Wisconsin Restaurateur - First Quarter 2016

The Magazine of the Wisconsin Restaurant Association

Info to Go Q & A

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Restaurant Operations Resources

po Mar Touch, T ch 7-9 Everyth aste, Test ing Foo dservic Get an e inside lo o Feature d Produ k at cts

• OSHA Requirements Overview • Handling Foodborne Illness Complaints • Avoiding Teen Trouble • New Wisconsin Driver Licenses/ID Cards

Tipping Point

Sorting out the Restaurant Gratuity Debate

First Quarter 2016

www.wirestaurant.org

Vol 83 • No. 1

An Uncertain Labor Market !– is issubeers get this h t y o j En tion mem quarter Associa resource each valuable

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Restaurateur • First Quarter 16

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Restaurateur • First Quarter 16

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T h e M a g a z i n e o f t h e Wi s c o n s i n R e s t a u r a n t A s s o c i a t i o n

First Quarter 2016

Vol 83 • No 1

10 Info to Go:

Answers from the WRA Hotline Team

12 Midwest Foodservice Expo Explore a 3 in 1 Experience

14 An Uncertain Labor Market 20 Avoiding Teen Trouble 24 Tipping Points

Sorting Out the Restaurant Gratuity Debate

4 A La Carte 6 Chairman’s Column 8 President and CEO’s Column 9 Financial Statements 44 WRBN 46 Social Media Rewind

29 New Wisconsin Driver Licenses/ID Cards 32 Handling Foodborne Illness Complaints or an Outbreak

35 OSHA Requirements Overview 40 Get Your Hands on These Featured Products at the Midwest Foodservice Expo

Co-editors Tracy Kosbau & Katie Reiser Art Director Gary Cox Advertising Director Ryan Pettersen Managing Editor Susan Quam

Circulation Director Ryan Pettersen Layout and Electronic Imaging Shane Sanders Printing Royle Printing, Sun Prairie, WI

Statements or expressions of opinion here are those of the authors and not necessarily those of Wisconsin Restaurateur, the Wisconsin Restaurant Association or editors. In no event will the authors, the editors, the reviewers or the publisher be liable for any damages resulting from use of this material. The publication of any advertisement is not to be construed as an endorsement of the product or service offered unless the ad specifically states that there is such an endorsement or approval.

Wisconsin Restaurateur is the official publication of the Wisconsin Restaurant Association. Published quarterly by the Wisconsin Restaurant Association with editorial and executive offices at 2801 Fish Hatchery Rd., Madison, WI 53713. 800/589-3211. Postmaster: send address changes to Wisconsin Restaurateur, 2801 Fish Hatchery Rd., Madison, WI 53713. Periodicals postage paid at Madison, WI and additional offices. Publication number (USPS 688-540) ISSN 0274-7472. Subscriptions: $17.50 annually; $8.00 per copy. Non-members $32.00 annually.

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Restaurateur

Visit us online at www.wirestaurant.org

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A La Carte A S a v o r y S a m p l i n g o f R e s t a u r a n t N e w s a n d Tr e n d s

WRBN Top 20 food trends for 2016:

1. Locally sourced meats and seafood 2. Chef-driven fast-casual concepts 3. Locally grown produce 4. Hyper-local sourcing 5. Natural ingredients/minimally processed food 6. Environmental sustainability 7. Healthful kids’ meals 8. New cuts of meat 9. Sustainable seafood 10. House-made/artisan ice cream 11. Ethnic condiments/spices 12. Authentic ethnic cuisine 13. Farm/estate branded items 14. Artisan butchery 15. Ancient grains 16. Ethnic-inspired breakfast items 17. Fresh/house-made sausage 18. House-made/artisan pickles 19. Food waste reduction/management 20. Street food/food trucks

Roundtable

Hotline Q&A

What’s Hot for 2016: Menu Trends

Each year the National Restaurant Association looks at top menu trends for the coming year. For this year’s What’s Hot culinary forecast, the NRA surveyed nearly 1,600 professional chefs who are members of the American Culinary Federation to predict which foods, beverages and culinary themes will be hot on restaurant menus in 2016.

The survey found that local sourcing and environmental sustainability continue to rule the top of the menu trends list for 2016. Also prominent in the top 20 are various takes on global flavors.

There is some synchronicity among several of the top trends for 2016.

For example, locally sourced items are tied to the grow-your-own concept 4

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of hyper-local items, which in turn drills down to the “make your own” trend of house-made items.

International influences are also making a strong showing at the top of the list in 2016, including ethnic condiments and spices, authentic ethnic cuisine, ethnic-inspired breakfast items and street food.

Additional analysis of survey results reveals which trends are gaining momentum and which ones are slowing down. For example, African and Middle Eastern flavors are on the rise, while kale salads and gluten-free cuisine are losing ground as hot trends.

When asked which current food trend has grown the most over that last decade, 44 percent of the chefs said local sourcing. Looking forward, 41 percent said the trend that will grow the most in the next 10 years is environmental sustainability.

For more results from the National Restaurant Association's “What’s Hot” culinary forecast visit: www.restaurant.org/news-research/research/what-s-hot.

What’s in Store for the Restaurant Industry in 2016

The National Restaurant Association recently released their 2016 Restaurant Industry Forecast that offers a comprehensive, outlook for the U.S. restaurant industry for the coming year, covering national and state-by-state sales and employment forecasts, as well as workforce, segment, consumer, technology and menu trends.

Visit www.restaurant.org/news-research for information on this report. If you are a WRA member, a key section of this report is available as part of your dual membership. WR

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The heat is on!

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Enter the Hottest Kitchen Entrepreneur Challenge for the chance to take your idea to the next level and win great prizes!

Wisconsin residents can enter two categories: Startup (not yet in the marketplace) Early Stage (in business 5 years or less) Each winner receives:     

$2,000 in seed money from Reliable Water Services A booth at the 2017 Midwest Foodservice Expo Tuition for a 3-credit course at Milwaukee Area Technical College Professional cookware from Fein Brothers Private consultation with FaB Wisconsin’s Advisory Council and a one-year membership in FaB

Take your idea public! Previous finalists have told us that getting ready to enter this Challenge was the catalyst for starting their businesses. All participants benefit from the opportunity to get feedback from industry experts and consumers in addition to potential media coverage. Finalize plans for promoting your concept.

Starting April 4, entries will be accepted online at reliablewater247.com where you will need to answer a few questions about your food or beverage concept and upload a photo of your creation. Entries will be judged by Wisconsin’s finest chefs, restaurateurs, manufacturers and food business professionals. The top three entrants in each category will participate in a winner judging event held on Wednesday, July 20 in Milwaukee.

Deadline for entering at reliablewater247.com is midnight on Sunday, May 15, 2016 The Hottest Kitchen Entrepreneur Challenge is sponsored by

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W R A B o ar d Directors

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Executive Committee Chairman of the Board Chico Pope Buckhorn Supper Club, Milton

Chairman

Each One, Ask One

by Chico Pope Buckhorn Supper Club, Milton

I

t is with great pleasure and humility, that I have been chosen to be the Wisconsin Restaurant Association Chairman of the Board for 2016. I vividly remember the call I received from Mary Rowley, owner of the Goose Blind in Green Lake. She asked if I would serve on the Executive Committee of the WRA, leading the way to becoming Chairman of the Board in 6 years. Hardly able to control my emotions, I said yes. Then I asked a very important question: What does that mean? She calmly went on to explain the duties and the expectations. It has been a rewarding journey these past six years, and I so look forward to this year as your Chairman.

In 1997, my wife Dawn and I bought the Buckhorn Supper Club, on beautiful Lake Koshkonong in Milton. This year marks another milestone for me. We are entering our 20th year of business at the Buckhorn. We have been lucky to be joined on this ride by our two children. Our daughter Shelley Huhnke and our son Kevin Pope have worked by our side the whole time. Shelley serves as the bar and restaurant manager and Kevin is the Chef.

Stop by sometime. We’d love to see you!

I started out in this industry as a dishwasher at the age of 12 in a restaurant my father managed. I soon figured out that cooks got paid more, so I learned how to cook at a very young age. I used that experience as a cook at Howard Johnson’s while attending college.

I then entered their management training program and started my restaurant management career at the age of 22. I have been at it now for over 40 years. I have managed family restaurants, supper clubs, 24 hour truck stops, fast food hamburger restaurants, convenience stores, contract food services and cafeteria operations. I also put in about 10 years teaching part-time in the culinary arts program at Blackhawk Technical College in Janesville. So many opportunities were available to me. That is the magic of this industry. Work hard, be committed to customer service and always be learning. Be prepared for the next opportunity.

There will always be more opportunities that come your way.

My emphasis this year for WRA is building membership. Each One, Ask One. If each of us would just ask one non-member to join the WRA, or at least ask them to attend a chapter meeting, I believe the results would be very positive. With more members, we become more vocal in our communities, more vocal at the state capitol and more vocal in Washington, D.C. I urge you to be vocal in promoting our industry, our job opportunities and our success stories. Please help me to grow our membership and to tell our stories.

Restaurants are the cornerstone in each of our communities.

I would like to extend a special thank you to outgoing Chairman of the Board, Steve Schilling, owner of ZaZING! restaurant in North Prairie. He has been a great leader for the restaurant industry.

I am looking forward to meeting many of you at WRA events around the state this year. I would also like to take this opportunity to thank my family and my team at the Buckhorn Supper Club for holding down the place while I am away promoting our great industry this year.

Keep these dates in mind: March 7-9. Midwest Foodservice Expo—Milwaukee April 12-13. NRA Public Affairs Conference—Washington, DC These events really help you understand and appreciate the commitment of many to promote and protect our industry. I encourage you to attend.

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Vice Chairwoman of the Board/Chairwoman Elect Susan Patterson Al & Al’s Stein Haus, Sheboygan Treasurer Jean Landreman Landreman Family Restaurant, Kaukauna President & CEO Ed Lump, fmp Wisconsin Restaurant Association, Madison Immediate Past Chairman Steve Schilling ZaZING!, North Prairie David Flannery Apple Holler Restaurant, Sturtevant JoAnne Palzkill Draganetti's Ristorante & Taverna Grill, Eau Claire Area Chris Wiken Packing House, Milwaukee The board of directors is comprised of restaurant operators from around the state and industry supplier representatives. The board directs the WRA staff and sets the policies of the Association.

W R A E d u c at i o n F o u n d a t i o n B o ar d of Directors Executive Committee Chairman of the Board RC Schroeder, Jr. Fox Valley Technical College, Appleton Chairman Elect Lynn McDonough Connell’s Restaurants, Eau Claire Treasurer Russell Tronsen Badger High School, Lake Geneva Secretary/Executive Officer Ed Lump, fmp Wisconsin Restaurant Association, Madison Immediate Past Chairman Michael K. Tsuchihashi Atlas BBQ, Grafton WRA Chairman of the Board Chico Pope Buckhorn Supper Club, Milton Lacey Sadoff Badger Liquor, West Allis Rhoda Steffel Mark's East Side, Appleton The Foundation board of directors is comprised of approximately 30 individuals who are foodservice operators, educators and industry suppliers.

The board directs the WRA EF staff and sets the policies of the Foundation.

Visit www.wirestaurant.org for a complete listing of board members.

Restaurateur • First Quarter 16

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Chairman

President & CEO

Do You Know What You Don’t Know?

WRA Board of Directors

by Ed Lump, FMP WRA President and CEO

H

aving owned and managed restaurants, I have a very good idea of just how busy restaurant people are. Therefore, it is not surprising to me that a lot of the calls and emails from members are crisis calls. Something slipped by or they didn’t know about it in the first place. Here are a few examples: • You’ve been scammed or heard about a scam.

• You use the “tip credit” but didn’t know that in order to do that you must notify your employees in writing.

• You haven’t notified your employees as to whether or not you provide health insurance or they have to go to the Exchanges—This is required under the Affordable Care Act. • You have just had the Federal Department of Labor (DOL) show up on your doorstep demanding to see wage & hour records. Did you know this was happening in your area? Do you know what your rights are and what to do?

• You are threatened with a lawsuit by a customer claiming they got sick from eating in your restaurant. Or you actually have an outbreak of foodborne illness traced to your restaurant. What can you do?

The list could go on, but one thing is certain, a crisis rarely occurs when you have time to deal with it. You need information right away. This is where WRA comes in. We have the resources at hand to help. We are kind of like the Pony Express was in its day. The fastest way to get the information you need.

We have had experience with all of the issues listed above and, chances are, we have issued an alert on the topic at one time—like alerts on the latest scams and a heads up for operators in Madison this last summer that the DOL was visiting restaurants in the Madison area looking for wage and hour violations.

The availability of these resources from WRA and the National Restaurant Association (NRA membership is included with your WRA membership) don’t just appear miraculously when needed. The input and financial support from membership dues are needed so that the help/information can be available when needed.

The same is true on proposed legislation. Do you know about proposals to eliminate the “tip credit” or to change the overtime rules? How do you find out? When you find out, do you know what to do? Can you drop everything and come to Madison or travel to DC? Well, WRA and NRA will provide timely information and notice and we will drop everything and contact legislators on your behalf.

This is the “value proposition” for membership in WRA. We exist for restaurateurs, the restaurant industry and no one else. When it comes to the restaurant business, WRA/NRA are your experts.

In conclusion, I want to invite members and non-members to attend the Midwest Foodservice Expo (a production of WRA). The Expo dates are March 7-9 at the Wisconsin Center in Milwaukee. Here you can meet the WRA Hotline and Government Relations Teams and get first-hand answers to your questions. Also, most government agencies have booths at our show. The Expo can be a tremendous resource for you and I hope see you there.

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Participating at the local level is a great way to get involved with WRA and network with others in the foodservice industry.

Visit www.wirestaurant.org/chapters for a comprehensive chapter map and listing.

Big Four Chapter Glenda Woosley Culver's of Darboy Appleton (920) 733-7700

Milwaukee Chapter Brad Hammen Outback Steakhouse Brookfield (262) 796-9580

Blackhawk Chapter Chico Pope Buckhorn Supper Club Milton (608) 868-2653

Northeast Chapter Amy Shaffer Crivitz (715) 854-2184

Door-Kewaunee Chapter Doris Thorn (area representative) Roadhouse of Downtown Carlsville Sturgeon Bay (920) 743-4966 Eastern Shore Chapter Susan Patterson Al & Al’s Stein Haus Sheboygan (920) 452-5530 Green Bay Chapter Jay Gosser Legends Brewhouse & Eatery Green Bay (920) 662-1111 La Crosse Chapter Gary Rudy Rudy’s Drive In La Crosse (608) 782-2200 Lake-To-Lake Chapter Joan Cunningham Schreiner's Restaurant Fond du Lac (920) 922-0590 Madison Chapter Jason Salus Radisson Madison (608) 833-0100

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Northwoods Chapter Mike Pitzo (area representative) Polecat & Lace Minocqua (715) 356-3335 South Central Chapter Todd Baker Eagle Inn of Sauk Prairie Prairie du Sac (608) 643-4516 Southeast Chapter Dick Rudin (area representative) House of Gerhard Kenosha (262) 694-5212 Vacationland Chapter Timothy Tyler Nick’s Family Restaurant Spooner (715) 635-3129 West Wisconsin Chapter Lynn McDonough Connell's Restaurants Eau Claire (715) 723-5656 Wisconsin River Valley Chapter Charlie Gray Culver's Wausau/Rothschild (715) 845-6994

This information is provided by EWH Small Business Accounting. We value educating all small business owners in developing and growing their company.

20670 Watertown Road Waukesha, WI, 53186 www.ewhsba.com • 262-796-1040

The

Financial Statements

Business owners

Tips from a CPA Tackling the Clutter of Your Financial Records Are you stressing out at tax time trying to find all the necessary documents to file your tax returns? Do you wonder what records are important to save and what’s not?

And how long should you save them; 3 years or 7 years?

Your financial and tax records can consist of piles of expense receipts, employer pay stubs, bank statements, insurance policies and tax returns. Not only information from the current year, but paperwork may have accumulated over the last few years.

Record-keeping should be simple. Knowing what records to keep and how long to keep them is the vital starting point to organizing your records.

You must keep your records as long as they may be needed for the administration of any provision of the Internal Revenue Code. Generally, this means you must keep records that support an item of income or deduction on a return until the period of limitations for that return runs out (refer to IRS Publication 583).

If you have employees, you must keep all employment tax records for at least 4 years after the date the tax becomes due or is paid, whichever is later. For more information about recordkeeping for employment taxes, see IRS Publication 15.

Electronic storage vs. paper storage

Individuals

To organize financial papers, separate your current year statements, major purchase receipts, pay stubs and expenses paid. The majority of your year-end statements and tax forms are delivered in January. If you itemize, total all current year expenses before submitting to your accountant. Often your accountant will have a tax questionnaire to help you organize and to communicate all of the events of the past year, with a tax consequence, back to your accountant.

You can dispose of: • Records that are no longer needed for tax purposes Pay stubs after reconciled with W-2 ATM and bank deposit slips (once reconciled with statement) Expired warranties Keep for 3 years: • Household expenses paid Keep for 7 years: • Bank / credit card statements • Tax returns with documentation Keep indefinitely: • Receipts for large purchase items (with warranties) • Auto titles, mortgage and loan papers • Insurance policies • Divorce and child custody papers • Copies of wills and POAs • Stock certificates

Regardless of how you track or retain your financial and tax records, they should be kept in a secure, accessible place. Only you know the best way to store and access your financial records. Create a system that is easy for you to remember and use.

You should also share with a relative or friend (someone you trust) a “key” to your important documents in case of emergency.

Summary

Financial records that pertain to assets that could grow in value, such as a home or rental property, should be retained until you sell the asset.

The main reason to hold onto your tax returns and supporting documentation is so you can address any issues with the IRS on a return. Generally, the IRS can include returns filed within the last three years in an audit. Additional years can be added if a substantial error is identified. Generally, if a substantial error is identified, the IRS will not go back more than the last six years.

Make sure when disposing of any sensitive documents, especially those with personal information such as SS# or account numbers, that they are shredded.

For a detailed record retention guide list, visit: www.ewhsba.com/amp/uploads/file/ record_retention_2012.pdf

Statements or expressions of opinion here are those of the authors and not necessarily those of Wisconsin Restaurateur or the Wisconsin Restaurant Association.

In no event are the editors and publisher liable for any damages resulting from use of this material.

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Info to Go Q u e s t i o n s a n d A n s w e r s A b o u t R e s t a u r a n t B u s i n e s s f r o m t h e W R A H o t l i n e Te a m C a l l 8 0 0 . 5 8 9 . 3 2 1 1 • Vi s i t w w w. w i r e s t a u r a n t . o r g

by K atie R eiser

Q:

I keep getting grief from customers about imposing a service charge on large parties. Some “know it all customers” have said that it is now an illegal practice. Do they know something I don’t know?

A:

I know in the hospitality industry our motto is the customer is always right, but in this case your customers are wrong! It is not illegal to impose a mandatory service charge on a large party. The service charge issue has been in the news and the topic of conversations lately because the IRS issued clarification in late 2012 about the distinction between tips and service charges.

It is important to understand the difference between a service charge and a tip.

When an automatic gratuity is added to the bill (like 18% for a large party)—that is considered a service charge and service charges are deemed by the IRS and the federal Department of Labor (DOL) to be part of the business' gross sales and are not considered a tip. Here is some official language from the DOL – Service Charges: A compulsory charge for service, for example, 15 percent of the bill, is not a tip. Such charges are part of the employer’s gross receipts.

When the customer does not have the unrestricted right to determine the amount of the payment because it was dictated by the establishment (e.g. the menu specifies that an 18 percent gratuity will be added for large parties), this means the customer does not make the payment free from compulsion, so it is a service charge (that 18 percent gratuity) and is not considered a tip by the IRS. If the gratuity is deemed to be a service charge rather than a tip, under federal law, service charges: • belong to the establishment • become a part of the establishment’s gross receipts • must be considered as income to the employer, and • may be retained entirely by management or distributed to employees in any amount management chooses.

Because a service charge technically belongs to the restaurant owners, they then have 10

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the discretion to distribute it as they see fit (divide it among staff, keep all of it or a portion of it).

You’ll have to decide how you would like to handle tips vs. service charges in your restaurant. Many restaurants are removing “automatic gratuities” or service charges due to the new enforcement. Some have moved to a system where several amounts are suggested on the bill for a gratuity like 15%, 18% or 20%. When there are choices like that for the customer, it is not considered a service charge.

Some restaurants that do banquets where the server is only working on the banquet and not waiting on other customers are typically keeping the service charge. Since the service charge is not a tip, you cannot take the tip credit for those hours worked, but you can use the service charge to make up the wages.

It is important for restaurants to inform the guest of service charges and the amount of the charge before the guest orders (either by a conspicuous notice on the menu or some other means). Remember, in Wisconsin, sales tax must be collected on the service charge.

Q:

I know my food prep employees are supposed to wear hair restraints, but could you give me some details on what is considered an effective hair restraint? Does it have to be a hair net?

A:

The Wisconsin Food Code does indeed require hair restraints, but not specifically hair nets, to prevent hair from coming in contact with food, equipment and utensils. Counter staff and servers are not required to have hair

Restaurateur • First Quarter 16

Info to Go restraints if they pose a minimal risk.

There are no specifics that dictate at what hair length hair restraints are required, because it depends on the person, their own personal hygiene and their job tasks. Most shorter haired people can just wear a hat. A good rule of thumb is that if the hair falls forward over food and work surfaces during job tasks, then a pony tail or other restraint would be warranted.

Hair restraints must be able to effectively restrain the hair.

Headbands do not cover the entirety of the hair region and would therefore not qualify as a restraint.

hours they worked.

There is no minimum number of hours for which an employee needs to be paid. According to the Department of Workforce Development, who also get this question a lot, some employers pay “show up pay” as a benefit. It is not required. However, it may be difficult to retain good employees with the current labor shortage if they get frustrated with scheduling issues.

Q:

Q:

We offer delivery service for our food. I had a customer ask if we could deliver alcohol with his order. Are we allowed to do that?

A:

There is currently no way to make the delivery of alcohol work in Wisconsin. Since 1933, the law has required that all retail sales of alcohol need to happen in person, at a licensed premise.

If an order was placed over the phone with a credit card, or online, that would not count as an “on premise, in person” transaction.

Q:

The holidays are over and business is just a bit slower during the week. If I have scheduled too many servers or cooks for a shift, is there a minimum number of hours I need to pay for?

A:

Unless you have a policy to the contrary, then no. If you are overstaffed, you can send someone home at any time and pay them for only the

The other day I got a call from a guy saying we owed money on our gas and electric bill and that they would shut off our power if we didn’t pay right away. I was suspicious because he used the wrong utilitity company name. I told him we have MG&E and the next day I got another call. This time he claimed to be from MG&E. Is this legit?

A:

The Wisconsin Restaurant Association was first informed about a scam impacting both restaurants and the general public in 2013. Instead of playing itself out, it is still a concern.

The scammers are savvy and often place their fraudulent calls during the busiest times for restaurants. If anything, they seem to be getting more brazen. Please familiarize yourself with the scam and educate your employees.

Fraudulent calls are made by imposters claiming to work for the local electric company or water utility. These “customer service representatives” then attempt to collect payment for alleged “past due statements.” Typically they instruct targeted victims to either wire

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money, load money onto a prepaid debit card or provide credit card information over the phone immediately to avoid having their power or water shut off.

If you explain you have been paying your bills on time, they often will respond that your meter is malfunctioning and you must pay for a new one. If you are actually behind on payments, avoid falling prey to these scammers and check the status of your account with your utility company.

Also, be aware that these scammers can “spoof” a caller ID system, making it read whatever they would like. The Department of Agriculture, Trade & Consumer Protection (DATCP) has heard from consumers who have had their utility company’s name pop up on their caller ID when they were contacted in this scam.

DATCP has the following suggestions if you are contacted by someone saying you owe money to your utility company: • Hang up the phone.

• Call your utility company using the number listed on your monthly statement to verify your account balance.

• Report any fraudulent bill collection calls to your utility company.

• File a report with your local police.

• Call DATCP’s Consumer Information Hotline at 1-800-422-7128.

Remember: • Reputable businesses do not require payments through prepaid cards or wire transfers. They will give you multiple options to pay.

• NEVER give your debit or prepaid reloadable card PIN number to ANYONE, individual or business.

• The PIN number must always remain secret, no matter what anyone tells you.

• NEVER send a wire transfer to someone you haven’t met in person.

For additional information or to file a complaint, visit the Consumer Protection Bureau, send an e-mail to datcphotline@wisconsin.gov or call the Consumer Information Hotline toll-free at 1-800-422-7128. WR

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Midwest Foodservice Expo

Touch. Taste. Test. everything foodservice

Be Part of Something BIG! Where You Belong.

• 300+ exhibits to explore • 7,500 peers to network with • Labor crunch ideas to explore • New products to test • The hottest trends for 2016

Just $30 for 1, 2, or ALL 3 days!

Registration included for WRA members.

www.everythingfoodservice.org

March 7-9, 2016

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Wisconsin Center Wisconsin ateur • First Quart er 16 Wisconsin WR R e s t a u rMilwaukee,

Explore a 3-in-1 Experience The Midwest Foodservice Expo is thrilled to announce the co-location of a Buy Local Conference and Restaurant Marketing Symposium! A full line-up of speakers will help you navigate best practices and tips to create a positive bottom-line.

The Restaurant Marketing Symposium is a two-day conference that will teach you skills to make your marketing voice louder and on target for your brand. While the Buy Local Conference offers introductory and advanced level training sessions that will provide your business with a robust guide to understanding local-sourcing and maneuvering the distribution chain.

March 7-9, 2016

March 7-8, 2016

March 8-9, 2016

One registration gets you access to all three events, all three days and all at one convenient location!

Digging Up the Roots On Buy Local The Secrets to Restaurant Marketing

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Register Online • www.everythingfoodservice.org Questions?

800.589.3211 or expo@wirestaurant.org First Quarter 16 • Wisconsin Restaurateur

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*WRA restaurant members receive a minimum of four advance registrations as a member benefit

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AN UNCERTAIN LABOR MARKET

by Ma ry Lo u Sant o v e c

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isconsin is witnessing a trend in the restaurant industry that’s a boon for potential employees but troublesome for many operators. “Our current market shows more requests [for employees] than ever before and not only from the restaurant industry but from institutions such as retirement homes,” said Paul Short, the program director/chef instructor in culinary arts at Madison College.

“The number of foodservice operations has literally outgrown the number of potential employees.”

“It’s a bigger challenge to find applicants than it ever was,” concurred Steve Schilling, owner of ZaZING!, a fast casual restaurant featuring pizza, sandwiches and chicken, located in North Prairie. “They’re few and far between.”

One of the reasons behind the shortage of employees is that fewer people in the 16-24 age group are applying for restaurant jobs compared to previous generations, said Jim Sullivan, CEO of Sullivision.com, an Appleton, Wis., based international food consultancy whose clients include Walt Disney Company, Coca Cola, Starbucks, Panera Bread, Marriott, McDonald’s, The Cheesecake Factory and more.

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This group, called Generation Z, is larger than even the trend-setting Baby Boomers. Gen Z comprises 79 million individuals compared with the Boomers’ 72 million. With those numbers, they are poised to remake the employment landscape beyond what their Boomer grandparents once did.

Gen Z certainly has different priorities. Where Baby Boomers were happy to be earning a paycheck anywhere, Gen Z prefers to work for

businesses offering better pay and working environments, said Sullivan.

They seek more “glamorous” jobs and avoid those that offer low wages, few perks or a less-than-attractive work place.

Couple that with a lack of loyalty to their current employer and you have the makings of a crisis for many in the industry. Operators even report that they’re “finding it difficult to keep loyal employees who won’t jump ship as soon as another operation offers a wage increase,” said Madison College’s Short.

“We’re hearing of employees being poached from other operations.”

Another factor for the recent shortage of employees “has been the steady improvement in the U.S. economy,” wrote Bruce Grindy, chief economist for the National Restaurant Association in his Dec. 4, 2015 Economic Notebook Blog. With the national economy adding only 211,000 jobs in November, the nation’s jobless rate stood at 5.0 percent in both October and November, the lowest level since April 2008, the early part of the Great Recession.

The Great Recession actually exacerbated the decline in workforce participation among youth that started in 2001 and the numbers are staggering: continued on page 16

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continued on page 18 First Quarter 16 • Wisconsin

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continued from page 15 between 2007 and 2014, there were 1.4 million fewer teenagers in the labor force despite larger numbers of potential workers. In the restaurant industry the participation rate went from 20.9 percent in 2007 to just 16.6 percent in 2014.

the years, the phrase ‘celebrity chef’ did not exist when I started in this profession,” said Short. “We joined the ranks of cooks and chefs because we saw an opportunity to craft food and achieve honor in crafting great food.”

Social media can also be blamed for defining the industry’s image. “We have heard phrases … ‘working for slave wages’ or other negative statements based solely on articles shared through social media,” said Short. “The idea of working to improve one’s skills and advancing themselves seems to be lost in the posting of these articles.”

Hiring for attitude, fit

The rise in unrealistic expectations We all know how the media has incredible power to shape people’s perceptions. With the plethora of cooking shows and competitions, working in the industry has become an attractive career path for many who would have otherwise dismissed it.

But there’s a dark side. These shows feature an unrealistic expectation of the industry and many culinary wannabes set their sights on becoming a head chef. They fail to see the difference between cooks, which are in demand, and chefs, which can require years of formal training and high levels of creativity.

The shows have “built the enrollment numbers at culinary schools and in many cases fostered unrealistic expectations among those enrollees,” said Sullivan. To draw a parallel between cooking shows and sports, “thousands of college students play college sports, but a minute number become pros.” The shows rarely mention what it means to work holidays and six to seven days a week.

“I have explained to students over

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Much of the labor shortage has appeared in the quickservice and longterm care industries. Neither segment has the glamour associated with higher end restaurants although long-term care and corporate operations often offer benefits others don’t: higher pay as well as fewer and more stable hours.

With full-service restaurants the experience has been mixed. “We had a stretch last year that was extremely difficult [to find employees] and then fortunately things opened up a bit for us in the third quarter of this year,” said Joanne Palzkill, co-owner along with

sister, Claudia and brother, John of Dragonetti’s Ristorante, in Eau Claire.

The trio also runs Eau Claire’s Taverna Grill, a casual Italian-infused restaurant with a sports-bar theme along with the Enchanted Inn, a seasonal campground and restaurant in Hayward. They have plans to open another restaurant in 2016.

Michael Engel, owner of Pastiche Bistro & Wine Bar in Milwaukee’s Bay View neighborhood with a second location opening soon in Brown Deer, has experienced a very different labor market and hiring process in his area.

“I’ve never had any trouble at all finding people who want to work at Pastiche,” he said. “In fact, I have a file of resumes for people who wish to work here and are qualified.” (Of course, he’s also got a file of those who think they’re qualified and aren’t.)

Engel has also seen little turnover among his staff. Those who leave are replaced with “fresh faces.” “We have always been able to trade up, mostly because of word of mouth.

Engel shared, “Good people want to work with other good people and [they] like high standards. When they find a place that suits them, they tell others

“Good people want to work with other good people and [they] like high standards.” – Mike Engel, Pastiche Bistro & Wine Bar

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and before long you find yourself with an outstanding team.”

Engel’s biggest hiring challenge is to find the ones who fit best with the team. He admits it’s not easy even after many years in the industry. “I try to get past the initial ‘why I’m the right person for this job’ and into the real reason they’ve chosen, for example, to be a waiter instead of an engineer” which they went to school for.

“It takes a lot of talking and even more listening to what they tell me about themselves, and how they feel about things.” He keeps his focus on the team and identifies the candidate(s) who will best fit in.

Sullivan encourages operators, when hiring, to look for “the hospitality gene” in a prospective employee defining it as “an inborn series of traits that fosters a culture of kindness shared between fellow employees, management and guests.”

When asked what characteristics the ideal worker brings to the job,

Palzkill lists “honest, respectful, with good values.” For Engel, it’s a team player “who brings no drama to the workplace.” He looks for someone “who puts his or her energy and ego into doing the best job they can.”

“We look for people who are friendly, outgoing and comfortable talking to adults,” said ZaZING’s Schilling.

Hiring for attitude is key. “We can teach skills but we can’t teach someone to have a great attitude and our service-oriented industry depends upon it,” said Palzkill.

Cheaper to keep them Schilling, who has seen trends come and go, is perplexed at the latest one, among young people—the lack of interest in working. “It seems to me that there’s a different attitude in young people today,” he said. “They work their jobs when it doesn’t interfere with other things in their lives.”

“As a business person, you have to respond to that.” In Schilling’s case, he’s

New WRA Job Board on Facebook

The Wisconsin Restaurant Association now has a job board on Facebook! It’s a place where restaurants and other foodservice industry businesses can post their available jobs. This group is open to the public so it’s easy for potential employees to see your postings whether they join the page or not.

The job board was created using a unique Facebook feature called Facebook Groups. We’ve created a group called “WRA Job Board.” To post a job listing, you just need to join the group on Facebook. Click on the link below to get started.

Make sure to post your available jobs on the new WRA Job Board on Facebook! www.facebook.com/groups/wramarket

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continued from page 17 kept a larger staff than needed in order to be able to work around employees’ schedules. That willingness to be flexible has helped when recruiting new workers.

Referrals from current employees are his best source of new hires.

Dragonetti’s Palzkill has experienced more troubling behaviors. “There has been a lot of job hopping as far as more experienced kitchen staff...

In many cases, the goal seems to be to increase their compensation as they move around.”

She’s also seen job candidates with no experience who expect to be paid an hourly wage much higher than would be a typical starting wage... and who also in many cases, don’t seem to realize that the weekends are restaurants’ busiest times.

scarce but invariably it’s always a good decision for the welfare of the business.

“When you have the need for staffing, it’s tempting to hire someone who’s showing up and has a pulse,” she said. “But it really does pay to hold out and get the right person for the job.”

When any of the restaurants need immediate candidates for a certain job, Palzkill makes a call to the person teaching culinary arts at the local high school. “That practice hasn’t failed us yet,” she said.

Palzkill also tries to stay involved in

the culinary programs at the schools.

“These kids are the foundation of all that we are; they are willing to start at that entry-level, minimum wage position, show a good attitude and work ethic and work their way up over time,” she said.

Programs like ProStart®, the National Restaurant Association Educational Foundation’s training program for high school students, help to grow the number of candidates who understand the industry and are willing to commit to its employment requirements.

Expo Addresses Labor Issues March 7 – 9 at the Wisconsin Center in Milwaukee Are you wondering what you need to do to decrease turn-over with your good employees and where you need to go to find the right fit for your vacancies?

At the Expo, you’ll learn how to slow your employee turnover, recruit and hire the best and successfully lead a multi-generational staff.

Keynote Address — Gen-Power: Unleashing the Potential of Every Generation Monday, March 7 at 10:00 am (Seating begins at 9:30 am. Keynote address is included with Expo registration) Workforce strategist and generational expert Seth Mattison will help you unleash the power of every generation. Mattison will help you understand the histories, personalities, strengths and challenges of each unique generational group, while sharing insights and best practices on leading, managing, recruiting and retaining colleagues of all ages and experience levels.

With turnover costs a significant part of any budget, many operators find that it’s generally cheaper to keep them. “I think an operator’s number one focus relative to staff and labor should be retention,” said Sullivan. “In an industry that annually churns 110 percent of its hourly staff (according to Dallas, Texas-based People Report), we need to focus more on retaining the right people and less on hiring the wrong ones.”

“Don’t hurry and hire the wrong people if you can’t keep the good ones you have.”

“We use the philosophy of hiring slow and quickly moving on those who aren’t a good fit,” said Palzkill. “This can be difficult when the labor force is

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Staffing Your Restaurant: Best Practices for Building and Maintaining a Rock Star Team Tuesday, March 8 at 10:00 am Presented by: Pat Weber — from Mise en Place Massive changes are underway in the US workforce so what does that mean for your business? This session will provide tips on attracting and acquiring the best employees and developing them into the top talent needed to survive in this competitive labor market.

Workforce Solutions All three days Visit this new area inside the exhibit hall that helps you discover alternative hiring resources beyond the traditional staffing avenues.

Workforce Engagement Chat Sessions All three days 15-minute “quick bite” sessions are happening throughout the Expo to get tips on building a stronger team.

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Restaurateur • First Quarter 16

Fight for $15 One issue on the radar screens of all operators is the Fight for $15 minimum

wage legislation. Many operators admit they are sympathetic to the plight of their lower-wage workers, but try as they might, cannot make the numbers work and still remain open if the legislation is eventually passed.

“Our margins are very thin,” said Engel. “We struggle every day to make ends meet, and we truly care about the folks who work with us.”

Yet for some operators, wage increases are already on the rise. Short knows of restaurants that are offering the $15 an hour wage, plus benefits.

“Most often people forget that in a free market economy the market will often dictate the wage just as it will dictate the pricing,” he said.

Pastiche’s Engel admitted his business would definitely be impacted if the increase was required. “I’d do with fewer employees and require them to work harder because they are getting paid more,” he said. “I’d manage their hours with the schedule very closely and I’d be required to raise the prices

on my menu and wine list to pay for the increase in payroll.”

Schilling is in favor of a two-tiered wage schedule that makes a distinction between full-time and part-time employees, explaining that with some entry-level jobs, “we have to teach social skills as well as training for the restaurant.”

Sullivan predicts that “when” not “if” the wage rises to $15, “operators will deploy tablet menus and kiosks to replace servers and order takers/cashiers and hire food runners for large table sections to deliver drinks and food” to control labor costs.

He also predicts that menu prices will rise, tipping will likely disappear in an “attempt to offer good servers more guaranteed wages.” Wage increases will also be seen in the back of the house.

No doubt it’s a brave new world.

Successful operators will figure out what works for them and retool and reshape their operation for both longevity and profitability. WR

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AVOIDING

TEEN TROUBLE Frequently Asked Questions

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estaurants are the largest employer of teens. In fact, 1.5 million people between the ages of 16 and 19 work in restaurants. That’s onethird of all working teenagers in the U.S. So many people get their first job in our industry and it’s a great opportunity to teach teens job skills and good work habits. With that opportunity, comes the challenge of staying on the right side of the law with complex state and federal laws governing teen workers.

Teen labor violations are quite common in our industry. The WRA Hotline gets questions daily about teens working in restaurants. We’ve compiled some of those most frequently asked questions to help you steer clear of trouble.

Q: I thought I could have 14- and 15-year-old employees work until 11:00 pm on weekend nights since we’re only covered by Wisconsin law, not federal. But one of my regular fish fry customers told me the other night that those younger teens were working too late on a Friday. Who’s right?

A: In short, state law on teen work hours changed back in 2011 to match federal law. The main effect was fewer restrictions for employers in the hours they may schedule 16- and 17-year-olds to work.

But for the smaller restaurants in Wisconsin who were/are only subject to

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state law there was some loss of flexibility in scheduling 14- and 15-year-olds. (Not sure if your business is covered by both state and federal law? Read the State vs.

Federal chapter in the HERO manual laws and regulations section in Member’s Only or contact the WRA Hotline at 800-589-3211).

Under the current law, 14- and 15year-olds: • may only work up to 3 hrs/day on school days (previously 4 hrs/day) • may not work past 7:00 p.m. during school year (previously 8:00 p.m. on school nights or 11:00 p.m. on nonschool nights) • may not work past 9:00 p.m. during summer (previously 11:00 p.m.)

• are still subject to existing restrictions regarding permissible cooking duties This change has frustrated some operators who could use the help of eager young teens as servers and bussers on those busy weekends.

Q: I have a 16-year-old employee who wants to work into the wee hours of the morning? Do I need to worry about scheduling him?

A: If you read the first Q & A, you know that Wisconsin teen labor rules changed several years ago. It got more restrictive for 14- and 15-year-olds and less restrictive for 16- and 17-year-olds. There are no federal laws applying to the scheduling of this age

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group, so all employers should follow the state laws.

As of July 2011, state and federal laws do not limit the hours that minors 16 years of age or over may work except that they may not be employed or permitted to work during hours of required school attendance. This means that you have a LOT of latitude when it comes to scheduling this 16-year old. However, you should keep in mind that academics should be a priority. If working really late hours makes his school work suffer you may both want to scale back.

Here’s a quick refresher on when 16and 17-year-olds can work and what they can do. Under the current law they: • may bus tables, wash dishes, or wait tables provided they do not serve, sell, dispense or give away alcoholic beverages • may cook but may not use a meat slicer, grinder or heavy bakery equipment • must have 8 hours of rest between the end of one shift and the start of the next shift if employed after 11:00 p.m.

• may work 7 days a week • may work an unlimited number of hours in a day, but must be paid overtime for any hours over 10 in a day, even if they work less than 40 hours in the week • must receive a 30-minute meal break if working more than 6 hours (break may be unpaid)

Restaurateur • First Quarter 16

Q: My new busser’s mom called me and said, “My son is entitled to a break because it’s required by law.” Do I have to give him a break during his shift?

A: Whether this busboy is entitled to a break depends on his age.

You aren’t required by Wisconsin law to give employees over the age of 18 a break, but the law does recommend that you do so. Breaks should be given close to usual meal times or in the middle of a shift.

It is also recommended that you avoid scheduling shifts of more than 6 consecutive hours without a break.

Breaks less than 30 minutes must be paid. Breaks 30 minutes or longer may be unpaid.

Remember, employees under the age of 18 must have at least a 30 minute meal break if working more than 6 hours (and no, they can’t waive their break time and it can’t be broken down into two 15 minutes breaks—it must be 30 consecutive minutes).

Be careful with breaks. We often hear of situations where employers automatically deduct 30 minutes from their employees’ work time assuming that at some point in the shift the worker got a break during a slow period. You need to have your employees punch in and out for their breaks. If your employees are legitimately getting the 30 minute break, you can deduct it, but if things are hectic and the employee doesn’t get to have the break you may not deduct it!

Three conditions must be met before break time can be considered legitimate under the law (and can be unpaid if it is 30 minutes or longer): • The employee punches out at the start of the break and punches back in at the conclusion of the break.

• The break is totally duty free.

• The employee is free to leave the premises during the break. continued on page 22

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continued from page 21 or foster parent may countersign the employer’s letter 5. Statutory permit fee is $10.

The employer is required to pay the permit fee. If the minor advances the fee, the employer shall reimburse the minor not later than the minor’s first paycheck 6. Address of school that the minor attends or the name of the school district

There are no federal regulations concerning employee breaks.

Q: Can my 13-year-old son help out in my restaurant?

A: Generally the minimum age to work in a restaurant is 14.

The DWD used to have a more restrictive view on exemptions for the children of restaurant owners working for their parents (or guardians) and until very recently the only exception was for 12- and 13-year-olds working in their parents’ solely owned businesses (no partnerships or corporations). But recently DWD began interpreting the statute that addresses this subject in a slightly looser way. Now they will allow 12- and 13-yearolds to work in their parents’ or guardian’s business (under the direct supervision of their parents or guardians). The type of business is no longer limited to sole proprietorships.

Please note that the Wisconsin rules for a 14- or 15-year-old would apply.

Q: I hired several teens to work for me last summer. I made sure they got work permits. Was I supposed to pay for them?

A: Many hospitality industry businesses hire teens to help out over the summer.

It’s good you were diligent about making them obtain work permits. You do need to pay the fee. If the teens paid for the permits themselves, you would need to reimburse them no later than their first paycheck.

All minors under the age of 18 must have a work permit prior to beginning work! Here are some reminders from the Wisconsin Department of Workforce Development (DWD) about work permits: • A work permit is required before anyone under the age of 18 is allowed to work in any job (with the exception of agriculture or domestic service work).

• Employers must have a work permit

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on file for the minor being employed before they allow the minor to begin work.

• Work permits are issued at various locations throughout the state. In many communities, work permits may be obtained at the local high school.

Call DWD at 608-266-6860 to learn where in your area minors may apply for a work permit.

• The permit will not be issued if the work is prohibited by law.

• To obtain a work permit, the minor must have: 1. Social security card 2. Proof of age—birth certificate, baptismal record, driver’s license or state issued identification card 3. Letter from the employer stating the intent to employ the minor along with the job duties, hours of work and time of day the minor will be working 4. Letter from the minor’s parent, guardian or court-ordered foster parent while the minor is under their care and supervision, consenting to the employment. As an alternative, the parent, guardian

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Q: Recently a couple sat in the bar area waiting for their table. When their table was ready our 16-year-old hostess let them know. The woman had her purse, coat, cell phone and drink to carry. She gathered up her personal belongings and left the drink on the bar and looked to the hostess for help carrying the drink to their table. Could the teen hostess have legally carried the drink to the table?

A: Interesting question! We checked in with the folks at the Department of Workforce Development (DWD) and they let us know that the minor should not help by carrying the drink in this circumstance.

Although it is perfectly innocent, DWD has the prohibition against "serving," and carrying the drinks to the customer (or for the customer, in this situation) must be considered "serving."

A minor can take a drink order—that is, they can listen to the customer asking for a drink, write it down, enter it into a system, etc. They cannot serve the drink, dispense it or give it away. They can collect money from a customer. When DWD says that teens can't "sell, serve, dispense or give away," they mean the teens can't hand the customer the drink, pour it, mix it, etc. They can, however, be involved in the financial transactions and when bussing they can clear a table that has alcoholic drinks left on it.

Q: I know some equipment is off limits for employees under age 18. Are teenagers allowed to use knives on the job?

Restaurateur • First Quarter 16

A: That is allowed. Knives are okay for 14- to 17-year-olds as long as they are not power driven (like an electric knife). 14- to 15-year-olds may only cook (and use a knife) under direct adult supervision. We highly recommend safety training for everyone, but especially minors who work in the kitchen.

Recently I had another question about teens using knives and ladders in the workplace so I double checked with Jim Chiolino— who is our main contact at the Department of Workforce Development (they are the ones who would investigate violations of Wisconsin’s teen labor laws) and this was his reply: “Yes—they can use knives & ladders as young as 14. Minors under 16 can’t work on ladders (scaffolds or similar devices) over 6 feet high.”

The link below from the federal Department of Labor’s website is part of an e-training tool from OSHA that has information on teens safely using knives in the workplace and it provides additional confirmation that this activity is allowed. www.osha.gov/SLTC/youth/restaurant/knives_foodprep.html Q: We employ a 15-year-old who is home-schooled. I understand she is governed by the same daily and weekly restrictions as a student enrolled in a regular school. However, how do I determine a non-school day? Regulations say a 15-year-old can work 3 hours a day on a school day and 8 hours on a non-school day. For example, schools have different schedules for the winter break and other holidays.

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A: She is governed by the same rules as a student in the public school. A 14- or 15-year-old who is home-schooled is governed by the same daily and weekly restrictions as a student in regular school. This goes for 14- and 15-year-olds in any “non-standard” educational circumstance (like online e-learning/virtual academy).

The regulation that applies is DWD 270.11(4)(d): (d) Minors 12 to 15 years of age who are home-schooled or schooled at home may work the same hours as if they were enrolled in public school as provided in sub. (1) (a) and (b) and sub. (2) (a), (b), and (c). So that public school calendar would apply.

Here’s some additional information about home-schooled teens. A 16- or 17-year-old who is enrolled in home-school may now work unlimited hours (but again, be mindful of overtime, break and hours of rest guidelines) since state and federal laws do not limit the hours as of July, 2011. If the teen is home-schooled, the time of day restrictions that would prohibit minors 16 years of age or over from working during hours of required school attendance would not apply.

As with a GED student or any other minor not attending a typical school, WRA and DWD recommend employers get written confirmation from the school district regarding the teen’s circumstances. Keep that letter in the employee's personnel file in the event of an audit or questions. WR

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Tipping Points: Sorting Out the Restaurant Gratuity Debate

by Mary Bergin

T

odd Bucher is accustomed to bucking convention. The Fond du Lac native left work with a Chicago ad agency to risk living his dream: He bought and rebuilt a 1940 Silk City diner, then hauled it into Cheqaumegon-Nicolet National Forest.

In 2003, the retro, 48-seat restaurant opened in the city of Delta in rural Bayfield, population 273. It is not unusual to wait for seating during summer and weekends.

In addition to eggs and burgers are unusual items, like pancakes spiked with jalapeno peppers and from-scratch bakery items like White Chocolate Banana Cream Pie and Bacon Scallion Bagel Bombs.

Now Bucher is deviating from the norm in another way, by eliminating tips and simultaneously adding a 20 percent “staffing charge” as a separate item on every customer’s bill.

“This entire amount goes directly back to our full staff, including back of the house, in the form of wages,” he says, which enables “all adult staff to earn a minimum of $15 per hour, with key positions earning more.” The change was effective in June, 2015.

“This is a business model that should be replicated,” writes customer Dana Williams Itman of Minneapolis, on the diner’s Facebook page. “They ‘get it’ at Delta Diner. Awesome ingredients. Awesome employees. Awesome atmosphere. They care, and it shows.”

Itman, in the hospitality business 30 years (fast casual to fine dining), manages a Caribou Coffee outlet. “I applaud paying a little more for my meal to ensure professional service,” she says. She does not personally know anyone working at

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Delta Diner but “I have been fortunate enough to eat around the world. I know good food and good business.

This place rocks.”

Driving the conversation

Baum + Whiteman, an international food/restaurant consulting firm in New York, says one of the most notable industry trends for 2016 has little to do with what you cook or how you plate it. It is “a national conversation regarding tipping and pay disparities.”

Momentum comes from efforts to boost the minimum wage, Affordable Care Act consequences, a nationwide shortage of skilled cooks for restaurants and real or perceived pay inequities among staff.

At risk, if servers receive a higher hourly wage but no tips, is service quality. Restaurateurs fear losing their

Restaurateur • First Quarter 16

best servers to competitors who allow tips and suspect customers would not understand or accept the need to hike prices in lieu of tips. Analysts suggest shorter business hours or fewer restaurants are possible if the new business model takes root.

Operators of high-profile restaurants on both coasts have drawn media attention for uprooting business as usual. Danny Meyer of Union Square Hospitality Group, New York, intends to do away with tipping at his 13 restaurants. To compensate, he will raise menu prices, pay staff higher wages and hope customers don’t go elsewhere. Changes are being eased in, starting with The Modern, holder of two Micheln stars, housed inside the Museum of Modern Art. Joe’s Crab Shack is the first chain of significant size (130 locations, none in Wisconsin) to eliminate tipping, beginning with 18 properties. Menu prices were expected to increase 12 to 15 percent; servers would earn $12

to $14 per hour. “I personally believe tipping is an antiquated model and you have seen most businesses in America migrate away from it over the last 50 to 100 years,” CEO Ray Blanchette says.

Michael Bauer, San Francisco Chronicle restaurant critic, when acknowledging no-tip policies in his city, called it “the wave of the future.”

Others note that tipping is not part of the culture in restaurants from Europe to Australia.

From the server’s perspective

Omar Shaikh, Surg Restaurant Group co-owner, says he doesn’t think tipping will vanish easily in Milwaukee. He also wouldn’t expect to stay competitive if charging 30 to 35 percent more for a meal, an increase he would consider necessary to adjust hourly staff wages equitably, in lieu of tips.

But Shaikh also acknowledged, in a television interview, the potential for a no-tipping policy to “create sort of a good life for the servers,” a steady salary continued on page 26

Find the Right Menu of Accounting Services For Your Business When it comes to math, you know how many ounces are in a pour, how many cups go into the recipe, and how to calculate a great tip. As a restaurant, bar owner or GM you have to be on your game when it comes to numbers. But not just food inventory and table reservations - To be truly successful, you need to understand the financials behind your business.

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• Madison • Onalaska

First Quarter 16 • Wisconsin

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“ In restaurants like ours, servers tend to stay because they do well. ”

Jim Daly, Basil in Weston without the “ups and downs of getting good tips versus bad tips.”

In Madison, Franklin Carnes has six years of foodservice experience, first at a Chinese restaurant where he earned few tips but “a fair and consistent” hourly wage and the perk of free meals. Now he works at another ethnic restaurant where tips are a bigger part of his income. He averages $650 in tips every two or three weeks, until winter, when tips are closer to $200 because of fewer customers.

“I’d rather have a job that pays no tips and is something consistent,” says Carnes, who considers the work temporary, while taking a break from school. “When it’s slow, you could sit for a couple of hours” without customers.

Kristin Heath sees it differently. She is a server at Basil, an ethnic fusion restaurant in Weston, and has relied on waitressing income for decades. Working for tips “gives us more freedom to make our own money, and it can be very good,” she says. “The more we sell, like bottles of wine, the better our tips.”

Diversity of Opinions

There is a wide range of perspectives about whether to keep or discard the practice of tipping in restaurants. For example: “The restaurant industry offers opportunity for men and women of all backgrounds and Americans overwhelmingly support a system that rewards good service. We should be celebrating a restaurateur’s right to do what’s best for his or her individual business and employees, not using this as an opportunity to demonize the industry.”

– Dawn Sweeney, CEO, National Restaurant Association (New York Times excerpt)

“Your average European sees tipping as an utter anathema. Why not just include it in the bill to start with? Tipping is even more awful because it draws attention to money. Paying for something is like going to the bathroom—best done quickly and discreetly.”

– Andre Spicer, professor, Cass Business School, London (CNN.com excerpt)

“If forced to pay the full price for food, would consumers eat out less? Quite probably. You might conclude the we have too many restaurants and not enough cooks … and that shift in prices and wages might even things out.”

Without tips, she says there would be less motivation to work, sell or become as knowledgeable about food and beverage menus. “In restaurants like ours, servers tend to stay because they do well,” Basil owner Jim Daly told a local television station. Doing away with tips, he says, takes away the customer’s option to distinguish excellent from poor service.

And the restaurateur?

“Tipping within restaurants is a discussion we are watching closely, but at this time we don’t have a strong opinion or comment,” says Kevin Henry of Food Fight Restaurant Group, Madison.

“Asked if they would agree to eliminate tipping in exchange for a guaranteed minimum wage of $15 an hour, nearly 60 percent (of self-reported tipped restaurant employees) said no.”

– Michael Saltsman, research director, Employment Policies Institute (Wall Street Journal excerpt)

“The waiter is my guy for the duration of the meal. He’s my agent. He looks out for me and, if he does a good job, I look out for him. He has an incentive to give me exceptional service, not some mediocre minimum. … If tipping doesn’t quite shift loyalties so neatly, it does put loyalties into play.”

– Richard Cohen, opinion writer, The Washington Post

“We haven’t been able to keep servers. We were hoping more restaurants would switch but, for now, it’s been impossible to compete with more traditional places in keeping front of the house staff who prefer the control and upside of the tip system.”

– Thad Vogler, from Bar Agricole and Trou Normand restaurants that went tipless in December 2014, but announced in October 2015 the restaurants are bringing the gratuity back Inside Scoop excerpt

– Baum + Whiteman, New York

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Restaurateur • First Quarter 16

Playing by the Rules

Here is a brief summary of current minimum wage and tipping laws.

The minimum base hourly wage for a tipped employee who is at least 20 years old is $2.33, presuming that tips average $4.92 per hour, which brings the wage to $7.25. (The federal base wage is $2.13 but whenever Wisconsin and federal wage regulations conflict, the law more favorable for the employee must be followed—thus the $2.33 base).

If an employee doesn’t report earning enough tips during the work week to equal the tip credit, the employer cannot take a full credit.

The employer must increase the base wage for the employee until the employee’s reported tips and base wage together equal the required minimum wage for that work week (this is not calculated each work shift).

If your restaurant is subject to both Wisconsin and federal law, the Department of Labor generally allows 20 percent of the HANDBOOK FO workweek to be spent doing incidental work that is non-tip producing.

EXCELLENT R If your business is subject only to RESTAURANT Wisconsin law, the Department of OPERATIONS Workforce Development generally accepts 1/3 of a shift to spend performing legitimate set-up or clean-up assignments in conjunction with the waitstaff job. www.wirestau rant.org For more details check out the Tips 800.589.3211 and Taxes guide in the HERO manual.

HERO

The biggest potential risk in eliminating tips, says Matt Boshcka of Dublin Square Irish Pub and Eatery, La Crosse, is “front of house employees making less money and choosing other jobs”—and higher prices for consumers to absorb hourly wage increases that make up for lost tip money.

He says it won’t work to replace tipping with a service charge because service charges are considered restaurant income and subject to sales tax. CEO Ed Lump of the Wisconsin Restaurant Association says there is no requirement to share any part of a service charge with employees (although many distribute to employees), but the average customer likely fails to distinguish differences between a tip and service charge.

Private clubs, Lump observes, typically don’t encourage tipping but might add a service charge to a food order. It also is not unusual for a service charge to be automatically added onto the bill of large dining parties, so the server will not be short-changed, but this should be made clear to the customer beforehand.

“Implemented carefully, the new practice can be legal and helpful to the bottom line,” writes Jeffrey Horton Thomas in Restaurant Hospitality, regarding service charges. “Operators who rush to adopt the new practice, though, are likely to make costly mistakes.” (Read Info to Go in this issue on page 10 for additional insights).

Published by:

Wisconsin Res 2801 Fish Hat taurant Association chery Road Madison, Wis consin 53713

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“ We will be more

Tips vs. Service Charges

efficient with our payroll ratios than prior to the change.”

Todd Bucher, Delta Diner in Delta Assessing the future

“I don’t think tips are going away,” says Lump, who noted the current Republican-dominant state Legislature’s lack of interest in raising minimum wage.

“With any adjustment, there are winners and losers. Servers will make a sacrifice if a change in tipping is made because someone else (in the back of the house) will get a part of it.”

He says tip pooling, which can be made mandatory for up to generally 15 percent of tips, may be a partial solution.

The switch to credit and debit cards as the preferred method of payment for a restaurant meal means there is a paper trail that makes it harder to under-report tips.

Without tipping, Lump predicts the average restaurant might hire more full-time workers and change hours of business, to maintain an affordable workforce and control costs. It would be more difficult to stay open on days or times when revenue tends to be low.

Baum + Whiteman wonders if the U.S. has too many restaurants. As fewer people are seeking jobs in the restaurant industry, more restaurants are competing for the same good employees.

Competition vs. cooperation

“The restaurant industry is the only industry where a significant portion of wage pool funds come from an outside, noncontrolled source (tips),” says Delta Diner’s Bucher, who believes tips “run contrary to building a team-oriented organization” and do not drive great service.

A no-tipping approach “works for us because of the team systems we employ to assure a great customer experience.

All staff cross the tip line dozens of times every shift,” he says. “Floor staff are

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extremely important to the diner, but no more so than production and support staff. We, as an organization, need to be able to flow the wage pool in an equitable fashion based on merit and not encumbered by regulations on who can share in tips.” For clarification on federal tip pool rules, visit www.dol.gov/whd/ regs/compliance/whdfs15.pdf Delta Diner has four full-time and six part-time employees who work year round. Up to 15 others work seasonally, and Bucher says “these numbers have grown each of the past 10 years.” Hours of business are shorter in the winter.

For this business model to work elsewhere, “you have to be motivated to pay people their value, as it relates to your business goals, rather than the minimum amount necessary to hire them.” It likely requires “a short-term investment in payroll as a percentage of income,” but gone are the hassles of tipped vs. non-tipped payroll and reporting.

“We are in a much better forecasting and budgeting position now that the tip portion of the wage pool has been brought into the standard income stream,” Bucher says. “We will be more efficient with our payroll ratios than prior to the change,” but “it will take a few investment years” to get there.

Another part of the challenge, as he sees it, is educating the customer that tips are not merely extra cash for servers.

“There is a significant educational hurdle to be navigated,” and being both upfront and honest with staff and customers about why changes are necessary is vital. WR

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In 2012 the IRS reinforced their position that their tax examiners must ensure that distributed service charges are properly characterized as wages and not tips.

U.S. Department of Labor (DOL) regulations, IRS interpretations, and Wisconsin law distinguish between a tip voluntarily paid by a customer and a mandatory service charge imposed upon the customer.

What is a “tip” and what is a “service charge?”

A service charge is a gratuity automatically added to a customer's bill by the restaurant. A tip is a gratuity voluntarily added to the bill by the customer.

The IRS lists four factors, all of which must be present in order for the customer’s extra payment to be deemed a tip: • The customer’s payment must be made free from compulsion; • The customer must have the unrestricted right to determine the amount; • The payment should not be the subject of negotiation or dictated by the employer policy; and • Generally, the customer has the right to determine who receives the payment.

Similarly, under Wisconsin state law, the customer must have the sole discretion to determine whether a gratuity is to be given, to whom it is to be given, and the amount to be considered a tip.

If the gratuity is deemed to be a service charge rather than a tip, under federal law, service charges: • belong to the establishment • become a part of the establishment's gross receipts • must be considered as income to the employer, and • may be retained entirely by management or distributed to employees in any amount management chooses.

For more details visit www.wirestaurant.org/info/ alerts/121219_irs.php

Restaurateur • First Quarter 16

DRIVER

LICENSES New Wisconsin Driver Licenses/ID cards

T

he Wisconsin Department of Transportation’s Division of Motor Vehicles (DMV) began issuing new driver licenses and identification (ID) cards in the fall. An innovative polycarbonate card with laser-engraved black and white photo are the most prominent features designed to curb fraud and identity theft.

“Advances in technology have enabled WisDOT to offer a new card for identification that makes it the most secure in North America,” said Ann Perry, director of Bureau of Driver Services. “WisDOT is pleased to work with Wisconsin retailers and law enforcement to introduce these new cards and create tools to help their employees spot fraud.”

In addition to the black and white laser-engraved photo, retailers will note these additional security features: • The card feels slightly stiffer and makes a unique sound when dropped on a hard surface.

• A raised signature, date of birth (DOB), expiration date, DL/ID number, U21 until date can easily be felt and is hard to copy.

• UV ink highlights intricate Wisconsin artwork on front.

• U21 is prominently displayed in red ink and printed in a vertical format.

• Endorsements for commercial driving, including hazmat certification, are clearly noted.

Two other versions of Wisconsin driver licenses and ID cards are currently in circulation. Some are set to expire in 2020 and those issued between March 2012 and October 2015 are set to expire in 2023.

Implementation of the new cards began in late September 2015. The process for customers is the same.

After visiting a DMV Service Center and presenting necessary documents, customers will receive a receipt which includes an image of the actual card and is valid until they receive their new card in the mail. This receipt is a valid form of state-issued photo identification and is valid until 45 days after issuance. WR

Wisconsin's current format as of Fall 2015 What to look for › Laser engraved tactile data › Laser engraved micro lettering › Overlapping data › Laser engraved signature › "Under 18" "Under 21" feature › Laser engraved variable data tactile "Wave" feature › REAL ID-compliant cards have a star verification mark

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“I

by Mardy Wiesman

nterest in the restaurant industry has grown more among consumers in the last 18 months than it has in the last 18 years,” said Jim Sullivan, CEO of Sullivision.com. “And the next five years will bring radical change to the foodservice industry. Are you ready?” He spoke to over 75 culinary students and members of the Wisconsin Restaurant Association (WRA) Big Four Chapter at Appleton’s Fox Valley Technical College this fall. This seminar is a great example of educational opportunities provided around the state by local WRA chapters.

His topic was “Outlook 2020: Forecasting Trends and Smart Strategies for Future Success.” He presented his expert advice on key trends in foodservice operations, technology, training, hiring and menus over the next five years. “Everything’s the same until it is not,” he said. “And technology and innovation will transform the foodservice industry more in the next five years than it has in the last 25.”

Jim Sullivan is a well-known consultant, trainer and speaker whose company designs sales, service and leadership training programs for top foodservice and retail brands worldwide. His clients include Walt Disney Company, Starbucks, Panera Bread, Coca-Cola, Applebee’s, Marriott, Heineken, Chipotle and McDonald’s and he is a contributor to the Wall Street Journal, Fast Company and Nation’s Restaurant News. Sullivision.com has offices in Denver, Appleton, and London. Sullivan lives in Appleton for much of the year and routinely shares his insights with local FVTC students and WRA members on topics and issues that affect his clients and the foodservice industry globally.

Sullivan began the seminar by identifying the three perennial challenges that restaurant operators face: process and procedure, people, and internal and external marketing. He then showed how technology, systems and creative thinking will affect—and improve—those areas in the next five years. He cited examples of restaurateurs in New York, London, Denver, Chicago and Dallas who were transforming foodservice operations. He believes that many of these innovations will find their way to Wisconsin restaurants as well. Two of the biggest trends Sullivan cited are the rise of fast-casual “build-your-own” concept restaurants and the impact

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of technology on the restaurant dining experience.

Today’s restaurant guests are hungry to build and customize their meals their way. Subway was one of the early pioneers where guests can “Eat Fresh” with sandwich ingredients they choose.

Another industry innovator, Chipotle, allows guests to pick and choose their burrito or taco toppings. And it’s not just sandwiches and burritos, buildyour-own pizza chains are starting to make an appearance in the restaurant landscape. Fast casual restaurants such as Pie 5, Pizza Rev, and Pizzeria Locale are popping up in major cities and Sullivan said many Wisconsin cities will soon see these restaurants.

Facing a shrinking labor pool in the next five years, coupled with a tech savvy customer base, Sullivan predicted the demise of the paper menu. Tablet or kiosk-based ordering and payment systems, or ordering via a smartphone will be the reality.

“This isn’t years down the road,” he said. “It’s already in use in hundreds of restaurants today.” Sullivan predicted that the rise of iPad menus will mean

Restaurateur • First Quarter 16

communities to meals and beverages on Instagram, keep up with the Snapchat and Pinterest. This is free times. Sullivan said advertising for a restaurant—unless the that there will be food looks terrible on the plate, a large generation he warned. shift by 2020 led With all these current trends

by Millennials who predicted to become standard by 2020, are much more how will chain and independent adventurous in what restaurant owners be prepared? Sullivan they eat and drink quoted restaurant industry innovator than their parents.

Norman Brinker: “You don’t want to Sullivan predicted get too far ahead of your customers or that the practice of you’ll confuse them; don’t get too far tipping will start to behind them or you’ll lose them.” The decline. Also, there key is to watch what other restaurants Seminar attendees enjoyed an appetizer buffet in the lobby outside the is a rise in take-out are doing, what your customers are Jones Dairy Farm Culinary Theatre at Fox Valley Technical College. dining and ship-toeating and drinking when they’re not your-home meals with in your place—and embrace, not run customers ordering from websites such from, change. phasing out traditional servers, with as Blue Apron and assembling the food A restaurant owner from the 1950s restaurants using food-runners to at home. Both of these developments could not have predicted that someday cover six or seven tables and saving could decrease the need for servers, guests would be ordering on a phone the labor cost of one or two servers. and the associated labor costs. The $15 or eliminating waitstaff positions with “Tablet menus are proving to be per hour wage debate has taken root an electronic tablet. Many of these better salespeople than servers and nationwide and may soon become a changes are taking hold in large cities the next generation will expect tablet reality for many restaurants. Obviously across the world today and are already menus,” he suggested. “A tablet menu this is another consideration regarding happening in Wisconsin. Though offers instant price adjustments, the the labor force.

Sullivan cannot predict the future in capacity to show mouth-watering In 2020, Sullivan said, Millennials detail, one fact is certain: 2020 is less videos of signature food and drinks will account for 40% of all diners, than 48 months away and he asked the and the ability to allow guests to pay 50% of all travelers, and 55% of the audience if Wisconsin’s restaurateurs when they’re ready, increasing table workforce. Currently, the average are ready for these changes. “Because,” turns, efficiency and service.” This American is 22 years old and will he said with a smile, “you’ve got to electronic technology is already present spend roughly $50 per week dining change with the times or the times will in many full-service chains, including out. In addition, Millennials are always change you.” WR Wisconsin fullservice multi-units like connected; be it Olive Garden, Chili’s, Applebee’s and on iPhones, iPads TGI Friday’s. These free-standing table or Smartphones, units like Ziosk allow customers to and many order drinks, appetizers, dessert and pay independent from touchscreen table devices without and chain constantly ordering throughout their restaurants have meal. “You don’t suppose these chains accommodated are training their customers to dine this by providing without servers do you?” Sullivan asked Wi-Fi and USB with a chuckle. chargers at table When it comes to menu trends, height in their Sullivan noted the rise of the “flavor establishments. adventure” in North American cuisine.

Plating food is Chicken has become the “new beef,” more important while craft beers have become the “new than ever since wine.” Also, there is a greater interest today’s diners in regional Asian food. Independent want to post photos Sullivan chatted with seminar attendees after his presentation. restaurant owners should take note of their restaurant of small changes in their respective

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FOODBORNE

ILLNESS

Dealing with Complaints or an Outbreak

I

t’s one of the most dreaded calls a restaurant operator can receive, “Your food made me sick.”

A foodborne illness outbreak associated with your restaurant can be catastrophic.

A minor outbreak could cost thousands of dollars, a major outbreak, millions of dollars or it could even cause you to close the doors of your restaurant permanently.

Legitimate victims of foodborne illness also have to deal with sickness, medical costs and the potential of lost work and long-term disability. Most devastatingly for all involved, foodborne illnesses can cause death. The Centers for Disease Control (CDC) estimates that each year roughly 1 in 6 Americans (or 48 million people) get sick, 128,000 are hospitalized, and 3,000 die of foodborne diseases (these statistics include food eaten at home and other places in addition to restaurants).

Typically we advise members to contact their health department proactively. Explain that you’ve had a customer complaint and work cooperatively with them. If the diagnosis from a doctor truly is a foodborne illness, the health department will get involved anyhow, so it’s smart to get out in front of it. They can be your ally with both outcomes—exonerating your business or if, worst case scenario, the claim is legitimate and it was caused by food served in your restaurant, they can help identify the source and minimize the

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potential damage.

Also, notifying the customer that you have already contacted the health department can help weed out the phony claims from the legit ones, because some scammers try to threaten restaurants by saying “if you don’t pay me, I’ll contact the health department.”

If you have already planned to contact the department, it diffuses the threat.

Some customers are surprised when they find out you are ready to handle their claim by filling out a complaint form and that you have a procedure set up to handle such claims. Certainly take any complaint seriously and be very polite and professional about getting the information—not defensive or disbelieving, in case it does turn out to be true. WRA has a complaint form available in the Members Only section at www.wirestaurant.org But you don’t have to panic and start writing big checks just to avoid the possible negative PR that a foodborne illness outbreak can bring.

Public Health Madison & Dane County offered some good pointers on handling complaints (for the full article visit www.publichealthmdc. com/environmental/food/documents/ FoodFactsSummer2012.pdf) 1. Have a foodborne illness complaint form ready 2. Show empathy

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3. Get the facts 4. Don’t argue 5. Provide guidance The CDC has a reference guide for the incubation times and typical symptoms for different foodborne illnesses.

Visit www.cdc.gov/foodsafety/ outbreaks/investigating-outbreaks/ confirming_diagnosis.html Of course the incubation times and symptoms can vary for individuals, but this will give you some sense of how most foodborne illnesses present themselves.

It’s human nature for people to blame the last meal they ate for causing a sudden gastrointestinal illness, but that last meal isn’t always the culprit.

The more information you can gather from the customer and their health care providers (if they sought medical attention), the more help it will be in either proving it wasn’t your restaurant or helping the health department identify the source in your restaurant.

Looking for more help?

The Council to Improve Foodborne Outbreak Response (CIFOR) has a very helpful tool “CIFOR Foodborne Illness Response Guidelines for Owners, Operators and Managers of Food Establishments” that is available for free download at www.cifor.us/projind.cfm.

Restaurateur • First Quarter 16

It is quite comprehensive and full of useful information and forms like selfassessment tools, media guidelines, log forms, complaint forms, workplace posters, checklists and flow charts. Don’t wait until you are under pressure and have to use it—access it now and help avoid an outbreak—or at least be prepared to deal with one.

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Proper handwashing in the workplace is a huge factor. Your employees may not know how critical their role is in making sure your customers stay healthy. The spread of germs from the hands of food workers to food is an important cause of foodborne illness outbreaks in restaurants. It accounts for 89% of outbreaks in which food was contaminated by food workers (from CDC Hand-hygiene Study). Proper handwashing can reduce germs on employees’ hands and the spread of germs from hands to food and from food to other people.

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continued from page 33 Make sure your employees know how and when to wash their hands. WRA recently sent members a handwashing mailing including tips on creating a handwashing culture in your restaurant and complimentary posters. WRA has several handwashing posters available for download in the Members Only section of www.wirestaurant.org If you’re not sure where to start, the FDA’s Oral Culture Learner Project provides materials and methods to help retail food employees understand the reasons why following proper food safety practices is important to prevent illnesses, deaths and loss of income and reputation resulting from food-related outbreaks. The materials have been designed for oral culture learners, which research has shown most food employees to be. Visit www.fda.gov and search for “oral culture learner project” to place an order for the posters/storyboards and to view videos.

Another smart idea is to send your employees to the ServSafe Manager— Certification & Renewal class. It fulfills state requirements for Wisconsin

Certified Food Protection Manger (CFPM) certification and is an excellent investment in your business.

Visit www.wirestaurant.org/ef/servsafe for more information and to register for classes.

Remember, the Wisconsin Food Code requires that ill employees be excluded from work. For more detailed information on this topic and pdfs of posters in English and Spanish visit: www.wirestaurant.org/membership/extras/ sick_policy.php To summarize, the Wisconsin Food Code requires employees to inform the manager on duty if he/she is ill with the following: • Any foodborne illness • Diarrhea • Vomiting • Fever • Jaundice (yellowish discoloration of skin, eyes or inside of mouth) • Sore throat with fever • Wound or boil that contains pus on exposed skin If employees are ill, they must not work!

The Industry's #1 Food Safety Certification wirestaurant.org/servsafe See page 48 for details.

The Wisconsin Food Code does not allow employees to work in the restaurant if they have the following health issues: • Diagnosed with a foodborne illness (this would require approval from health department to return to work) • Vomiting – symptoms must cease for at least 48 hours before returning to work • Diarrhea – symptoms must cease for at least 48 hours before returning to work What if you do have an outbreak and the media calls? Check out crisis communication tips for restaurants at www.wirestaurant.org/membership/ extras/crisis_tips.php WR

Get your staff on board/New posters available

To help encourage your staff to wash their hands, WRA recommends training new employees on proper handwashing techniques. Take them to a sink and do a demo. It may seem awkward, but awkward beats a Norovirus outbreak any day. Also, you can be cited for Food Code violations if sinks aren’t stocked with soap, towels, etc. Make this part of an employee’s job responsibilities and good handwashing will be easier for employees to do correctly.

WRA has created new handwashing posters. Visit the WRA website to download them www.wirestaurant.org in Members Only.

Don’t Spread Germs.

Employees mu st wash their hands b efore

returning to w ork.

Your Hands. of personal cleanliness in food preparation shall maintain a high degree work, after using Wisconsin Food Code requires persons engaged Because unclean hands spread disease, the preparation shall wash their hands before beginning all working periods. Persons engaged in food and shall observe good hygienic practices during hands. in other activities that may contaminate the toilet facilities, eating, smoking or engaging

Wisconsin

But YOU should too!

Because unclean hands spread disease, the Wisconsin Food Code requires persons engaged in food preparation and shall observe good hygienic practices during all working periods. shall maintain a high degree of personal Persons engaged in food preparation cleanliness toilet facilities, eating, smoking or shall wash their hands before beginning engaging in other activities that may contaminate the hands. work, after using

Wash

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Our employees are required to wash their hands…

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Employees mu st wash

R e s t a uth r aei t eruh r a• nFdi s r sb t Quarter 16

efore

OSHA What's Required for Restaurants?

F

ederal occupational-health laws require all employers to provide employees with a workplace that is free from recognized hazards that cause or are likely to cause death or serious injury. The restaurant industry is typically not under a lot of scrutiny from the Occupational Safety and Health Administration (OSHA).

However, a recent provision in the federal budget bill means that fines from OSHA will increase beginning in 2016. OSHA had been one of just a few federal agencies that were exempted from a 1990 bill that required agencies to raise their fines to keep up with inflation.

While OSHA has traditionally considered the restaurant industry to be relatively low-hazard, this would be a good time to make sure you are in compliance with several OSHA changes that have occurred over the past few years.

Recordkeeping Rule

Most recently, OSHA revised their recordkeeping rule which included two key changes (effective date was 1/1/15): First, the rule updated the list of industries that are exempt from the requirement to routinely keep OSHA injury and illness records, due to relatively low occupational injury and illness rates. As defined by North

American Industry Classification System (NAICS) codes, full-service restaurants, limited service eating and drinking places and drinking places (alcoholic beverages) remain on the list of exempt industries. However, bakeries and tortilla manufacturing, specialty food stores, beer, wine and liquor stores and special food services are now required to maintain the OSHA 300 Log. Note: The rule retains the exemption for any employer with ten or fewer employees from the requirement to routinely keep records, regardless of their industry classification.

Second, the rule expanded the list of severe work-related injuries that all covered employers must report to OSHA. The revised rule retains the current requirement to report all workrelated fatalities within 8 hours and adds the requirement to report all work-related in-patient hospitalizations, amputations and loss of an eye within 24 hours to OSHA. Fingertip amputations with or without bone loss are included in this category Previously, employers had to report all work-related fatalities and workrelated hospitalizations of three or more employees.

To make a report, call OSHA’s free and confidential number at 800-321-OSHA (6742).

Only fatalities occurring within

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30 days of the work-related incident must be reported to OSHA. In-patient hospitalizations, amputations or loss of an eye must be reported to OSHA only if they occur within 24 hours of the work-related incident.

Hazard Communication Standard Rule

Back in 2013, OSHA revised Hazard Communication Standards (HCS) pertaining to properly labeling hazardous chemicals.

The goal was to give employees worldwide a better understanding of the hazards associated with chemicals in the workplace through the use of more consistent definitions and standard pictograms. The new requirements brought the United States into alignment with the Globally Harmonized System of Classification and Labeling of Chemicals (GHS).

All employers using hazardous chemicals in the workplace must comply with the changes made to the Safety Data Sheets (SDSs—formerly known as Material Safety Data Sheets) and should be aware of OSHA’s training expectations and strategies for meeting the Hazard Communication Standards. continued on page 36

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continued from page 35 An overview of the major changes to HCS: Hazard Classification— Chemical manufacturers and importers are required to evaluate the hazards for the chemicals they produce or import and prepare labels and safety data sheets to convey the hazard information to their downstream customers. The new, updated standard provides specific criteria for classification of health and physical hazards as well as classification of chemical mixtures.

Labels—Chemical manufacturers and importers are required to provide a label that includes a harmonized single word, pictogram and hazard statement for each hazard class and category. Precautionary statements must also be provided.

Safety Data Sheets—Now has a specified 16 section format, ensuring consistency in presentation of important protection information.

Information and Training—To facilitate understanding of the new system, the new standard required workers to be trained by Dec. 1, 2013 (and ongoing since then) on the new label elements and safety data sheet format to facilitate recognition and understanding.

There was a transitional period for manufacturers, importers, distributors and employers to comply with the new standard’s requirements. June 1, 2016 is the deadline for all employers to update alternative workplace labeling and hazard communication program as necessary and provide additional employee training for newly identified physical or health hazards.

For more detailed information on the rule, visit OSHA's website www.osha. gov/dsg/hazcom/HCSFactsheet.html to access a fact sheet which outlines the changes and additions. There are also employee training materials on the OSHA website www.osha.gov/ Publications/OSHA3642.pdf

Additional OSHA issues to be aware of First Aid Kit OSHA requires

36

Wisconsin

that you provide “medical and first aid personnel and supplies commensurate with the hazards of the workplace. The details of a workplace medical and first aid program are dependent on the circumstances of each workplace and employer.”

There are lots of options when it comes to first aid kits. You can gather the items on your own, use a company that specializes in industry-specific first aid kits or purchase a kit from your local branch of the American Red Cross. Don’t feel pressured by companies out there that may call you implying you are required to purchase their expensive kits.

As far as first aid supplies being available, this is what the OSHA standards say: “In the absence of an infirmary, clinic, or hospital in near proximity to the workplace which is used for the treatment of all injured employees, a person or persons shall be adequately trained to render first aid. Adequate first aid supplies shall be readily available.”

OSHA’s website says this about first aid kits: “First aid supplies are required to be readily available. An example of the minimal contents of a generic first aid kit is described in American National Standards Institute’s (ANSI) Minimum Requirements for Workplace First-aid Kits. The contents of the kit listed in the ANSI standard should be adequate for small worksites.”

This is what ANSI recommends: • Absorbent Compress - 32 square inches (1) • Adhesive Bandages 1" x 3" (16) • Adhesive Tape 3/8" x 5 yd. (1) • Antiseptic 0.14 fl. oz. (application) (10) • Burn Treatment 1/32 oz. (application) (6) • Medical Exam Gloves as needed (2 pair) • Sterile Pad 3" x 3" (4) • Triangular Bandage 40" x 40" x 56" (1) OSHA doesn’t enforce this standard recommended by ANSI, but considers it good suggestions for a minimal first aid kit. Remember to keep your kit in a waterproof, labeled container in a spot that is easily accessible! In addition

WR

OSHA Poster Employers must display the “OSHA Job Safety and Health: It’s the Law” poster #3165 (English version—there are versions available in many languages).

This poster is included in WRA's Labor Law Poster Pack, but you may also download it from the OSHA website at www.osha.gov/ Publications/poster.html or on the WRA website www.wirestaurant.org Previous versions of this poster are still acceptable. Note: OSHA requires that reproductions or facsimiles of the poster be at least 8.5" x 14" inches with 10 point type. to the items listed above, you would probably want the following items in your kit as well: • An assortment of different size adhesive bandages • Cold pack • Scissors • Tweezers • Plastic biohazard bags • Breathing barriers • Elastic bandage • Alcohol pads • Basic first aid tips • Flashlight with working batteries • Blanket • Emergency phone numbers Make sure your employees know where the first aid kit is located. Check your kit regularly to make sure it is wellstocked. You don’t want to be caught unprepared if an injury occurs. The most common injuries in restaurants are burns and cuts.

Emergency numbers should be displayed prominently in the workplace along with directions to the closest

Restaurateur • First Quarter 16

hospital (both a map and street directions).

Emergency Action Plan

If you have 11 or more employees, you are required by OSHA to have a written emergency action plan (EAP). If you have fewer than 11 employees, your emergency action plan can be communicated orally, but it would probably still be wise to have it in writing. This plan is intended to inform and prepare employees for what they need to do in the event of a fire, tornado or other emergency.

You should include a review of the plan during new employee orientation and ongoing training for staff (at least annually or as equipment and procedures change).

Include the following information in the plan: • Means of reporting fires or other emergencies (list emergency numbers) • Evacuation procedures and

emergency escape route assignments • Procedures for employees who remain to operate critical operations before they evacuate • Procedures to account for all employees after an emergency evacuation has been completed • Names or job title of persons who can be contacted for further information or explanation of duties under the plan • Rescue and medical duties for those employees who are to perform them

used to notify employees (including disabled employees) to evacuate and/ or take other actions; the site of an alternative communications center to be used in the event of a fire or explosion; and a secure onsite or offsite location to store originals or duplicate copies of records, legal documents, your employees’ emergency contact lists and other essential records.

More detailed information on workplace emergencies and creating an EAP is provided in the OSHA publication “How to Prepare for Workplace Emergencies” (OSHA 3088) and is available at www.osha.gov. WR

The following are not specifically required by OSHA, but you may find it helpful to include them in your plan: a description of the alarm system to be

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www.sanimax.com·info@sanimax.com 1.800.765.6453 Restaurateur

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Midwest Foodservice Expo

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March 7-9, 2016

R e s t a u r a t eCenter u r • F i r s t •Q u arter 16 Wisconsin Milwaukee, Wisconsin

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This Show Is Going to Blow Your Mind!

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Special Thanks to our 2016 Sponsors:

Badger Chapter Club Managers Association of America

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Get the Expo’s Mobile App

Text MFEEXPO to 95577 39 R e s t a u r a t e u r for Expo Alerts!

Products You’ll See at the 2016 Expo The Midwest Foodservice Expo is a top regional event for the food, beverage and hospitality industry. With over 300 exhibits to visit, you’ll see, taste and test everything you need for your business! It’s an interactive, all senses experience where you are sure to walk away inspired. It’s all happening March 7-9 in Milwaukee.

Here’s a preview of some of the products you’ll find...

Cotton Cooking Apron Cook up a successful promotion with this cotton apron.

Adjustable tie strap provides a customized fit and a large front pocket perfect for menus, notepads or utensils. Your team (and your logo) will surely stand out.

Mention Midwest16 and receive 10% off this apron after the Expo!

– New since March 2015

– Exclusive Expo Discount

Bill's Bold Ketchup

4Imprint, Booth 718

AeroGlove Bring speed and sanitation to your kitchen! The revolutionary AeroGlove™ poly glove dispenser opens gloves with a puff of air, allowing you to insert your hand without touching the glove work surface.

20% off all orders placed at the show.

All natural ketchups Sweetened with STEVIA. No High Fructose corn syrup and sodium content is less than half of all the leading brands.

Available in 5 flavors: Plain Tomato, Jalapeno, Chipotle, Cajun and Habanero.

Bill's Bold Products, Something Special from Wisconsin Mingle Drinkware Mingle drinkware combines the look of recycled glass in a durable BPA Free Tritan plastic.

Available in clear, smoke and teal. Ideal for outdoor and poolside dining.

AeroGlove, Booth 852

Barney Butter Almond Butter Available in 1 gallon and 5 gallon foodservice containers, the original blanched and skin on almond Barney Butter varieties serve as a great alternative to other nut butters.

Barney & Co. California, Booth 456

Soft Pretzel Prop & Peller authentic Bavarian pretzels are one of a kind in the US. Crafted from quality dough that results in a light, fluffy middle and a unique special cracked crust, aside from our twisted pretzel.

Boelter, Booth 438 Free EMV ATM Evaluations Liability for fraudulent transactions becomes the merchant's responsibility on October 1, 2016. Stop by Booth #926 to ask questions, find out how EMV can affect you as an ATM owner, and get approximate costs for upgrades.

Edge One, Booth 926

BC International, Booth 721

SkySpan An outdoor profit generating machine, SkySpan outdoor shade systems increase the seating usage of your outdoor space and offer protection from all elements.

Not your ordinary umbrellas, but profit generating monoliths!

GMB & Associates, Booth 644

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Restaurateur • First Quarter 16

Chicken Wings

Mobile Bytes

Wingettes & Drummettes or Whole Chicken Wings are great for appetizers, happy hours, and so much more. Our wings are sized right and cook up crisp and delicious.

Mobilebytes' complete iOS POS with Integrated Customer Loyalty, Waitlists Management with texting capability, Delivery Management, Advanced Check Splitting, Online Ordering and so much more... Come to Booth 327 to see for yourself!

North Country/Cash Register Service, Booth 327

GNP Company, Booth 120

UNOX CHEFTOP MIND. Maps Plus Cherrywood Smoked Baby Back Ribs Traditionally cured. Naturally smoked. The result?

Mouthwatering ribs that taste like bacon. Enjoy Jones Bac'n Bones straight from the package or with dry rubs, marinades or sauces. $10 off per case of Jones Dairy Farm Bac'n Bones, up to 10 cases. Offer valid April 1-29, 2016 for Midwest Foodservice Expo attendees.

Jones Dairy, Booth 417

Cook and Hold Oven Alto-Shaam’s Cook & Hold ovens are ideal for cooking large volumes of food in a limited amount of space. Halo Heat technology, powered by unique thermal cabling, produces gentle, precise heat to evenly cook your food.

Mircovich-Casper, Booth 618

Unox CHEFTOP MIND.Maps™ is a new line of professional ovens that gives you complete control of the cooking process and maximum creative freedom. Its innovative technology greatly reduces operating expenses!

Redco Foodservice Equipment, LLC, Booth 518

Squeezable Sauerkraut Sconnie Foods Squeezable Sauerkraut is a delicious, innovative new squeeze to an old favorite! Convenient, sanitary, re-sealable & tailgate ready! Original and Spicy Mustard (with horseradish) varieties available.

Expo-only special price of $2.00 per 11 oz unit of Original style and Spicy Mustard style (with a kick of horseradish) Squeezable Sauerkraut.

Sconnie Foods, Something Special from Wisconsin Gourmet Cookie Dough au Naturel

Gluten Free Frozen Pizza Crust Gluten free 12" thin pizza crust. Convenient to use from the freezer to the oven. Made with quality ingredients that give this crust great taste and texture! Keeps them asking for more!

No minimum purchase, over $2.70 per package savings.

Expo price $15.00 for a package of 5 plus shipping.

All-natural gourmet cookie dough using only the finest ingredients from Belgian chocolate to Wisconsin AA butter. Our company philosophy is "Nothing you can't pronounce and Naked of all the bad stuff."

10% discount for all orders placed at the Expo.

The Naked Baker, Something Special from Wisconsin

MiSa gluten-free, Booth 856

Whispering Bluffs Winery Wines This is Whispering Bluffs Winery’s first year at the Expo! All the wines are Wisconsin made from their own locally grown grapes.

We offer 40% discount off retail prices for retailers.

Gourmet Macaroni & Cheese A rich, creamy white sauce made with Monterey Jack, Cheddar, Pepper Jack, Provolone, and Asiago cheeses coats mini penne pasta in this deliciously upscale Macaroni & Cheese.

Whispering Bluffs Winery, Booth 753

Mrs. Gerry's, Booth 348

continued on page 42 First Quarter 16 • Wisconsin

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Vulcan Electric Low Water Energy Steamer

Microwave-Ready Potatoes with Olive Oil and Seasoning

NEW Energy Star Qualified Steamer. Reduces water usage by 90% and requires less filtering and scale cleaning. Same cooking performance as a standard steamer. 3 or 5 pan counter configuration. Energy Star Rebates!

Fast & Fresh! Microwave-Ready Creamer and Fingerling Potatoes come in a pre-packaged steam tray with spice & olive oil packets.

These 12 oz. fresh potatoes go from the microwave to the dinner table in 6 minutes or less!

10% off case quantity orders of new microwave and grill-oven-ready potatoes with olive oil and seasoning.

Woolsey Associates, Booth 418

Gochujang Powder

Alsum Farms & Produce, Something Special from Wisconsin

Gochujang Powder captures the heat and spice of traditional Korean gochujang paste in a convenient, shelfstable powder perfect for dry applications.

Corto Olive La Padella Cooking Oil Precision-blended for heatstability in the pan. Superior flavor in the dish every time.

(La Padella is the Italian word for frying pan)

Woodland Foods, Booth 248

New Era Marketing, Booth 515

Cold Draught Nitro Infused Coffee We start with the finest coffee, then use a cold filtration process to formulate the end result: a complex, smooth, and creamy cold-brew with low acidity and a darkchocolate finish. On tap now... Sip and enjoy!

Point of Sale Software Ordyx provides a rich set of features making it an irreplaceable tool for hospitality professionals. With No Contracts, 24x7 Support, Free Bi Monthly upgrades and Cloud Base/Remote Access to Reports, Inventory & Menus.

PartnerTech 24-hour advance exchange warranty FREE with any new purchase of software & equipment. Come by our booth to find out more!

Torke Coffee Roasting Co., Booth 144

Ordyx POS, Booth 346

Ellsworth Natural Cheddar Cheese Curds 425 family dairy farm cooperative gluten free and rBST free white cheddar cheese curds. Great for deep frying or poutine with a 180 day shelf life. Available in 2/5# 4/5# or 6/5# case packs.

Ellsworth Cooperative Creamery, Wisconsin Cheese & Dairy

POS Partners Smartphone Application Does your business have its own app? POS Partners award-winning smartphone app integrates loyalty programs, self-serve pay & push notifications to turn new customers into repeat customers.

POS Partners, Booth 937

Custom Layout and Design Looking to build your new kitchen or make your existing kitchen more efficient? Fein Brothers now offers comprehensive commercial kitchen layout and design!

Free initial consultation for Expo attendees.

Stop by our booth for details!

Fein Brothers, Booth 338

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4oz ODYSSEY® Greek Yogurt

ODYSSEY® Greek Yogurt made locally in Monroe, WI is now being offered in a 4oz pack size. A flavorful protein packed Greek Yogurt that is low in sugar. It has a clean, pleasing and mildly tart flavor.

Klondike Cheese Co., Wisconsin Cheese & Dairy

Restaurateur • First Quarter 16

Asiago Fresca with Rosemary

CJ's Premium Onion Dip Mix

An award winner, we combined the fresh flavors of our Asiago Fresca with the aromatic whole Rosemary for a hearty, full-bodied combination. Melts great for making cream sauces or sandwiches.

Saxon Creamery, Wisconsin Cheese & Dairy DIRECTV Satellite Television Dean's Satellite & Security offers DIRECTV and Home Security/ Automation. We also bundle internet with Charter, Century Link and Exede, our Satellite Internet.

Dean’s Satellite & Security, Booth 439

CJ's Premium Onion Dip Mix is an incredibly delicious, aesthetically appealing, easy to make, 10 organic spices/herbs blend in a packet. Quality, delicious, convenience, consistent, value in a shelf stable packet.

CJ's Premium Spices LLC, Something Special from Wisconsin

MIDWEST FOODSERVICE EXPO March 7-9, 2016

Wisconsin Center • Milwaukee, Wisconsin

www.everythingfoodservice.org Your 3-day pass is only $30

Exhibit Hall Hours Mon: 11am-5pm Tues: 10am-5pm Wed: 10am-3pm

FREE advance registrations for WRA members!

Get Social with the Expo

The solution you’ve been looking for!

Be a WRA member

First Quarter 16 • Wisconsin

WR

800-589-3211 www.wirestaurant.org Restaurateur

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In Memoriam

WRBN

Wisconsin Restaurant Business News, continued from page 22

Wisconsin Restaurant Business News

Sizzling Chili Bowl Throwdown

Roundtable (l-r) The first place team from Lincoln High School in Wisconsin Rapids: Ryan Aschenbrenner, Michael Boyd, Jonah Mancl, Jacob Haass, Jenna Klevgaard and their ProStart® instructor Lynn Borski.

Hotline Q&A

The third annual Sizzling Chili Bowl Throwdown was held November 14 at the Grand Meridian in Appleton. 14 teams of Family and Consumer Science high school students paired up with local businesses to create their own chili. The chilis were judged by Gregg Wozniak of ACF Chefs of Milwaukee, Rhoda Steffel, manager of Mark’s East Side and Chef Ken Vandeyacht, owner of the Grand Meridian. The event was open to the public (for $10 admission) and attendees were encouraged to vote for their favorite.

The Judge’s Choice winners were Lincoln High School of Wisconsin Rapids partnered with Great Expectations in first place (with a perfect score), Cudahy High School in second, and Hortonville High School partnered with Fox Valley Technical College in third. Pulaski High School partnered with S.A.L.T. and took home the People’s Choice Award.

All proceeds from the event benefit the ProStart® Program in Wisconsin for high school students.

Thanks to event sponsors: Gordon Food Service, The Grand Meridian, American Culinary Federation – Fox Valley Chapter and the WRA Big Four Chapter.

Products were donated

by Vollrath and Reinhart (l-r) Tori Pierce, Siggy Anagnos and Ulises Escobar from Badger Foodservice.

High School in Lake Geneva discuss their entry with the judges

Dave Baldwin Dave Baldwin, who created the Safe House, the iconic spy-themed restaurant and bar in Milwaukee, passed away on December 20, 2015 Dave & Shauna Baldwin at the age of 85.

Baldwin, who had worked as a ballroom dance instructor, model and lawyer found his true calling as a night club owner. With partners he opened Gatsby’s Steak House and the Whiskey A-go-go in Milwaukee in the 60’s which featured a 007-themed room inspired by the James Bond movies and was the genesis of the concept for the Safe House.

This fall the Safe House will celebrate 50 years of intriguing patrons with its secret alley entrance off of E. Wells Street, spy and secret agent themed clandestine ambience and memorabilia and signature cocktails like the Spy’s Demise, Hail to the Chief and On Her Majesty’s Secret Service. Baldwin had retired this summer after selling the Safe House to Marcus Corporation in June, but was still fondly referred to as the “station chief” and had just recently passed along his special “control” ring to Greg Marcus.

Baldwin, a veteran himself, was dedicated to issues involving veterans and served on the boards of several veterans’ organizations.

He is survived by his wife Shauna Singh Baldwin and daughter Tracy Ann Baldwin.

(Rhoda Steffel, Chef Ken Vandeyacht and Gregg Wozniak).

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Restaurateur • First Quarter 16

WRBN Senator Ron Johnson Roundtable

Kudos

WRA members gathered at Zarletti’s in Milwaukee on January 11th for a roundtable discussion with Senator Ron Johnson.

The National Restaurant Association and the Wisconsin Restaurant Association hosted a Congressional Roundtable discussion with Senator Ron Johnson at Zarletti’s in Milwaukee on January 11th.

Local restaurant operators were able to share their thoughts on how Congress could help their restaurants grow and what top priorities should be as 2016 begins.

(l-r) Steve Schilling, ZaZING! in North Prairie, Senator Ron Johnson and WRA President & CEO Ed Lump.

WRA Members in the News Greg Marcus Inducted Into 40 Under 40 Hall of Fame Greg Marcus, CEO and President of Marcus Corporation, was originally named to the Milwaukee Business Journal’s 40 Under 40 list in 1995. Marcus took over the day-to-day operations of the company from his father Steve Marcus in 2009 and has expanded both the hotel and theater divisions.

He and his wife have also been active in community events and helping to raise money for various charities. The publication now recognizes the continued success and accomplishments of past winners with their 40 Under 40 Hall of Fame. Marcus and three other inductees will be profiled in a special section of the paper on February 19th and will be honored at a February 22nd event at The Pfister Hotel in downtown Milwaukee.

Greg Marcus

First Quarter 16 • Wisconsin

WR

Joe Anderson Now President of Woolsey Associates Anderson started with Woolsey Associates, the foodservice manufacturers’ representative based in Waukesha, Joe Anderson in 2009 and became the VP in 2013. He has been in the foodservice industry since 1985. Anderson is CPMR, ServSafe and CFSP certified and serves on the boards of the WRA, WRA Education Foundation and MAFSI-WI. In 2015 the company was the recipient of the WRA EF Salute to Excellence Supplier Award. This honor recognized them as long-standing supporters of the foundation’s mission and as advocates for educating and training the industry’s workforce.

Anderson officially assumed the role of president on January 1st.

He takes over from retiring president Kim Woolsey who began working at the company in 1992 when Kim Woolsey it was Loveless and Associates.

Woolsey brought with him a long history of experience in the foodservice industry and the business would eventually became Loveless Woolsey and Associates, transitioning to Woolsey Associates in 2006. Woolsey provided 23 years of vision and foresight in building the team (which consists of seven employees) and growing the business to what it is today. WR

Restaurateur

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Social Media

REWIND

Connect with your association and the restaurant community.

Follow • Like • Share facebook.com/wirestaurant

@theRealWRA

@restauranteddie

46

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Restaurateur • First Quarter 16

First Quarter 16 • Wisconsin

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Restaurateur

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Ad

Photo Credits

ve rtise r

In

dex

Anderson's Maple Syrup, Inc.................. p.17 Brakebush Brother, Inc........................... p.27 Cornerstone Processing Solutions, Inc. .......................................... p.33 Dierks Waukesha.......................... back cover EWH Small Bus. Accounting S.C......................................... p.25 GNP Company............................................ p.23 Heartland Payment Systems..................... p.1 Jacob Leinenkugel Brewing Company...... p.2 Job Corps....................................................... p.7 Meuer Farm, LLC ...................................... p.25 MiSa gluten-free....................................... p.33 Pan-O-Gold Baking Company................. p.19 Reliable Water Services............................. p.5 Sanimax....................................................... p.37 Society Insurance........... inside front cover Vern’s Cheese, Inc...................................... p.21

Cover chef. .................... wavebreakmedia/shutterstock.com chef arm with ? sign. .........................Comaniciu Dan/

shutterstock.com group of people with ? sign..................Andrey Popov/

shutterstock.com p.3 pancakes............................... Almaje/iStockphoto.com p.4 african spices.................Marina07/iStockphoto.com kale salad........................ bhofack2/iStockphoto.com

2016 veggies.......................Lukatme/iStockphoto.com

p.20-21 teen hosts...................................... Dmitry Kalinovsky/

shutterstock.com teen server...... naka-stockphoto/shutterstock.com p.22 teen worker..................................... shutterstock.com p.24 tip jar.......................Hurst

Photo/shutterstock.com

p.26 credit card.......................... Monkey Business Images/

shutterstock.com p.28-29

p.10-11 bill suprise. ..................... Leontura/iStockphoto.com hairnet...................... tcrawford78/iStockphoto.com beer with wheels.............. rasslava/iStockphoto.com scammer......................... alphaspirit/iStockphoto.com p.14 hispanic chef...............Juanmonino/iStockphoto.com

coffee tip......................... Jiri

Hera/shutterstock.com IDs...............................................................WisDOT.gov p.32-33 stomach ache. .Brian

A Jackson/shutterstock.com

chef washing...................................... wavebreakmedia/

shutterstock.com p.35

p.16 star chef. ................ Andrey

Popov/iStockphoto.com

food washing. ............Alex

Hinds/shutterstock.com

p.44-45

p.18-19 worker in blue shirt. ........................... Susan Chiang/

iStockphoto.com

dave baldwin, safe house

dishwasher..............Susan

kim woolsey

Chiang/iStockphoto.com

First Quarter 16 • Wisconsin

WR

&

greg marcus........ courtesy of

Marcus Corporation & Joe Anderson....................... Joe Hang

Restaurateur

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Fresh Success!

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Wisconsin

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Restaurateur • First Quarter 16