Outsourced HR for Restaurant Franchises

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You’re the owner of a successful restaurant franchise, with multiple locations operating in various states. You’ve mastered and streamlined the following processes:

· Operating Expenses

· Inventory & Logistics

· Marketing

· The Menu

· Customer Experience

· Atmosphere

When someone invests in your franchise, they’ve got a solid foundation for success. But wouldn’t it be nice to build all of the backend headaches and behind the scenes administration into your franchise model, to further ensure success?

Eliminating HR headaches and hurdles makes your franchise model and business solutions much more attractive to new investors looking to open a restaurant of their own.

First step, is partnering directly with a PEO or a business partner that represents the “best of” the most critical services a restaurant owner requires to make informed decisions regarding PEOs, Payroll Only Solutions, Health Insurance Options / Employee Benefits and Ancillary Benefit Programs.

Here’s why you need to do this:

Managing restaurant employees is a dangerous and costly proposition. There are literally hundreds of employment laws and regulations in which a business owner needs to comply. Failure to comply could result in a lawsuit big enough to shut down an entire location.

More restaurants are finding it advantageous (and profitable) to outsource “everything HR” to professionals which result in the following: relief from the burden of employment administration, improved risk management, improved employment practices, streamlined hiring and firing processes, and better benefits packages.

By partnering with a PEO to manage your corporate locations, you’ll have established a relationship that can be passed along or recommended to each new franchisee.

An alternative to outsourcing “everything HR” to a PEO is to find an HR specialist, such as Employer Solutions Plus, that is an expert in HR, payroll, benefits and risk management… and can quickly piece together the perfect HR package.
An HR specialist will also let you know if a PEO is your best (and most cost-effective) option.

Employer Solutions Plus workplace solutions allow your restaurant(s) to focus on what it does best … Let us handle the rest by calling us today!

What are EAPs?

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If you’re in the process of putting together an employee benefits package, or updating your existing package, you may have stumbled upon the term “EAPs.” EAPs (Employee Assistance Programs) are offered by many employers, but what are they?

EAPs help employees obtain assistance for personal issues that may be directly impacting their performance at work and their overall sense of health and well-being.

EAPs typically provide the following:

  • Coverage for employees and their household members
  • Short-term counseling
  • Various forms of support for:
  • Substance abuse
  • Depression
  • Major life events
  • Work issues
  • Relationship issues
  • Financial concerns
  • Healthcare concerns

EAPs are traditionally offered to employees free of charge and are prepaid by the employer. Companies that are engaged in a PEO relationship often reap the benefits of an already established Employee Assistance Program, whereas employers that do not work with a PEO often rely upon other vendors or contracted professionals to manage their EAP.

Are you interested in introducing an Employee Assistance Program in 2013? Benefits go far beyond the direct impact of employee wellness. Happy and healthy employees result in lower medical costs, higher productivity and reduced turnover in the workplace!

To learn more about EAPs, contact Employer Solutions Plus. We’ll provide you with a complimentary evaluation to determine your Company’s best benefits options for the New Year.

Small Business Property Insurance – Your Checklist for Disaster Prevention

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When it comes to our homes, we’re often quick to insure them so that in the event of a nature disaster or accident our property is financially protected. Why wouldn’t you do the exact same for your business?

Following Hurricane Sandy’s recent destruction in the northeast, formerly mundane business considerations and administrative tasks have now become high priority for countless small business owners.

Employer Solutions Plus offers the following small business checklist for disaster prevention:

1. Selecting the right coverage, in advance: Property Insurance, Business Interruption Insurance, Liability Insurance… which ones are right for you and your business? The amount of coverage (and types of coverage) will depend on the type of business, size of business and amount of risk. You will want to work with an insurance professional to make sure you have adequate protection.

2.Buildings: Do you own your building? If so, do not under-insure it; this is a common mistake. Buildings are not insured for their market price, but instead for the amount that it would take you to rebuild its structure.

3. Property: Have you created a master list of everything you own? Has it been updated within the past few months? Make a list and place a value next to each and every property category.

a. ComputersProcessed by: Helicon Filter; Minolta DSC

b. Phones

c. Equipment

d. Printers/Scanners/Copiers

e. Merchandise

f. Furniture

g. Fixtures (Including Lights, Shelving)

h. Promotional Items

i. Office Supplies

j. Fridge/Microwave/Coffee Maker

k. Artwork

l. Signage

m. Anything tangible! Even if its value is small, it can quickly add up in the event of a loss.

4. Property in Transit: Do you import or export your products? These items need to be insured as well! Do you have remote employees? Don’t forget to account for their equipment.

And, speaking of employees….Are they all insured? Unexpected natural disasters and workplace emergencies can also result in employees injured at your place of employment, which directly affects your workers compensation insurance. And, it’s within every employee’s best interest to have adequate health insurance for accidents that could occur on or off the job.

Maintaining the proper coverage for all types of business loss is the best possible way to protect the financial health of any small business. You must continually analyze your company’s assets and areas of exposure to help limit your risk. Businesses that are prepared are financially safer in the event of a catastrophic loss.

To learn more about the various types of insurance that are extremely important for the small business owner, contact Employer Solutions Plus.

 

What are Source of Hire Metrics?

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One of the attractive benefits of working with a Professional Employer Organization (PEO) is recruitment assistance and new hire support. PEOs assist employers with job descriptions, employment postings, resume screening, applicant interviews and compensation structures… and when a new employee is brought on; I-9 verification, new hire forms, orientation programs and more!

PEOs certainly make the hiring process less stressful and less time consuming for the employer, but did you know that it’s technology that actually tends to be one of the greatest strengths PEOs bring forth? Technology, particularly Source of Hire Metrics, provide employers with the data they need to identify bottlenecks in the application/recruitment process and fix any existing problems that may be hindering opportunity with great candidates.

Many PEOs utilize Source of Hire Metrics as a powerful tool in the recruitment process. Source of Hire Metrics accurately capture important recruiting metrics, such as the number of candidates that click on a particular job link or advertisement, the number of applications, the source of the lead, keywords that drive candidates to your landing pages, how candidates navigate your website, and more.

Source of Hire Metrics provide employers with insight into the recruitment funnel and measure how well they are doing at converting candidates from one stage to the next. They also identify which channels aren’t working, so that employers can stop wasting recruitment or marketing dollars on particular platforms.

For an individual employer without a large HR department, or strategic PEO partnership, the cost of this specialized technology cannot often be justified. It’s too large of a financial burden, and requires time and resources to be able to review on a consistent basis. When working with a PEO though, it’s just one of the many benefits the employer can take advantage of!

To learn more about Source of Hire Metrics, and the recruitment and new hire support of a Professional Employer Organization, contact Employer Solutions Plus.