The Dish | October 2020

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. 07 • October 2020 • Cover Photo: Blue Moon Evolution

Membership Tips

New Benefits

Cyber Liabilities

How to use your membership to recruit and retain talent.

Introducing the Association Health Plan!

page 6

Understanding risks and how to avoid scams.

page 8

page 18

2020 Chairman of the Board

Jay Bolduc Great NH Restaurants

New heaters at Black Trumpet.

2020 VIce Chair of Lodging

Gail Batstone Owl's Nest Resort & Golf Club 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

Closing out the season at Old Ferry.

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

Parking lot dining style at Galley Hatch. www.nhlra.com  | 1

Inside YOUR GUIDE TO ISSUE NO.07

4

Members Around Town

NHÂ hospitality industry news you might have missed

6

Membership Tips

How to use membership to recruit and retain talent

8

A New Benefit and Better Alternative

Introducing the Association Health Plan

9

How to Build a Plan

Recommendations from TripAdvisor

BYOB(blanket) at STREET.

Smiles under those masks at Flatbread Portsmouth.

10 Stars of the Industry

Announcing our 2020 winners

11 DOL Revision on

Coronavirus Leave

Clarifying work availability, intermittent leave, and notice rules

18 Cyber Liability and

How to avoid phishing scams and what insurance covers

Risks

Cover Photo of Blue Moon Evolution in Exeter, NH Photo By: Melissa Koren Masked up at Woodstock Inn. www.nhlra.com  | 2

MEMBERS

AROUND TOWN SEACOAST OWNERS TALK CHALLENGES AHEAD

GOV. SUNUNU TAKES A LOOK AT DIVIDERS Gov. Sununu stopped by the Red Arrow Diner in Manchester to take a look at newly installed social distancing devices and learn

more

COVID-19

about

how

pandemic

the has

impacted their business.

A WICKED SCARY FUNDRAISER The

Copper

Door

Restaurants

in

In late September, Governor

Bedford and Salem will host their

Sununu met with Seacoast

Wicked Scary Week Fundraiser from

restaurant owners and the

October 24 through October 31, 2020,

NHLRA

his

to benefit FEEDNH.org. If you love the

announcement on physical

fun of the Halloween season, then

barriers. Several examples

you’ll enjoy getting into the spirit

of barriers were on hand as

during this week-long fundraiser.

following

the group discussed the challenges of this year.

The NHLRA lobbied hard for this change, as dividers will

allow

restaurants

to

create a safe environment while

increasing

capacity

CONWAY SCENIC RR LOSES A FRIEND Cinders, Conway Scenic Railroad's beloved mascot and Roundhouse Queen, made her last rounds of the railyard this month.

and giving many a fighting

A stray who found her way to the

chance

CSRR Shop, she was beloved by

winter.

to

survive

this

crew members and customers alike. www.nhlra.com | 4

TOP 3 WAYS TO USE MEMBERSHIP

TO RECRUIT AND RETAIN TALENT

By Samantha MacDonald, Director of Workers' Compensation Trust and Membership Manager

O

n a weekly basis, we receive dozens of calls and emails about a variety of topics. From compliance and guidance, to legislation and locating services, there is one question that is consistently asked by members: “How can the association help me find and retain staff?”

This issue has affected businesses across the state, regardless of the industry, and has become even more prevalent of a concern in our current employment climate. In order to combat these difficulties, we have partnered with several local organizations to offer a variety of employee retention programs, at greatly reduced rates, to give your business a competitive edge when looking to hire talent. By leveraging the buying power of the group, we have been able to develop programs that give you the freedom to offer topnotch benefits while saving you thousands on your bottom line.

1. Dental at a Discount Northeast Delta Dental is now offering a group buying program specifically made for NHLRA members. The association plan gives you the opportunity tooffer your employees dental and vision through the nation’s largest dental service provider while saving up to 25% compared to the commercial market. With coverage available for as few as two enrolled employees, this opportunity is available for operators of all sizes.

2. 401(k) Without an Invoice to Pay In partnership with GranitPath Financial Partners, our multi-employer planallows members to establish a 401(k) program within their company without administrative costs, out of pocket expenses, or fiduciary responsibility. Enjoy the benefits of offering a retirement savings program for your staff, such as higher retention and potential tax credits or federal tax savings, with no billable invoice.

3. Health Insurance on Your Budget Locating affordable health insurance options has been an ongoing concern for employers who want to be able to offer benefits to their employees. In a recent survey by AHIP, 46% percent of US workers said health insurance is the deciding factor in choosing their current job. To assist with filling this demand, the NHLRA has partnered with Clark & Lavey Benefit Solutions to offer two health programs tailored for our members.

In addition to the Healthcare Captive for large organizations, the new self-funded program available for operators who enroll a minimum of five employees.

To learn more about these programs, click here or contact Samantha MacDonald at smacdonald@nhlra.com or by phone at (603) 520-9902. www.nhlra.com | 6

Hospitality Insurance Discount Programs

Now more than ever, it is important to get all the savings possible on business expenses. Watch the video above to learn more about the discount that association members can receive on their liquor liability policies written with Hospitality Insurance Group.

www.nhlra.com  | 7

NHLRA OFFERS A NEW BENEFIT – AND A BETTER ALTERNATIVE Congratulations, NHLRA members – your association, in partnership with Clark & Lavey Benefits Solutions and Roundstone, has brought you a new benefit option that impacts your bottom line in a big way.

I

ntroducing the Association Health Plan! We’ve made it easy for small and mid-size employers to get big coverage (and see big savings!).

As an employer, you want the best for your employees while also being able to thrive as a business. Keeping an eye on your costs and learning how to contain them can impact your bottom line right now in a big way, and the flexibility of a self-funded plan can deliver dramatic savings.

NHLRA members now have access to the Association Health Plan, an innovative benefits solution potentially lowering healthcare spend by 20% while improving employee experience. This new member benefit provides you with the roadmap you need to save big on healthcare and stop the shift of increased cost burden being transferred to employees.

In the current healthcare climate, employers see double-digit increases in premium rates year over year when using a fully insured plan. Captive self-funding is an alternative to this price gouging and allows you to take control over your employee benefit costs. Employee health insurance premium savings stay in your pocket, not with the insurance companies. The way to manage health plan costs down each year is to keep as much of the savings as possible and to do so year over year – this is the long-term strategy you need!

A self-funded healthcare plan means that you only pay for the benefits you use – on average, only 15% of your total projected costs are fixed, which means you have more opportunities to save. By banding together with other employers like you, and other association members, you share the risk – with the potential for big savings. If you’ve looked into self-funding before, you recognize the transparency and control a self-funded plan affords.

We’ve been in the business of self-funded health insurance plans since 2003 – now it’s time for smaller groups to get in on the action! With the Association Health Plan, groups of as few as 5 members can realize savings – small and mid-size businesses can enjoy the benefits of self-funding with the comfort of cash-flow protections included.

Roundstone’s quoting and onboarding process is easy and efficient for advisors and associations alike. An online, automated platform offers you a quote instantly. It’s easy-to-use and educational, so you’ll feel informed about the choice you’re making to offer your employees great benefits at an affordable price. Now you can shop for health insurance like you would any other product, with support from Alex Sinclair of Clark & Lavey.

It’s easy to get started – just visit the NHLRA’s Association Health Plan website and request a quote.

If you have any other questions you can contact Alex Sinclair at 603-921-6394 or alexs@clarklavey.com.

www.nhlra.com | 8

BUILDING A PLAN:

RECOMMENDATIONS FROM TRIPADVISOR

By Martin Verdon-Roe, General Manager of Hospitality Solutions, TripAdvisor

O

ur restaurant clients tell us they remain concerned about the costs of reopening, the lingering impact that COVID-19 will have on diner perception and how they will win those diners back, as a result.

Here are some recommendations to help restaurateurs build their plans: 1. Focus on marketing Approach your reopening or return to normal operations as you would the launch of a new restaurant. This requires a marketing plan. Because cash flow — and time — is short right now, focus on high-impact places diners see when they search for your business or food in your local market, including your website, social media channels and planning platforms like Tripadvisor. Essential messages for these channels include your approach to safety and diner experience, what they can expect from your restaurant right now and a warm welcome back!

2. Stay ahead of business updates For many restaurants, reopening may also happen in phases to help manage costs. If that’s the case, your menu, hours of operation and levels of service may change over a few weeks. Diners are likely to look online to find restaurants and confirm what’s available before venturing out. So it’s important that you do your best to update the various places where they may seek out information about your business. This way you properly set their expectations and avoid miscommunication. *Note: Menu Connect helps owners do just this!

3. Consider ways to continue diversifying your business Many restaurateurs have already adopted different models like takeout and delivery to help bolster their businesses during the pandemic. In the Emerge phase, market restrictions may ease, but there still may be rules in place, like social distancing between guests, that limit the amount of business you can do. As a result, takeout and delivery, as well as catering and gift cards, should remain an important part of your strategy moving forward. Be sure you’re promoting those services on both your website and social channels to ensure you’re appealing to diners who may want to experience your business in these new ways — or to those who may not be comfortable returning for dine-in service just yet.

4. Ask diners to tell your story Don’t overlook the importance of new reviews. Fresh review content helps other diners confirm what the experience is like at your property now — and that "wisdom of the crowds" information is vital as diners build up the confidence to eat out again. Of course the best way to get more reviews is to train your staff to just ask, though that may not be possible in a non-contact delivery situation, so think about other ways you can encourage that feedback too, such as a written message left with each delivery. Be sure to tell diners how much their feedback means to your business and how they can help during this tough time.

www.nhlra.com | 9

DOL REVISES CORONAVIRUS LEAVE REGS TO CLARIFY WORK AVAILABILITY, INTERMITTENT LEAVE AND NOTICE RULES

LAW

By Christopher T. Vrountas, Esq. and Allison C. Ayer, Esquire, Vrountas, Ayer & Chandler, P.C.

T

he US Department of Labor recently revised its regulations under the Families First Coronavirus Response Act (“FFCRA” or “the Act”), one of the major pieces of Federal legislation passed in response to COVID-19. These revisions clarify certain workers’ rights and employers’ responsibilities under the FFCRA to address the continuing impact COVID-19 has had on business throughout the country.

Background on FFCRA. The FFCRA, passed in March, requires employers with fewer than 500 employees to provide paid sick leave, and expanded family and medical leave, for specified reasons related to coronavirus, with 100% reimbursement by the government via a tax credit as follows: 2 weeks (up to 80 hours) of paid sick leave for employees

unable to work because the employee him/herself is quarantined (pursuant to government order or advice of a health care provider), or is experiencing COVID-19 symptoms and seeking a medical diagnosis, OR because the employee is unable to work in order to care for another individual subject to quarantine, or to care for a child (under 18) whose school or child care provider is closed/unavailable for reasons related to COVID-19.

Employees taking leave because of their own COVID symptoms/quarantine must be paid at their regular rate of pay (up to a max of $511/day).

When the reason for leave is to care for someone else on quarantine or a child whose school is closed, the employee is paid at 2/3 the employee’s regular rate of pay (up to a max of $200/day). up to an additional 10 weeks of paid expanded family and medical (FMLA) leave, paid at 2/3s the employee’s regular rate of pay (up to amax of $200/day), where an employee is unable to work and needs leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.

All employees of covered employers are eligible for paid sick leave and employees employed for at least 30 days are eligible for expanded paid FMLA leave. Small businesses with fewer than 50 employees may qualify for an exemption.

Covered employers must also

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post in their workplaces this FFCRA notice explaining the Act’s available benefits. These leave benefits are set to expire December 31, 2020.

leave intermittently. But, when the qualifying reason is to care for his or her child because the school or child care is unable or closed due to COVID (i.e. expanded paid FMLA leave), these employees may always take leave intermittently.

Importantly, if an employee is teleworking and not reporting to the worksite, that person may take leave intermittently for any of the qualifying reasons (even paid sick leave), so long as they have employer approval.

The Newly Revised Regulations.

This is the complete set of DOL revisions. The following provides a brief summary to orient you the new regulations: Work must be available. Among other things, the DOL revisions reaffirm and clarify the requirement that employees may take FFCRA leave only if work (or telework) would otherwise be available to them. This means that the COVID-qualifying reason for leave must be the actual reason the employee is unable to work. If an employee is unable to work for some other reason regardless of the COVID qualifying reason, for example because the employer is closed or does not have work available, the employee is not entitled to FFCRA leave.

This work availability requirement applies to all reasons for FFCRA leave.

Certain leave may be taken intermittently with employer approval. The revisions also reaffirm that an employee must have employer approval to take FFCRA leave intermittently.

Intermittent leave is leave taken in separate blocks of time due to a single qualifying reason, with the employee reporting to work intermittently during an otherwise continuous period

leave.

Think of it as an employee taking leave for 2 hours per day for 20 days rather that one single 40-hour week all at once. The DOL’s recent revisions make clear that in the context of the FFCRA, employees can take leave intermittently only with approval from the employer.

The revisions also clarify that only certain types of FFCRA leave are available on an intermittent basis. Basically, the DOL does not want employees with a higher risk of spreading the virus to be reporting to work periodically as they would on intermittent leave. As a result, employees who qualify for paid sick leave, i.e. they are entitled to leave because they are sick or quarantined or are caring for someone else under quarantine, may not take

Leave notice must be provided as soon as practicable. Lastly, the revisions clarify that employees must provide documentation supporting their need for FFCRA leave as soon as practicable. But what constitutes “as soon as practicable” depends on the qualifying reason for the leave.

For employees qualifying for paid sick leave, the notice may not be required in advance, but instead only after the first workday (or portion thereof) for which an employee takespaid sick leave. For employees who qualify for the expanded FMLA leave, employees are required to provide advanced notice if the need for leave is foreseeable. The DOL provides the example of an employee who learns on Monday morning before work that his child’s school will close on Tuesday for COVID related reasons. Because the leave was

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foreseeable, i.e. the employee knew the morning before the closure of the need for leave, he must provide notice to the employer in advance in order to meet the statutory requirement that he provided notice “as soon as practicable.”

If on the other hand, the leave is not foreseeable because an employee does not learn until after reporting to work on Tuesday that the child’s school will close that same day because of COVID, this employee may take expanded FMLA leave without prior advanced notice, but must still notify the employer as soon as practicable of the need for leave.

Timing is Everything. The new rules became effective September 16, 2020 and, just like the FFCRA, run through December 31, 2020.

But employers are well advised to monitor whether FFCRA leave benefits are extended into 2021 or beyond, which will likely depend on the trend of infections, the availability of the vaccine, and the results of the election. Stay tuned!

250 Commercial Street, Suite 4004 Manchester, NH 03101 (603) 782 - 8444 www.vaclegal.com

A NHLR red r e f e pr or! d n e v

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FOREST BATHING ON LOON MOUNTAIN

By Denise Dietlein, Director, Viaggio Spa & Wellness Center

T

he Viaggio Spa & Wellness Center at Loon Mountain in Lincoln New Hampshire is excited to welcome Forest Therapy as a new addition to their fitness calendar.

Forest Therapy, inspired by “Shrinrin-yoku”, refers to the practice of spending time in forested areas for the purpose of enhancing health, wellness, and happiness. The practice follows the general principle that is it beneficial to spend time bathing in the atmosphere of the forest. The Japanese works translate into English as “Bathing in the forest”. Forest Therapy means spending time in nature in a way that invites healing interaction. There is a long tradition of this in cultures throughout the world. It is not just about healing people; it includes healing for the forest. Now more than ever we find ourselves wanting to spend our time in the great outdoors.

Guests at the Mountain Club can take a 1 mile meditative walk among the beautiful trees in the white mountains with Certified Forest Therapy Guide Rachel Buckley. Rachel is a lifelong nature enthusiast who received her certificate through the Association of Nature and Forest Therapy.

The view from the front of the resort and the forest where medititative walks are held.

You can check out Rachel’s website at https://sites.google.com/view/naturerachel6 03/home. To Find out more about the Forest Therapy program follow The Viaggio Spa & Wellness Center on Facebook and Instagram or visit us on the web at https://www.mtnclub.com/classes/.

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MEMBER RECIPE: AUTUMN ALE PORK WITH APPLE DEMI GLACE

By Woodstock Inn Station & Brewery

C an’t visit us here in the White

Mountains of New Hampshire? Try this recipe for pork with demi glace made with our Autumn Ale and it will almost be like you're with us here at Woodstock Inn Brewery... just at home. You can find Autumn Ale, brewed with apples and cinnamon, at stores throughout New England.

For pork: 3lb pork tenderloin 1/4 stick of butter 1 can Woodstock Inn Brewery Autumn Ale 1 cup beef stock 2 tbs Garlic powder 1/2 tbs Nutmeg 1 tbs Dried sage 1/2 tbs Dry mustard Salt & Pepper

INGREDIENTS: For demi glace: 1 tsp olive oil1/4 stick butter 1 whole shallot, diced 4 oz beef stock reduction 5 tbs chunky apple sauce 3 small-med sized apples, thinly sliced & sauteed in butter until soft 1/4 cup apple cider vinegar 2 tbs brown sugar 1/2 tsp ground nutmeg 1 tsp fresh sage, chopped salt & pepper to taste

DIRECTIONS:

1.Heat up a large skillet, put 1/4 stick of butter in skillet until melted – sear pork in butter on all sides.

2. Transfer pork in to a roasting pan, pour beef stock and can of Autumn Ale in the bottom of the roasting pan.

3. Cover and bake at 300 for 1 hour.

4. Next, in a medium sauce pan, saute shallots in olive oil and butter, once translucent, deglaze the pan with a splash of Autumn ale.

5. Stir in beef stock reduction, sauteed apples, applesauce, vinegar, brown sugar and sage.

Simmer; reduce by 25%. Season to taste with salt & pepper.

8. Once pork is done, remove from roasting pan, slice thin, spoon some of that delicious sauce over the meat – serve over a bed of your favorite fall roasted root veggies.

Enjoy with a cold Autumn Ale! Cheers!

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11/24 - Lebanon

Get certified with us!

11/9 - Manchester 11/23 - Portsmouth

11/25 - Nashua

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Thank You SEPTEMBER RENEWALS Alternative Sales Corp Econo Lodge Inn & Suites Lui Lui of Nashua Riverside Rest Home Lakehouse at Ferry Point Woodstock Inn Station & Brewery Loon Reservation Services Davignon Club

NEW MEMBERS Sassy Biscuit Co. Owl's Nest Resort & Golf Club Path Resorts Midfield Cafe Lopstick Cabins TipBrightly M.S. Walker

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16 Centre Street Concord, NH 03301 | (603) 228 - 9585 | nhlra.com