The Dish A P U B L I C A T I O N O F T H E N E W H A M P S H I R E L O D G I N G A N D R E S T A U R A N T A S S O C I A T I O N
Issue No. 01
• January 2021 • Cover Photo: Hop + Grind
Pay as You Pour
Covid-19 Vaccinations
Ghost Kitchens
New liquor liability financing to help you save.
Legal considerations for mandatory programs .
page 5
What do you need to know to stay compliant?
page 7
page 12
Inside YOUR GUIDE TO ISSUE NO.1
Fresh ingredients delivery at Granita Enoteca.
5
Pay as You Pour
Announcing a new liquor liability financing program
7
COVID-19 Vaccines
Legal considerations for mandating vaccines
11 Small Business Day
An online webinar to help you thrive in the current climate
12 Ghost Kitchens
What you need to know to stay compliant
13 The Common Man
Over 50 pizza meals delivered to essential workers
15 Cleaning the Air That
Indoor air quality considerations
18 Don't Dump That Joe
Getting creative with coffee
19 Old Man Oatmeal
A mouth-watering recipe from Woodstock Inn Brewery
Roadside Does Good
Smiling servers at Margarita's.
We Share
Stout Chocolate Bread Pudding
Cover Photo by Jimmy Cook of Hop + Grind in Durham, NH.
Bundled up at Iron Furnace Brewing.
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2020 Chair of the Board
Gail Batstone Owl's Nest Resort & Golf Club 2020 VIce Chair of Lodging
Molly Rice-Norby Woodstock Inn Station & Brewery 2020 VIce Chair of Restaurants
John Dunn Michael Timothy's Dining Group NHLRA President and CEO
Mike Somers NHLRA Director of Education and Workforce Development
Amie Pariseau NHLRA Membership Manager and Director of Workers' Compensation Trust
Samantha MacDonald NHLRA Social Media and Marketing Manager
Pamela Baker Ad rates and submission guidelines: nhlra.com www.nhlra.com  | 4
INSURANCE
HOSPITALITY INSURANCE GROUP LAUNCHES ‘PAY AS YOU POUR’ PROGRAM
"Especially with the COVID slowdowns, people simply don’t have as much cash in their pocket. It’s a benefit for them to be able to finance the premium with only 10% down."
New Liquor Liability Financing Will Help Seasonal Businesses with Cash Flow Hospitality Insurance Group is launching a new program that will give bars, restaurants, and
any
other
eligible
liquor
liability
by
basing
their
bimonthly
premium
policyholders more flexibility in how they
payments on how much liquor they sell.
pay their insurance premiums.
Premium payments will be lower when sales are
down
and,
conversely,
when
sales
The Pay as You Pour program, offered in
volume
partnership with First Insurance Funding,
contributing more to premium payments.
will help businesses improve their cash flow
The program comes as many in the
is
higher,
businesses
will
be
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hospitality industry face a winter slowdown
effortless since last year’s sales information
in business, particularly amid the ongoing
will already have been recorded as part of
COVID-19 pandemic.
the program.
The program was developed to assist our
In
policyholders not only during the COVID-19
policies with Hospitality may include those
pandemic but for those customers who have
premiums at the same 10% deposit with 26
seasonal businesses and find it challenging
fixed installments.
addition,
businesses
who
have
other
to keep up with their payment installments during their slow times.
The bimonthly premium payments for the liquor liability will be calculated by taking
“This program will alleviate the financial
the average liquor liability rate which will
burden that occurs when insureds have slow
then be multiplied by how much a bar,
months and money is tight, when sales are
restaurant, or other business sells in liquor
good, they will pay a higher premium and
each month.
will be in a better position to make those payments.” said Sandra Haley, Senior Vice
“At the end of the year, it all settles out and
President of Underwriting and Marketing at
they only pay for what they actually sold
Hospitality Insurance Group.
during the year,” Haley said.
To participate, businesses must make a
Pay as You Pour is available to Hospitality
down payment of 10 percent, which is
Insurance Group’s directly appointed agents.
significantly less than the usual 20 to 25
Other
percent
through
deposits
required
to
finance
agents the
can
access
Group’s
the
program
wholesale
partners.
premiums. The lower down payment will aid
Businesses who want to participate should
businesses short on cash due to the COVID-
contact their insurance agent.
19 pandemic. For more information, email info@hmic.com “Especially
with
the
COVID
slowdowns,
or visit https://hmic.com/.
people simply don’t have as much cash in their pocket. It’s a benefit for them to be able to finance the premium with only 10% down.”
said
Mark
Trombly,
Marketing
Manager at Hospitality Insurance Group. The
program
is
a
permanent
financing
option that will continue to be available to businesses after the COVID-19 pandemic. Participating businesses must also have an acceptable
sales
verification
system
to
upload. For those who participate in the program the renewal process will be
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LEGAL UPDATE
EEOC Issues Guidance on Legally Compliant COVID-19 Vaccinations Programs By Christopher T. Vrountas, Esq. and Allison C. Ayer, Esquire, Vrountas, Ayer & Chandler, P.C.
On December 16, 2020, the Equal
Employment
Commission
proof of a COVID-19 vaccine without running
(“EEOC”) once again updated its guidance
afoul of EEO law. But that does not mean all
concerning COVID-19, this time to address
required vaccination program comply with
vaccinations. Just as with past guidance, the
EEOC laws.
new
Opportunity
vaccine and/or to ask their employees for
information
regarding
vaccinations
comes in the form of questions and answers
In short, there is no easy bright line rules for
that show up in the last section of the
COVID vaccine protocols.
EEOC’s
lawfully
COVID-19
publication.
These
technical are
assistance
some
of
the
highlights:
implement
requirements.
But
automatically
firing
Employers can COVID
they an
vaccine
should
avoid
employee
or
excluding him/her from a worksite only on The EEOC has taken the position that the
the
ADA, GINA, and Title VII do not prohibit
obtained the vaccine.
employers from requiring their workforces to
made clear that even in the context of the
be vaccinated against COVID.
coronavirus
In other
basis
that
the
employee
pandemic,
has
not
The EEOC has now employers
must
words, employers are generally permitted to
make efforts to ensure they attempt to
require employees to get the COVID
accommodate employees who have cannot
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be vaccinated for legally protected reasons, such as disabilities and/or religious belief. Here are some considerations for employers set forth in the EEOC guidance to help employers evaluate how to lawfully require their employees to be vaccinated for COVID. Requiring employees to take a vaccine and/or asking for proof of vaccination is permissible. But, an employer cannot ask additional
questions
about
why
the
employee did or did not receive the vaccination unless the questions are jobrelated
and
consistent
with
business
necessity. Best practice is to avoid asking questions concerning vaccinations and/or have
independent
pharmacies
or
third
health
parties
care
like
providers
administer the vaccines. Otherwise, if the employer
administers
a
vaccination
program , screening or other questions
must be job-related and consistent with business necessity in order to be lawful under the ADA. ¡If an employer requires proof of COVID vaccination, it should warn employees in advance not to provide other medical information with the proof of vaccination, i.e.,
leave
screening
out
information
answers,
diagnosis,
condition(s),
prescription
about medical
information,
etc. An employer cannot automatically fire or restrict from the workplace an employee who does not get the COVID vaccine because of a disability or sincerely-held religious belief.
Instead, the employer
must conduct additional
analysis before deciding how best to handle an employee who has not complied with the employer’s COVID-19 vaccine requirements. Specifically: If
an
employee
vaccinated
who
because
of
cannot a
get
disability,
before restricting him/her from the job site, the employer must assess if the employee poses a direct threat (i.e., significant risk of substantial harm) to the health or safety of him/herself or others.
In the context of COVID, this
requires the employer to determine, among other things, that the employee will expose others to the virus. If an employee cannot get vaccinated for COVID because of a disability or a sincerely-held
religious
belief,
the
employer must assess whether there exists a reasonable accommodation for the disability/religious belief to permit the employee to do his/her job without causing
undue
hardship
(significant
difficulty or expense) to the employer.
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Employers are advised to consult CDC
Managers and supervisors should be
recommendations, OSHA guidance, and
trained to recognize when statements
Job Accommodation Network and other
by employees may constitute requests
COVID resources when assessing whether
for accommodations to a vaccination
there exists an effective accommodation
requirement.
to
Employers and employees should be
the
vaccination
requirement
that
would not pose an undue hardship.
flexible and cooperative to try to
Before terminating an employee for not
identify
being
accommodation exists to exempt the
vaccinated,
there
must
be
an
whether
assessment of the existence of a direct
employee
threat/reasonable
requirement.
accommodation
a
from
reasonable vaccination
assessment distinct from the one done to
As always, employers must maintain the
determine
privacy and confidentiality of any medical
if
the
employer
can
be
excluding from the workplace. According
to
employee
the
cannot
information the employee obtains during
EEOC, get
the
if
an
COVID
the course of a vaccination program. Employers
cannot
retaliate
against
vaccine because of a disability or
employees who asks for or receives an
religious
accommodation
belief,
and
there
is
no
reasonable accommodation to reduce
to
a
vaccination
requirement.
a direct threat to other employees, then it likely would be lawful to exclude
the
workplace.
employee
from
the
BUT
does
not
this
necessarily mean the employee can be fired. Working
remotely
or
taking
leave
under the Families First Coronavirus Response Act, the FMLA and/or the employer’s policies may be reasonable accommodations for a person who cannot get vaccinated because of a disability or religious belief. Remember, employees are not lawyers
250 Commercial Street, Suite 4004 Manchester, NH 03101
and they need not refer to any law, use legal terms or otherwise use any magic words to trigger the employer’s duty to accommodate a disability or religious belief, even in the context of vaccine requirements.
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GHOST KITCHENS WHAT DO YOU NEED TO KNOW? By the NH Department of Health and Human Services, Food Protection Section Ghost kitchens (sometimes called virtual or dark kitchens) are foodservice facilities set up for delivery-only or carryout meals. It’s not a traditional dine-in space, but an invisible hub for using a virtual brand. With the increase demand for take-out and delivery foods due to the COVID 19 pandemic, this a new concept that some restaurants are starting to use in New Hampshire. The state and local health departments advise of considerations that you should take to ensure compliance with local or state regulations if opening ghost kitchen. These include: Will you be installing new equipment that would require inspections by local fire, code enforcement or plumbing inspectors? · ·
Do you have adequate dry or temperature controlled storage to accommodate new ingredients and supplies for the ghost kitchen menu? Have you trained food employees in safe food preparation of new menu items? Please consult with your local or state food inspector in advance of starting your ghost kitchen to ensure there are no additional requirements for the ghost kitchen. The State of New Hampshire Food Protection Section can be reached at 603-271-4589 or dhhs.foodprotection@dhhs.nh.gov. If your business is located in one of the 15 selfinspecting cities or towns, the local contact information can be accessed by clicking here.
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MEMBER UPDATE
COMMON MAN ROADSIDE
DONATES 50 “DO GOOD” PIZZA MEALS TO ESSENTIAL WORKERS IN 2020 By Common Man Roadside It began with the onset of a pandemic in March of 2020. The desire to do something positive amongst all the negatives prompted The Common Man Roadside to reach out to first responders and medical professionals across New Hampshire with donated pizza lunches. Initially, “Do Good Tuesdays” offered 50% discounts on meals and the opportunity to nominate a deserving "crew” for a free pizza meal. That drew many suggestions for worthy groups and the “Do Good” meals began, occurring as often as three times a week. Complete with drinks and deserts, the “Do Good” pizza lunches continued throughout 2020, extending to staff at medical offices, senior citizens homes, daycares, and schools. The 50th delivery of a “Do Good” pizza lunch in 2020 took place on the last day of the year, a New Year’s Eve treat for staff working at New Horizons homeless shelters in Manchester. In total, an estimated 750 donated pizzas helped make some challenging days a little brighter for essential workers in New Hampshire during a difficult year. www.nhlra.com | 13
The Response “I’m one of the respiratory therapists at Catholic Medical Center and because of you guys we all enjoyed an incredibly delicious lunch. You have no idea how much that brightened up my day. It really meant a lot to us, and you’ve made a lot of smiles and a lot of people happy.”“ - Exhausted medical workers on the front lines responding to the gesture. What a great lunch. The Team was over the moon happy!” Carolyn Varin of Mid-State Health Center in Plymouth. “Thanks so much again for the delicious pizzas, desserts and beverages! The staff LOVED and APPRECIATED everything!” – Ryan Lawrence, Parkland Medical Center in Derry.
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PREFERRED VENDOR
CLEANING THE AIR THAT WE SHARE By Air Cleaners Inc. The emergence of COVID-19 has forever
buildings, this is sometimes combined in one
changed the way we think about air quality.
unit. But until COVID-19 little, if any, attention
Air “Conditioning” was invented in 1902 by
has been paid to air cleanliness. Yet we havE
Willis Carrier and is primary associated with
known for many years that major pathogens
cooling. In fact, for the past 100 years, the
are transmitted through airborne aerosols that
building design community has focused on
can live in the air for many hours, long after
the temperature of indoor air. Many buildings
the infected person leaves the building.
use a separate heating and cooling system to manage indoor air temperature. In newer e www.nhlra.com | 15
The list of airborne pathogens not only .includes
outbreak, assurances will need to be made that
COVID-19, but also the flu, ChickenPox, Measles,
the air is clean. For most, the best way to do this is
Tuberculosis, Influenza, and the common cold.
with high levels of air filtration. The COVID-19
The last major outbreak of Influenza occurred in
vaccine will not be enough. We need to consider
1918 and was responsible for the death of 50
indoor air quality as an important way to
million people. Influenza outbreaks are cyclical
proactively reduce the risk of disease transmission
and some epidemiologists are predicting we are
– for all airborne pathogens to insure the health
due
death
and safety of our employees and customers. The
expectations in the millions. To reduce this
technology to do this is well understood and can
transmission, we must reduce the concentration
be delivered at a reasonable cost. Air Cleanser Inc
of pathogens within indoors spaces, and dilute
is a new company based in Bristol committed to
the polluted stale air with clean air.
delivering a solution to the transmission of
for
another
outbreak
with
airborne pathogens in the places we eat, drink,
The Issue for NH's Restaurants and Hotels
work, play, and pray. If you are interested in learning more about what we can do for your school or business, please visit our website at
COVID-19 has been a wakeup call to Americans.
www.aircleanersinc.com or contact me, Paul
For people to be comfortable staying in hotels
Bemis, at paul@aircleanersinc.com .
and eating in restaurants as the did prior to the
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BUSINESS MEMBER
DON’T DUMP THE JOE Waste not, want not. Get creative with coffee and recoup cash by sending less excess brew down the drain. By Chef Tim, Dennis Paper & Food Service For many food service operations coffee is hands down one of the highest food cost items that we consistently waste on a daily basis. Even though each brew comes at a premium it tends to be the item that usually gets poured down the drain at the end of every service; to be replaced by a fresh pot for the next shift. When it comes to serving fresh coffee “out with the old & in with the new” is necessary. As business operators it is also necessary to think creatively to recoup otherwise wasted product. In this case the excess pour off that subsequently costs you money. Do the math: If you pay $50.00 per case of coffee (which is a very low estimate – I’ve paid upwards of $150.00+ per case of coffee) and your drain pour is 10%, your essentially pouring $5.00 down the drain. If you use 4 cases of coffee per week your drain pour could be as high as $1040.00 per year! Yes, some operations use far less coffee while others use far more; the point is that reinventing an already prepared product is reinvesting in your business. Plus! It’s a chance for you to show your foodie prowess!
Being crafty with Joe:
1 gal coffee + 2 cups sugar + 1 cinnamon stick + low and slow reduction = coffee syrup Use coffee syrup in desserts, or as a dessert garnish Use coffee syrup in a cocktail…coffee martini with rosemary ash on the rim of the glass Marinate beef in a mixture of leftover coffee (chilled coffee) + garlic + herbs + balsamic + S&P Add coffee to your pork belly brine Transform into a JoeBQ sauce (bbq sauce with coffee)
May your life and stomach always be full, Chef Tim Dennis Paper and Food Service
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MEMBER RECIPE
OLD MAN OATMEAL STOUT CHOCOLATE BREAD PUDDING By Arthur Chase Beer and food combine with Woodstock's newest make-at-home recipe. This delicious, chocolate bread pudding is made with Old Man Oatmeal Stout or Kanc Country Maple Porter. Make this for the holidays, close your eyes and it will be like you’re here with us.
FOR BREAD PUDDING:
1 1/2 Baguettes, chopped into bite-sized pieces 4 eggs 1/2 cup white sugar 2 cups Old Man Stout or Maple Porter (if using Maple Porter, substitute all chocolate, for white chocolate) 1 cup milk 1 cup heavy cream 1 stick melted butter (cooled enough to not scramble the eggs) 1 pack instant hot chocolate (Irish Cream flavor is preferred) 1 cup milk chocolate morsels 1 cup dark chocolate morsels 1/2 cup chopped pecans or walnuts (optional) FOR SAUCE:
1 cup Old Man Stout or Maple Porter (whichever you are using) 1/2 stick butter 2 tablespoons heavy cream 1 cup dark chocolate morsel
Click here for more recipes from Woodstock Inn Brewery.
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INSTRUCTIONS:
1. Preheat oven to 325 F. 2. In a large bowl, mix together eggs, sugar, milk, heavy cream, melted butter and packet of hot chocolate. 3. Once combined, add in the baguettes. Let sit in liquid to absorb for 20 minutes. 4. When the bread is good and soggy, move to an 8Ă—11 baking pan. 5. Once in the baking pan, add the dark and milk chocolate morsels and nuts. 6. Bake at 325 for 40 minutes or until firm.
While the pudding is baking, start your sauce. 1. Bring 1 cup of stout (or porter) to a boil. 2. Boil until the liquid reduces by half. 3. Once liquid is reduced, remove from heat. Whisk in 1/2 stick of butter, heavy cream and dark chocolate morsels until smooth. Remove the pudding from the oven, scoop some into a bowl, spoon some of the chocolate beer sauce over the pudding and top off with some whipped cream or vanilla ice cream . Enjoy!!!!!!
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February
Upcoming ServSafe Classes 2/8
Concord
2/9
North Conway
2/16
Manchester
2/22
Nashua
2/23
Portsmouth
Get certified with us!
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16 Centre Street Concord, NH 03301 | (603) 228 - 9585 | nhlra.com
