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Food & Beverage operators in Massachusetts must have a "Person In Charge" on site per state and local licensing authorities. "PIC"'s MUST be certified in food safety and the ServSafe Food Protection Manager Certification available with this course successfully satisfies this requirement. The National Restaurant Association's ServSafe Food Safety training program is widely recognized and respected in the food service industry because it uses quality materials and exams created by food service and regulatory experts exclusively for the food service industry. These certificates are accepted in all 50 states, making them ideal for single and multi-unit operations. Most importantly, all regulatory information is guaranteed to be up-to-date. (Two-day class)

The liability associated with providing food and beverage to the public is truly staggering and should concern every responsible Food & Beverage operator and manager. Not only are you responsible for ensuring that the products you serve and the environment in which you serve them meet strict sanitation requirements, you need to protect your business and your brand from the intensely negative fallout and significant financial impact that stems from an outbreak. This course is essential for servers, bussers, cooks, dishwashers, hostesses, bartenders, bar backs, runners, supervisors, etc. Anyone who directly or indirectly comes into contact with food along the sequence of service puts you at potential risk for the transmission of food borne illness and cross contamination. By investing in this extremely important learning opportunity, you will demonstrate that your business is genuinely pro active when it comes to protecting the health and well being of your guests, your staff, and your community.

Alcohol service involves significant risks. As an owner, operator, or manager, you need to prepare yourself (and your staff) to handle these risks. Responsible alcohol training from a trusted and experienced source gives you the peace of mind that comes with knowing everyone on your Team understands their liability in the case of an alcohol related issue. When it comes to preparing your Team to protect themselves, you, and your business - this ounce of prevention is worth way more than a pound of the cure.

Studies indicate that half the fatal episodes from food allergens occur outside the home. Are you, or more importantly is your Team, as well prepared as you can be to prevent a food allergy emergency at your property? Endorsed by the National Restaurant Association and ServSafe, this course covers many topics such as identifying allergens, communication with guests, preventing cross-contact, food labels and more.

From preventing workplace violence, to slip-trip-fall, to COVID-19 prevention training and action plans, and everything in between. Our industry experts will work with you to develop written safety programs, lead your periodic employee safety training, conduct workplace safety inspections and potential hazard audits, create safety checklists, and promote your employees' interest in health and safety issues. Let us help you proactively demonstrate your concern for your Teams (and your patrons) health and well-being.

Keep your skills and knowledge up to date by renewing your Food Manager Certification periodically. Includes a "refresher" class and exam. 8-Hour Class (Full Day).

Based on ServSafe's Sexual Harassment Prevention for the Restaurant Industry, this is an interactive program designed specifically for employees and managers working in food service. Sexual harassment training is not required under federal law, however, many states have enacted legislation specifically requiring sexual harassment training. Even if not required in a state, recent Supreme Court landmark decisions and Equal Employment Opportunity Commission (EEOC) guidelines make it clear that sexual harassment training is essential. Participants in this program will learn what sexual harassment is, why it is important to prevent sexual harassment in your workplace, your company policy and procedure on sexual harassment, and each employees responsibilities with regard to preventing sexual harassment. Employees will learn what steps they should take to report a claim of sexual harassment and managers and supervisors will learn the steps legally required to conduct an investigation into a claim of sexual harassment.

Beverage service today is about crafting a contemporary definition of hospitality, combining the mixological advances of the last two decades with a timeless emphasis on warm, genuine, human interaction. Beverage programs that can nail this balance—technically innovative, yet intimate—are poised to establish a new golden era of hospitality. Most people get into the restaurant industry to create a fun place for customers to enjoy great food and hospitality. Often, alcohol is part of the experience, whether you run a fine dining restaurant, a sports bar, or even a fast-casual restaurant.

Common culinary terms range from ways to prepare food and sauces to kitchen items to dishes themselves. These cooking definitions often come from other languages like French and Italian and can be challenging to understand. Learning the basics of cooking vocabulary will help your front line team to interpret recipes, better understand the food you serve, and help customers with questions they have about unfamiliar terms. This program will provide your employees with the knowledge they need - both general and specifically related to your menu and dishes - to demonstrate their professionalism and, ultimately, the quality of your operation.

A November 1960 article in the Cornell Hotel and Restaurant Administration Quarterly titled "The Essentials of Good Table Service" cited the following: "The best dish on earth is only as good as the manner in which it is served." Without question, your servers can almost singlehandedly lose or gain business for you. Your servers are ownership and managements "alter ego" - the true link between the customer or member and your "brand". It's an unfortunate reality that the vast majority of dissatisfied patrons and guests won't complain to management, they will simply take their business elsewhere. Correct service transforms dining from just ordering and eating into the ceremony and ritual it is meant to be. Whether your standard is quick service or fine dining, there are right and wrong ways to execute and your service staff needs to know the difference.

Well written and communicated HR policies are a must-have for any organization. They guide employees and leaders about what’s expected of them, ensure everyone is treated consistently, and prevent problems—including legal concerns. These policies are your guidelines for legal hiring, work processes, compensation, leave, training, promotion, work environments, termination and other important functions. HR policies also outline how an organization will treat its people and property. The best policies are developed by HR professionals in collaboration with ownership and management. It’s important to develop and list the policies before issues arise so you know how to respond. The point of HR policies is to provide a framework for an organization so leaders can make consistent decisions and ensure people are treated equitably. Implementing effective HR policies can demonstrate that you’re able to meet ethical, diversity and training requirements and they also help your company adhere to corporate governance and regulation of employees. You want your company to run as smoothly and efficiently as possible and stay compliant with HR laws. HR policies add structure and provide consistency in employment and workforce matters. Although the specifics of each organization’s HR policies may differ, they should all be derived from employment best practices and regulations. By developing and clearly listing policies, when problems do occur, you’re able to act promptly and save time

An employee handbook can be a valuable communication resource for both the employer and the employee. It provides guidance and information related to the organization's history, mission, vision, values, policies, procedures and benefits in a written format. It is also viewed as a means of protecting the employer against discrimination or unfair treatment claims. It is an easily accessible guide to the company's policies and practices as well as an overview of the expectations of management. In contrast, a policy is a written statement that reflects the employer's standards and objectives relating to various employee activities and employment-related matters.

New employee orientation (NEO) is the process of introducing new hires to their jobs, colleagues, and the organization. It’s about who you are as a company, about how new hires fit in, and about why they are important. Effective and structured company wide and job specific orientations serve a variety of critical needs. Professionally executed employee orientations have been widely proven to reducing stress and anxiety for new hires, transfers, and promotions, increase the employees commitment to the organization, increase productivity and decrease mistakes, reduce turnover, and contribute to a positive relationship and communication between the new hire, their colleagues, and manager.

Clearly defined objectives and key results are great tools for setting clear employee expectations. If you're a manager, understand that your staffers actually want you to set expectations. That process starts with mastering a few key steps that should lead to better results. Clearly defined objectives and key results are great tools for setting clear employee expectations. Let us put our decades of performance management to work for you and your business.

Failure to thoroughly complete form I-9 paperwork may lead to truly exorbitant fines, serving as a reminder that employers need to be taking I-9 compliance very seriously. Employers must ensure that all of their I-9s are properly completed and in order. As of May 1, 2022, employers can no longer accept expired List B documents for Form I-9 Employment Eligibility Verification purposes. The Immigration Reform and Control Act of 1986 (IRCA) was established to prevent individuals who are not eligible to work in the United States from performing work. The act requires employers to complete an I-9 form for each employee within three days of hire. Put our HR expertise to work for you and sleep easier at night knowing you and your business are safe in the event of a federal I-9 audit.

Bench-marking helps organizations to identify the areas where the gap between their standard and that of the industry is the largest. The ultimate goal of bench-marking is continuous improvement, something all businesses should aim for. Comparing your business to others in your marketplace will help you generate ideas you can adopt to get ahead. Our bench-marking process will help you and your team maintain a competitive and innovative advantage based on accurate "apples to apples" data and specific recommendations for continuous improvement.

Just like yearly budgets, goal planning and employee reviews, planning and management of the capital plan should occur in a regular, annual cycle. There are various tools and processes to understand before beginning. Protecting, maintaining and improving the physical assets and real property of a multi-faceted hospitality and leisure operation have been among my primary responsibilities for my entire career. My direct and documented experience includes hiring and managing Maintenance Directors, Project Managers and other engineering, maintenance and housekeeping personnel as direct reports; all aspects of third-party contract coordination including developing RFP’s, soliciting/vetting and hiring contractors, negotiating contracts, analyzing competitive bids, overseeing projects and renovations, supervising interior and exterior property care, etc.; all aspects of preventative maintenance, energy and water resource management, recycling, lighting, risk management, safety and security; collaborating as part of the leadership team for large capital building projects up to and including full facility planning & design, demolition and renovation.

Creating, monitoring and managing a budget is key to business success. It should help you allocate resources where they are needed, so that your business remains profitable and successful. My professional experience in capital & operations budgeting for the hospitality industry spans multiple decades and includes working with controllers, accounting managers, finance directors, and other accounting personnel both as peers and as direct reports. I am well versed in the essential concepts and issues related to GAAP, uniform system of accounts, compensation and benefits administration, short and long-range planning. I have experience collaborating with finance teams, as well as working independently, on issues and tasks related to insurance, profit and loss analysis, general cash positions, accounting systems, etc. I've been responsible for an extremely wide range of analytics including variance analysis, forecasting, cost/benefit analysis, ratio analysis, statistical benchmarking analysis, etc. I've had full P/L accountability for operations of up to $10 million in total annual income. I have experience in all levels and phases of budget development (operating, capital and cash), developing, implementing and monitoring cost control procedures as well as identifying and pursuing potential new revenue sources, analyzing, understanding, interpreting and meaningfully reacting to financial statements, controlling inventory and purchasing, dealing with and understanding tax iss

Attracting and hiring great talent is a challenge facing every employer, especially in these days of talent shortages across almost every industry and region of the country. Attracting and retaining top talent has been the prevailing crisis for company leaders and HR even leading up to 2020. The "Great Resignation" means that virtually all hospitality business are still in an active hiring mode. Our process begins with a review (or creation) of your strategic staffing plan. The staffing plan should be used to identify not only head count additions and reductions but also the different skills and knowledge that might be needed. Staffing plans may encompass employees, contractors, consultants or other experts. In essence, the steps used in developing a staffing plan help HR professionals ask the right questions to come to a clear understanding of the current state, the desired future state of the function and how to get there. My experience includes development of strategic staffing plans and executing the entire spectrum of search and acquisition of talent for literally hundreds of successful hires covering the full range of positions within hospitality and management, from front line to senior level executives.

In this new employment landscape, organizations must now consider a deeper and more holistic view of what employees want out of their work experience. Those that can't do it will inevitably see their best talent leave. When the COVID-19 pandemic hit, the "working" world as we knew it suddenly stopped. It was an unprecedented moment for people to examine their working lives. Do I like my job? Is this the best I can do to integrate my personal and professional life? Am I making a difference? Am I happy? What we're seeing now is shift of power from employer to employee, a humanistic labor evolution in which people are revisiting their values and what they want to do with their lives. That is forcing employers to adapt to employees' needs instead of the other way around. Listening to the feedback and considering it is a top factor in what happens moving forward are the new key to successful retention.

Focus groups serve a variety of purposes for business. They can be used to gather feedback on pilot programs or to check the pulse of the workforce following a major change or reorganization. Focus groups can also be used as a vital and useful supplement to employee surveys. Whereas surveys are most effective at providing quantifiable data, focus groups can be used to “enrich” these results by revealing the more qualitative perspectives underlying the numbers. Although focus groups have multiple uses, there are some common guidelines for making them optimally effective. It is easy to gather a group of employees in a room, ask a few questions and have a “discussion.” It takes care, however, to ensure that the discussion yields reliable data that can serve as a basis for decision-making. EHS's focus groups are much more than a chat session. We offer a program that focuses clearly on purpose, process, and facilitation to cull employee feedback, universal themes, overall tone of the meeting, surprising comments and any personal observations worth noting. Our Executive Summary includes objectives, key findings and recommendations and communicates the results as appropriate to managers and above, and to employee participants.

Traditional performance appraisals are ineffective tools for increasing employee productivity. As a matter of fact, they are ineffective by design. Performance appraisals are branded under the umbrella of performance management, a term that denotes something that is ongoing. But, in fact, appraisals are usually only designed to document past performance. The only performance that can be managed is present and future performance, and feedback is the vehicle by which to communicate it. A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to ameliorate behavior-related concerns. Outcomes may vary, including improvement in overall performance; the recognition of a skills or training gap; or possible employment actions such as a transfer, demotion or termination. A PIP should be used when there is a commitment to help the employee improve, not as a way for a frustrated manager to start the termination process.

There are a variety of circumstances under which employers can engage foreign nationals to work in the United States on a temporary or permanent basis. Foreign nationals who are not citizens, permanent residents or refugees/asylees to the U.S. must first obtain authorization to work in the U.S. pursuant to non-immigrant visas. Non-immigrant visas confer temporary status and work authorization. This certification process is lengthy and complicated - but almost always worth the effort and expense. Once you've successfully managed to secure your international workers, it's time to switch "from paper work to people work." EHS's decades of experience working together with literally hundreds of international visa holders will ensure that their time in the states and, more specifically, at your property is the best it can possibly be.

"Onboarding" refers to the processes in which new hires are integrated into the organization. It includes activities that allow new employees to complete an initial new-hire orientation process, as well as learn about the organization and its structure, culture, vision, mission and values. For some organizations, the onboarding process consists of one or two days of activities; for other organizations, this process may involve a series of activities spanning one or many months. Onboarding is often confused with orientation. While orientation is necessary for completing paperwork and other routine tasks, onboarding is a comprehensive process involving management and other employees and can last up to 12 months. All new employees are onboarded—but the quality of the onboarding makes a difference. Too often, onboarding consists of handing a new employee a pile of forms and having a supervisor or HR professional walk the employee around the premises, making introductions on an ad hoc basis. When onboarding is done well, however, it lays a foundation for long-term success for the employee and the employer. It can improve productivity, build loyalty and engagement, and help employees become successful early in their careers with the new organization.

Select any TWO classes: SS Food Handler Training & Exam, SS Alcohol Training & Exam, SS Allergen Awareness, SS Workplace Safety, SS Exam Proctor Only

Choose any FOUR classes: SS Food Handler Training & Exam, SS Alcohol Training & Exam, SS Allergen Awareness, SS Workplace Safety, SS Exam Proctor Only (OR choose SS Food Manager RE-Certification Class & Exam AND any two above).

EITHER: SS Food Manager Training & Certification AND any TWO 4-Hour Classes, OR: SS Food Manager RE-Certification Class and Exam AND any FOUR 4-Hour Classes.

We all know it's more than just "lower left, raise right", but how many operations are forced to put new hires on the floor without even that most basic knowledge. This one day program makes sure that even your least experienced team members are trained in the non-negotiable baseline elements needed to protect you and your brand from the start. This program also serves as a great refresher for seasonal workers and those re-entering the industry and those in need of performance improvement.

Your team will get the basic key elements on day one. On day two we will move on from simply correct and safe service and work on the techniques and knowledge that will differentiate your operation from your competition. This program is also a great performance improvement resource for your "rising stars" ready to take the next step.