WA S H I N GTO N
March 2019
SUSTAINABILITY IN
Chefs Tap Zero-Waste Cooking as
SUSTAINABILITY TREND ALL ABOUT DOING THE RIGHT THING RESTAURANTS AND HOTELS ARE
GOING GREEN Washington Hospitality Association 510 Plum Street SE Olympia, WA 98501-1587
March 2019 │ 1
STANDARD US POSTAGE PAID APEX MAILING SERVICES INC
Washington Hospitality Association’s Payment Card Processing Program takes you from red to black.
Powered by
Amy Spradlin | 800.225.7166 x 107 | amys@wahospitality.org
At your
fingertips. Fingertips. Hospitality organizations lose lots of them. Slicers, dicers, and knives, oh my. When you can’t find your finger tips, let’s hope you can find First Aid, or at least someone who is trained by Washington Hospitality. Call us today to get your staff trained. Help your staff save their fingers.
VISIT WHAEF.ORG for more info.
First Aid/CPR/AED HOSPITALITY TRAINING SOLUTIONS
EDITORIAL STAFF Publisher, Anthony Anton Executive Editor, Lex Nepomuceno Art Director, Lisa Ellefson Copy Editor, Paul Schlienz Contributing Editors: David Faro, Jillian Henze, Sheryl Jackson, Lisa Leinberger and Nicole Vukonich
Inside
SUSTAINABILITY
EXECUTIVE COMMITTEE Chair: Chad Mackay, Fire & Vine Hospitality Vice Chair: Ron Oh, Holiday Inn Express North Seattle Shoreline EXECUTIVE TEAM President and CEO, Anthony Anton Vice President, Teran Haase Chief Financial Officer, Darin Johnson Senior Director of Communications & Technology, Lex Nepomuceno Director of Local Government Affairs, John Lane Director of State Government Affairs, Julia Gorton Director of Membership, Steven Sweeney
510 Plum St. SE Olympia, WA 98501-1587 T 360.956.7279 | F 360.357.9232 wahospitality.org
Letters are welcomed, but must be signed to be considered for publication. Please include contact information for verification. Reproduction of articles appearing in Washington Hospitality Magazine are authorized for personal use only, with credit given to Washington Hospitality Magazine and/or the Washington Hospitality Association. Articles written by outside authors do not necessarily reflect the views or positions of the Washington Hospitality Association, its Boards of Directors, staff or members. Products and services advertised in Washington Hospitality Magazine are not necessarily endorsed by the Washington Hospitality Association, and do not necessarily reflect the opinions of the Washington Hospitality Association, its Boards of Directors, staff or members. ADVERTISING INQUIRIES MAY BE DIRECTED TO:
Stephanie Conway
360.956.7279 stephaniec@wahospitality.org Washington Hospitality Magazine is published monthly for members. We welcome your comments and suggestions. email: news@wahospitality.org, phone: 800.225.7166. Circulation: 6,310
4 │ wahospitality.org
March 2019
IN
Features 14
All About Doing the Right Thing: Restaurants and Hotels are Going Green
18
So, You Think Your Operation is Green?
22
Hospitality: Connecting Young People’s Passions with Lifelong Careers
24
Chefs Tap Zero-Waste Cooking as Sustainability Trend for 2019
25
State of Restaurant Sustainability
In Every Issue 6
From Your President and CEO
10
Local GA Update
12
State GA Update
28
Calendar and New Members
30
Ask the Expert
HEALTHCARE
SOLUTIONS
We are confident that we have competitive rates to show you.
HEALTHCARE SOLUTIONS WA Hospitality Benefits Specialist Holly Hahn 877.246.0545 wahospitality.org/wise-buy/health-care-solutions
President and CEO
Sustainability and Packaging: Don’t Miss This Opportunity I was recently talking to a seafood restaurant owner who was shocked by the amount of salmon customers were ordering via third-party delivery services. Worried about quality, the owner went online to one of the delivery services and ordered the popular dish to his own house and opened it up. He was severely disappointed by the way it was delivered. The packaging was not meant to travel and hold the heat and flavor of a nice piece of salmon. The restaurant began strategically looking at recycled cardboard with ridges versus flat cardboard to see if the salmon flavors held up better in that new packaging.
Anthony Anton President and CEO
What’s being ordered from your business? Does it travel well? Does it deliver well? And at the end of the day, what will be sustainable? Don’t believe me about the explosion of third-party delivery we’re about to see? In Feb. 2018, Yum Brands (KFC and Taco Bell) announced that it is investing $200 million into Grubhub to expand the service at the two brands, according to Restaurant Business Online. The media source said, “the deal was a clear sign of Yum’s confidence in the future of delivery and its potential for KFC and Taco Bell.” We’re going to have to figure out how to take on new sustainable packaging expectations of customers and how to meet the demand for third-party delivery. If we don’t, odds are that forthcoming regulations will mandate overreaching solutions. We have a window now to take care of this issue on our terms. On the foodservice side, I am asking that you sit down with your distributor and have a conversation about third-party delivery. You should make sure that packaging would meet guests’ sustainability expectations, and/or prevents the need for any regulations that won’t work for the industry. Personally, I always like it when we do it our way and let the government congratulate us versus penalize us. And on the lodging side, instead of pizza boxes, now you have multiple kinds of disposable and recyclable goods coming into your hotel rooms from restaurants around town. How do you remove that packaging in an efficient and functional way, ensuring the environmental sustainability of your community? How is your staff going to manage their time away from the front desk in scooping these things up? The good news is that while we’re starting now, we’re not in a crisis today. This is a chance for you to do something your way and follow your vision. As your primary source of information, we will update you on all the regulations that will affect your long-term plans for success. We’ll be sharing that information with each of the distributors so when they come to advise you, they have the best information available so you can make smart decisions. There are answers, and let’s think of them proactively versus reactively. Having great communities means having a great environment. Many of our members are passionate about that, and our communities expect it of us. Let’s work together with our communities in a symbiotic way to find a solution that helps both succeed.
6 │ wahospitality.org
I’m ALLERGIC. Allergy training saves lives.
Be a cool cat. Train your staff to be allergy aware. Get ServSafe certified today.
VISIT WHAEF.ORG for more info.
SERVSAFE ALLERGENS HOSPITALITY TRAINING SOLUTIONS
Primary Source of Information | Association News
Reminder: Association Has Tip Pooling How-To Nearly one year ago, Congress passed a law that makes it legal to include back-of-the-house team members in mandatory tip pools. Brush up on the facts and learn how to implement this kind of tip pool in your business at wahospitality.org/tip-pooling. Association Welcomes New Staff in Early 2019 Judy Berquest has joined the Association as the RETRO key accounts manager. Judy has more than 13 years in the Retrospective Rating Program field. She spent the last five years as a claims consultant, handling upwards of 250 cases in one month. Martin Osburn has joined the team as the new communications database specialist. Martin graduated from Walden University, in Wisconsin, and received a master’s degree from San Jose State University. He previously worked for The Daily World, in Aberdeen, as IT/production manager. Chéri Ritchie has joined the business development team as the new events coordinator. Chéri is a 2012 Washington State University graduate with her bachelor’s degree in sociology and anthropology. She has more than 10 years experience in event coordination working as a wedding coordinator at Champions Centre in Tacoma. Mackenzie Rodgers was hired as a new CEO/Government Affairs administrative assistant. Mackenzie has a general associate’s degree from South Puget Sound Community College and previously worked for Gardner’s Restaurant, in Olympia, and the Nutritional Therapy Association in Tumwater. Jordan Segura-Mitchell has joined the Member Services team as an administrative assistant. Jordan has a bachelor’s degree from Central Washington University in psychology/law and justice and most recently held the position of interim executive accounts at Eastside Vocational Services in Ellensburg. Matt Weik has joined the Business Development team as the new allied relations associate. Matt is a Washington State University graduate with a bachelor’s degree in social sciences and most recently worked at Alderbrook Resort & Spa, as well as Hotel Murano. 8 │ wahospitality.org
Recent Association Wins January-February 2019 Our Mission: We deliver wins for the hospitality industry.
84%
success rate of our
101 endorsed candidates winning their election.
Successfully challenged Initiative 124 at the Washington State Court of Appeals.
Wrote and passed a city of Seattle resolution asking the federal government to protect Bristol Bay, Alaska, and the positive economic impact it has on our members.
Engaged members in negotiations on Seattle Waterfront LID, which led to the reduction of $40 million and key O&M and security provisions.
Pre-empted local governments from establishing food and beverage taxes (including pop syrup taxes) through the approval of I-1634.
Successfully executed an information campaign on Paid Family and Medical Leave,
conclusively educating an estimated
900 members.
Established a new payroll program benefit for members: Through GNSA,
$5.9 million in refunds distributed to members.
Grassroots campaign to L&I on overtime rulemaking was a strong success with the hospitality industry being the
top overall contributor with 42 percent of all comments.
members receive a 41 percent discount on payroll module and a 20 percent discount on all other modules (time and attendance, scheduling, HRMS).
Accomplished our annual goal of protecting members in Pierce and Spokane counties from any anti-hospitality municipal regulations in 2018.
Established a new program benefit through FastrackOnboard that will help members onboard new employees and improve employee retention.
By offering strong, accessible and affordable health care programs, we
increased enrollment in our HealthCare Solutions by 20 percent in 2018 to more than 6,200 lives.
March 2019 │ 9
Government Affairs | Local GA Update
Seattle Hotels Raise $579,000 to End Child Sex Trafficking The Seattle Hotel Association presented its 22nd Annual Evening of Hope gala, Feb. 2, at the Fairmont Olympic Hotel. The event raised more than $579,000 for StolenYouth, a local nonprofit dedicated to eradicating child sex trafficking in Washington state. Thank you to everyone who attended and donated to this very important cause.
Spokane Chapter Quarterly Meeting Save the date now for the Spokane Chapter’s quarterly membership meeting at 2 p.m., March 12, at the DoubleTree by Hilton Spokane City Center, 322 N. Spokane Falls Ct. Speakers include:
Spokane Mayor David Condon Meg Winchester, Visit Spokane Labor attorney Kim Kamel Chef Alexa Wilson from FSA
Come and meet Washington Hospitality Association CEO Anthony Anton and Local Government Affairs Director John Lane. A no-host happy hour will follow the meeting. Email tobbyh@wahospitality.org to reserve your seat.
Spokane: Listen in on State Government Affairs Committee Weekly Teleconference During this legislative session, your State Government Affairs Committee holds weekly teleconferences. Come and find out what bills the state team is working on this session, meet Spokane Chapter members and get engaged at the state level. The calls are from 10:30-11:30 a.m. every Wednesday through the entire legislative session in the conference room at Visit Spokane, 601 W. First Ave., Suite 1000. Space is limited: email tobbyh@wahospitality.org to reserve your seat.
–Lisa Leinberger 10 │ wahospitality.org
ARE YOU A HOSPITALITY INDUSTRY ENTREPRENEUR INTERESTED IN SELLING YOUR BUSINESS?
Federal and State Labor Law Posters lth Job Safety and Hea W!
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AW HE LA IT’S TH
U.S. Department
of Labor
the right to: All workers have . A safe workplace with or health concern a work Raise a safety or OSHA, or report your employer being or illness, without related injury retaliated against.
and training on
n Receive informatio all hazardous job hazards, including . your workplace substances in of your OSHA inspection Request an are unsafe believe there workplace if you . OSHA will keep or unhealthy conditionsl. You have the your name confidentia contact representative right to have a behalf. OSHA on your tive have your representa and Participate (or an OSHA inspection participate) in to the inspector. speak in private with OSHA within File a complaint online or by mail) for 30 days (by phone, retaliated against if you have been
This poster is
available free
REEMPLOYMENT RIGHTS
HEALTH INSURANCE PROTECTION
You have the right to be reemployed in your civilian job if you leave that job to perform service in the uniformed service and:
✩✩ If you leave your job to perform military service, you have the right to elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military.
✩✩ you ensure that your employer receives advance written or verbal notice of your service; ✩✩ you have five years or less of cumulative service in the uniformed services while with that particular employer; ✩✩ you return to work or apply for reemployment in a timely manner after conclusion of service; and ✩✩ you have not been separated from service with a disqualifying discharge or under other than honorable conditions. If you are eligible to be reemployed, you must be restored to the job and benefits you would have attained if you had not been absent due to military service or, in some cases, a comparable job.
RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION
understand. in the display this poster Prominently workplace. near the citations at or Post OSHA violations. place of the alleged
If you: ✩✩ are a past or present member of the uniformed service; ✩✩ have applied for membership in the uniformed service; or ✩✩ are obligated to serve in the uniformed service; then an employer may not deny you: ✩✩ initial employment; ✩✩ reemployment; ✩✩ retention in employment; ✩✩ promotion; or ✩✩ any benefit of employment
and correct CE to identify FREE ASSISTAN to small and mediumhazards is available or penalty, , without citation n sized employers ported consultatio through OSHA-sup state. programs in every
✩✩ Even if you don’t elect to continue coverage during your military service, you have the right to be reinstated in your employer’s health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.
ENFORCEMENT ✩✩ The U.S. Department of Labor, Veterans Employment and Training Service (VETS) is authorized to investigate and resolve complaints of USERRA violations. ✩✩ For assistance in filing a complaint, or for any other information on USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at http://www.dol.gov/vets. An interactive online USERRA Advisor can be viewed at http://www.dol.gov/elaws/userra.htm. ✩✩ If you file a complaint with VETS and VETS is unable to resolve it, you may request that your case be referred to the Department of Justice or the Office of Special Counsel, as applicable, for representation. ✩✩ You may also bypass the VETS process and bring a civil action against an employer for violations of USERRA.
EMPLOYEE EMP OYEE R RIGHTS GHTS
Notice to Employees
UNDER THE FAIR LABOR STANDARDS ACT
It’s the law! Employers must post this notice where employees can read it.
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present members of the uniformed services, and applicants to the uniformed services.
injury or illness. standards. all applicable OSHA Comply with d all work-relate Report to OSHA inpatient 8 hours, and all fatalities within losses amputations and hospitalizations, 24 hours. of an eye within workers training to all Provide required they can and vocabulary in a language
using your rights. to citations issued See any OSHA your employer. of your medical Request copies hazards that measure records, tests , and the workplace in the workplace log. injury and illness
H
H
YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT
Employers must: from a workplace free Provide employees It is illegal to retaliate recognized hazards. for using any of their against an employee including raising a law, rights under the you or concern with d health and safety reporting a work-relate with OSHA, or
Every worker is entitled to workers’ compensation benefits. You cannot be penalized or discriminated against for filing a claim. For more information, call toll-free 1-800-547-8367.
If a job injury occurs Your employer is insured through the Department of Labor & Industries’ workers’ compensation program. If you are injured on the job or develop an occupational disease, you are entitled to workers’ compensation benefits.
Benefits include: Medical care. Medical expenses resulting from your workplace injury or disease are covered by the workers’ compensation program. Disability income. If your work-related medical condition prevents you from working, you may be eligible for benefits to partially replace your wages. Vocational assistance. Under certain conditions, you may be eligible for help in returning to work. Partial disability benefits. You may be eligible for a monetary award to compensate for the loss of body functions. Pensions. Injuries that permanently keep you from returning to work may qualify you for a disability pension. Death benefits for survivors. If a worker dies, the surviving spouse or registered domestic partner and/or dependents may receive a pension.
What you should do Report your injury. If you are injured, no matter how minor the injury seems, contact the person listed on this poster. Get medical care. The first time you see a doctor, you may choose any health-care provider who is qualified to treat your injury. For ongoing care, you must be treated by a doctor in the L&I medical network. (Find network providers at www.Lni.wa.gov/FindADoc .) Qualified health-care providers include: medical, osteopathic, chiropractic, naturopathic and podiatric physicians; dentists; optometrists; ophthalmologists; physician assistants; and advanced registered nurse practitioners.
The law requires employers to display this poster where employees can readily see it.
Tell your health-care provider and your employer about your work-related injury or condition. The first step in filing a workers’ compensation (industrial insurance) claim is to fill out a Report of Accident (ROA). You can do this online with FileFast (www.Lni.wa.gov/FileFast ), by phone at 1-877-561-FILE, or on paper in your doctor’s office. Filing online or by phone speeds the claim and reduces hassle. File your claim as soon as possible. For an on-the-job injury, you must file a claim and the Department of Labor & Industries (L&I) must receive it within one year after the day the injury occurred. For an occupational disease, you must file a claim and L&I must receive it within two years following the date you are advised by a health-care provider in writing that your condition is work related.
Report your injury to:
In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection.
(Your employer fills in this space.)
About required workplace posters
The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this address: http://www.dol.gov/vets/programs/userra/poster.htm. Federal law requires employers to notify employees of their rights under USERRA, and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees.
U.S. Department of Labor 1-866-487-2365
from OSHA.
U.S. Department of Justice
Office of Special Counsel
1-800-336-4590 Publication Date — April 2017
The minimum age for work is generally 14, with different 14–15 and for ages 16–17.
Helpful phone numbers:
Go to www.Lni.wa.gov/RequiredPosters to learn more about workplace posters from L&I and other government agencies.
THE LAW
2015
EMPLOYEE RIGHTS
REQUESTING LEAVE
EMPLOYER RESPONSIBILITIES
ENFORCEMENT
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month for the following reasons: period • The birth of a child or placement of a child for adoption or foster care; • To bond with a child (leave must be taken within one year of the child’s birth or placement); • To care for the employee’s spouse, child, or parent who has a qualifying serious health condition; • For the employee’s own qualifying serious health condition that makes the employee unable to perform the • For qualifying exigencies related employee’s job; to the foreign deployment of a military member who is the employee’s spouse, child, or parent. An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to of FMLA leave in a single 12-month 26 weeks period to care for the servicemember with a serious injury or illness. An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, may take leave intermittently or on employees a reduced schedule. Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies. While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to equivalent pay, benefits, and other it with employment terms and conditions.
Police
Contact L&I
of 30 minutes if working In agricultural work, teens of any age get a meal period each four hours worked. more than five hours, and a 10-minute paid break for have a 30-minute meal
Discrimination in Employment
a complaint:
(1-866-487-9243)
U.S. Department of Labor
Race Color National Origin Sex Creed Disability—Sensory, Mental or Physical HIV, AIDS, and Hepatitis C Age (40 yrs old and older) Marital Status Pregnancy or maternity Sexual Orientation or Gender Identity Use of a service animal by a person with a disability Honorably discharged Veteran or Military status Retaliation for filing a whistleblower complaint with the state auditor Retaliation for filing a nursing home abuse complaint Retaliation for opposing an unfair practice
TTY: 1-877-889-5627
www.dol.g ov/whd
P R O H I B I TE D U N F AI R E MP L O Y M E N T P R AC TI C E S
Pr ot ect ed Cl a ss es
AN EMPLOYER OF EIGHT (8) OR MORE EMPLOYEES MAY NOT DISCRIMINATE ON THE BASIS OF A PROTECTED CLASS: FOR EXAMPLE, AN EMPLOYER CANNOT:
Refuse to hire you or discharge you from employment Discriminate in compensation or other terms or conditions of employment Print, circulate, or use any discriminatory statement, advertisement, publication, or job application form Make any discriminatory inquiries in connection with prospective employment.
LABOR UNIONS MAY NOT DISCRIMINATE ON THE BASIS OF A PROTECTED CLASS. FOR EXAMPLE, A LABOR UNION CANNOT:
Deny membership or membership rights and privileges Expel from membership Fail to represent a person in the collective bargaining unit.
EMPLOYMENT AGENCIES MAY NOT DISCRIMINATE ON THE BASIS OF A PROTECTED CLASS. FOR EXAMPLE, AN EMPLOYMENT AGENCY MAY NOT:
Discriminate in classification or referrals for employment Print or circulate any discriminatory statement, advertisement, or publication Use discriminatory employment application forms, or make discriminatory inquiries in connection with prospective employment.
If you have been discriminated
Wage and Hour Division
against, please call or go to: WH1420 REV 04/16
1-800 1-800-233-3247 or www.hum.wa.gov
Washington State Human Rights Commission April 2015
• Some state laws provide greater employee protections; employers must comply with both. • Some employers incorrectly classify workers as “independent contractors” when they are actually employees under the FLSA. It is important to know the difference between the two because employees (unless exempt) are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent contractors are not.
more about workplace Go to www.Lni.wa.gov/RequiredPosters to learn posters from L&I and other government agencies.
• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the minimum wage under special certificates issued by the Department of Labor.
Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases: RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment. INDIVIDUALS WITH DISABILITIES Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level. DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within
WH1088
RETALIATION Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws.
EMPLOYEE POLYGRAPH PROTECTION ACT
It’s the law! Employers must post this notice where employees can read it. (Chapter 49.17 RCW)
Programs or Activities Receiving Federal Financial Assistance RACE, COLOR, NATIONAL ORIGIN, SEX In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.
The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.
All workers have the right to a safe and healthy workplace.
INDIVIDUALS WITH DISABILITIES Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job. If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance.
Employees — Your employer must protect you from hazards you encounter on the job, tell you about them and provide training. You have the right to:
Notify your employer or L&I about workplace hazards. You
EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement
EEOC-P/E-1 (Revised 11/09)
may ask L&I to keep your name confidential.
Request an L&I inspection of the place you work if you believe
unsafe or unhealthy conditions exist. You or your employee representative may participate in an inspection, without loss of wages or benefits.
Employers — You have a legal obligation to protect employees on the job. Employers must provide workplaces free from recognized hazards that could cause employees serious harm or death. Actions you must take:
responsibilities.
The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject to restrictions, to certain prospective employees of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers, distributors and dispensers.
health inspection, without loss of wages or benefits. The L&I inspector may talk confidentially with a number of employees.
prominently display the citation at or near the place of the violation for a minimum of three days. You cannot remove it until you correct the violation.
The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that resulted in At some time in our lives, we economic loss to the employer. all need to give or receive
Firing or discriminating against any employee for filing a complaint or participating in an inspection, investigation, or opening or closing conference is illegal.
care. Paid Family and Medical The law does not preempt any provision of any State or local law or any Leave is a new statewide collective bargaining agreement which is more restrictive with respect to insurance program that will lie detector tests. help Washingtonians take
if you lose your job
If you were in the military within the last 18 months, we will also ask you to fax or mail us a copy of your discharge papers (Form DD214).
You can apply online at esd.wa.gov:
If you don’t have a home computer, you can access one at a WorkSource center or your local library.
What is covered? Your own medical condition
Employers must report all deaths, in-patient hospitalizations, amputations or loss of an eye.
This poster is available free from L&I at www.Lni.wa.gov/RequiredPosters .
Report any work-related death or in-patient hospitalization to L&I’s Division of Occupational Safety and Health (DOSH) within 8 hours. Report any work-related non-hospitalized amputation or loss of an eye to DOSH within 24 hours.
If you can’t apply online, try contacting us over the phone:
Free assistance from the Division of Occupational Safety and Health (DOSH)
Call 800-318-6022. Persons with hearing or speaking impairments can call Washington Relay Service 711. We are available to help you Wednesdays and Fridays from 8 a.m. to 4 p.m., except on state holidays. You may experience long wait times.
fix hazards, and risk management help to lower your workers’ compensation costs.
Any local L&I office or 1-800-423-7233, press
happened.
How do I become eligible for benefits? How do I become eligible
all need to give or receive www.Lni.wa.gov/Safety 1-800-423-7233 care. Paid Family and Medical Leave is a new statewide
Where to report:
their names.
Brief description of what
1 (available 24/7)
Your own for benefits? You become eligible medical once you have condition You become eligible
paid time in life’s most
Employers are legally required to post this notice in a place convenient for employees to read (see RCW 50.20.140). The Employment Security Department is services are available upon request to an equal-opportunity employer and provider of programs and services. Auxiliary people with disabilities. Auxiliary aids may aids and devices (TTY) for hearing- or speech-impaired include individuals. Individuals with limited English qualified interpreters and telecommunication services to conduct business with the department. proficiency may request free interpretive
At some time in our lives, we all need to give or receive care. Paid Family and Medical At in lives, At some some time time in our our lives, we we Leave is a new statewide all need or all insurance need to to give give or receive receive program that will care. Paid Family care. Paid Family and and Medical Medical help Washingtonians take Leave is a statewide Leave a new new paidistime in statewide life’s most insurance program that insurance program that will will challenging times. help help Washingtonians Washingtonians take take paid paid time time in in life’s life’s most most challenging challenging times. times.
EMS 9874 . CC 7540-032-407. Rev 10/17 . UI-biz-poster-EN
WAHOSPITALITY.ORG
How do I become eligible for benefits? How do How do II become become eligible eligible You become eligible for benefits? for benefits? once you have worked 820 hours
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weekly minimum of $100 and a returning from leave if they: Youweekly are entitled up toof12$1000, weeks of Employees covered by the state program maximum You are entitled up to 12 weeks of Employees covered by the state program partial wageannually. replacement a are Work entitled forto anjob restoration when adjusted Yourwith exact partial wage replacement with a are entitled to job restoration when weekly minimum of $100by and a returning fromwith leave if they: employer benefit is determined your weekly minimum of $100 and a returning from leave if they: weekly maximum $1000, 50 or more earned wages,of the state median weekly maximum of $1000, Work for an adjusted annually. Yourfactors. exact employees. income, and other Work for an adjusted annually. Your exact employer with benefit is determined by your employer with benefit is determined your Weekly wage byWeekly Benefit 50 or more earned wages, the state median 50 or more Have worked for earned wages, the state median employees. income, and other factors. employees. that employer for income, and other factors. 12 months or Weekly Weekly Benefit Benefit worked for Have more. worked for Have that employer for that employer for 12 months or 12 months or more. Have worked at least more. 1250 hours for that employer in the past HO URS Have least 12worked months.at Have worked at least 1250 hours for that 1250 hours for that employer in the past HO employer in the past HOURS 12 months. URS 12 months.
$480 Weekly Weekly wage wage $480 $576 $480
$432
12 12
$432 $524 $432
50 50
How do I become eligible for benefits? You become eligible once you have worked 820 hours in Washington during the previous year. You can apply for benefits starting Jan. 2020.
820 RS HOU
year. You can apply for benefits starting Jan. 2020.
Jan Feb Mar IsJan my job Feb protected Mar
What is my weekly benefit?
while I take leave?
Apr May Jun Apr May Jun Jul Aug Sep Jul Aug Sep Work for an
You are entitled up to 12 weeks of partial wage replacement with a weekly minimum of $100 and a weekly maximum of $1000, adjusted annually. Your exact benefit is determined by your earned wages, the state median income, and other factors.
Weekly wage
Employees covered by the state program are entitled to job restoration when returning from leave if they:
employer with 50 or more employees.
Weekly Benefit
Jan
Feb
Mar
$480
$432
Apr
May
Jun
$576
$524
Jul
Aug
Sep
$961
$764
Oct
Nov
Dec
$1923
$1000
How much will it cost? If your annual salary is $50,000, you will pay about $2.40 per week. The premium is 0.4% of an employees paycheck and is shared by the employee and employer. Premium assessment will begin Jan. 1, 2019.
Is my job protected I take leave? Iswhile my job protected $480 $432 while I take leave?
Employees covered by the state program
8200 HOURS 82 RS
$576
$961
Oct Oct
50
Nov Nov
Dec Dec
How muchHave willworked it cost? for that employer for How will itis $50,000, cost? If yourmuch annual salary you or 12 months
12
will pay about $2.40 week. The more.isper If your annual salary $50,000, you premium is 0.4% of an employees will pay about $2.40 per week. The paycheck and is shared by the premium is 0.4% of an employees employee and employer. Premium
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are entitled to job restoration when 1-866-487-9243 Employees covered by the state program returning from leave if they: TTY: 1-877-889-5627 are entitled to job restoration when www.dol.gov/whd returning from leave if they:
HOU
PUBLICATION F416-081-909 [09-2015] challenging times.
What is covered? What is covered?
What is my
Jan Feb Mar weekly benefit? What is my
weekly benefit? Caring You are entitled up to 12 weeks of for family partial wage May replacement Jun with a Apr are entitled up to 12 weeks of WAGE AND HOURYou DIVISION members weekly minimum of $100 and a worked 820 hours partial wage replacement with a UNITED STATES DEPARTMENT OF LABOR once you have weekly maximum of $1000, in Washington weekly minimum of $100 and a worked Bonding with a 820 hours adjusted annually. Your exact Certain during the previous weekly of $1000,Sep Julmaximum Aug in foster Washington child (birth, benefit is determined by your year. You can apply for military-related adjusted annually. Your exact during the previous or adoption) earned wages, the state median events benefits starting Jan. 2020. benefit is determined by your
Upon request, foreign language support and formats for persons with insurance program that will disabilities are available. Call 1-800-547-8367. TDD users, call 360-902-5797. L&I is an equal opportunity employer.help Washingtonians take
If your work hours have been reduced to part-time, you may qualify for partial unemployment benefits. If you have been unemployed due to a work-related injury or non-work-related illness or injury and are now able to work again, you may be eligible for special unemployment benefits.
820
What is covered?
Division of Occupational Safety and Health At some time in our lives, we
work-related incident occurred.
Date and time of the incident. Number of employees and
Your own Caring care. Paid Family Medical for benefits? weekly benefit?for all need to give or and receive medical family LeavePaid is aFamily new statewide Your own Caring care. and Medical condition members TheLeave Secretary ofstatewide Labor may court actions to restrain violations and medical for family You are entitled up to 12 weeks of insurance program thatbecome will bring You eligible is a new conditionorpartial members wage replacement with a assess penalties against joba applicants may helpcivil Washingtonians take once you haveviolators. Employees Bonding with insurance program that will weekly minimum of $100Certain and a worked 820 hours paid time in life’s child (birth, foster alsohelp bring their ownmost court Washingtonians take actions. military-related weekly Bonding with a maximum of $1000, in Washington Certain RS or adoption) challenging times. events paid time in life’s most (birth,adjusted foster annually. Your exact HOUchild during the previous military-related benefit is determined by events your or adoption) challenging times. year. You can apply for
earnedPOSTER wages, the state median THE LAW REQUIRES EMPLOYERS TO2020. DISPLAY THIS benefits starting Jan. income, and other factors. WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT. Weekly wage Weekly Benefit
Employer contact person and phone number. Name of business. Address and location where the
You must look for work each week that you claim benefits:
ENFORCEMENT
Training and resources to promote safe workplaces. On-site consultations to help employers identify and
For any work-related death, in-patient hospitalization, amputation or loss of an eye, you must report the following information to DOSH:
Visit WorkSource to find all the FREE resources you need to find a job. These include workshops, computers, copiers, phones, fax machines, Internet access, and newspapers. Log onto WorkSourceWA.com to find the nearest office.
Where polygraph tests are permitted,challenging they are times. subject to numerous strict standards concerning the conduct and length of the test. Examinees have a number of specific rights, including the right to a written notice before testing, right refuse or discontinue a test, and the right not At some time the in our lives,towe to have testtime disclosed unauthorized persons.What is my Howwedo Itobecome eligible allsome need toresults give or receive At in our lives,
EXAMINEE RIGHTS
$432 $524 $524 $764 $764 $1000 $1000
If your annual salary is $50,000, you will pay about $2.40 per week. The premium is 0.4% of an employees paycheck and is shared by the employee and employer. Premium assessment will begin Jan. 1, 2019.
Work for an employer with Work for an 50 or more employer with employees. 50 or more employees.
50 50
$764
$1923
WH1462
REV 07/16
$1000
Certain military-related events
Is my job protected while I take leave? Employees covered by the state program are entitled to job restoration when returning from leave if they: Work for an employer with 50 or more employees.
50
12
When does this begin? 12 12 January 1, 2019
Have worked at least Premium Collection 1250 hours for that Have worked at least employer in the past HO 1250 hours for that URSApril 1, 2019 12 months. employer in the past HO URS Reporting Begins 12 months.
1250 1250
Jul Aug Sep Jul Oct Aug Nov Sep Dec
Oct Nov How much it cost? Oct Nov willDec Dec
If your annual salary is $50,000, you
will pay aboutwill $2.40 week. The How much it cost? How much will it per cost? premium is 0.4% of an employees
If annual salary is paycheck and is shared by the you If your your annual salary is $50,000, $50,000, you will pay $2.40 per The employer. Premium willemployee pay about aboutand $2.40 per week. week. The premium is an assessment willof Jan. 1, 2019. premium is 0.4% 0.4% ofbegin an employees employees paycheck paycheck and and is is shared shared by by the the employee employee and and employer. employer. Premium Premium assessment assessment will will begin begin Jan. Jan. 1, 1, 2019. 2019.
$576 $961 $576
$524 $764 $524
$961 $1923 $961
$764 $1000 $764
$ $1923 1923
January 1, 2020 Benefits Begin April 1, 2019 Reporting Begins
For more information: PaidLeave.wa.gov
1250 12 1250 50
$ $1000 1000
When does this begin?
When this begin? When does does this 1, begin? January 2019 Premium Collection
January 1, 2020 Benefits Begin
January January 1, 1, 2020 2020 April 1, 2019 Benefits Begin Benefits Begin Reporting Begins
January January 1, 1, 2019 2019 Premium Premium Collection Collection
URS
For more information: PaidLeave.wa.gov
January 1, 2020 Benefits Begin January 1, 2020 Benefits Begin
April 1, 2019 Reporting Begins April 1, 2019 Reporting Begins
For more information: PaidLeave.wa.gov For more information: PaidLeave.wa.gov
When does this begin? January 1, 2019 Premium Collection
1250
HO
January 1, 2020 Benefits Begin
THE 2019 LABOR POSTER IS HERE! Apr May Apr Jun Jul May Aug Jun Sep
Have worked for that employer for 12 months or more.
Have worked at least 1250 hours for that employer in the past 12 months.
Have worked for that employer for Have worked for 12 months or that employer for more. 12 months or more.
When does this begin? When does this begin? January 1, 2019 Premium Collection January 1, 2019 Premium Collection
Caring for family members
Bonding with a child (birth, foster or adoption)
What is What is covered? covered?
paid time in life’s most
Visit www.esd.wa.gov to apply and click “Sign in or create an account”
To apply for unemployment, you will need:
Federal, State and local governments are not affected by the law. Also, the law does not apply to tests given by the Federal Government to certain private individuals engaged in national security-related activities.
hazardous exposures and provide required personal protective equipment at no cost.
Allow an employee representative to participate in an L&I safety/ If you are cited for safety and/or health violations, you must
allowed on the citation is not reasonable.
• Your Social Security number. • Names and addresses of everyone you worked for in the last 18 months. • Dates you started and stopped working for each employer. • Reasons you left each job. • Your alien registration number if you are not a U.S. citizen.
Employers are generally prohibited from requiring or requesting any employee or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective employee for refusing to take a test or for exercising other rights under the Act.
EXEMPTIONS
your business, including developing and implementing a written accident prevention plan (also called an APP or safety program).
Post this notice to inform your employees of their rights and
The law requires you to follow workplace safety and health rules that apply to your own actions and conduct on the job.
UNEMPLOYMENT BENEFITS
PROHIBITIONS
Comply with all workplace safety and health rules that apply to
Prior to job assignments, train employees how to prevent
Appeal a violation correction date if you believe the time
You may be eligible for
REV 07/16
EMPLOYEE RIGHTS
Job Safety and Health Law
Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately: The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor.
1-866-487-9243 TTY: 1-877-889-5627 www.dol.gov/whd
WAGE AND HOUR DIVISION UNITED STATES DEPARTMENT OF LABOR
three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
employer fired you, or retaliated or discriminated against you because you filed a safety complaint, participated in an inspection or any other safety-related activity.
Washington State Law Prohibits
• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions. • Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands, and the Commonwealth of Puerto Rico.
About required workplace posters
Employers Holding Federal Contracts or Subcontracts
exposures to toxic and harmful substances or conditions.
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private against an employer. lawsuit
1-866-4-USWAGE
The Department has authority to recover back wages and an equal amount in liquidated damages in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results in the death or serious injury of any minor employee, and such assessments may be doubled when the violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a complaint or participate in any proceeding under the FLSA.
Online: www.Lni.wa.gov/WorkplaceRights Call: 1-866-219-7321, toll-free Visit: www.Lni.wa.gov/Offices Email: ESgeneral@Lni.wa.gov
Meal and rest breaks for teens
PUBLICATION F242-191-909 [12-2012]
File a complaint with L&I within 30 days if you believe your
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law bargaining agreement that provides or collective greater family or medical leave rights.
For additional information or to file
ENFORCEMENT
ADDITIONAL INFORMATION
Need more information? Questions about filing a worker rights complaint?
during school weeks.
Get copies of your medical records, including records of
An employee who works for a covered
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines certification is incomplete, it must provide that the a written notice indicating what additional information is required. Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under employer must notify the employee the FMLA, the if he or she is eligible for FMLA leave and, if eligible, must also provide a responsibilities under the FMLA. If the notice of rights and employee is not eligible, the employer must provide a reason for ineligibility. Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will FMLA leave. be designated as
Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:
AGE WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED The Age Discrimination in Employment Act of 1967, as amended, protects There are strict time limits for filing charges of employment discrimination. To applicants and employees 40 years of age or older from discrimination based on preserve the ability of EEOC to act on your behalf and to protect your right to file a age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, private lawsuit, should you ultimately need to, you should contact EEOC promptly referral, and other aspects of employment. when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing SEX (WAGES) In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in section. Additional information about EEOC, including information about charge the payment of wages to women and men performing substantially equal work, filing, is available at www.eeoc.gov. in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.
ACT
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying opposing any practice made unlawful to use FMLA leave, by the FMLA, or being involved in any proceeding under or related to the FMLA. employer must meet three criteria in order to be eligible for FMLA leave. The employee must: • Have worked for the employer for at least 12 months; • Have at least 1,250 hours of service in the 12 months before taking leave;* and • Work at a location where the employer has at least 50 employees within 75 miles of the employee’s worksite. *Special “hours of service” requirements apply to airline flight crew employees. Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ an employee must notify the employer notice, as soon as possible and, generally, follow the employer’s usual procedures. Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can if the leave qualifies for FMLA protection. determine Sufficient information could include informing an employer that the employee will be unable to perform his or her is or job functions, that a family member cannot perform daily activities, or that continuing medical treatment is necessary. hospitalization or Employees must inform the employer if the need for leave is for a reason for FMLA leave was previously taken or which certified.
The FLSA requires employers to provide reasonable break time for a nursing mother employee who is subject to the FLSA’s overtime requirements in order for the employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has a need to express breast milk. Employers are also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by the employee to express breast milk.
rules for ages
Many jobs are not allowed for anyone under 18 because work hours on Work hours are limited for teens, with more restrictions
esd.wa.gov
ELIGIBILITY REQUIREMENTS
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN GENETICS Title VII of the Civil Rights Act of 1964, as amended, protects applicants and Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, and employees from discrimination based on genetic information in hiring, job training, classification, referral, and other aspects of employment, on the basis promotion, discharge, pay, fringe benefits, job training, classification, referral, and of race, color, religion, sex (including pregnancy), or national origin. Religious other aspects of employment. GINA also restricts employers’ acquisition of genetic discrimination includes failing to reasonably accommodate an employee’s religious information and strictly limits disclosure of genetic information. Genetic information practices where the accommodation does not impose undue hardship. includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, DISABILITY Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect employees, or their family members. qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other RETALIATION aspects of employment. Disability discrimination includes not making reasonable All of these Federal laws prohibit covered entities from retaliating against a accommodation to the known physical or mental limitations of an otherwise qualified person who files a charge of discrimination, participates in a discrimination individual with a disability who is an applicant or employee, barring undue hardship. proceeding, or other wise opposes an unlawful employment practice.
THE HE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION
BENEFITS & PROTECTIONS
OSHA 3165-04R
• www.osha.gov
1-800-3
LEAVE ENTITLEMENTS
Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.
NURSING MOTHERS
teens. This
requirement applies to family members must sign the Parent Teens do not need a work permit; however parents during the school year, Authorization form for summer employment. If you work Authorization form. a parent and a school official must sign the Parent/School they are not safe.
Fire
Upon request, foreign language support and formats for persons with disabilities are available. Call 1-800-547-8367. TDD users, call 360-902-5797. L&I is an equal opportunity employer.
Equal Employment Opportunity is
We can help.
UNDER THE FAMILY AND MEDICAL LEAVE
An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different rules apply in agricultural employment.
TIP CREDIT
to employ Employers must have a minor work permit except on family farms.
Ambulance
On the Web: www.Lni.wa.gov
period if working mor
89-5627 • TTY 1-877-8 21-OSHA (6742)
At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.
CHILD LABOR
because of this status.
In all other industries, teens who are 16 or 17 must
Contact OSHA.
OVERTIME PAY
April April 1, 1, 2019 2019 Reporting Begins
Reporting Begins For more information: PaidLeave.wa.gov
For For more more information: information: PaidLeave.wa.gov PaidLeave.wa.gov
Beautifully designed with all the labor information you are required to post according to federal and state law these posters are $5 each for Washington Hospitality Association members This price includes tax shipping and handling That s the best deal in the state
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Government Affairs | State GA Update
A Legislative Focus on the Environment By Nicole Vukonich
More than any previous legislative session, this session is focused on bills that positively impact the environment. Bills introduced this session examine the use of plastics in everyday life and how garbage harms the environment and wildlife when not properly disposed. For the hospitality industry, we have positioned ourselves as generally supportive of these proposals, given that our industry can meet consumer demand, there are alternative products on the market and our operators can continue to comply with Washington State Department of Health regulations regarding food safety. Taking this type of position and offering solutions instead of saying an unequivocal no has set our industry apart from some of the others in the halls of the state capitol. As of press time, in the middle of February, these are the proposals being debated: A Statewide Plastic Bag Ban. House Bill 1205 and Senate Bill 5323 would create a statewide ban on plastic bags by retail establishments. The Washington Hospitality Association has worked with the sponsors to include wording like the language contained in local plastic bag bans across the state that allow food establishments to continue to use single-use plastic bags to comply with health and safety regulations as the state Department of Health and the Washington State Retail Food Code require. Keeping customers safe and healthy are our top priorities.
protect our environment. Interestingly, this bill is not popular with the plastic food packaging industry, which issued a nationwide action alert against us for supporting this bill. Taking direction from our membership, we are continuing to support this bill. Removing Single-Use Plastic Straws. Following Seattle’s example of banning plastic straws, a statewide plastic straw ban was introduced this session. Senate Bill 5077 originally proposed to ban all plastic straws including those made from plant-based products and those that are compostable. The Washington Hospitality Association and a coalition of stakeholders have worked with the bill’s sponsor to change the language to make single-use plastic straws available upon request. There are many reasons why people continue to need plastic straws and removing them entirely from use in place of paper or straws of other materials would not work for everyone. We are proud to have found solutions to create a win-win situation for operators and customers. Energy and Efficiency. With debates about climate change and energy consumption and use, the Legislature is considering several bills that would create greenhouse gas emission limits (Substitute House Bill 1113), address how we treat natural gas (Senate Bill 5108), the efficiency of appliances (House Bill 1444/Senate Bill 5115), prohibit the limiting of self-generated electricity (Senate Bill 5118), and many more. Your State Government Affairs Team will continue to monitor discussions about energy and efficiency within the environmental community and how these proposals relate to the hospitality industry.
Addressing Plastic Packaging. Several bills have been introduced addressing plastic packaging and food service ware. We are particularly interested and supportive of House Bill 1632 because we believe it takes a measured approach as it phases out single-use plastics to upon request If you have any questions about any of the environmental only by October 2019 and implements bills the team is tracking, please contact State Government a complete phase out by 2030. We feel Affairs Senior Manager Samantha Louderback at samanthal@ this lead time gives the industry an opportunity to catch wahospitality.org. n up and meet consumer demands while still working to
12 │ wahospitality.org
Put your best
Fish forward. Food waste is bad enough. Contamination is worse! How do you stop a bad fish from reaching the table? You make sure that your line staff knows the rules, knows how to how to detect bad product, and absolutely knows how to rotate your walk-ins so that you are always putting your best ingredients on the plate. Do your people know how to do that? Let’s hope so. Safe service is good service. ServSafe is the best service. Train your staff today!
VISIT WHAEF.ORG for more info.
SERVSAFE MANAGER HOSPITALITY TRAINING SOLUTIONS March 2019 │ 13
By Paul Schlienz
Increasingly, the hospitality industry is embracing green initiatives. More and more hotel and restaurant operators are seeing the value of waste reduction, energy conservation and other measures that help improve the environment while also improving a business’ bottom line. It's never too late to get started, and here are some ideas. Waste Reduction "If you can do a good job separating your waste – composting and recycling and minimizing the amount you’re putting in the garbage, you can really save a lot of money that way," said Lynn Knapp, green business solutions specialist with EnviroStars, a Seattle-based organization that helps Washington businesses get information and recognition for various green initiatives. One restaurant that is fully on board with the goal of producing as little waste as possible is Spokane's Cochinito Taqueria. "We’ve made an effort since opening to have 80 percent of our waste be either recyclable or compostable," said Travis Dickinson, Cochinito's owner and chef. "Pretty much everything that goes out from the dining room besides cans and bottles is compostable. The only garbage can that is in our dining room is a compost garbage can – so the paper can go in there, all of our food scraps, all of our straws, to-go cups, things like that, go in there – they’re all compostable. Pretty much anything the guest uses gets composted." And it's not only restaurants that are engaged in these waste reduction efforts. "A lot of hotels do a good job of this, too, making 14 │ wahospitality.org
sure that housekeeping and, if applicable, café and kitchen staff are trained to properly sort things," Knapp said. "The EnviroStars program offers free recycling/composting training for employees in order to make sure the most minimal amount of garbage is being generated." Water Conservation Hospitality operators are also discovering that water conservation can be very kind to their bottom lines while also providing environmental benefits. One hotel operator, in particular, found that installing new water-efficient toilets saved an enormous amount of money. "I worked with the city of Seattle," said Ron Oh, general manager of the Holiday Inn Express and Suites North Seattle-Shoreline. "The utilities department actually helped pay for all the replacement toilets in the hotel. We had to pay for installation. The first year we saved about $26,000 in water as a result. It’s been about four years now, so each year we've saved probably $100,000 in water and sewer." Knapp noted that Seattle Public Utilities and the Saving Water Partnership, which encompasses many utilities in Western Washington, offer good rebates for switching out toilets in addition to custom rebates for other energy-efficient items, including kitchen equipment. "If you have a water-cooled ice machine, we have a rebate," she said. "In Seattle, we have a rebate for you to convert to an all air-cooled machine because watercooled uses tons of water. There are a lot of opportunities in kitchens." She strongly recommends that businesses get onsite water audits, either from her organization or from a local utility to determine how they can cut water usage and save money.
"When we're taking a water audit, we're checking for leaks, looking for the amount of water that is being used in every toilet flush, looking at the type of aerators that are on sinks [and]how much flow you have,” Knapp said. “We really try to understand how much money you could save by switching out to more efficient equipment – and how much water you can conserve.”
often you can buy those products in bulk," Knapp added. "You can get better prices that way. That’s a good step to take, and you’ve saved money on the amount of garbage you’re producing."
Sustainable Packaging
"Even if you’re not required to do so, it’s easier to use all compostable for your packaging," she said. "That way, staff and guests just have one kind of product to deal with instead of having to worry about whether they need to compost or recycle a particular item. "
Packaging food in ways that will not contribute to the waste stream is on many restaurateurs’ minds - especially with the exponential rise in popularity of to-go food and third-party delivery. "It’s projected that third-party delivery over the next 10 years could cover 10 percent of all restaurant sales," said Samuel Larsen, owner of Tacoma's Waffle Stop. "That’s a lot of single-use packaging as delivery, and as to-go expands, there is going to be more garbage generated. One thing that’s very important to us since we opened is to be 100 percent recyclable or compostable.” All packaging, utensils and everything else that goes with the Waffle Stop's to-go bags, are either recyclable or compostable. "It gives the consumer an opportunity to be engaged in the process, not only because of the quality of the food we present, but also the quality of the packaging," said Larsen. "Consumers feel good about their purchase and not just adding to the landfill."
Knapp also recommends going all compostable for the ease of your guests.
Energy-Saving Equipment Knapp urges businesses to contact EnviroStars or local utilities to learn of the rebates that are available for energysaving measures. "There are a lot of rebates out there, from Seattle City Light, Puget Sound Energy and other utilities, for switching from traditional fluorescent lighting to LEDs," Knapp said. "That is a big use of electricity, especially in hotels where the lights are left on." Oh, for one, is a strong believer in the value of energysaving lighting.
Karin Springer, owner of Mount Vernon's Trumpeter Public House, is also focusing on sustainable packaging for her restaurant's food. "We don’t use Styrofoam when we send out to-go stuff or when our customers have leftover food," she said. "We put it in a brown paper bag. And guess what? That brown paper bag costs a lot more money than it does to put the food in a plastic bag, but the customers are able to reuse that brown paper bag while a plastic bag would go straight to the trash when they get home." Springer tries to keep her eyes on the big picture. "It’s just every little thing," she said. "We make everything from scratch here, and one of the reasons we do that is because I’m not getting pre-packaged things. It’s not going into the waste stream. I’m not contributing to the plastic or the Styrofoam or whatever that’ll end up in the trash." Knapp said all to-go packaging must be recyclable or compostable in Seattle, while in other parts of the state this is optional. "Compostable products are generally more expensive, but March 2019 │ 15
"We’ve done things with exterior lighting," said Oh. "We’ve replaced it with commercial LEDs. While you save on electricity with them, I think one major saving you have is you don’t need to replace bulbs. You save a lot on that with labor, but there are also considerable electricity savings." He said the one thing that holds back businesses from taking these steps is a reluctance to invest in capital improvements on their property, but he urges operators to look beyond the initial investments. "Over the long term, there’s considerable return on these investments – especially when they’re green," Oh said. "We replaced an inefficient water heater with a more efficient one, and the first year we saved $2,000 in cash. We also switched our hotel laundry from a hot wash to a cold wash. We saved on a lot of gas." Knapp also recommends occupancy sensors, which shut down lighting if they detect no activity in a room. "I don’t know how many hotels I’ve seen have occupancy sensors, but those can save a lot of money as well on electricity," said Knapp. EnviroStars encourages the use of products approved by Energy Star, a program managed by the Environmental Protection Agency and the U.S. Department of Energy, helping businesses and individuals save money and protect the environment through superior energy efficiency. "Overall, I have an Energy Star rating of 85 out of 100," Oh said. "We’re considered to be efficient at 75. Each year, I’d love to get that number up. I’d love to become more energy efficient. Being green saves you money."
Tell Your Story It takes some work to get your hotel or restaurant on a more environmentally sustainable path, but the operators who've made this journey don't regret it. "You have to do a lot of research and a lot of leg work to find a system that works," Dickinson said. "I think it’s well worth it in the long run, and the amount of waste that can come out of a restaurant is pretty obscene even if you’re doing things right. So much of that is food scraps taking up space in dumpsters. It’s a huge footprint that we create in the restaurant business, so it is worth finding the people that can help you get composting to work." Oh, who was honored in 2017 by EnviroStars for the energysaving initiatives at his hotel, urges business operators to publicize their green initiatives. "Overall, in Washington we are very environmentally conscious, but a lot of times we’re not allowing ourselves to be recognized," Oh said. Knapp, who helps businesses market their green initiatives through such means as providing language to describe these improvements on websites, agrees that businesses need to become more proactive in letting the world know what they're doing to improve the environment. "One of the big benefits for hotels is that consumers, especially in the Northwest, as far as I’ve heard, do really look for green initiatives in the hotels," said Knapp. "There are a lot of ways to do that, but I think, in general, it’s important for hotels and other businesses, too, to market the green things they’re doing. Not only does it help them let their customers know, but also puts pressure on others in the community to make those changes. It’s good to do all these things, but it's also good to say it out loud in public." Springer, who's done minimal marketing on the green initiatives at her restaurant, finds that customers do appreciate it when they learn of what she's doing. Regardless, she's going to keep doing what she's doing and urges other hospitality operators to follow suit. "There’s no reason not to do it today," she said. "It’s simple. It’s easy. Don’t be afraid of how much more money it’s going to cost you. Our earth is precious. For me, it's all about doing the right thing." n
16 │ wahospitality.org
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18 │ wahospitality.org
Q
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INCAO, CEO O FQ O H
U
IN NT
LIT ITA SP
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T
Remember back in 2007-09, when all anyone could think about was being green and washing your guest’s terry and linen on request, garbage bags made of corn and the placement of a recycling can in the guest room was considered green? Anyone remember bamboo sheets? While I admit I partook in all the above-mentioned efforts, if this is your idea of being green in 2019, you’re stuck behind the recycled eight-ball. Please don’t get me wrong. I think that any focus on being green, no matter how small, is important. In fact, I would entertain enacting all these initiatives and more for our hotels to operate more efficiently and more environmentally-friendly, But there is more. Leaving the typical “green” initiatives behind, if you think outside the box, more 2019 than 2009, have you ever considered some of the amazing, cloud-based technologies and apps that are out there? Believe it or not, they not only contribute to a better guest experience and a potentially more efficiently run operation, but they also reduce all sorts of paper going into the landfill – from credit authorization forms, log books and applications to any and all forms associated with the hiring process. While many of these forms are in HR storage for years, the use of these technologies allows you to bypass using paper at all, thus saving trees and contributing less waste. You may think this is green washing, 2019 style, and it could be, but every little bit counts, and I would venture a guess that these conservation methods, which may be a side effect of using
March 2019 │ 19
these software programs, are not areas many people ever consider.
payment info, files, sign and submit. All forms go directly to ShieldQ’s secure inbox, for further processing.”
Take, for example, Harri (used by Peninsula Hotels and Tao Restaurants) or WorkPOP (used by Hakkasan and Intercontinental Hotels). These two cloud-based HR applications are relatively new to the industry. They allow you to not only streamline the hiring and firing process, but you can do it all online with little to no paper involved.
Once there, only management has access to the credit card authorization. No longer are unsecured forms with credit card numbers being sent to front desk agents and filed in the drawer at the front desk. Not only is this more secure, but, depending on your operation and the annual quantity of credit card authorization forms you receive, think of all paper you just saved from being placed in the garbage. And, in the bargain, you just became more PCI compliant.
Imagine an applicant going through the process of applying for a job and getting hired. The entire process of applying, signing an offer letter, signing the employee handbook and other company forms, signing of all tax and governmental forms and so forth can be done without even touching a piece of paper by using these systems. Your HR department, whether you have HR onsite or not, just became streamlined, digital and probably 90 percent more accurate, not to mention unintentionally “green,” with all the paper you just saved due to your new digital HR file cabinet. Consider ShieldQ, which offers a service that allows you to receive secure web forms. This is the 2019 replacement for the old-fashioned credit card authorization forms that are not payment card industry (PCI) compliant and may still be used in your operation. ShieldQ allows any business to re-create the credit card authorization form in its system, which you can then embed into your website for guest use. As SheildQ describes, “Visitors fill in the form, add
20 │ wahospitality.org
All forms of running an environmentally friendly operation are very important for our planet; the Pacific Northwest; your guests and, potentially, your bottom line. Despite my sarcasm above, I think the conservative washing of terry and linen on request, the recycling cans in guest rooms and “Strawless in Seattle” are awesome initiatives that should be followed by all. Nevertheless, in this time of everything is in the cloud, I don’t want you to forget that there are some great technologies that may not have the tangible ROI of fewer loads of laundry, but they do save and contribute to your green initiative, no matter how small you think the contribution may be. In full disclosure, Q Hospitality Management is considering WorkPOP, Harri, SheildQ and dozens of other technologies for some of our hotel projects. If we can guide you or connect you to these or other technology providers, please don’t hesitate to reach out. We would be happy to make an intro. n
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March 2019 │ 21
HOSPITALITY
Connecting Young People’s
PASSIONS with
LIFELONG CAREERS By David Faro, Director, Washington Hospitality Association Education Foundation
A few weekends ago, my son and I got into our car and went for a long haul. When I invited Isaiah to come with me first to Seattle, and immediately afterward over the mountains to Spokane, I knew he was not prepared for what he was about to encounter at the ProStart competition. Isaiah is 12 years old, already passionate about cooking, and he thought we were just going on a simple trip. All Isaiah knew was that he was attending a high school cooking contest. When he asked me why I was driving for five hours to attend a small competition in Spokane, my answer was, “Because it’s important.” Sometimes, the smallest gestures hold deep meaning. A door held open for a stranger. A quick smile across a room. A wave. A wink of support from the sidelines that says, “You can do it!” Teams moving in harmony. Soloists focused on their task. This was a weekend of small gestures, one after the other, that added up to a giant lesson for Isaiah. Already interested in cooking for people as a career, Isaiah had a brief yet powerful glimpse into the foundations of hospitality that weekend at the ProStart event. The gestures of the professionals around him, aimed at students and at the larger city of Spokane, had a deep impact on my son and many other students. He looked at the chefs, the teachers, the pupils, the craft, the community, and said, “This is me; this is who I want to be.” As the Washington Hospitality Association Education Foundation’s new director, I am trying to understand how our team can continue to connect the dots in our industry workforce systems. We want to do this for a few different reasons. 22 │ wahospitality.org
One, our industry needs to hold the same allure as other career choices for kids – up and comers just like my son. The idea that our industry only provides low wage jobs is challenged by the professionals I worked with that weekend. Lifelong career champions coached a new wave of talent and showed them how rewarding a life in hospitality can truly be.
With a terrific camera and display system, they walked through the preparation, plating, knife cuts, temperatures and processes used to create each dish. For about an hour, you could have heard a pin drop. There was deep listening happening. The career and technical education teachers were taking notes in anticipation of the ProStart Invitationals around the corner in March.
Second, hospitality also needs illuminated pathways to sustained employment. Opportunities need to be made clear and available across a wide spectrum of the population. It is also fundamentally important that our industry makes training available at every level of opportunity. Lack of continuing education is a barrier for people looking to advance to the next position of responsibility. If we want to bring people in, we must give them codified systems of training that truly mean something in the workplace.
What was profound to me, was that as the chef spoke to the people around him, he described again and again, the small gestures that can make a plate of food a work of art. He shared journeyman tricks with the students and more than once said, “If you do this, it shows people you care.”
The conversations that I am having with stakeholders in our labor system are all starting to gravitate around 21st century notions of education. Before heading to Spokane, Isaiah and I dined at Seattle Central Community College’s culinary program. We were watching full-time students at the end of their educational journey who were finishing their final quarter. Seated at the school’s fine dining restaurant, we had a first-rate view of the open kitchen. We started with an exquisite beet salad followed by combinations of scallops, lamb and braised vegetables. While students of hospitality attended to our every detail, the discussion centered around the need for industry connection with the schools in our state. What I quickly understood was that they were not talking about connecting students with jobs. The starved Seattle job market has employers waiting at the door, daily, for newly minted grads. What they were asking for was a deeper understanding of what the industry wants from the school’s curricula.
In the end, that’s what Isaiah learned a few weekends ago, that hospitality is a community of people who care. From the top on down, we are an industry where people come together around the idea of people coming together. We are an industry of small gestures, at the table, at the front desk, when cleaning the rooms, when plating the food and when serving the guest. We are an industry that treats those collections of small gestures like a craft, and when we add them up for people, we create truly delicious experiences and wonderful memories. I think Isaiah and I both learned more than we expected a few weekends ago. Isaiah learned there are multiple pathways for him to connect professionally with his passions, and that there is a whole community of people cheering on students like him. For my part, I learned again the power of small gestures and the power a committed community can have on young people’s lives. I learned this on the level of a whole state, and also on the level of a single excited student, ready to join our ranks and live the life. n
If the classical French paradigm, for example, is no longer the most useful way to prepare culinary students for successful careers, then educators want to know that. They want graduates leaving with the most useful set of skills and abilities they can provide. They want graduates to be able to fit in to the labor system quickly, where they want to go, no matter what the dream or situation. So, this brings me back to Spokane and the profound education that was happening there. At the end of the day, a group of about 50 students, teachers and supporters listened to instructors talk while they critically deconstructed the dishes that were created in the competition.
March 2019 │ 23
National Restaurant Association | Restaurant.org Day after day, Washington, D.C.’s Teaism would trash pounds of broccoli stems, trimmings from florets served in the fastcasual’s bento boxes. Eyeing the waste, co-owner Michelle Brown would demur to Chef Alison Swope: “It’s a shame we can’t do anything with all those stems.” Challenge accepted. Swope’s Broccoli Tots combine ground broccoli stems with goat cheese and seasonings, balled together and then breaded with panko and fried. A favorite at the three Teaism locations, the dish is featured in the Trash or Treasure section of the restaurant’s menu, which highlights items made from ingredients that would otherwise be wasted. This type of zero-waste cooking is one of the top trends for 2019, according to our latest What’s Hot Culinary Forecast. Teaism’s Trash or Treasure selections elevate traditionally wasted items to culinary delights and incorporate ingredients trending high in the What’s Hot survey. Cabbage Butts Stir Fried in Gochujang, features the spicy Korean paste that’s trending at No. 4 among condiments. Seared Salmon Belly is served with collard stems pickled in a brine of herb trimmings. House-made/artisan pickles ranked fifth in the dishes category. Fighting Food Waste According to the USDA, 30 to 40 percent of food produced in the United States ends up in the trash. As consumers become more aware of the issue, many choose eco-friendly dishes. “In the past two years, the issue of food waste has really entered people’s consciousness,” says Lela Singh, Teaism’s social media manager. The inspiration behind Teaism’s “Trash or Treasure” menu is Chef Dan Barber, who converted his New York City restaurant Blue Hill into a pop-up called WastED for three weeks in 2015. Devoted to the theme of food waste and food re-use, WastED featured damaged apples, rejected-carrot mustard, kale ribs and fish heads. Renowned chef and documentarian Anthony Bourdain shined a light on the issue in his 2017 documentary “Wasted!: The Story of Food Waste.” One of Bourdain’s last projects, the film 24 │ wahospitality.org
examines the food waste crisis, noting that globally 1.3 billion tons of food are thrown out each year. The documentary shows how chefs can creatively use this “waste.” At New York City’s Graffiti Earth, Chef Jehangir Mehta is so committed to reducing waste that he procures trash from others. He gets broccoli trimmings, leftover greens and other scraps from nearby vegetarian restaurant Dirt Candy. He breathes new life into used coffee grounds from local Birch Coffee, cold steeping the leftovers to flavor his homemade coffee ice cream. “We call ourselves the ER of food,” says Mehta. “We don’t let any food die until it’s really dead, and even then, we donate the parts to other dishes.” The Beauty of Broken Scallops and Bruised Tomatoes Mehta sees the beauty in trash fish and ugly produce. He features broken scallops that would otherwise be trashed in his Scallop Brûlée. He buys ugly produce, like misshaped tomatoes and spotted zucchinis, from the farms he works with. He frequents farmers’ markets at the end of the day, reaping leftover produce at high discounts — sometimes even free. “If you’re dicing or slicing a tomato for a salad, it doesn’t have to be perfect,” points out Mehta. “If you’re using a tomato for braising, what difference does it make how it looks?” Mehta is at the forefront of the sustainability movement, but he isn’t alone. More than half the chefs surveyed identified ugly produce, and trash fish, as hot trends, as they did for rootto-stalk and nose-to-tail, which uses the entire plant or animal. Chefs are also tapping into eco-friendly sourcing of their foods. Plant-based proteins, which require significantly fewer resources to produce, claimed the No. 2 spot among protein trends. Locally sourced meat and seafood, which require less transport and have a smaller carbon footprint, took the No. 3 spot, followed by sustainable seafood at No. 4. Mehta attributes the trend to increased awareness among consumers. “This generation is taking much more interest in global warming.” n
National Restaurant Association | State of Restaurant Sustainability | Restaurant.org
OVERVIEW New National Restaurant Association research shows restaurant and foodservice operators are integrating sustainability practices into their daily business operations. As restaurateurs increasingly adopt innovative, sustainable practices, the National Restaurant Association examined what measures they are taking to conserve resources and operate more sustainably. The association surveyed 500 restaurant owners and operators about their environmental efforts and sustainability opportunities and challenges within their operations. More than 1,000 consumers also were surveyed about the best methods for restaurants to promote sustainability practices to customers. The results show that restaurants of all types are innovating and making progress. From independent operators to large restaurant chains, the foodservice industry is reducing its energy and water consumption, minimizing waste creation, and connecting with environmentally aware guests.
Here’s what we found: 1. Efficient equipment is now standard in many restaurants. Most restaurants use energy-efficient lighting, and many use U.S. Environmental Protection Agency Energy Star-rated kitchen equipment. Water-saving innovations are also gaining ground, from lowflow toilets to efficient pre-rinse spray valves. 2. Restaurant operators are recycling and focused on packaging. Large majorities of restaurant operators engage in recycling. Most restaurant operators source at least some packaging and supplies made of recycled content. 3. Reducing food waste is an emerging area for action. About half of restaurant operators track food waste in their operations, with many of them doing so daily. More than one in five operators donate edible leftovers to charity and more than one in 10 compost at least some of their leftover food. 4. Sustainability is a mainstay on restaurant menus. Restaurant operators and chefs say environmental sustainability, local sourcing and food waste reduction are among the top trends affecting restaurant menus. As both operators and consumers increase their knowledge about where and how food is produced, menus are also evolving to reflect the growing request for transparency. March 2019 │ 25
|OVERVIEW The following research results parallel the outcomes of the National Restaurant Association’s 2018 What’s Hot report, where 700 professional chefs ranked environmental sustainability and food waste reduction among 2018’s hottest trends. This research also points to opportunities for restaurant operators to learn more about incentives that support sustainability steps. These include utility company rebates for installing efficient equipment, enhanced tax deductions when restaurants donate wholesome leftover food to charities, and liability laws that protect food donors. These incentives can help ease the sustainability process for some operators. As more restaurateurs start or advance their sustainability journey, the National Restaurant Association is pleased to offer this snapshot of where the restaurant industry stands today. The association is committed to helping our members learn about these issues and move forward on their sustainability path. Additional tools and resources can be found at Restaurant.org/Conserve. n
FACTS AT A GLANCE RESTAURANTS RECYCLE % yes
65%
64%
29%
29%
26%
Cardboard and paper
Fats, oils and grease
Aluminum or metal cans
Rigid plastics
Glass
RESTAURANTS MANAGE FOOD WASTE % yes ==
47%
22%
14%
Track food waste
Donate leftover food
Compost food waste
RESTAURANTS SAVE ENERGY AND WATER % yes
79%
61%
46%
44%
41%
25%
Use CFL or LED lighting
Use programmable HVAC thermostats
Use EPA Energy Star-rated refrigerators
Use low-flush toilets
Use EPA Energy Star-rated freezers
Use EPA Energy Star-rated dishwashers
26 │ wahospitality.org
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INDUSTRY CALENDAR March/April TRAINING Mar. 28
ServSafe® Manager, Spokane (Post Falls)
Apr. 2
ServSafe® Manager, Seattle (SODO)
NEW MEMBERS Arriba! Cantina, Seattle Bangkok Restaurant, Kennewick Cattin’s Family Dining, Puyallup Hogan’s, Clarkston Holiday Inn Express & Suite, Lynnwood Hyatt Regency, Seattle JJ’s Grill & Brewhouse, Spokane Knights Inn, Pasco Lucky Louie Fish Shack, SeaTac Macadons, Seattle Midtowner Motel, Chelan
Mirinda, Moses Lake Pacific Pizza, Spokane Peninsula Cove LLC, Long Beach Pico De Gallo Mexican Grill, Tacoma Relax Inn, Chehalis The Folded Pizza Pie, Richland The Rock on Vashon, Vashon Top Of India, Spokane Valley Tyee Restaurant & Motel, Coupeville Whidbey Golf Club, Oak Harbor
NEW ALLIED MEMBERS
Register at: whaef.org 360.956.7279
MEETINGS Mar. 13, 20, 27
GAC Weekly Calls
Mar. 12
Board Development Committee Meeting
Mar. 12
Spokane Chapter Quarterly Meeting
Mar. 13
Seattle Restaurant Alliance Board Meeting
Mar. 14
Seattle Hotel Association Board Meeting
Mar. 19
Spokane Hotel Motel Association Meeting
Apr. 2
Executive Committee Monthly Meeting
Apr. 3
Seattle Restaurant Alliance Membership Meeting
Apr. 10
Seattle Restaurant Alliance Board Meeting
Apr. 11
Seattle Hotel Association Board Meeting
Apr. 11
Seattle Hotel Association Membership Meeting
Apr. 16
Spokane Hotel Motel Association Meeting
Apr. 23
Finance Committee Meeting
UPCOMING EVENTS Mar. 9
ProStart Invitational @ Seattle Central College
Apr. 22
Hospitality Summit Seattle @ Renaissance Seattle Hotel
Apr. 29
Hospitality Summit Tacoma @ Hotel Murano
May 6
Hospitality Summit Olympia @ Worthington Center - St. Martin’s University
28 │ wahospitality.org
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Justyk Legal PLLC William Justyk 506 2nd Avenue Suite 1400 Seattle, WA 98104-2329 8552502550 william@justyklegal.com www.justyklegal.com
Experienced restaurateur offering full service commercial real estate and consulting. From conceptualization and start up to disposition, I can guide you at any or every step of the process. My goal is to ensure all my clients are ready to successfully embark on their business venture, whether your first or 5th. For my clients, I will complimentary review and advise on business plans, forecasting and capital costs to present to potential landlords and win a lease at terms necessary for you to succeed.
I provide legal services to clients in the food and beverage industry, assisting clients with business formation, licensing and regulatory compliance, real estate, trademark, and other legal issues.
Exteriors Madelyn Loreen 4616 25th Avenue NE #523 Seattle, WA 98105 4183 206.484.9869 madelyn@rcongrpllc.com
Performance Physical Therapy Brian Weeda 1616 Cornwall Ave Ste B Bellingham, WA 98225-4648 360.714.0870 brian@performancephysicaltherapy.com performancephysicaltherapy.com
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Helping Hands Food Bank Rebecca Larsen PO BOX 632 Sedro Woolley, WA 98284-0632 360.856.2211 rebeccas@helpinghandsfoodbank.org www.helpinghandsfoodbank.org
SoloProtect Lee Coleman 751 Canyon Drive, Suite 150 Coppell, TX 75019-3858 469.451.1265 lee.coleman@soloprotect.com www.soloprotect.com
Helping Hands is a center that includes a food bank, job training, community education center and a resource center for the community.
SoloProtect delivers the best worker safety solutions available to customers worldwide. We provide innovative technologies to protect and keep employees safe while allowing them the ability to discreetly signal for help in situations where their safety is threatened or they feel at risk.
HUB International Northwest LLC Kenny Smith 501 S Bernard St Ste 201 Spokane, WA 99204-2508 509.462.7886 kenny.smith@hubinternational.com www.hubinternational.com Whether your guests come to eat, sleep, or play, we can help you develop a risk management and insurance coverage strategy that makes it easy for you to deliver an experience your guests won’t soon forget.
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Ask the Expert Five ways businesses are going green and saving money By Rick Braa, CHAE
We’ve recently completed our values statements and one value that is still at the aspirational level is our commitment to the environment and sustainability. Our millennial generation employees are insistent this value is extremely important to them. Where do we start to have an impact?
efforts from all areas of the business. front-of-house and back-of-house teams can break down processes and create discussions around sustainability opportunities. Reward and recognize sustainability ideas by employees and let them share the spotlight of being the individuals who brought an idea to fruition.
Sustainability and going green have been gaining momentum over the last two decades. Virtually every hotel has a statement posted regarding protecting the environment by reusing towels in a hotel room. Not only does reducing laundry activities benefit the environment by saving soap, water, and utilities, it saves labor and expense creating a more sustainable profitability. Here are some areas that can have an impact on restaurants:
Accurately record and measure waste— start in the purchasing process and ensure the right amount of product is purchased in the right pack size minimizing packing materials. Over purchasing food produces waste, too much beverage inventory leads to exposed risk and waste, and working capital sits on the shelf or lands in the garbage. Ensure prep lists are accurate to business levels daily. Require all waste to be deposited into a separate, clear container or clear bag that can be viewed at the end of the day, audit the contents, review with the team, then deposit to compost. The visual is impactful and will lead to reduced waste. Keep an accurate log of waste, total it for dollar amounts and post weekly. Set a goal to zero waste. Remember to monitor garbage collection. As waste is reduced the need for different sizes and pick-up frequency changes saving money.
Set a zero-waste policy and monitor progress monthly with monetary calculation—leadership must be bought into redesigning processes and procedures to support zero waste. One objective of the Total Resource Use and Efficiency Zero Waste Scorecard requires leadership to, “Provide a narrative describing the adoption of the goal and…describe the timeline and/ or plan to reach the goal. Leadership will also review the activities of the plan with management monthly.” With buy-in at every level of the team, sustainability is quickly adopted throughout the organization as a value (how we act). Encourage and incentivize employee participation—ask employees, listen, and implement recommendations made by staff. Engage employees in sustainability
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Eliminate paper chits and checks— many POS systems work with handheld devices or tablets that can be used at the table for electronic ordering and signing. Digital receipts can be ignored or emailed to the guest. Kitchen display systems (KDS) eliminate chits for food orders. Paper, ink and check printers all cost money that can be saved by a modern POS and KDS. The amount can be substantial when calculating savings over years as well as tons of chits and receipts.
Reduce energy costs—audit every energy source in the business. Change light bulbs where appropriate to LED, use shop lights for the cleaning crew rather than restaurant lighting. Turn every appliance on/off at the last minute. For example, leaving the hoods on when not necessary draws heat or air conditioning up and out increasing costs and wasting energy. Be careful with water and don’t use it to thaw product. Monitor dishwashing equipment for chemical and water use militantly. Check toilets and water spouts frequently to prevent or fix malfunctions. Automate restrooms to provide the proper amount of chemicals, flushing, and drying to minimize utility costs. A recent Nielsen Company study revealed over 70 percent of millennials and Generation Z consumers are willing to pay more for sustainable products and services. The research further points to the social consciousness of these generations and the importance of commitment to sustainability. These generations want to work and stay with companies that make a difference in the world. Be sure to tell the story internally and externally as 86 percent of consumers are willing to switch to a brand associated with a good cause given similar price and quality, according to a Cone Communications CSR Study. Sales, profit, recruiting and retention have a popular partner—sustainability. n For more information on improving profitability and driving performance, contact AMP Services at rbraa@ampservices. com. Rick Braa is the co-founder of AMP Services, an accounting and consulting firm specializing in helping companies grow profitability.
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