The Workforce Management Ecosystem FOR MUCH OF THE 20TH CENTURY, COMPANIES USED EMPLOYEES AS A BUFFER AGAINST

ECONOMIC CHANGES. LAYING PEOPLE OFF WHEN DEMAND DECLINED AND REHIRING THEM WHEN

TIMES IMPROVED. TODAY, WITH INCREASED EMPLOYER ADMINISTRATIVE REQUIREMENTS AND

INCREASED ECONOMIC BURDENS FOR INDIVIDUALS A NEW STRATEGY WAS BORN….

Today, employment life cycles are shorter, financial markets are more volatile, and workers’ jobs – along with their skills – become obsolete more quickly,

thanks to the new requirements placed on Employers.

Predictably, employees are less loyal in this new era, which means that those with the right combinations of skills disappear even faster. Restaurants and Hotels spend large sums to replace

those people, if they can replace them at all….

In 1979, workers in the Restaurant and Hotel industry received 2.5 weeks of training per year; in 2015, nearly 80% had received little to no training on non-core areas such as

customer service and safety.

Treat Workforce Planning Like an Investment PortfolioYet most Restaurants and Hotels often leave workforce decisions largely to chance. Companies need to start looking at the workforce like any other important investment portfolio, with an increased emphasis on shifting increased employer administrative responsibilities

that are hard to track, report, and manage and focus on their time on increasing operational efficiencies. Unless companies pay attention to keeping a lid on their workforce cost and compliance exposure and build their organizational capability, they won’t be

able to deliver the results they expect in the future.

Keep in Touch But employers must also engage with a talent ecosystem that includes current and former employees and contingent workers such as temporary workers.

Why?

Because in order to keep a reign on labor cost compliance exposure, your company must have access to available labor. Also, employees are pursuing more work opportunities with flexibility to keep up with their own economic demands.

Old HR Models Are Dead Yet HR management practices at most Restaurants and Hotels aren’t designed to engage with a flexible workforce of employees and contingent workers. They’re stuck in the last century: too rigid and incompatible with business demands to hire more quickly and develop workers with the skills to match their core business in the shortest time.

Few companies align their recruiting, hiring, and workforce management compliance with their long-term business strategy, as they do their financial portfolios with their needs for cash and capital. Rather than plan for their short-, medium-, and, long-term talent needs, they end up scrambling to find vital talent that has the skills they are looking for and then managing all of the requirements that go along with having that talent.

Focus on Early Development

Every company says its workers are its most important asset.

But it’s not until business leaders start viewing payroll as an

investment that they can take the next crucial step: Employer

related cost continues to rise at an alarming rate. With more

requirements placed on a company and a shrinking labor pool, a

Restaurant or Hotel is replacing the time they normally have

used to attract, develop and maintain good employees to trying to

keep up with the cost and compliance of new requirements such

as ACA, mandatory PTO and higher minimum wage laws.

Why Millennials Will Change HR Management

Giving millennials what they want is better for companies.

Mobile technology, social tools, and the emergence of online

courses make it more cost effective to engage a contingent

labor pool that is not only available but trained to work in a

restaurant or hotel they have qualified to work in. It is also a

great way for companies to disengage the enormous

administrative challenge of recruiting, compliance, and

development.

.

> Increase Employee Productivity – Leading to Increased Profitability > Focus on Core Competencies > Reduce Administrative Burdens > Help Mitigate Risk/Liability and Protect Assets > Become an Employer of Choice

·Access Contingent Workforce on their Mobile Apps

·Employee Practices Liability Insurance ·Legal Defense Benefit ·Employee-related Investigations and Human Resource Guidance

·Workers’ Compensation Insurance Coverage ·Safety & Loss Prevention Programs ·Drug-free Workplace Programs

·HR recommendations to help minimize liability ·Outplacement Service in Shifter Pool·Unemployment Claims Administration

·Qualifications Training ·Safety & Loss Prevention Training ·Online training ·Supplemental Online Training* ·Skills/License Tracking*

·Online reviews ·Background Checks·Trained for your company ·Online Skill Assessment

·Web-based Payroll Processing ·Management Reports ·Payroll & Employment Tax Processing ·Wage Garnishments ·Paid Time-Off Accruals* ·Automated Time & Attendance System*

·ACA Compliance and Reporting ·Qualified Plans to fit your budget ·Online benefits Enrollment ·Section 125 & Flex Plans ·Employee Assistance Program ·Voluntary Benefits ·Employee “perks” ·401(k) Plans ·COBRA administration

·Employee Service Center ·Dedicated HR Representative ·HR Administration ·Employee Leave Administration ·Online Self-Service and New Hire Processing ·Total Compensation Statement

Ecosystem – Focus on Growth / Clients

CRA FLIA

ICPCA PAWA

AFA

LM FLF S

RS FICA I

FOREWARN

2009

Why It Matters Health Reform

HIRE HIRE

> The compliance burden on employers has increased sharply since 2008, with significant additional legislation forecast for 2016 and beyond.

> Compliance is costly, complex and time-consuming.

> Violations can overwhelm – even destroy – a business.

CHIPRA ARRA

EO 13496 EO 13495 EO 13494

CHIPRA ARRA

EO 13496 EO 13495 EO 13494

2000 FMLA Regs ADAAA LEDBETTER

FMLA Regs ADAAA LEDBETTER

HIPAA FMLA HIPAA HIPAA FMLA ADA WARN

ADA WARN EPPA

IRCA EPPA

IRCA COBRA COBRA

ERISA HMO

FMLA ADA WARN EPPA IRCA COBRA

ERISA ERISA HMO

MSHA OSHA

MSHA OSHA

HMO MSHA

OSHA ADEA FUTA EOEPA A EEO S RA LSA

1900

ADEA FUTA EPA

EEO LMRA FLSA IRS

FICA NLRA COMMON

FICA NLRA COMMO

ADEA FUTA EPA EEO

LMRA FLSA

IRS FICA NLRA COMM LAWCOMMON

ADEA FUTA EPA EEO

LMRA FLSA

IRS FICA

NLRA NLRA COMMON COMMON

COMMON

LMRA FLSA

IRS FICA

NLRA COMMON LAW LAWCOMMON

HFA

MFJPA WFFA

ENDA Health Reform

Janet Kornas

We added a closing page in case you needed one.