Washington Restaurant Magazine Winter Edition by Washington Hospitality Magazine

WA S H I N GTO N

RESTAURANT

Winter Edition 2012

MEGA TRENDS Handpick your “A” Team

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Can I grab an extra shift? Let’s get these orders filled!

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11/5/2012 5:17:12 PM

Inside

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Features 10

Food code changes you need to know After 18 months of research, recommendations and revisions, the State Department of Health has released its changes to the food code. Find out what you need to know in the coming months in order to stay compliant.

Election results and what they mean By now you’re aware of how the November election ended. WRA government affairs director, Bruce Beckett, provides some perspective on what the outcomes may mean for the industry

Building your dream team Learn how to assemble a team of workers who are dedicated to making your operation the best it can be. Find out what defines A, B and C players, and how to make sure your staff is full of the “A” variety.

Health care law compliance Find out whether your business is included in the employer health care mandate, and how you can prepare for its requirements.

Other stories

WA S H I N GTO N

RESTAURANT

Winter Edition 2012

Mega Trends

Human Resources Sure! I can work a little later tonight! Busy lunch... great sales!

Go team!

Nov_Dec.indd 1

That water glass looks low.

Can I grab an extra shift? Let’s get these orders filled!

Special order? No problem! Can I clear that table?

Who needs a break?

You got it!

Holiday shopping ideas for gadget-loving restaurateurs

News Briefs

Kids’ menu project spotlights industry’s commitment to healthy dining

Teen hiring guidelines explained

National data paints a revealing picture of Washington’s business climate

Invest in continued education and training

Calendar/New Members

Marketplace

Communication is the key to a thriving business

On the cover Labor stats, team building and teen employment, oh my! This issue will help you get a strong workforce squared away.

11/8/2012 4:03:01 PM

Winter Edition 2012 | 5

EDITORIAL STAFF Anthony Anton, Publisher Lex Nepomuceno, Executive Editor Heather Donahoe, Managing Editor Shawn Sullivan, Contributing Editor Sheryl Jackson, Research Editor Lisa Ellefson, Art Director WRA EXECUTIVE COMMITTEE Jim Rowe, Chair Consolidated Restaurants Bret Stewart, Immediate Past Chair Center Twist Robert Bonina, Secretary/Treasurer Washington Athletic Club Nancy Swanger, WRAEF President WSU WRA EXECUTIVE TEAM Anthony Anton President and CEO Teran Petrina Vice President Bruce Beckett Director of Government Affairs Lex Nepomuceno Director of Communications & Technology Lyle Hildahl Director of Education Victoria Olson Director of Business Development Susan Howe Director of Internal Operations

510 Plum St. SE, Ste. 200 Olympia, WA 98501-1587 T 360.956.7279 | F 360.357.9232 www.warestaurant.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 Restaurant Magazine are authorized for personal use only, with credit given to Washington Restaurant Magazine and/or the Washington Restaurant Association. Articles written by outside authors do not necessarily reflect the views or positions of the Washington Restaurant Association, its Board of Directors, staff or members. Products and services advertised in Washington Restaurant Magazine are not necessarily endorsed by the WRA, and do not necessarily reflect the opinions of the WRA, its Board of Directors, staff or members. ADVERTISING INQUIRIES MAY BE DIRECTED TO: Ken Wells Allied Relations Manager 425.457.1458 ken.wells@WRAhome.com Washington Restaurant Magazine is published monthly for Association members. We welcome your comments and suggestions. email: news@WRAhome.com, phone: 800.225.7166. Circulation: 6,310.

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Holiday shopping ideas for gadget-loving restaurateurs By Lex Nepomuceno, Executive Editor

During the holidays, busy business owners and managers are usually so preoccupied with their businesses that they often forget to take advantage of sales and new product launches that come with the season. Black Friday through the New Year often presents aggressive pricing opportunities that can help restaurateurs save hundreds of dollars during a given year. Types of hardware to look for Laptops and desktop computers: Last year, laptop prices dropped to an all-time low of almost $400 during the winter holidays. The average price savings for laptop buyers is 10 percent; however, the very best deals are likely to crop up during the last two weeks of December. When buying a new laptop or desktop computer over the next two months, it is important to keep in mind is what version of the operating system is installed. Microsoft just launched Windows 8, so there may be a backlog of systems that have Windows 7 or even Windows Vista installed. This could be a good thing depending on which version of Windows you are targeting. Mac users needn’t worry about this conundrum as the latest version of OSX, Mountain Lion, has been on the market since summer. Tablet overload: For tablets, the benefits of purchasing over the holidays will be more associated with selection as opposed to price, although there will likely be some good discounts on previous model iPads, Kindles and Androids. The next few months are shaping up to become the apex period for the “tablet wars,” thanks to the recent launches of the Microsoft Surface, the iPad mini and the Kindle HD. There are more options on well-produced tablets now than any other time in tech history. This phenomenon is unlikely to reoccur next year as consumers decide on which tablet path to take. For restaurateurs, tablets present a unique opportunity as these devices can potentially be used in multiple areas of a restaurant’s ecosystem. Even older tablets can be put to good use as interactive menus, kiosks and inventory management tools. Smartphones: The Windows 8 launch will not only add to the selection of tablets on the market, but there will be a number of new Windows 8 mobile devices that are already hitting the market. Apple is still benefiting from the record-breaking launch of the iPhone 5. The backlog of orders for the latest Apple phone is likely to continue through the holidays, making it one of the most coveted technology products of the season. To top it all off, Samsung is still experiencing robust sales of the S3 Android smartphone. The recent launch of the Samsung Galaxy Note 2 will likely reinvigorate demand for Android devices over the next several months. What does this mean for consumers and business owners? Choice, and a lot of it. All of the aforementioned smartphones have been well-reviewed, so it will just be a matter of taste for anyone looking to buy. Are you an iPhone or Android person? Many prudent businesses are likely to take a pass on any Windows 8 phone for now to see how the marketplace adopts the new operating system. Where are the best deals likely to come from? Online shopping sites will definitely be the harbinger of the best deals, so be sure to keep tabs on “Black Friday” type sites, as well as Amazon.com and other well established websites. Happy shopping! 

Primary Source of Information | News Briefs Washington Restaurant Association Retro program outperforms state target by 12 percent WRA recently announced that its average Retrospective Rating program* (Retro) refund for 2009 is 27 percent, performing roughly 12 percent above the state target refund. During its 26-year existence, the WRA Retro program’s average refund has been 24 percent, making this program year’s refund even more notable. Additional numbers were released for open program years; it was unknown how recent rule changes at L&I would affect future Retro refunds, but with a strong 24 percent for 2011, the WRA is thrilled with how the program has performed. “We’ve known all along how important Retro is to the restaurant industry, but the remarkable performance of this particular Retro group confirms once again that WRA members are committed to ensuring their employees’ safety,” said Anthony Anton, WRA president and CEO. “Congratulations to our Retro participants on a job well done—keep up the great work! And, if you’re not already a Retro participant, this recent success is the strongest possible argument for your participation. This is a program delivers results.” For more information, go to http://warestaurant.org/retro. Stay at Work update: $6.1 million paid to 1,200 businesses statewide Washington Stay at Work, the new Department of Labor & Industries (L&I) program that reimburses employers who keep injured workers at work on lightduty, is gaining attention statewide. L&I now has reimbursed more than 1,200 businesses with $6.1 million to keep more than 2,500 injured workers on a job. Please take a moment to watch this new video explaining the program. For details, go to http://wra.cc/stayatwork12 Restaurant Industry Award nominations now being accepted The National Restaurant Association is now accepting nominations for its annual Restaurant Neighbor and Faces of Diversity awards. The awards are part of the Restaurant Industry Awards program and honor those members of the restaurant industry that best represent its commitment to diversity and charitable giving. All nominees must be employed in the industry, and suppliers are not eligible to participate. Nominations are due no later than January 7, 2013. The awards will be presented at a gala event in April 2013, during the NRA’s annual Public Affairs Conference in Washington, D.C. For more information about the Restaurant Industry Awards, visit http://www.restaurant. org/awards.

Winter signals it’s time for holiday menus Offering special holiday menus is one way operators can encourage guests to choose their restaurants over the competition. In fact, for upscale and full-service restaurants in highly competitive markets, plating up holiday fare is practically a necessity. Casual-dining operators often serve seasonal favorites as a way of differentiating themselves from everyone else. One of the easiest ways to come up with ideas for specials is to seek out the best local ingredients in season and determine what dishes will be most appealing during that period. For the full article, go to http://wra. cc/2012holidaymenus. Save the date: Hill Climb Taste Our Best 2012 set for January 28 Mark your calendars now! The restaurant industry’s day in Olympia is scheduled for January 28. WRA members will have the opportunity to meet with their legislators, ask questions and get a first-had look at the state Legislature. And, plan now to join us after the day’s events for the Taste Our Best Legislative reception. To learn more about this event go to http://warestaurant.org/wra-events/ hill-climb/. Winter Edition 2012 | 7

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The Washington Restaurant Association has launched a new, exciting way for members to reach potential customers! Join us on our new radio show, DineNW, where we talk about Washington’s restaurant industry, and give listeners a taste of Northwest cuisine.

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3/15/2012 11:54:59 AM

Industry Outlook | WRA President & CEO

Kids’ menu project spotlights industry’s commitment to healthy dining

Several months ago, you might remember me using this space to introduce the WRA’s Healthy Meals Happy Kids project, so I thought an update and some public gratitude were in order. During the month of September, four Pierce County area restaurants committed to serving a very special kids’ menu. This project sought to introduce our children to the idea that a healthy meal doesn’t have to require hiding your peas in your napkin. Thanks to a clear vision and a dedicated group of people willing to bring it to life, we created a menu of kid favorites-- pizza! burgers! chicken nuggets! quesadillas!-that were just as healthy as they were delicious. A year ago, the Washington Restaurant Association, MultiCare and the Lakes High School Prostart culinary class put their heads together and emerged with an exciting mission: to rethink the way our youngest restaurant customers eat and to give restaurant chefs the tools they need to prepare healthy and delicious kids’ meals. After a lot of planning, research, experimentation and taste-testing, the ProStart students emerged with the Healthy Meals Happy Kids menu. And, thanks to the participation of some sponsors and several local restaurants, we were able to deliver the finished project to families throughout Pierce County. To everyone who embraced this idea, we are sincerely grateful! First of all, we must thank our restaurant partners-- Farrelli’s Wood Fire Pizza, The Ram, Carrs Restaurant and Burs Restaurant. Without your enthusiasm for the Healthy Meals Happy Kids menu, this dream never would have been realized. Thank you for understanding the importance of childhood nutrition and for having the foresight to address it head-on in your dining rooms.

Anthony Anton, president and CEO

To the team at MultiCare, your guidance and input on this project has been invaluable. Thank you for working so closely with our ProStart culinary students to help them understand the science behind healthy and delicious dining. We’re exciting to see them carry this newfound knowledge into their future restaurant industry careers. And, to those ProStart students and their incredible teacher, Mary Opdahl, we cannot possibly overstate our gratitude. THANK YOU for carrying the banner on this project. You guys are the future of our restaurant industry, and we are proud to see you tackling such a pivotal issue before your careers have even begun. Thank you for creating a menu that simultaneously meets the often conflicting demands of children and their parents. We are excited to see what you do next! Finally we are grateful to every parent who encouraged their child to try the Healthy Meals Happy Kids menu. The health of Washington’s families is important to the restaurant industry, and we look forward to partnering with them in that endeavor for many years to come. In the coming weeks, we’ll be analyzing what we learned from this project and prepare for our next steps. In the meantime, please swing by the Washington Restaurant Association’s Facebook page, and let us know your ideas. If you’d like to start thinking about new ways that your restaurant can respond to the growing consumer demand for healthier menu options, let us know. It’s an issue we’re excited to discuss more, and we believe strongly it’s one that’s here to stay. I can’t wait to hear your ideas. 

A version of this column ran in the Oct. 14, 2012, edition of the Tacoma News Tribune. Winter Edition 2012 | 9

POLITICAL REPRESENTATION

State food code undergoes revision By Joe Graham, Washington State Department of Health The Washington State Department of Health, under the direction of the State Board of Health, has updated the state food safety rules. The updated rules are based on the 2009 Food and Drug Administration (FDA) Food Code and will take effect May 1, 2013. Staff from the Department of Health’s Food Safety Program used a workgroup process to discuss proposed changes. The workgroup included representatives from the restaurant industry, local health departments, the grocery industry, the public, and affected state agencies. Josh McDonald, represented WRA on the workgroup. The complete list of workgroup members is located here: http://wra.cc/ foodrulewa. The workgroup discussed all the changes made to the FDA Food Code since the last state food rule revision, as well as changes suggested by the food service industry, the public and local health officials. The workgroup recommended the State Board of Health accept or reject these changes based on the public health reasons for the changes. The workgroup worked tirelessly for 18 months and finalized its list of recommendations in July 2011. Department of Health staff created a draft rule based on these changes and shared this draft at four public meetings across the state in January and February. The Department of Health amended the draft based on these comments and briefed the State Board of Health at a public meeting on March 14, 2012. A number of businesses expressed concern about the date marking requirements in the draft. In response, the Board of Health requested that the Department of Health reevaluate the public health benefits of the proposed date marking requirements. After in-depth research into the latest science, cost/ benefit and food processing practices, the Department of Health removed the date

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marking requirements from the proposed rule. The Department of Health presented the final proposed rules to the State Board of Health at a formal public hearing on October 10, 2012. The State Board of Health received testimony from the WRA, the Washington Food Industry Association (representing the grocery industry) and local health jurisdictions. All were in favor of the proposed rules and the State Board of Health adopted them with an effective date of May 1, 2013. Here are the major changes to the food safety rules. We will include more details about some of these changes in later editions of Washington Restaurant Magazine: • Cut leafy greens will become potentially hazardous foods and will be required to be kept at 41°F or below. • The definition of cut leafy greens will be “fresh leafy greens whose leaves have been cut, shredded, sliced, chopped or torn.” Leafy greens that have simply had their exterior leaves removed and discarded will not be considered cut leafy greens and can be stored at any temperature.

• •

Cut tomatoes will also become potentially hazardous foods and be required to be kept at 41°F or below. There is now a definition of a “conditional employee,” which is a potential food employee to whom a job offer is made. • The person in charge will now be required to ask conditional employees if they are experiencing or have recently experienced symptoms of foodborne illness such as diarrhea or vomiting.

•

• •

If the conditional employee is experiencing these symptoms they cannot become a food employee until they meet the health conditions outlined in other parts of the rule. The rule will specify that washing produce means the produce is “thoroughly rinsed under running water” There will be new rules for restaurants that partially cook and then cool food for complete cooking later, which is called “noncontinuous cooking.”

There will be new requirements for restaurants that prepare food using cook chill or sous vide methods. The definition of service animal will match the definition in state law, which will mean dogs are the only animal that can be a service animal.

STATE FOOD CODE REVISION: RULE MAKING AT ITS BEST By Josh McDonald, WRA state and local government affairs The rule making process can take many forms. For such an important process, it can oftentimes be frustrating to sit down with stakeholders and learn that those leading the discussion have their own personal agenda and are not interested in our industry’s input. Fortunately for restaurants throughout Washington state, the most recent food code rule revision process is an example of how an ideal rule making process should unfold. Respect for all opinions, integrity and consensus building—these are all words that accurately portray the attitudes brought to the table by Joe Graham, Dave Gifford, Larry French and the rest of the Washington State Department of Health team that organized and facilitated our most recent food code revision. From start to finish, the process was thorough in every aspect. Line by line, section by section, all stakeholders around the table were expected to engage in making decisions on all proposed changes to the food code. No decision was made lightly; the expectation was that anyone at the table that had an issue would bring it forward for discussion. On more than one occasion I asked and was granted a full stop to a discussion until further research was done so that a well-informed decision could be made. After all was said and decisions made, every stakeholder at the table may not have gotten everything they wanted, but everyone shook hands, smiled and thanked the hosts—all signs of a rule making process done right. The new food code rules take effect May 1, 2013, and the WRA is teaming up with our state and local health departments to get the word out on what changes to your operations may be essential to compliance. Keep an eye out for updates coming from us, as well as your local health department. Finally, next time you see your health inspector, spend some time talking through the changes, and challenge him or her to help you get your kitchen and staff up to code.  Winter Edition 2012 | 11

2012 preliminary election outcomes encouraging for industry By Bruce Beckett, WRA government affairs director

By the time this article reaches you, final results of the 2012 election will be known (we hope!). But at press time, only 24 hours has elapsed since Election Day, and the challenges of Washington’s election-by-mail system are prevalent. Washington is one of a very few states that (1) vote entirely by mail and (2) allow any and all ballots that are postmarked on election day (or returned to ballot collection locations on election day) to be counted. Accordingly, ballots remain on their way to county election offices for a number of days following the election. Hence, in many instances, the final outcome of close races will not be known for some time. We do know, however, that the counties must certify their election results three weeks following the general election (about the time you receive Washington Restaurant). Here is what we can say, as of today: Overview There are 3.9 million registered voters in Washington state. As of the time this summary was prepared, about 2 million votes had been tallied. Another 625,000 ballots had been received at county election offices, but not yet counted, and another 600,000 ballots are expected to be received over the next week. In other words, slightly more than half of the total votes had been counted at the time of this writing. This election is also the first time that a major, presidential and statewide election has been held in Washington in which all ballots were mailed. Political pundits and campaigns are quick to say that traditional early voting returns and later returns may not follow traditional patterns because of this change. Well, we should know the answers by the time you receive this edition of Washington Restaurant Magazine. In the meantime, here is what we can say: 12 | www.warestaurant.org

Federal Offices As expected, Washington voters supported President Obama with 55 percent of the vote. And Senator Maria Cantwell won re-election handily with 59 percent of the vote. Congress Washington is sending three new members to Congress – all Democrats. It appears that Suzan DelBene will win in the 1st District. Derek Kilmer (6th District) and Denny Heck (10th District) are winning by wide margins in their respective districts. The WRA is particularly enthused with the outcome of Kilmer and Heck’s races. Both have a long history of working with the restaurant industry and understand the challenges of opening and running small businesses. Derek Kilmer was also supported by the Restaurant National Restaurant Association’s Restaurant PAC. State Measures

I-1185, which reinstates the requirement that tax

increases be passed with a two-thirds majority vote of the Legislature, was overwhelmingly adopted by voters. Despite having been adopted four previous times, it appears that the requirement for a two-thirds majority will be reviewed by the Washington Supreme Court in the near future. The WRA supported I-1185. I-1240, which authorizes a limited number of charter schools, and R-74 which allows for same sex marriages are passing with narrow majorities. I-502, which legalizes recreational use of marijuana, is passing with more than 55 percent of the vote. The law will put Washington in a unique position. Assuming it goes into effect, our state law will contradict federal law. Ironically, the Liquor Control Board is directed under the law to write the rules and regulations to administer and implement the law. That should be an interesting process! The Legislature also sent two constitutional amendments to voters for approval. SJR 8221, which clarifies debt limits allowed under state law, was overwhelmingly approved. But SJR 8223, which gives limited authority to University of Washington and Washington State University to make investment decisions failed. It is difficult to recall the last time voters rejected an amendment to the Constitution that

had passed by huge margins in the Legislature.

Finally, under a previous ballot initiative, a non-binding advisory vote is required of any tax increases that are passed with a two thirds majority. During the last session, the Legislature repealed tax advantages to banks on first mortgage deductions, and a petroleum tank fee was re-imposed at the request of the industry. In both instances, voters “advised” repealing the tax increases – which will lead to interesting messaging during the upcoming session.

a trio of moderate Democrats. Although Democrats appear to be holding their majority, the philosophical majority may have been strengthened if the current trends continue. That bodes well for small business. Many House races are simply too close to call, but, again, if current trends hold, it appears that Republicans will gain one, maybe two seats. With some of the departures from

State Executive Offices

Governor – in the important race for governor, the

outcome, at this time, is too close to call. Jay Inslee has a 48,000 vote lead out of 2 million votes counted. But Rob McKenna’s campaign is expressing confidence in late voters overcoming the deficit. That is a tall order, and will be fascinating to watch over the next week or so. Secretary of State – Kim Wyman, an experienced election administrator, is facing an aggressive campaign from Kathleen Drew, a former staff person for Gov. Gregoire. Wyman has a slim 20,000 vote lead at this time. In other state wide races, Lt. Governor Brad Owens has been re-elected; former legislator Troy Kelley has been elected as State Auditor, and Bob Ferguson (D) has defeated Reagan Dunn (R) for Attorney General. Comments – The WRA, along with all sectors of the business community, supported Rob McKenna’s campaign for governor. It remains to be seen if this race tightens into a narrow, nail-biter as it did in 2004, or if Inslee continues to maintain a significant enough margin to overcome the need for a recount of votes. Legislature Entering the election cycle, it appeared that Republicans were poised to take control of the State Senate, and potentially reach a 49-49 tie in the State House. What we see, at this time, is something akin to a one or two seat gain for Republicans in the Senate, and maybe a gain of one or two seats in the House. The Senate change is significant, however. There already had been a more fiscally responsible, “philosophical majority” that emerged in the Senate during 2012 – lead by Winter Edition 2012 | 13

the House this year, it’s also possible that a stronger, fiscally conservative body will emerge because of nature of the individuals that have been elected… but let’s not get ahead of ourselves yet!! Senate Here are some of the key outcomes:

1st District – Sen. Rosemary McAuliffe (D) has been reelected, despite a vigorous campaign lead by education reform interests to unseat the long term Chair of the Senate Education Committee. 5th District – WRA member Mark Mullet (D) appears to have defeated Brad Toft (R). This race turned very nasty over allegations that current Sen. Cheryl Pflug (R) resigned her position to take an appointment to the Growth Management Hearings Board in a manner that prevented a current lawmaker from filing for the office. The WRA supported Mullet’s candidacy and is excited that a small business owner will be a member of that caucus. Mullet’s victory is a pick-up for Democrats. 10th District – State Rep. Barbara Bailey (R) appears to have defeated long-time Sen. Mary Margaret Haugen (D) in a spirited race. If this holds, this a pick-up for Republicans. 25th District – Rep. Bruce Dammeier (R) easily prevailed in his bid to replace retiring Sen. Jim Kastama (D). This is also a pick-up for Republicans. 17th District – Incumbent Sen. Don Benton (R) is in a neck-in-neck race with former Rep. Tim Probst (D). At this time, only 102 votes separate the two, with at least 40,000 more votes to be counted. 3rd District – Rep. Andy Billig (D) will replace retiring Majority Leader Lisa Brown (D). Billig, a one-term member of the House, works with the Spokane Indians baseball team and has a good understanding of the issues facing the hospitality industry. 20th District – Long-time incumbent Sen. Dan Swecker (R) has been defeated by John Braun, also a Republican. 41st District – Steve Litzow (R), who prevailed in a narrow victory two years ago in a special election, was re-elected despite an aggressive campaign against him. If the current trends hold, and Senator Benton prevails in the 17th, then Republicans will gain a seat in the Senate. House Due to the very close vote counts in some key races, it’s almost impossible to predict the overall makeup of the House. Suffice it to say, one or two seats may change party; Democrats will continue to be in the majority, but Republicans may narrow the gap. We are excited about working with many of the new members that will be joining

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the House. Some notable outcomes at this time include:

3rd District – Marcus Riccelli (D), who has worked for

WRA members in Spokane and is familiar with the restaurant industry, will be replacing Andy Billig in the House. 11th District – Steve Bergquist (D), who impressed the WRA GA team with his understanding of business and of our industry, will be a welcome addition to the House. 17th District – Julie Olson (R) has a slim, 120-vote lead, at this time. Julie has a keen understanding of small business issues and challenges. 27th District – Jake Fey (D), who the WRA has supported in previous bids for the House, handily won election. Jake will be a great addition from the 27th District and the WRA looks forward to working closely with him. 28th District – Steve O’Ban (R) appears to have gained a seat for Republicans in the House. 30th District – this Federal Way district appears to be electing Linda Kochmar (R) to fill the seat vacated by Democrat Mark Miloscia; however, the district also seems to be rejecting Katrina Asay’s (R) bid for reelection to the House after only one term. 35th District – Long-time incumbent Kathy Haigh (D) is currently leading challenger Dan Griffey (R) by a narrow margin. In the other House race, newcomer Drew MacEwan (R) is currently winning in his effort to gain a new seat for the Republicans. 36th District – The WRA is excited with the Gael Tarleton’s (D) apparent victory. Tarleton, who serves on the Port Commission, will add an important dimension to the House. 47th District – will Republicans gain any seats in the House? The answer may hinge on whether one term incumbent Rep. Mark Hargrove (R) can hold onto his narrow 99-voter lead over his Democratic challenger. Another example of how each and every vote counts. In closing Elections always bring change. Voters appear to have elected a more fiscally conservative Legislature, and a Legislature that should be open to the concerns of small businesses. While the final outcome remains to be seen, the WRA GA team is ready to undertake the challenge. Additionally, the WRA is prepared to work with either Jay Inslee or Rob McKenna and their respective administrations as they transition into the governor’s office. We haven’t had a change in eight years, and it will be an exciting time getting to know the new teams, the new staff people and agency leaders. The WRA GA team is enthused about the future and looking forward to working with the new Legislature and Administration. 

Teen hiring guidelines explained By WRA Staff

For Washington restaurants seeking to hire workers under the age of 18, there are several important details to understand first. Employers are responsible for getting a minor work permit endorsement for each work site where minors are employed. They can get one with the Master Business License application. This can be obtained through the Department of Licensing or any L&I office. The Master Business License with current minor work permit endorsement must be posted and renewed yearly. An employer must obtain and keep on file, at the minor employee’s worksite, a copy of each:

Proof of age (one of the following: birth

certificate, driver’s license, baptismal record or a notarized statement from a parent or legal guardian) Personal data (name, address, date of birth and a copy of the minor’s Social Security card) Employment description (earliest and latest work hours, total number of work hours per week and a complete description of duties) Parent/school authorization form (available on L&I website and must be completed by the employer, signed by the parent/guardian and by a school representative if the student is working during the school year. These expire annually in September and must be renewed) How old do kids have to be to work? Kids must be 14 years old to work at non-agricultural jobs. Under limited circumstances and with permission from the county superior court, a worker younger than 14 may be employed. What is minimum wage for minor workers? The minimum wage for 16-17-year-old workers is the same as the regular state minimum wage. Workers under 16 may be paid 85 percent of the state minimum wage. How should meal and rest breaks be handled? Fourteen- and 15-year-old workers must be given a 30-minute

uninterrupted meal period every four hours. This period must be separated from, and in addition to paid breaks. Minors must be provided a paid rest break of at least 10 minutes for every two hours worked. Sixteen- and 17-yearold workers are entitled to an uninterrupted meal break of at least 30 minutes when working more than five hours per day, as well as a 10-minute paid rest break for each four hour block of time they work. Can 16- and 17-year-olds work extra hours? If there is “good cause” why a minor in this age range needs to work more hours per week, a variance is possible: Special variance—up to 28 hours per week Many older teens have a reduced school schedule or have shown that they are able to work the extra hours on top of their school schedule and extracurricular activities. The parents and school can grant permission to work up to eight extra hours during the school week. A Parent/School Authorization form is available on the L&I website. Regular variance—more than 28 hours per week If the extra hours provided by the special variance are not enough, the business can pursue a regular variance with L&I. For a comprehensive chart outlining the exact hours minors are allowed to work, visit http://wra.cc/teenworker12. 

Winter Edition 2012 | 15

Building your dream team Staffing is key By Shawn Sullivan, contributing editor

In early October, the Washington Restaurant Association’s Consulting Network conducted a “boot camp” for Azteca Family Mexican Restaurants. The event was designed to provide operators with an all encompassing toolkit for success that focused on staffing, up-selling, branding, social media and menu design. One of the most significant aspects of the meeting was the discussion regarding staffing by the Consulting Network’s Kathy Chaffee-Groff and Rick Braa. At the center of the presentation, they both highlighted the need to build an A Team, especially with front house staff. The content of the discussion was so useful, it seemed only fair to pass along a synopsis to the full WRA membership. We encourage WRA members interested in having us develop a boot camp for you, your general manager or franchise owners, to contact the WRA today at 800.225.7166, extension 113. Building your “A” Team How important is having a competent, engaged and dedicated staff? Operators work long hours to fulfill the dream of running a successful restaurant. Sometimes, owners overlook the most important piece of that success— staffing. Braa places staff into three categories: A Team, B Team and C Team. Simply put, you need to reward your A Team, encourage your B Team and get rid of your C Team. 16 | www.warestaurant.org

“Why?” someone asked. “Because A Players want to play on a winning team,” Braa responded. “C Players attract other C Players, then your A Players leave and your B players become C players. All of a sudden you are left with only C Players and cannot attract any A Players to your team.” So, how important is retaining the best staff? The staff IS your brand. They must live your brand, walk your brand and speak your brand. Can each of your servers repeat your mission statement? With that question in mind, how often do you interact with your customers? How often does your staff? In almost all cases, servers and hosts have more contact with customers than the general manager. With so much money riding on repeat customers, your staff must be at their best, representing your brand every day. Braa and Chaffee-Groff also discussed the importance of employee reviews, especially with the A Players. Weekly check-ins give you the opportunity to evaluate your employees’ state of mind, test their brand awareness, offer suggestions for improvement and (most importantly) tell them what they are doing right. Most often, time is spent dealing with major issues, or talking to employees who need a course correction. We sometimes forget how important that one-on-one is for the staff that performs the best. Without your guidance, they may not even know that they are your best performer. Without direction and a consistent reminder of your brand, it is too easy for people to stray off course. Reward your “A” players! Take a moment to reflect on your restaurant. On a seven day work week, which day is your busiest? Which day is your second busiest? Of those two days, which shift is the busiest? Is it lunch, dinner or breakfast? Keep your busiest day, and your busiest shift, in mind. Is your highest performing staff on shift during those periods? Want an easy way to motivate staff and build your numbers? Reward your best performers with the best shifts, and make sure to place your worst performers on the shifts that are

m T a eam e r D

not as busy. However, and this is the most important part, tell them why. Consider putting up a board and tracking sales per ticket so every employee in the restaurant can see it. Let them know the server with the best dollar per ticket will get their pick of the shift. Let them know the penalty of being at the bottom is a shift on a slow day, but also let them know this is a weekly contest, so even those at the bottom have a chance at the best shift. Managers can now use it as an opportunity for training. Inform them how up-selling a drink special on three tickets each night can bump them up five spaces. Show them how water is their worst enemy, and how ten extra appetizers a night can bring in an extra $20 in tips.

team is performing, happy they have the best shifts and are rewarded for their hard work. Your B Team wants the better shift, so they start working harder to get better hours. Your C Team will accept defeat and stick around on the shifts no one wants, ask you how to turn themselves around, or quit. Either way, you win. With repeat customers relying so heavily on the performance of your servers, it is imperative that you have the best possible staff to represent your brand. Your restaurant and your reputation as an operator depend on it. For more details regarding the boot camp, or to schedule one for your restaurant, contact the WRA at 800.225.7166. Let us get the best consultants in the state in one room, and help you transform your restaurant into the powerhouse you always wanted. ď Ž

In a matter of weeks you will start to see a change. Your A Winter Edition 2012 | 17

Conserve Program launches as a free benefit to WRA members By WRA Staff

Consumers and employees expect businesses to become more environmentally friendly. Fortyfour percent of adults say they are likely to base their restaurant choice around an operation’s green practices. Customers who live an environmentally-friendly lifestyle will often support and frequent restaurants that do the same. Plus, many surveys show that younger customers—particularly millennials and moms— are among the most interested in patronizing businesses with strong records of environmental stewardship. In addition, employees are often the biggest supporters of an employer’s efforts to conserve. Consequently, the WRA has teamed up with the National Restaurant Association to roll out the Conserve Sustainability Education Program, which free for all WRA members. The Conserve program was designed to help restaurants reduce energy consumption, waste creation and water usage, while cutting operational costs and minimizing their environmental footprint. Restaurants typically pay $250 per year, per location, while restaurant association members pay $150. As part of a special pilot project in Washington state, WRA members will be able to participate with all fees waived. “Once again, the restaurant industry is addressing an emerging issue head-on,” said Anthony Anton, WRA president and CEO. “I encourage our restaurants in Washington to implement Conserve in their operations, and discover first-hand that sustainability doesn’t have to be complicated, expensive or disruptive to business. In the long run, these green strategies can drive down costs and reduce environmental impact. For the restaurant industry, it’s a measure that simply makes good business sense.” The Conserve Sustainability Education ProgramSM is an online resource designed by the restaurant industry for 18 | www.warestaurant.org

the restaurant industry. Conserve provides an introduction to sustainability and a roadmap to help operators with easily digestible information to fit in to hectic schedules. With Conserve, restaurants can save money, save resources, gain new customers and know that they are doing the right thing for the environment. Restaurants use about five to seven times more energy per square foot than other commercial buildings, such as office buildings and retail stores. High volume quick-service restaurants (QSRs) may even use up to 10 times more energy per square foot than other commercial buildings. Restaurants can reduce their environmental impact by making simple and easy changes throughout their operation. Now, with the Conserve Sustainability Education Program, restaurant owners are discovering how to reduce their environmental footprint. The program is designed to reach a broad cross-section of the U.S. restaurant industry and promote transparency and learning. With nearly 1 million restaurant locations across the country, the significant size of the industry means that if operators implement even just a few of Conserve’s best practices, collectively we can have an enormously positive environmental impact. This special subscription for WRA members includes 24/7 online access to all the best practices, educational videos and tools. Over time, the program will pay for itself. To get started, go to http://wra.cc/conservewa. Anyone who wishes to participate in the program must use coupon code WRA2012 when they set up their account. The code will expire on Jan. 1, 2014. Get started now! 

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Winter Edition 2012 | 19

The employer health care mandate: Are you ready? By Restaurant Association staff

Restaurateurs need to begin preparing to implement the health care law’s requirements for employers even though key regulatory guidance is still missing and legislative changes may be necessary. The National Restaurant Association has developed a significant amount of information on the Patient Protection and Affordable Care Act’s employer mandate, which will require businesses with 50 or more fulltime-equivalent employees to offer health benefits to full-time employees and their dependents, or face potential penalties. The NRA has also made available a comprehensive overview of the new reporting rules that expand the information that businesses will be required to provide to the Internal Revenue Service and employees. Michelle Neblett, the NRA’s senior director of labor and workforce policy, suggests that restaurateurs stay on top of new regulations, delve into their workforce demographics to understand what parts of the law affect them, talk 20 | www.warestaurant.org

to their insurers about possible changes in benefit-plan design, and think about how to communicate with employees about the law. “This law will raise lots of questions, and many employees will be turning to their employers for general questions about health care coverage,” Neblett said. One huge challenge: Federal agencies have not yet released final guidance on any of the key topics for employers. “There are a lot of proposals about the direction agencies may take in regulations, but none of it is final,” said Angelo Amador, NRA vice president, labor and workforce policy. “This makes it hard to plan ahead.” However, we do expect that proposed rules, on which employers can plan, will be released before the end of 2012. Amador also said Congress is likely to make some limited changes in the law. Most Capitol Hill observers say legislative changes are unlikely to happen before the 113th Congress convenes in January. What you need to know now: Who is covered by the employer mandate? The law’s employer mandate applies to businesses with 50 or more full-time-equivalent employees. For restaurateurs who operate several businesses, the IRS’s “common control” clause will determine whether a business must consider all of their employees in one group or could consider them separately, Neblett noted, and advised operators to talk to their tax advisors for more information. She also included several sample calculations to show how businesses would measure whether they meet the threshold and would thus

be subject to the employer mandate. This involves counting the number of full-time employees as well as the hours worked by part-time employees. Who’s considered a full-time employee? The law requires businesses covered by the mandate to offer health plans to full-time employees and their dependents, but the government has not fully spelled out the definition of “full time.” The law states that a full-time employee is a person who works 30 hours per week on average in any given month. To implement that part of the law, the Treasury Department has proposed defining a full-time employee as an individual who works 130 hours in a calendar month. The agency has also issued guidance through 2014 where employers can use a three- to 12-month “lookback” measurement period to see if existing, new and seasonal employees who work variable hours meet the definition of full-time. This guidance was issued in late August and although it can be complex, may provide restaurant operators with flexibility so that they may offer coverage to their employees. What type of health-benefit plans must be offered? PPACA requires employers covered by the mandate to offer full-time employees “affordable” health plans that meet a “minimum value” standard. These definitions are also pending, Neblett says. The law considers a plan “affordable” if full-time employees are not required to spend more than 9.5 percent of their household income on monthly premiums. However, the Treasury Department recognized in preliminary guidance that employers won’t know -- and won’t necessarily want to know -- an employee’s household income. The agency has proposed that an employer could instead use an employee’s W-2 wages (Box 1) to determine affordability of their plan for their full-time employees. Similarly, the Health and Human Services Department

has proposed multiple ways employers and their insurers can determine whether a plan meets the law’s “minimum value” standard, but is still working through the details. Rules regarding these requirements are also expected before the end of 2012. New reporting requirements. New reporting requirements will be a significant concern for employers, Neblett noted. Employers subject to the employer mandate will be required to report to the IRS by Jan. 31 of each year detailed information about the plans they offer, and to whom. Insurers and self-funded plans must submit a second, somewhat duplicative, report by the same time each year. Both reports must also be given to employees included in the report. The law also now requires employers who file 250 or more W-2s for tax year 2012 to include the value of health care premiums (both the employer and employee’s share) on these W-2s. The data is for informational purposes only; employees and employers will not be taxed on the value. The new reporting requirement expands to cover all employers for tax year 2013. PPACA also will require almost all employers to provide written notice to all employees after March 1, 2013, about the “exchanges” that are expected to become a primary marketplace for individuals and small businesses to buy insurance. The U.S. Department of Labor is expected to issue guidance and possibly a template to help employers comply with this requirement. The NRA continues to file numerous comments with federal agencies to try to mitigate the regulatory impact on restaurateurs if the law stands. 

Winter Edition 2012 | 21

National data paints a revealing picture of Washington’s business climate By Sheryl Jackson, WRA director of information services A recent review of US Census and Bureau of Labor Statistics’ (BLS) most recent data paints a revealing picture of Washington’s business climate. In a comparison to competitive states with a similar mix of industries, Washington restaurant operators have to make do with fewer employees. The average operator employs three fewer full time equivalents than the national average. With more than 13,500 restaurants in Washington this equates to more than 40,000 jobs lost.

AVERAGE STAFF PER UNIT AL 18.5

TX 19.7

CO 16.8

NC 17.6

Additionally, the wage gap between front of the house and back of the house continues to grow, according the data. The income gap between the industry’s two “career” hourly positions in full service restaurants, cooks and servers, has grown to more than $9 dollars per hour. The same BLS figures give perspective on several foodservice positions as compared to selected positions outside of the industry.

SC 18.0

FL 18.2

AZ 18.9

OR 13.4

MI 16.3

MN 17.8

CA 15.7

WA 13.3 National 16.3

But, all is not negative when reviewing the most recent government statistics. Last month’s Employment Security news release (September 2012) shows an increase in hiring —up 2,600 over August and 7,700 over same time last year. This hiring trend is expected to continue into the holidays.

FOODSERVICE POSITIONS COMPARED TO NON-FOODSERVICE INDUSTRIES $25.18

Correctional Officer Waitstaff**

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Dental Lab Technicians Bookkeeper

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Construction Laborers

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Bank Teller

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Cook, Restaurant

$11.39

Retail Salespersons

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Child Care Worker Dishwasher

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Combined, Fast Food Cook/Servers

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$10

$15

$20

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*Based on 2011 Bureau of Labor Statistics Statewide Occupational Wage Data ** Added in Minimum Wage and Average Hourly Reported Tips from People Report 2010 Wage, Benefit and Menu Survey. Sources, unless noted otherwise: Bureau of Labor Statistics, 2011 to 2006 comparisons on Occupation Codes 35-0000 http://stats.bls.gov/oes/current/oes_wa.htm#b35-0000 Employment Security, Seasonally Adjusted, Historical https://fortress.wa.gov/esd/employmentdata/reports-publications/economic-reports/washington-employment-estimates

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There are many training options for the restaurant and hospitality industry these days. One-on-one, classroom, webinars, online—the choices are unlimited. The challenge is finding the right combination of method, curriculum, delivery, quality of instruction, quality of instructor and cost. Finding the best options can be challenging. The goal of the WRA Education Foundation is to be the industry’s bridge to finding and connecting you with the highest quality training programs that meet your needs, so you can grow and succeed. On October 30, the leaders from community college and university hospitality and tourism programs will meet with leaders from the WRA EF. The goal is to build connections for education and training to serve our industry with quality candidates for employment. We also want to identify training programs that will serve the industry professionals already in the field. Ultimately our goal is to be the resource for you to find the training you need by partnering with the colleges and industry groups like the ACF, NACE, WSHLA, Big Table, Fare Start etc. If you want to participate in this effort, please contact the Education Foundation. I’d like to address the issue of quality in achieving maximum ROI. Having an assessment (test), following the training, that verifies the students’ knowledge, skill and understanding should be minimum criteria for the training program. One

24 | www.warestaurant.org

reason the ACF certification program is highly recognized and respected is the rigorous oversight that exists with their certification committee. The NRA has similar standards for their ServSafe programs. Both require that the instructor, curriculum, method and delivery have met rigorous standards. Ongoing continuing education and training also are required of the instructors. This is the example of training that I believe gives you the best ROI. The Education Foundation’s current training programs have been developed for the food service industry by the food service industry, with subject matter experts that meet annually to update the curriculum and testing. These include ServSafe manager, ServSafe Alcohol, and Food Allergy Certification. After successful completion of the course and assessment, the student is rewarded with a certificate good for three to five years. We are looking to add more course offerings through the NRA ManageFirst program that has certificate programs in customer service, marketing, cost control, and management. We are also developing a workplace safety training program. Please reach out to our Education Foundation so we may assist with your training and education needs. If you request a training program we do not offer at this time, we can direct you to someone who can. 

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INDUSTRY CALENDAR

November/December Training Dec. 4

ServSafe® Manager

Dec. 5

Allergy Safe Certification

Dec. 17

ServSafe® Manager

Dec. 18

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Meetings Nov. 27

GAC Meeting

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Visit www.warestaurant.org/calendar for a full list of events.

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Ask the Expert | Restaurant Profit Coach Communication is the Key to a Thriving Business By Rick Braa, CHAE

Q: In my business, non-communication seems to be a recurring problem. What are some practical ways to improve our communication?

Communication is the number one issue in any business. Regardless of how much time a team is together, there is always room to improve communication. One can never communicate too much; you’ll likely never have anyone tell you that you over-communicate. Most commonly, it’s quite the opposite. With the constant barrage of information, guest visits, employees coming and going throughout the day, different work schedules and hours, someone is going to be left out of the loop. Here are some processes to take your communication to the next level: 1. Hold pre-shift and post-shift meetings daily. Discuss the shift focus on either an individual basis or in small groups before every shift. Discuss sales goals, specials, service standards and whatever the team is driving to improve. When the shift is over solicit what can be done better to improve the employee and the guest experience. Focusing on continual improvement and involving team members builds a sense of pride and ownership. The best ideas will come from the team as they tend to be closest to the guests and each other. Listen closely and act on the information collected. 2. Hold weekly management team meetings. Set an agenda and discuss the important business of the restaurant (select key crew members if you don’t have a management team). These meetings start and end on time and last 60 minutes. Begin the meeting by reviewing the prior week commitments and make sure someone is assigned to taking notes. Major areas of focus include what is on the calendar in the next month and specifically what is coming up in the next week. Review the financial results from the prior week, the goal remaining for the month and how the goal can be achieved. Be sure to cover the other major functions of the business such as marketing, staffing, performance, facilities and planning. The area most often ignored is requiring a discussion of sales building both inside and outside the four walls. Require each attendee to contribute to the sales-building conversation. End the meeting by summarizing commitments and assigning responsibility. 3. Meet one-to-one weekly with key personnel. Spend one hour per week with each person in a key role in the organization. The agenda should be completed 24-48

30 | www.warestaurant.org

hours in advance and distributed to the supervisor. The meeting is for coaching and needed direction. The employee should spend 80 percent of the time talking, and the supervisor should spend the remaining 20 percent in a coaching role, just like an outside advisor. For example, a manager reporting into an owner would discuss operating results, financials, staffing and HR, personal development and sales building as well as other important areas of responsibility. Face to face meeting is the key. 4. Use workshop training on a monthly basis. According Edgar Dale’s Learning Cone, first developed in the 1960s but continually reinforced by research, you remember 10 percent of what you hear, 20 percent of what you read, 30 percent of what you see, 50 percent of what you hear and see, 70 percent of what you say, 90 percent of what you both say and do. The research suggests in order for people to retain 90 percent of important information, there must be a teaching element associated. Get the team together by area for workshops for 60-120 minutes to work on various sections of the business such as food training, beverage training, purpose and values, brand differentiation, guest service, and technical proficiency. Start with a small amount of lecture, then require individuals to work together in small groups to solve problems and discuss learning. Have each small group present findings, recommendations and learning with the rest of the trainees. Wrap up the sessions with a summary of findings and recommendations to be put into practice. 5. Hold semi-annual “all staff meetings”. These meetings are held to discuss goals and direction for the business as well as infuse energy into the workforce. Recognize great performance and reinforce your standards for excellence at these meetings as well as honor those performing at an extremely high level. Your business will function best when communication is a focus. Your job as a leader is to direct the team to communicate as thoroughly, thoughtfully and frequently as possible. Build a highly informed and driven workforce that is well in-tune with the direction of the organization and the expectations of the owner group, and your business will thrive. 

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