Your feedback is essential for one of the most in-depth surveys the in the restaurant industry. The National Restaurant Association has launched its Restaurant Industry Operations Survey, polling operators for data on cost of sales, gross profit, direct operating expenses and other performance measurements that will give you the chance to compare your restaurant with those of a similar profile. As a participant, you will receive a copy of the results, a $60 value, after the survey has closed. The results will help you detect potential problems, determine how to cut costs and become more efficient, by breaking down the data on restaurant type, location, sales volume and other measures such as amounts per restaurant seat and as ratios to total sales. To complete the survey, go to http://wra.cc/wrasurvey2013.

Study not accurate portrayal of sodium reduction efforts
A study on sodium intake published online in the Journal of the American Medical Association Internal Medicine does not indicate recent progress made by the foodservice industry in developing lower-sodium items for consumers, the National Restaurant Association’s director of nutrition said. “Restaurants have made significant progress in developing lower-sodium menu options,” said Joy Dubost, Ph.D, R.D. “The industry is highly diverse, including restaurants that provide a wide range of dining options. On the whole, our members have evaluated their product lines to determine the areas in which sodium can be reduced and where existing menu items can be reformulated when feasible. They have considered lowering sodium levels as part of new product development. The industry’s proactive and ongoing efforts will better enable the gradual reduction of sodium in the food supply.” For the full story, go to http://wra.cc/wra051613a.

REMINDER: Register now to attend the WRA Allied Member Breakfast, June 25

Drive your sales to higher levels! Learn how to leverage your existing WRA membership!  Discover insights into new industry trends! Network! Make contacts! and…you might just go home with the winning ticket for a brand new car! Join us on June 25 at Emerald Downs in Auburn, from 7:30 a.m. to 11 a.m., for the WRA Allied Member Breakfast. For a tax deductible donation of $100 you will receive: a raffle ticket for a 2008 Shelby Mustang GT500, a delicious breakfast… and plenty of helpful information!

Speakers include:
Education Foundation Director Lyle Hildahl – ProStart and Your Business
WRA President and CEO Anthony Anton – Healthcare and the State of the Industry

Special panel for Allied members:
How to Boost Sales & ‘Get in the Door’
Bret Stewart - Center Twist
Randy Thurman – Azteca
Kristen Jensen - Shawn O’Donnell’s

Climbing food costs pinned on federal policies
Federal energy policies are contributing to rising food costs, according to the National Restaurant Association (NRA). The NRA submitted comments to the U.S. House Energy and Commerce Committee, which is reviewing the impact of the nation’s Renewable Fuel Standard (RFS) on the agricultural sector. The RFS, the result of a law Congress passed in 2005, requires a certain amount of biofuels – including corn-based ethanol — to be blended into the U.S. fuel supply. Read on.

• LED lamps will last 25,000 hour or more and save about 80% in energy costs/lamp.
• Incandescent Lamps have a life of 1,000 hours (varies slightly with style/type of light).
• Professionals  estimate it takes about 15 minutes on average to change a lamp (getting the ladder, finding the right lamp, up/down the ladder, putting the ladder away, not counting the time running to Home Depot to buy the lamp, etc.) or about $2.50 in labor
• For a restaurant open 16 hours/day, you could be changing each lamp 5-6 times a year.
• Incandescent lamps can cost anywhere from a $1.00 to more than $5.00 depending on the style/type.
• LED lamps can cost from $5.00 to $30.00 per lamp, but utility incentives can decrease the cost tremendously and even to zero cost.
• The technology has evolved to the point where color and dimming capabilities work for the industry—2 years ago this wasn’t the case.

Why it makes sense:

• PUDs are able to assist food service facilities ranging from ice cream parlors to casinos in upgrading their lighting to LEDs.
• In 2012 Snohomish County PUD  provided $129,052 in incentives and rebates to help pay for these upgrades. What can your PUD do for you?
• Of the 29 projects completed, Snohomish PUD covered 91% of the costs and on 16 of the projects they paid 100% !
• These projects have saved 979,936 kWh or $78,394.00 in energy costs not including taxes.
• Industry expert John Petosa of Snohomish PUD estimates maintenance savings from LEDs are at least equal to the energy savings, if not double!
• The savings is instantaneous once you screw in the LED lamp!

All of the Puget Sound Utilities have programs to assist their customers to upgrade their lighting, but the nuts and bolts may vary just a little. Large utilities are mandated by I-937 to get at least 15% of their power from renewable sources (Wind, Solar, etc.) by 2020. Energy Conservation is considered a “renewable” and on top of that, conservation is the most cost effective renewable available to the utilities. Many small and medium sized businesses have no idea that programs exist to help them retrofit their businesses to be more energy efficient.

Allied Member John Petosa graduated from WSU in Hotel and Restaurant Administration in 1981, and then spent 30 years owning and running restaurants in Snohomish County. He joined the Utility five years ago and has spent a majority of his time working with restaurants and grocery stores.  John wants to help WRA members to know about conservation programs with real, positive impacts for their businesses!

“Restaurants have made significant progress in developing lower-sodium menu options,” said Joy Dubost, Ph.D, R.D. “The industry is highly diverse, including restaurants that provide a wide range of dining options. On the whole, our members have evaluated their product lines to determine the areas in which sodium can be reduced and where existing menu items can be reformulated when feasible. They have considered lowering sodium levels as part of new product development. The industry’s proactive and ongoing efforts will better enable the gradual reduction of sodium in the food supply.”

The study, conducted by the Center for Science in the Public Interest from 2005 to 2011, found that sodium content in 402 processed foods declined by approximately 3.5 percent and increased 2.6 percent in 78 quickservice restaurant products.

The study claimed that the reduction of sodium levels in processed and restaurant foods has been “inconsistent and slow,” but the NRA’s Dubost said that using a small sample of just 78 quickservice restaurant products is not indicative of the strides made in lowering sodium levels in all restaurants’ foods.

“Only a small number of products were sampled from a limited number of brands, versus the thousands of menu items available to consumers,” she said. “The results do not accurately reflect all available choices, including those that are lower in sodium. In general, the results do not accurately reflect the overall availability of menu items including those that are top selling.”

Dubost noted the study did not capture new menu items that are lower in sodium because the study only compared the same items between 2005 and 2011. She also stated that, “Several of the largest quickservice and fullservice restaurant companies have made public commitments to significantly reduce sodium in their offerings over the next decade, but those commitments also are not reflected in the study.”

In April, the National Restaurant Association participated in a nutrition forum with the CSPI and the Grocery Manufacturers Association that addressed how the food industry is reducing sodium content in food products, the opportunities associated with continuing this progress and the technical challenges of achieving those reductions without sacrificing consumer acceptance.

According to the U.S. Food and Drug Administration’s 2010 Dietary Guidelines, no one should consume more than 2,300 mg of sodium per day.

(Source: National Restaurant Association)

If you own and/or manage a restaurant, you can take the following five steps to protect yourself from the substantial harm on your business that can result from ineffective pest control in restaurants.

Inspect the restaurant for entry points that provide access to pests
Make sure there are no openings to the outside that allow pests inside. These entry points can range from foundational issues to simply having an outside door to the kitchen that doesn’t seal properly or have a screen.

Inspect the restaurant and surrounding grounds for conditions that promote infestations
If you frequently have standing water outside, or if you have an indoor plumbing problem that’s leading to recurring puddles, fix the problem. Also, behind the restaurant, get rid of any junk (e.g., old kitchen equipment, piles of broken pallets).

Focus on cleanliness
Never leave out food overnight. Keep the floors clean of food scraps. Clean up all spills. This is basic restaurant sanitation, but being lax in these areas can create conditions that attract pests.

Train employees on pest control.
It’s essential that all employees understand the importance of pest control in restaurants and what they can do to prevent pests from becoming a problem. Of course, employees should already be trained in restaurant hygiene, but emphasizing the role of sanitation in pest control can reinforce the importance of cleanliness.  For example, an employee who is diligent about sanitation while handling food in the kitchen might ignore a rotten piece of fruit that drops out of the trash by the dumpster. But with an understanding about how food-strewn dumpster areas can attract pests, that employee might be more careful and clean up any spills.

Use Pest Control Services
A pest control company will inspect the inside and outside of the restaurant for existing pests and exterminate any they find. They’ll also point out problem areas that need fixing. Finally, they’ll schedule regular pest control treatments because, even with the most-diligent measures by you and your staff, effective pest control in restaurants still requires the regular use of pesticides.

Information provided by Carrie Thibodeaux SPRAGUE PEST SOLUTIONS – A COPESAN PARTNER www.spraguepest.com

Just because a customer notices food is tainted before taking a bite does not mean a lawsuit has been averted. According to a recent ruling from the Washington Supreme Court, the state’s product liability act allows a person to sue and claim emotional distress damages even if he or she never actually took a bite of the contaminated food.

The case is Bylsma v. Burger King Corp., No. 86912-0 (Wash., decided January 31, 2013), and involved a 2009 incident in which Edward Bylsma was served a contaminated Whopper while visiting a Burger King drive-thru. Bylsma reported getting an “uneasy feeling” after seeing his burger. He inspected the burger and saw what he thought to be a “glob of spit” on the patty. After additional inspection, he submitted the burger for DNA testing and it was eventually determined the saliva on his burger came from one of the employees who was working at Burger King when Bylsma placed his order. By the way, Bylsma is a Clark County deputy sheriff which likely enabled him to take a “CSI” approach to this case.

Although Bylsma never actually consumed the Whopper, he reported emotional distress and complained of numerous symptoms, including “vomiting, nausea, aversion to food, and sleeplessness.” Bylsma filed suit against Burger King for product liability, negligence and vicarious liability, claiming his symptoms “led him to seek treatment from a mental health professional.”

Because Bylsma never actually ingested the contaminated food, the federal district court dismissed his lawsuit. Bylsma appealed to the United States Court of Appeals for the Ninth Circuit.

The Ninth Circuit court found the law to be vague and certified (punted) to the Washington Supreme Court to answer the question of whether the Washington Product Liability Act (“WPLA”) allows recovery for emotional distress damages even when there has been no physical injury. In its ruling, the Washington Supreme Court determined that Bylsma does indeed have grounds to pursue his lawsuit, ruling that it is foreseeable that when a food manufacturer serves a contaminated food product, the customer may suffer emotional distress.

Common sense tells us that food consumption is a personal matter and contaminated food is closely associated with disgust and other kinds of emotional turmoil. Thus, when a food manufacturer serves a contaminated food product, it is well within the scope of foreseeable harmful consequences that the individual served will suffer emotional distress. The courts of this state recognize damages for such emotional distress, and thus, such damages, if proved, are recoverable under the WPLA.

Now, Bylsma is free to proceed with his lawsuit at the federal district court level.

For more information about this issue, please contact Jed Powell at 206.254.4425 or via email at jpowell@cairncross.com.

One of the most significant aspects of the meeting was the discussion regarding staffing by the Consulting Network’s Kathy Chaffee-Groff and Rick Braa. At the center of the presentation, they both highlighted the need to build an A Team, especially with front house staff. The content of the discussion was so useful, it seemed only fair to pass along a synopsis to the full WRA membership. We encourage WRA members interested in having us develop a boot camp for you, your general manager or franchise owners, to contact the WRA today at 800.225.7166, extension 113.

Building your “A” Team

How important is having a competent, engaged and dedicated staff? Operators work long hours to fulfill the dream of running a successful restaurant. Sometimes, owners overlook the most important piece of that success—staffing.

Braa places staff into three categories: A Team, B Team and C Team. Simply put, you need to reward your A Team, encourage your B Team and get rid of your C Team.

“Why?” someone asked.

“Because A Players want to play on a winning team,” Braa responded. “C Players attract other C Players, then your A Players leave and your B players become C players. All of a sudden you are left with only C Players and cannot attract any A Players to your team.”

So, how important is retaining the best staff? The staff IS your brand. They must live your brand, walk your brand and speak your brand. Can each of your servers repeat your mission statement? With that question in mind, how often do you interact with your customers? How often does your staff?

In almost all cases, servers and hosts have more contact with customers than the general manager. With so much money riding on repeat customers, your staff must be at their best, representing your brand every day.

Braa and Chaffee-Groff also discussed the importance of employee reviews, especially with the A Players. Weekly check-ins give you the opportunity to evaluate your employees’ state of mind, test their brand awareness, offer suggestions for improvement and (most importantly) tell them what they are doing right.

Most often, time is spent dealing with major issues, or talking to employees who need a course correction. We sometimes forget how important that one-on-one is for the staff that performs the best. Without your guidance, they may not even know that they are your best performer. Without direction and a consistent reminder of your brand, it is too easy for people to stray off course.

Reward your “A” players!

Take a moment to reflect on your restaurant. On a seven day work week, which day is your busiest? Which day is your second busiest? Of those two days, which shift is the busiest? Is it lunch, dinner or breakfast? Keep your busiest day, and your busiest shift, in mind. Is your highest performing staff on shift during those periods?

Want an easy way to motivate staff and build your numbers? Reward your best performers with the best shifts, and make sure to place your worst performers on the shifts that are not as busy. However, and this is the most important part, tell them why.

Consider putting up a board and tracking sales per ticket so every employee in the restaurant can see it. Let them know the server with the best dollar per ticket will get their pick of the shift. Let them know the penalty of being at the bottom is a shift on a slow day, but also let them know this is a weekly contest, so even those at the bottom have a chance at the best shift.

Managers can now use it as an opportunity for training. Inform them how up-selling a drink special on three tickets each night can bump them up five spaces. Show them how water is their worst enemy, and how ten extra appetizers a night can bring in an extra $20 in tips.

In a matter of weeks you will start to see a change. Your A team is performing, happy they have the best shifts and are rewarded for their hard work. Your B Team wants the better shift, so they start working harder to get better hours. Your C Team will accept defeat and stick around on the shifts no one wants, ask you how to turn themselves around, or quit. Either way, you win.

With repeat customers relying so heavily on the performance of your servers, it is imperative that you have the best possible staff to represent your brand. Your restaurant and your reputation as an operator depend on it.

For more details regarding the boot camp, or to schedule one for your restaurant, contact the WRA at 800.225.7166. Let us get the best consultants in the state in one room, and help you transform your restaurant into the powerhouse you always wanted.

(Published in the Winter 2012 issue of Washington Restaurant Magazine; written by Shawn Sullivan)

The award was presented April 30, during a WRA Board of Directors meeting, where half a dozen board members shared their thoughts and memories about Michael’s legacy within the restaurant industry. Michael was a past chair of the WRA’s Board of Directors and sat on numerous Association committees, including Retro, finance and CEO selection. He was heavily engaged in the WRA’s government affairs activity, offering strategic advice on issues ranging from tip credit to the Association’s Political Action Committee.

Michael Carr was senior vice president of administration for Schwartz Brothers Restaurants, and enjoyed a remarkable career in the hospitality field for more than four decades. He was a longtime WRA member and board chairman, volunteering countless hours to the Association’s efforts and providing invaluable wisdom and guidance at every turn.

“Hundreds of people have and will continue to achieve great careers in the industry because of the teachings and mentoring of Michael Carr,” said Anthony Anton, WRA president and CEO. “Michael was a tireless worker on behalf of the health of the industry and will be missed in more ways than can be counted.”

Michael joined the Schwartz Brothers Restaurants team in 1995. He brought expertise to his department with his experience as Senior Vice President of Human Resources for Cucina! Cucina!, Inc^®. Michael’s previous employers included the Marriott Corporation, the Saga Corporation and American Restaurant Group, and 27 years with Stuart Anderson’s Black Angus Restaurants. Michael provided the Schwartz Brothers Restaurants team members with a working atmosphere that promoted fair and equitable treatment as well as individual and family benefit programs. Schwartz Brothers Restaurants comprises three Daniel’s Broilers, Chandler’s Crabhouse, Spazzo Italian Grill & Wine Bar, Gretchen’s Shoebox Express, Schwartz Brothers Bakery in Seattle and Renton and Daniel’s Catering.

“Michael truly led by example in the way that he lived our company mission statement by treating everyone with honesty, courtesy and respect. I know that he touched many of our team members’ lives and will be greatly missed,” said Lindsey Schwartz, president/CEO of Schwartz Brothers Restaurants.

“He was vital in keeping the industry united on tough issues, and he always had compassion for everyone involved, from employees to small business owners to suppliers,” Anton said. “Michael’s contribution to the industry cannot be overstated, and his influence will remain for many years to come. This industry will continue to benefit from the leadership he demonstrated and the lessons he taught us along the way.”

(Photo, from left: WRA president and CEO, Anthony Anton; Lisa Carr; Shannon Carr; Lauren Carr; Schwartz Brothers president and CEO, Lindsey Schwartz; WRA Board Chair, Jim Rowe)

It’s a great story, right? Sure it is, but it’s also important to remember that the real story is not about the Mustang; the real story is about the kids, about second chances, about new beginnings and also about the future of Washington state’s restaurant industry.

Anyone who has managed restaurants can relate stories about kids who showed up at their business looking for a first job. Many are nervous kids with no professional experience. They arrive all polished up, hoping that they say the right things and try their best to make a strong impression. Others arrive, overly confident, baseball caps on backward, ripped pants and no idea of how they look to a discerning executive chef who is simply looking for a hard worker. Managers often take a chance on these kids, and despite the best interviewing skills, it can often seem like a shot in dark.

Managers also have stories about kids whose lives were saved when they got that first job at their store. They have tales about young adults who were headed the wrong way and wanted more options than life was presently providing. Restaurant managers can testify to the fact that the hospitality industry is a place where some kids, down on their luck, find an environment where they are able to thrive and succeed. That is what this story is really about. Not so much about the car, but much more about our children.

ProStart provides kids with a chance. ProStart offers kids the opportunity to develop and showcase their abilities. Some of Washington state’s best sous chefs, line cooks, servers and managers were ProStart students before they ever had their first interview. ProStart is a win for kids, a win for communities and a win for the industry at large.

So, when the Education Foundation offers you a raffle ticket, or asks you to sell some, it might help to think about your own stories. Think about the kids you know personally, whose lives were set on a path toward successful and promising careers through their participation in ProStart. Think about the kid who was once a dishwasher and now is your executive chef. Think about the kid who was once a bus boy and now, years later, is your general manager. Yes, you may drive away a car in August, but more importantly by supporting ProStart, you are driving the future of the industry.

So, when the WRA Education Foundation asks for you to support the raffle, we are asking you to dig deep for kids. Help prepare today’s young men and women to become your successful employees of the future. How? Help the Education Foundation sell as many tickets as possible. The car is cool, no doubt. But remember, it’s not about the car; it’s about the kids, and your purchase of a ticket will go a long way to helping to ensure that Washington state has a healthy, vibrant and knowledgeable hospitality workforce for the future.

Health Care:  FLSA exchange notice temporary guidance released
Late Wednesday, the Department of Labor (DOL) released temporary guidance regarding the Fair Labor Standards Act (FLSA) notice required by the health care law that employers subject to the FLSA provide notice of the exchanges to their employees. The DOL also has released templates employers can use to comply with this requirement – one for those who offer coverage and another for employers who do not.

Employers are required to provide this written notice to current employees by October 1, 2013, and thereafter to new hires.  For 2014, the Department will consider a notice to be provided at the time of hiring if the notice is provided within 14 days of an employee’s start date. For more information, go to: http://wra.cc/hc050913

NLRB poster rule invalid
In a major victory for restaurants and other employer groups, a federal appeals court this week threw out a National Labor Relations Board (NLRB) rule that would have required all businesses to post workplace notices advising employees of their union-organizing rights. The regulation violated employers’ rights to free speech, the appeals court said. The mandate has been on hold since April 2012. The restaurant industry, through the Coalition for a Democratic Workplace, was one of the parties to the legal challenge.

REMINDER: Take the Industry Operations Survey and see how your business compares to others
Your feedback is needed for one of the most in-depth surveys in the restaurant industry. The National Restaurant Association has launched its Restaurant Industry Operations Survey, polling operators for data on cost of sales, gross profit, direct operating expenses and other performance measurements that will give you the chance to compare your restaurant with those of a similar profile. As a participant, you will receive a copy of the results, which will help you detect potential problems, determine how to cut costs and become more efficient. Go HERE now to complete the survey. today

May Safe@ Work Tip!
In May 1980, Mount St. Helens erupted creating havoc in many communities and sending ash clouds across our state. Scientists agree that Mount St. Helens and other volcanoes in the Cascade Range are capable of future eruptions. Shelter-in-Place may be required if evacuation is not possible in the event of a volcanic eruption. Shelter-in-Place may also be a protective action during a hazardous materials incident. Train your employees to shelter-in-place before an incident to ensure they quickly move to a safe place and take the appropriate precautions. Read on for more information on how to prepare.