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Thread: New job

  1. #1
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    New job

    Hi Dientjie

    I have received the unenviable task of trying to help a restaurant by getting the staff wages problems sorted out. If you have any sample excel that can help that would be great so that i can get the hemorrhaging of money out of the way, then deal with the unruly staff. On another question, the restaurant currently pays above the minimum hourly wage, they are paying R150 per day, saturday at 1.5 and then sundays being double. I need to naturally reduce the hours to 45 per staff member, but with only 2 chefs, the current staff do make the restaurant run slow. No wonder the restaurant has been through 4 managers previously to me in 1.6 years (another discussion point another day).

    Now i am requested to reduce the hourly wage to R15.17 as per hospitality guidelines, my memory is vague on this but i think it is legal, there are no contracts signed by any staff( unprofessional to fill it in themselves by pen, bwahhahaha).

    Any suggestion on this is nightmare is appreciated.

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    New job

    i started a new position as a restaurant manager, thought it all looked okay from the outside.

    2 weeks the following are the current issues.

    NO UIF apparently has been deducted from staff wages or salaries. There is one staff member going on maternity leave, no uif 19 form has been completed with her details or income, or the uif amount reflected which is to go to labour department, she leave end of this month.
    No salary slips provided to staff for 3 months, whether they are weekly or monthly paid employees

    Business has been with a manager for 4 months and the staff have been at the helm with free reign and no controls.

    All of the above sounds highly suspicious and illegal, some words of wisdom from you old hats would be great.

    list of issues goes on, no back office accountSeptember last week it is an up hill battle.

    any input or excel docs would be a great help

  3. #3
    Diamond Member AndyD's Avatar
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    Where is the restaurant owner? Are you responsible for the accounts and payroll, is there no book keeper/accountant? I'd suggest you start by communicating the problems to the owners and discuss with them first.

    **edit**

    I relocated your other post to this thread for you to keep all your replies in the same place and avoid confusion.
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    Site Caretaker Dave A's Avatar
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    Quote Originally Posted by smithers View Post
    Business has been with a manager for 4 months and the staff have been at the helm with free reign and no controls.
    Should that have been "without a manager", perhaps?

    Sounds like something straight out of Kitchen Nightmares.
    The trouble with opportunity is it normally comes dressed up as work.

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    Industry specific minimum wages (as all basic conditions of employment) should never be seen as the objective, but rather the departure point. Reducing wage rates is a very sensitive issue and can only be done through consultation with all staff members and getting them to agree to this, would require phenomenal motivation skills and a brilliant argument. I would suggest you get contracts signed with all staff, determine a start date for each, register for UIF and pay the backdated payments plus penalties, register for COID and PAYE. Then, control work hours to balance efficiency with profitability. The owner/s of the establishment may need to consider bringing in an HR specialist to establish compliance, and then hand it over to a restaurant manager. Without detracting from your ability to manage a restaurant, the situation you describe requires far more than a basic knowledge of HR management, which puts you in a very precarious position, where you may also fail, as the others before you have. I know a few people who would thrive in a scenario like this, and you may well be one of these individuals who take on crazy challenges and overcome them. So, unless you're the Bear Grylls of the hospitality industry, I suggest you get assistance.

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    hi all

    to recap i am the new manager, there was no manager for 4 months.
    I have resolved quite a few of the issues starting with reduction in hours of casual staff, payslips and pay packages paid weekly in the brown envelop, with the detail of p/r rate, new contracts with new job descriptions in detail with repercussions for incomplete tasks at the end of day or not completed as per your job is required. compliance is being dealt with department by department with objectives that need to be met per employees job linked to performance, with rewards like time off and more hours if staff prove they are willing to step up and show they want to be part of a sustainable restaurant. problems where brought to their attention and the measures that will improve the future of the restaurant. staff have accepted that overtime is not going to be willy nilly if they dont finish their duties of their job, its called a job, will never be easy but taking chances and expecting everything is over.
    staff have come to learn that the measures being put in lace are to save the restaurant and ensure that they have a job to come to the next day. I decided against the meeting to discuss the p/h reduction, but went with the permanent staff taking on more responsibility in their jobs and giving each more to be responsible for and to report back to a line manager, then to me on issues.

    ordering and stock controls are managed daily and weekly, then i consolidate with the POS system, and daily sales, cash intake, pay outs, expenses etc.

    it is a mammoth task but the light is there and it is not runaway train coming at full tilt to shut us down, well not yet anyhow.

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    Well done, it looks like you have a plan and a strategy and most importantly, staff buy in. You're doing good work and may just pull this off. I hope the owners acknowledge this effort.
    All the best.

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    the owners....*sigh* here in lies the whole problem. a trust is the owner, that consists of 3 -6 people, i only ever met 3 of them, one them was meant to have resigned, yet still comes to meetings and walks away with R300 end of the night. staff really need a pay increase, but since i am paying the trustees to attend meetings about the trust business that should be supporting a local community in dire need of income and support they are taking money that could go to staff. i cant stop the payments, but trying to make the trustees see that what they are doing does not benefit a business that relies on the locals to keep the business running. tough position, i will see what happens when the trust get asked some difficult questions, such as why they reveal financial details to the community outside of a private a meeting that is only to be brought up at the quarterly reports back to the community. the in fighting and petty children fighting is hurting us in a reputation manner that the trustees just do nto realise. anyhow we soldier on, well i soldier on. Maybe i should be the Bear Gryls of the hospitality industry.

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    We can call you BAR GRILLS.

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    yesterday was my last day at the science fiction project, due to my life being threatened, i thought i best to walk away, since i cant replace my life, but can replace my job, hopefully in the not to distant future.

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