Compliance Issues Well-In-Hand
Compliance Issues Well-In-Hand
Oasis, a Paychex® Company, recently surveyed 130 U.S. small business owners and managers who operate in the restaurant industry. One of the positive areas where business owners presented as buttoned up was in compliance. Thirty-seven percent of respondents said they updated their employee handbook within the year. However, 16% said they “do not have an employee handbook/policies manual.” Further, 42% said they ”review and respond to all annual rule changes” related to labor, wage, and overtime, and 24% said they ”always research and plan for upcoming rule changes.”
When did you last update your employee handbook and policies?
- We do not have an employee handbook/policies manual – 16%
- More than 3 years ago – 11%
- 2 to 3 years ago – 7%
- 1 to 2 years ago – 28%
- Less than a year ago – 37%
How often do you review labor, wage and hour and overtime rules in all areas where you have employees?
- I have reviewed and responded to all annual rule changes – 42%
- I respond as rule changes are brought to my attention – 26%
- I always research and plan for upcoming rule changes – 24%
- Do not regularly review changes – 8%
Having clear, documented guidelines on operational and safety procedures are essential to your ability to train staff effectively. Your employees must be able to follow an established protocol – whether at one location or across multiple – to create a consistent customer experience. What should be in an employee manual? Company policies and expected standards for such things as conduct (e.g., no horseplay or practical jokes, keep workspaces clean and safe, etc.), drug and alcohol use, fire safety, sexual harassment prevention, anti-discrimination, vehicle use, and much more.
Offering light duty restricted work for injured employees is a way to help reduce workers’ compensation and other related costs, as well as assist employees who are incapacitated in their return to work. It’s typically offered at the restaurant’s sole discretion. Our survey respondents said that most (54%) “provide light-duty work on a case by case basis.”
How does your organization support light duty restricted work for injured employees?
- Provide light-duty work on a case-by-case basis – 54%
- We don’t provide light duty restricted work for injured employees – 23%
- Continue to pay full wages even if the injured employee cannot work – 11%
- All employees are provided light-duty work, regardless of restriction – 8%
- Light duty work is only provided for key employees – 5%
Often, managing human resource administration as it relates to compliance includes navigating multiple data sources, directing numerous outside vendors, and checking on various responsible parties who can potentially create costly errors, inconsistencies, lost productivity, as well as a wide variety of potential liability issues for your restaurant business. Consider working with a Professional Employer Organization (PEO) to provide support and relieve some of this burden.
About the Study
This survey was conducted with 130 U.S. small business owners and managers who operate in the restaurant industry and who employ between 10 and 99 employees. Fifty-two percent of the respondents were male and 48% were female. Eighty-nine percent of the businesses were privately owned, and 58% operated from one location. Most companies were well-established with 36% operating for over 20 years and a further 25% of respondents said they had been in operation for 11 to 20 years. Interviewing took place online, between March 26 and April 9, 2019, using a National Web Panel by SSRS, an independent market research company located in Glen Mills, PA.
Professional employer organization (PEO) services provided by Oasis Outsourcing, Inc. (Florida employee leasing license GL42) and its affiliates, which are licensed or registered to provide PEO services where required by law.