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Beverage industry leaders weigh in on data and insights from our 2023 Career & Salary Survey.

2023 Beverage Industry Career & Salary Report is out! SevenFifty Daily and Provi unveils the most comprehensive report of beverage industry workers, showcasing evolving workplace needs for professionals. Download the report and read up on salary trends, career satisfaction, pandemic-induced job transitions, workplace policies, industry challenges, learning resources, and comparative assessments. #beverageindustry #career #salary

For nearly four decades, Kinsa Group has been the go-to #executiverecruiting firm, specializing solely in sourcing top-tier talent within the food and beverage industry. Our mission? To set the table for greater growth for both the employers and professionals that we serve. Over the past two years, we’ve gathered invaluable salary data from over 8,000 candidate interviews spanning various roles and skill sets in the #foodandbeverage industry. This data, a testament to our commitment to #transparency, forms the cornerstone of our 2024 Food & Beverage #SalaryGuide. Tailored to the industry’s nuances, this guide delves into salary ranges and median base compensations across diverse job titles, empowering both #employers and #jobseekers alike to make informed decisions in today’s dynamic market. Download your copy today! And be sure to Follow Kinsa Group for more #foodindustry #career and #hiringtips!

The restaurant industry marked the 32nd consecutive month of employment gains in August — a stretch that has resulted in nearly 2.6 million more restaurant workers. About 14,900 net jobs were filled in August, according to preliminary data from the Bureau of Labor Statistics. The findings were in line with the pace of hiring between April and July when payrolls expanded by an average of about 15,000 jobs each month. As noted by the National Restaurant Association, the industry continues to inch closer to pre-pandemic employment levels. About 12.31 million workers were employed by the restaurant industry at the end of August, just a few thousand short of the 12.34 employees seen in February 2020. Data from the BLS’ Job Openings and Labor Turnover Survey (JOLTS) further shows that the rapid turnover seen in the restaurant industry during the last three years may finally be leveling off. The total number of separations in the accommodation and food services sector fell to 733,000 in July, down from 836,000 in July 20222. The number of separations was actually even below February 2020, when 883,000 foodservice workers left their jobs, signaling that labor conditions are returning to normal. For more information, please read the National Restaurant Association’s full analysis. https://ow.ly/z6k850PLiEU

If you're unsure of staff classification levels, this is something 360 HR Connect can assist with. Reach out today for a free consultation. 📨 info@360hrconnect.au #fairwork #fwo #hraustralia

Do you calculate pay for employees? Understanding classification levels in awards and registered agreements is crucial to working out employee minimum wages. Awards and agreements usually include a list of classifications that determine an employee’s minimum wage based on the type of duties they perform or training they have. For example, under the Restaurant Award, there are various classification streams. In the food and beverage stream, a grade 1 food and beverage attendant is someone who engages in duties like picking up glasses, removing food plates or setting and wiping down tables. Our new award classifications webpage steps you through the process for classifying employees. Check it out here: https://lnkd.in/dr_xHp7D

Kinsa's 2024 Food & Beverage Salary Guide is now available! Download it now for FREE to get access to the range and median of food and beverage salaries from accounting to supply chain and sales to c-suite jobs. Be sure to Follow Kinsa Group up for more #foodindustry #career and #hiringtips! 

As a restaurant operator, I refuse to contribute to this out of hand tipping culture. It would be extraordinarily easy for me to turn on the tip function at our three restaurants. It would be extraordinarily easy for me to lower the hourly wage I compensate our team with and then pass along tips to subsidize their wage. Here's why I won't do it. 1) It's my responsibility to pay a living wage, not the customers. We do this by practicing strict cost management. We're surgical with this. 2) The customer doesn't equate value to the menu price. They equate value by what comes out of their bank account. If we're asking the guest to pay menu price + tax + tip then we lower our perceived value. 3) I have a genuine concern that we're creating a workforce of entitlement. "I did a job...tip me." No, that's what your wage is for. 4) Cutting corners is a dangerous game for performance. Cut here, cut there. Taking the easy road is a great way to be underprepared when problem solving requests your attention. I operate in a fast-casual restaurant environment. Our team member's work is crucial to the success of the business which is why we pay a higher hourly wage. This is something they can genuinely rely on. Something that financial institution can lend against.

Have you contributed to this year's National Wine Industry Salary & Benefits Report yet? Your active participation is not just an investment in your business's success, but a commitment to contributing to the broader conversation on fair and competitive compensation practices. Participation is free and will give you access to discounted pricing should you purchase a copy of the Salary & Benefits Report. Participation is easy! Email annelise@winesa.asn.au to obtain a copy of the data collection sheet, complete and return to Annelise by 19 April 2024. All data received is confidential and will be tabulated by SAWIA staff. Data will only be published in an aggregated and de-identified manner. Why participate and order a Report? • Industry benchmarking: Help develop comprehensive, wine industry specific data. • Informed decision-making: Participation ensures the involvement of a diverse range of wine businesses, providing a more accurate picture of salary trends. • Competitive recruitment: Staying abreast of industry standards enhances your brand and makes your business more attractive to top-tier candidates. • Employee satisfaction: Align your pay structure with employee expectations to foster a positive work environment and reduce the risk of turnover. • Retain key talent: Identify and reward high-performing employees by ensuring your compensation packages are in line with or exceed industry norms. Click here for more info: https://lnkd.in/dQfQe3YG

WAGES RATES AND INCREASES SET FOR WAITERS, CHEFS AND OTHER RESTAURANT WORKERS. In recent developments regarding wage rates and increases for workers, chefs, and other relevant employees in the South African restaurant industry, the Minister of Employment and Labour has extended a collective agreement to bind non-parties across the sector in terms of section 32 of the LRA. The collective agreement, established within the Bargaining Council for the Restaurant, Catering, and Allied trades, addresses crucial aspects such as the hourly minimum wage for waiters, chefs, and managers. The Minister of Employment and Labour has extended a collective agreement to bind non-parties across the restaurant industry in terms of section 32 of the LRA. The collective agreement was concluded in the Bargaining Council for the Restaurant, Catering and Allied trades. In terms of the agreement, the current hourly minimum wage for waiters in the restaurant industry is R27.58. From 1 June 2024, it will increase to R28.76 per hour. For chefs and managers, the current hourly minimum wage is R47.07. From 1 June 2024, it will increase to R50.36 per hour. #restaurants #employers #catering #chefs #labourlaws #management #managers #hr