My white experience cont.. Next, there is the employment at Performance Foodservice. I got a job at performance foodservice as an order picker, which essentially consists of palletizing items from food vendors and getting them loaded on a truck. Not too long after being employed there, I injured my leg at the gym, just a pulled muscle. I got a doctor’s note because this would be proof of actual injury, and I asked if I could be accommodated with a different, less physically strenuous job for that time. HR stated no, and did not accept my doctor’s note. Due to the fact that new employees are only afforded five points there and I had already missed a day because life happens sometimes and there is nothing you can do about it, there was no way that I would keep that job after the injury because I was ordered not to work for the next five days. So, I applied for unemployment. The jobs previous to Performance foodservice didn’t fight unemployment, but Performance Foodservice did. They claimed that I quit the job for no reason having to do with work or for no appropriate reason. Wait. Things are not adding up here. Didn’t I injure myself, go to the doctor, obtain a doctor’s note, present said note to HR, and HR refuse to accept the doctor’s note? Yea, time to appeal the disqualification decision. So, I appeal it. The craziest thing. The whole record indicates that I injured myself and had this run out of points due to the fact that my doctor’s not had not been accepted, and therefore was terminated. How could any investigation conclude that I had quit the job with all that evidence showing that I was terminated for the aforementioned reasons? I think only a rigged investigation. But luckily I am diligent and satisfied my obligation to appeal, and the truth was revealed and I was granted unemployment while search for another job. But, first, you don’t accept my doctor’s note, then you fire me, then you tell unemployment that I quit the job where you clearly terminated me. What’s really going on? I don’t really think this has to do with race, these were all just white bosses, so it reminds me of those old movies where the black man is constantly persecuted by his white counterparts. I think that this just has to do with power. The power to take advantage of those in a position that warrants the most care, attention, and opportunity. Let’s just keep moving.
RaySean Barber’s Post
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Professional Recruiter (Human Resources, Accounting and Finance) at Accelerate Professional Talent Solutions- a division of QPS Employment Group
"A bottle of water at Costco is approximately $0.25. The same bottle in the supermarket is worth about $1. The same bottle in a bar costs $2. In a good restaurant or hotel, it can be worth up to $3. At an airport or on the plane, you may be charged $5. The bottle and the brand is the same, the only thing that changes is the place. Each place gives a different value to the same product. When you feel that your worth isn't valued, change places, don't stay there. Have the courage to change places and go to a place where you are given the value you deserve. Surround yourself with people who appreciate your worth!" If you're unhappy in your current employment situation, let's talk about the other HR, Accounting, and Finance options that are available and find you a place that will be the right fit! jackie.iaquinta@acceleratepros.com
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VETERAN | Specializing in Security & Consulting | Passionate about Streamlining Operations & Problem Solving
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🌟 Exciting News from Escoffier Global! 🌟 NRA's latest report spotlights restaurant hiring challenges. We're here to address it through training & development options: 1️⃣ Tailored training programs for retention 2️⃣ Proactive recruiting for skilled talent 3️⃣ Internal promotions to nurture growth Together, let's build a stronger culinary workforce! 🍽️💡 #EscoffierGlobal #CulinaryTraining #RetentionSuccess
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This year’s State of the Industry Report from the NRA took a hard look into hiring and retention. Although “67 percent of restaurants with difficult-to-fill job openings reported having trouble finding applicants for kitchen positions,” restaurants are still finding creative ways to attract the best and brightest to join their teams. “Flexible schedules, higher pay, engagement initiatives, education benefits, and so forth, were glancing the radar in 2019. They’re often table-stakes now.”* Furthermore, “9 in 10 said recruiting and retaining employees was a “significant” or “moderate” challenge for their restaurants,” while “31 percent said they think recruiting and retaining employees will actually be tougher this year than 2023.”* With so much doom and gloom on the horizon, what can you do to help boost your restaurant’s success and bolster it for the future? 1. Offer creative benefits packages that include perks like education benefits, meaningful training opportunities, and leadership development opportunities. 2. Get proactive about recruiting by posting job openings in new places and going after entry-level talent with room to grow. 3. Promote from within - turnover costs are steep, Cornell University estimated losing a front-line employee in 2022 cost an employer, on average, $5,864** Ready to get started? 🔗 escoffierglobal.com #CulinaryTraining #Recruit #Retain #RestaurantNews *https://lnkd.in/etguKPBz **https://lnkd.in/etkGmH8m
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The Revolving Door of QSR: Addressing High Attrition in the Industry The QSR (Quick Service Restaurant) industry is facing a storm of employee turnover. Young talent seems to be hopping from brand to brand, leaving us wondering why. Is it a lack of career growth opportunities? Misconceptions about other industries? Or simply the allure of something new? At KS Bakers, we're committed to creating a fulfilling work environment for our team members. Here are some initiatives we've implemented: Clear Career Paths: We outline growth opportunities within the company, showcasing how entry-level roles can lead to management positions and beyond. Skill Development Programs: We invest in our employees' professional growth through training programs and educational resources. Competitive Compensation & Benefits: We offer competitive pay and benefits packages to recognize and reward our team's dedication. Besides the above we do various other initiatives too, But we know there's always room for improvement. What are your thoughts on the high attrition rate in the QSR industry? Have you experienced high turnover at your QSR job? What were the reasons behind it? Employers – what innovative retention strategies have you implemented successfully? Anyone have insights into the motivations of young talent in the QSR space? Let's foster a conversation and develop solutions together! #QSR #RestaurantLife #EmployeeRetention #CareerGrowth #bakeryretail
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How to Attract and Retain Chefs in Your Business 1) HIRE THE RIGHT CANDIDATE 2) OFFER COMPETITIVE SALARIES, BONUSES AND BENEFITS 3) PROVIDE OPPORTUNITIES FOR GROWTH 4) FOSTER A POSITIVE WORK ENVIRONMENT. 5) GIVE CHEFS MORE SAY IN THE MARKETING 6) OFFER FLEXIBILITY 7) TRAIN AND RETRAIN 8) SHOW YOUR APPRECIATION #hospitalitycareers #employers
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In relation to Manufacturing Jobs, Pizza parties at work when you are celebrating an achievement of milestone may be a common appeasement to your work force, yet Pizza parties do not put more fuel in their cars tank when gas prices have gone up... they do not put more food on the table when groceries and the general cost of living has gone up! Companies need transparancy, while you may be increasing your bonuses on the backs of those that make it happen at your Company, have you increased their pay? Why do you rely on an archaic yearly assesment on the employees - most likely not composed by a direct manager, as an excuse not to give them what they deserve? While some people are trying to get rich, others are just trying to live! It is time for American Companies to look out for the American workforce! I am not talking of Unions, as in my experience they are inefficient, and are truly not in the interest of those they 'Serve"!
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What The Reasons for employee turnover in restaurants? 1. Low wages: Restaurant industry often pays lower wages compared to other sectors, leading to employees seeking higher-paying opportunities elsewhere. 2. Long hours and demanding work: The long hours and physically demanding nature of restaurant work can lead to burnout and dissatisfaction among employees. 3. Lack of benefits: Many restaurant jobs do not offer benefits such as health insurance, retirement plans, or paid time off, which can be a deterrent for employees seeking more stability. 4. Limited opportunities for advancement: Some employees may leave if they feel there are limited opportunities for growth or promotion within the restaurant. 5. Poor work environment: A negative or toxic work environment, lack of support from management, or issues with coworkers can also contribute to high turnover rates. 6. Seasonal nature of the industry: Seasonal fluctuations in business can lead to temporary layoffs or reduced hours, prompting employees to seek more stable work. 7. Career changes: Some employees may enter the restaurant industry temporarily or as a stepping stone to another career, leading to turnover as they pursue different paths.
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What The Reasons for employee turnover in restaurants? 1. Low wages: Restaurant industry often pays lower wages compared to other sectors, leading to employees seeking higher-paying opportunities elsewhere. 2. Long hours and demanding work: The long hours and physically demanding nature of restaurant work can lead to burnout and dissatisfaction among employees. 3. Lack of benefits: Many restaurant jobs do not offer benefits such as health insurance, retirement plans, or paid time off, which can be a deterrent for employees seeking more stability. 4. Limited opportunities for advancement: Some employees may leave if they feel there are limited opportunities for growth or promotion within the restaurant. 5. Poor work environment: A negative or toxic work environment, lack of support from management, or issues with coworkers can also contribute to high turnover rates. 6. Seasonal nature of the industry: Seasonal fluctuations in business can lead to temporary layoffs or reduced hours, prompting employees to seek more stable work. 7. Career changes: Some employees may enter the restaurant industry temporarily or as a stepping stone to another career, leading to turnover as they pursue different paths.
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