reasonable care to prevent sexual harassment from occurring in the workplace • promptly attempted to investigate and correct any sexual harassment behavior To accomplish the above, NRA recommends the following: • Create a sexual harassment policy that defines sexual harassment, states that harassment will not be tolerated and guides employees on specific steps to follow in the event of a sexual harassment incident. • Require employees to read and sign a copy of the sexual harassment policy annually. • Train managers to prevent, recognize and correct undesirable and improper workplace behavior. • Post announcements (through memos, posters, emails, intranet communication) reminding employees about the policy. • Have a toll-free number to lodge complaints or establish a chain of command with contact information for individuals to contact in the event of a sexual harassment incident. What should the restaurant do if a complaint alleging sexual harassment is filed? • Promptly and thoroughly investigate every complaint. • Talk to both the accused and the accuser independently and ask each of them to recount the incident including details of any witnesses. The investigator should keep an open mind and not assume guilt during the investigation process. • Keep the information gained confidential. • Confirm that the incident occurred. • Take appropriate disciplinary action.
Same-Sex Harassment Claims: A Growing Trend in Employment Litigation
Brian L. McDermott Ebony A. Reid In the workplace harassment discussion, same-sex harassment is often overlooked by employers. That oversight can be particularly problematic for employers in the restaurant industry. To the extent restaurants tend to promote a jovial and carefree atmosphere, employees may not understand the distinction between appropriate and inappropriate conduct, especially as it pertains to co-workers of the same sex. Furthermore, employers who are less familiar with same-sex harassment may be inexperienced when it comes to handling such situations. For instance, employers may ignore inappropriate conduct between same-sex employees, considering it nothing more than “horse play” or instances of Page 10
InRLA At Your Service: December 2013
“boys will be boys.” Not approaching same-sex harassment with the same level of seriousness afforded other forms of harassment is imprudent and increases the risk of costly litigation, as evidenced by a recent settlement reached between a New York steakhouse and the Equal Employment Opportunity Commission (“EEOC”). In that settlement, a 42-month consent decree filed in federal district court provides that the restaurant will pay $600,000 to settle a lawsuit filed by the EEOC on behalf of 22 male waiters who alleged that male managers sexually harassed and retaliated against them. The alleged harassment included inappropriate physical touching and highly offensive comments—mostly advanced by a single manager. The waiters also alleged that the restaurant retaliated against them by assigning them less desirable job tasks and threatening to terminate their employment. The waiters’ lawsuit alleged violations of Title VII of the Civil Rights Act of 1964. In 1998, the United States Supreme Court held in Oncale v. Sundowner Offshore Services that an individual can bring a claim for workplace harassment when the harasser and the harassed employee are the same sex. In Oncale, the male plaintiff worked on an offshore drilling platform with a crew of eight men. Three co-workers, two of whom had supervisory authority over the plaintiff, subjected him to humiliating sex-related conduct in front of the crew. They also physically assaulted him in a sexual manner and threatened to rape him. Although the plaintiff complained, no action was taken; in fact, the safety compliance clerk called him a name suggesting he was gay. The United States Supreme Court resolved a split in the federal courts of appeals by ruling that male-on-male sex harassment violated Title VII if the harassment was based on sex and not the man's sex orientation. In other words, as long as an employee can show that the harassment was based on gender, he or she can allege hostile environment sex harassment. Although the New York steakhouse denies the waiters’ allegations in the consent decree, in addition to the monetary settlement, the restaurant must establish an employee complaint hotline for reporting alleged discrimination, distribute to all employees a revised policy prohibiting sex harassment and retaliation, conduct anti-discrimination training, post a notice to employees in the workplace, submit to monitoring by the EEOC, and submit written reports of discrimination to the EEOC. The restaurant is also required to provide one-on-one sex harassment training and issue disciplinary actions to the alleged harassers. As demonstrated by a case from the Seventh Circuit Court of Appeals, whose jurisdiction covers Indiana, restaurant employers in Indiana should especially be mindful of inappropriate interactions between same-sex employees. In Cooke v. Stefani Management Services, Inc., the Seventh Circuit affirmed a jury award to a restaurant bartender who alleged he was sexually harassed by the gay general manager of the restaurant. There, the plaintiff alleged that his general manager subjected him to a litany of sexual propositions, inappropriate touching, and nonverbal gestures of a sexual nature. The plaintiff complained to the assistant manager, but no action was taken. After a jury trial, the restaurant was found liable for same-sex harassment and the plaintiff was awarded monetary damages. While the majority of sex harassment EEOC charges are filed by women, according to EEOC statistics, the percentage of sex harassment complaints filed by men has steadily grown. In 2011, 16.3% of sex harassment charges were filed by men, while in 1997 charges filed by men comprised only 11.6% of all sex harassment charges. The EEOC has noted that while it does not keep statistics about the sex of the harassers in those charges, anecdotally, many of the charges appear to involve same-sex harassment. Because employers have the same obligations to protect employees from same-sex harassment as they do other forms of harassment, employers should review their harassment policies to determine if the provisions clearly prohibit same-sex harassment. Additionally, employers should include same-sex harassment as part of any harassment training. Implementing the appropriate measures and policies as related to all forms of harassment, including same-sex harassment, can promote a positive work environment and reduce the chance of embarrassing and costly litigation. Brian L. McDermott and Ebony A. Reid are attorneys in the Indianapolis, Indiana office of Ogletree Deakins, one of the nation’s largest labor and employment law firms. InRLA At Your Service: December 2013
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InRLA
Member News
I N D I A N A R E S T A U R A N T & LODGING ASSOCIATION
Former IRA Chair Sam Anderson’s Restaurant Destroyed by Fire
A favorite local restaurant is now only a charred shell, with a gaping hole in the roof where a fire tore through overnight. New Albany Fire Chief Matt Juliot said an alarm in the kitchen of Sam's Food and Spirits alerted crews to the fire, just about 40 minutes after closing. The chief said they had to pull crews out when the fire spread to the attic and just focus on keeping everyone safe. Owner Sam Anderson watched as his restaurant burned. "On the outside, I'm fine," he said. "On the inside, I'm trying to figure out where do you start." Anderson has already started once, opening Sam's in 1985 to be his own boss. "I started out in the restaurant business in 1975 as a busboy and dishwasher and wound up owning one in 1985, so 10 years later," he said. Since then, Sam's has built up a reputation for some of the best fried chicken around New Albany, a plate that brought just about everyone in to try it. "We've even had presidents eat with us here," Anderson said. In 2007, when then-President George W. Bush made a stop in Southern Indiana, Sam's was where he sat down for a plate of home cooking. The restaurant pulled that together with only 45 minutes notice. "That's a once in a lifetime experience and we've been blessed to have those things but we've been blessed with
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a lot of great business here and we will come back and be stronger for it," said Anderson. That's something long-time customers are counting on. At lunchtime Tuesday, a stream of them showed up just to see what was left. "A lot of family time here," said Bryan Condra. Condra spent just about all his life in New Albany and says the burning of this landmark reminds him of another fire in 2008. "It's been here a long time," he said. "It's pretty sad. It kind of reminds me of Steinert's, when Steinert's burn in kind of a historical part of New Albany." A year later, Steinert's reopened and Sam Anderson says with any luck, his life's work will too. "This fire reminds me of what I am," Anderson said. "They're having a hard time putting it out and it's as stubborn as I am, I think. And I'm going to figure out how to make this thing work." Anderson said his main concern was for his employees and the people who had holiday parties booked in the restaurant's event room. He says a second location in Floyds Knobs can accommodate some of that, but it certainly won't make up for the New Albany restaurant's loss. Link to story: http://www.wave3.com/story/24185515/ burned-new-albany-restaurant-more-than-just-a-place-toeat
InRLA At Your Service: December 2013
Bob Evans Joins NRA’s Kids LiveWell Initiative
The company has also unveiled gluten-free and reduced calorie meals for adults As part of an ongoing push to provide guests with more healthful choices, Bob Evans Farms has joined the National Restaurant Association's (NRA) Kids LiveWell nutritional initiative. The 565-unit, Columbus, Ohio-based company said participating in the Kids LiveWell program will help parents quickly identify healthful menu items for children and encourage increased consumption of more healthful foods, such as fruits, vegetables, whole grains, lean proteins and low-fat dairy items. In 2013, all of its stores began following the nutritional guidelines set by the Kids LiveWell program and its partner, San Diego-based consultant Healthy Dining Inc. "Historically, one of the things we've always been known for is having a great kids' menu," said Greg West, Bob Evans' vice president of product innovation. "We probably had healthful menus before being healthful was cool, so our Kids LiveWell partnership is a natural fit within our full range of commitments to help both our customers and employees be their best." According to West, Bob Evans has developed five entrees, three side dishes and two beverages that fit the Kids Live Well program's criteria. The entrees are: sunny scrambles with egg lites, a bacon strip, wheat toast and 100-percent orange juice; dipping-sauce-free grilled chicken strips with a dressingfree side salad and 100-percent orange juice; macaroni and cheese with steamed broccoli and 100-percent orange juice; macaroni and cheese with steamed broccoli and 100-percent apple juice; and chicken and noodles with steamed broccoli and 100-percent orange juice. Approved side dishes include: fresh, steamed broccoli, a plain baked potato, and a fresh fruit dish. West added that the company is marketing the items by highlighting them on the menu with the Kids LiveWell logo and apple icon next to them, as well as posting a decal on the inside door of every store that advertises Bob Evans' wellness focus. The new offerings also will be featured on the restaurant's flyers and other consumer-focused communications. In addition to its participation in the Kids LiveWell initiative, West said Bob Evans has also introduced a new, adultthemed, three-course meal with less than 450 calories and a gluten-free menu for those customers who suffer from certain food allergies. "We're transforming our brand inside and out," Steve Davis, Bob Evan’s chairman and CEO noted in a recent press release. "Our guests are telling us how much they enjoy ... and appreciate our new, healthful menu choices." Further, the company has implemented a tobacco-free workplace for its employees at all of its restaurants, food production plants, transportation centers and other corporate facilities. "Simply put, it's the right thing to do for our shareholders, guests, consumers and team members," Davis added.
InRLA At Your Service: December 2013
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Upcoming Events HOSPITALITY LEADERSHIP DAY
Feb. 19, 2014 10–11 am: Briefing at the Westin 11:30–1 pm: Taste of Hoosier Hospitality in the North Atrium of the State House RESTAURANTS: Participate in the Taste with a sampling booth and attend for FREE!* *limited space available
Participating Restaurants: 120 West Champions Sports Bar Harry & Izzy’s Level One/ One South Penn Station RNDC
Shula’s Steak House Slippery Noodle St Elmo Steak House The Eagle’s Nest Triple XXX Weber Grill
Call Stephanie Higgins at 317.673.4211 ext. 135 or toll-free at 1.800.678.1957 or email SHiggins@tammcapitalgroup.com
CONNECTIONS AT THE CAPITOL Meet face-to-face with Hoosier legislators and educate them about your business Network with fellow Hospitality Professionals Learn about issues that affect the Hospitality Industry Enjoy the “Taste of Hoosier Hospitality” lunch with food provided by several popular Indiana restaurants and hotels EVENT SPONSOR: $500 • Logo on all marketing materials • 5 tickets to briefing and luncheon
RECEIVE DISCOUNTED REGISTRATION: Mail a letter to your legislator inviting them to Hospitality Leadership Day and take $25 off the price of your registration for the event. Please include a copy of the letter with your registration form. One per registration form.
InRLA HOSPITALITY LEADERSHIP DAY REGISTRATION FORM
Quantity
Amount
Event Sponsor: $500 Company ___________________________________________________ ____
Attendees @ $50 ea. (includes lunch)
Contact Person___________________________________________________
*Minus Letter Discount @ $25 (if applicable)
Company Address ________________________________________________ City____________________________________ State ________ Zip _______ E-mail __________________________________________________________ Phone ___________________________ Fax __________________________ Attendees ____________________________________________________
____________________________________________________________
Total Enclosed Payment Options __ Check Enclosed __ MasterCard __ Visa __ Amex __ Discover Card No. ________________________________________ CID No. ________ 3-digit # next to signature line on back of card Exp. Date ________________________________________ Cardholder’s Name ________________________________ Signature:________________________________________
____________________________________________________________ ____________________________________________________________ ____________________________________________________________
Fax or Mail form to: Hospitality Leadership Day 200 S. Meridian St., Suite 350, Indianapolis, IN 46225 Fax: 317-673-4210
For more information please call 317.673.4211, 800.678.1957 (toll free) or visit indianarestaurants.org or indianahotels.org
REGISTER ONLINE AT INDIANARESTAURANTS.ORG OR INDIANAHOTELS.ORG
Visit http://www.indianarestaurants.org/ViewEvent.asp?ID=124&Type=Special for a PDF of the registration form or to register online! Page 14
InRLA At Your Service: December 2013
Visit http://www.indianarestaurants.org/ViewEvent.asp?ID=123&Type=Special to register for the event or to Nominate your Stars!
Visit http://www.http://hoosierhospitalityconference.com for session information or to register!
InRLA At Your Service: December 2013
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Society Insurance Wins IMCA Award of Excellence
New branding campaign recognized by leading national organization InRLA endorsed provider Society Insurance’s new “Small Details. Big Difference.” branding campaign was recently honored with an Award of Excellence by the Insurance Marketing and Communications Association (IMCA). The award was presented on June 26 at the IMCA’s annual conference in Philadelphia. Society Insurance Marketing Manager Brad Korkow was on hand to accept the award. “We’re extremely honored to win this award,” Korkow said. “We feel the campaign truly represents what Society is all about, and we’re glad to be recognized for it.” The “Small Details. Big Difference.” campaign focuses on the small details at Society — ranging from policies to service and beyond — that set the company apart from its competitors. Society worked with Madison, Wis.-based Hiebing Agency to develop and roll out the campaign. ABOUT SOCIETY INSURANCE: Headquartered in Fond du Lac, Wis., Society Insurance has been a leading niche insurance carrier since 1915. Society focuses on the small details that make a big difference to its policyholders while offering top-notch service and competitive pricing to businesses in Wisconsin, Illinois, Indiana and Iowa.
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InRLA At Your Service: December 2013
Americans Eating Healthier, Stabilizing Obesity Levels
CHICAGO -- Americans are consuming more healthy foods such as fruit, yogurt and bottled water than they did a decade ago, which is contributing to a stabilization in the country’s obesity levels, according to The NPD Group’s 28th annual Eating Patterns in America report. In fact, fruit now ranks second behind sandwiches on the list of top 10 foods Americans eat, surpassing milk, vegetables and carbonated soft drinks. "Fruit is the No. 1 snack and dessert in the United States, and now makes up 7 percent of end dishes we consume," said Harry Balzer, chief industry analyst at NPD and author of the Eating Patterns in America report. "The movement toward more fruit over the last decade is, in my opinion, a movement toward the need for natural. Fruit is generally not processed and requires less preparation than many other foods." According to NPD, the shift to a more natural diet is part of an effort by American families -- who spend on average 70 minutes per day eating -- to get back to basics. "People are getting a handle on weight gain in this country. We may not yet be losing weight, but we've stopped gaining weight. You get a sense that the obesity trend has stabilized," Balzer noted. NPD's eating trends research shows that more than 30 percent of U.S. adults today are obese, a statistic that has leveled off in the last few years. Over the last decade, NPD's data has shown that the number of Americans who are overweight -- with a body mass index of 25 or greater -- has not increased since 2003. The number of adults who are obese -- those with a body mass index of 30 or greater -continued to increase until 2011, but has since stabilized and not increased. "While health concerns play a role in the American diet, the cost of food and the need for convenient preparation are also major drivers in our food and beverage selections," Balzer concluded.
InRLA At Your Service: December 2013
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Our Partners Want to Help You! Consider Using Vendors in the InRLA Supplier's Guide!
Establishing a strong relationship with your local distributors and suppliers is a valuble part of your business's success. Picking the right companies as supplier partners ensures your access to reliable services, consistent supply lines, better delivery, the newest products, and the best values. That's why you should take a look at the partners listed in our InRLA Supplier Directory listed on our website. The InRLA Supplier Directory makes it easy to find a vendor of the products and services you need listed categorically. Go to http://www.indianarestaurants.org/ SearchVendor.asp. The best part is, our partners want you as a customer. It is in their best interest to have you succeed and prosper. They have shown their commitment to the industry and your success by joining the InRLA as association members! The better you do, the better they do. It's a simple formula that adds up to recurring business and profits for everyone.
They are here to support you! InRLA Endorsed Providers
LA I n nRdorseedr e rovid p
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InRLA At Your Service: December 2013
InRLA OFFICERS & BOARD MEMBERS
I N D I A N A R E S T A U R A N T & LODGING ASSOCIATION
CHAIRMAN OF THE BOARD Phil Ray Marriott Indianapolis Downtown, Indianapolis VICE CHAIR John Benjamin A Pots and Pans Production Indianapolis VICE CHAIR Rob Evans Focus Hotels, Ft. Wayne TREASURER Mark McDonnell LaSalle Grille, South Bend NRA DIRECTOR Wes Stouder Penguin Point Franchise, Warsaw AH&LA DIRECTOR Jeffrey Brown Schahet Hotels, Inc., Indianapolis EXEC COMMITTEE Craig Huse St. Elmo Steak House, Indianapolis Michael Conner Peachtree Hotel Group, Monrovia Michael Crafton 360 Services, Indianapolis DISTRICT 1 Russ Adams Strongbow Inn, Valparaiso Carolyn Cochran White Lodging Corp., Merrillville
Charles LaMotte White Lodging Corp., Merrillville
Brian Comes Hyatt Regency Indianapolis, Indianapolis
Jim Zink, Jr Zink Distributing, Indianapolis
Sherif Guirguis White Lodging Corp., Merrillville
Bob Gatto Texas Roadhouse, Indianapolis
DISTRICT 2 Vicki Farmwald Hacienda Mexican Restaurants Inc., South Bend
Pat Hurrle RNDC, Indianapolis
DISTRICT 8 Lennie Busch One World Enterprises, Bloomington
Carl Hill Konover Hotel Corp., Warsaw Todd Stearns Stanz Foodservice Inc., South Bend DISTRICT 3 Bruce Dodge Apple Sauce Inc., Ft. Wayne Mark Luttik Hilton Ft. Wayne, Ft. Wayne DISTRICT 4 Brad Cohen Arni’s Inc., Lafayette
Richard Letko Hilton Garden Inn, Indianapolis John Mirabal Capital Grille, Indianapolis Martha Hoover Cafe Patachou, Indianapolis Tim Jones Bob Evan’s Restaurants, Fishers Randy Shields McDonald’s, Fishers Regina Mehallick R Bistro, Indianapolis
Greg Ehresman Triple XXX Family Restaurant, West Lafayette
Ryan Rogers Bonefish Grill, Avon
Richard Ghiselli Purdue Hospitality & Tourism Mgmt, West Lafayette
Richard Lux Lux Restaurants, Indianapolis
Karen Hirsh-Cooper Homewood Suites Lafayette, Lafayette DISTRICT 6 Scott Wise A Pots and Pans Production, Indianapolis Robert Viox Belterra Casino Resort & Spa, Belterra DISTRICT 7 Rob Chinsky Penn Station East Coast Subs, Indianapolis
InRLA At Your Service: December 2013
Mark Newman Indiana Office of Tourism Development, Indianapolis
Craig Truelock Huse Inc., Bloomington Joe Vezzoso French Lick Springs Resort Hotel, French Lick Andy Rogers Brown County Hotels & Restaurants, Nashville Tim Worthington Spring Mill Inn, Mitchell DISTRICT 9 John Frenz Montana Mike’s, Vincennes George Brinkmoeller Sherman House Restaurant & Inn, Batesville Bruce Byrd Residence Inn Columbus, Columbus Interested in serving on the Board of Directors? Contact Debra Scott at dscott@tammcapitalgroup.com or call 317.673.4211 or 800.678.1957 toll-free.
Dan Waller Schahet Hotels Inc., Indianapolis Peter Meyer Hilton Downtown Indianapolis, Indianapolis John Xenos Monarch Beverage, Indianapolis
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CONVENIENT. ONLINE. STATE APPROVED.
ONLINE ServSafe速 Alcohol Server Training Approved by the Indiana Alcohol and Tobacco Commission Protect yourself and your operation from risks and liabilities with alcohol training and certification from the National Restaurant Association.
BEST OF CLASS
Alcohol service involves many risks. Failure to act responsibly could result in fines, imprisonment, losing your liquor license, increased insurance costs, or losing your business. Prepare yourself to handle these risks with responsible alcohol training from a trusted and experienced source, the National Restaurant Association.
TAKE THE ONLINE COURSE NOW:
WWW.SERVSAFE.COM FOR MORE INFORMATION CONTACT: Indiana Restaurant & Lodging Association 200 S. Meridian Street, Suite 350 Indianapolis, Indiana 46225 (317) 673-4211 or (800) 678-1957 info@indianarestauraurants.org Page 20
InRLA At Your Service: December 2013