Tag: hospitality industry

Reopening Restaurants

New York Phase 3: Reopening Restaurants

Phase 3 of New York’s reopening plan allows restaurants and food service businesses to expand or resume operations. Reopening restaurants encompasses most food service establishments, including food trucks and concessions.

In Phase 1, food service businesses could reopen for takeout and delivery only. In Phase 2, restaurants could host diners in open outdoor seating, with restrictions. Once in Phase 3, they may resume indoor customer seating under State guidelines.

The industry-specific guidelines have been divided into five categories: Physical Distancing; Protective Equipment; Hygiene, Cleaning, and Disinfection; Communication; and Screening. Summary Guidelines for food services include both Mandatory and Recommended Best Practices. The restaurant guidelines also indicate that businesses must follow other CDC and Department of Health recommendations to help protect workers and customers and prevent the spread of the coronavirus.

Interim Guidance for Outdoor and Take-Out/Deliver Food Services During the COVID-19 Public Health Emergency

Interim Guidance for Food Services During the COVID-19 Public Health Emergency

Physical Distancing

All food service establishments are subject to a 50% indoor occupancy limit in Phase 3. This restriction applies to both personnel and customers. To achieve this, employers should consider reducing on-site headcount, adjusting work hours and shifts, prioritizing tasks to focus on those that allow for social distancing, and posting signs that provide clear directions to staff.

Outdoor seating capacity is restricted to the number of tables and seats that can be safely arranged with proper social distancing. Indoor and outdoor tables must be placed at least 6 feet apart. When this is not practical, businesses can install physical barriers between tables that are a minimum of 5 feet in height.

Employees must wear acceptable face coverings at all times. Patrons must wear face coverings unless they are sitting at their table. Everyone at the table must be part of the same party, up to a maximum of 10 people. Customers can sit at a bar or communal tables only if they can maintain 6 feet between them.

Restaurants must post 6-foot social distancing markers to remind workers and customers to keep space between them. These markings are especially crucial in commonly used areas such as cash registers, places where employees clock in and out for their shift, where health screenings will occur, break rooms, restrooms, and take-out windows. Restaurants should mark exits and entries to avoid confusion, ideally reducing bi-directional foot traffic.

Additional Physical Distancing Suggestions

Servers should have specific work areas to avoid unnecessary crossover. Kitchen staff assigned to prepare food, cook during the shift, or clean should be designated to one area for the entire shift. Management should train these employees on ways to reduce physical contact with food, shared surfaces, or other coworkers. If asocial distancing is not practical, restaurants can use physical barriers where it would not negatively affect airflow or block emergency and fire exits.

As in earlier phases, reopening restaurants should continue to enable customers to place takeout orders online or by phone only. Customers should remain in their cars until the food is ready for pick-up and take advantage of contactless orders, delivery, payment, and pick-up procedures.

Protective Equipment

Except when seated at their table, all customers must wear face coverings unless they are under two years old or have a medical condition that restricts their ability to wear them. This requirement applies, for example, for trips to the bar, restroom, outside, or to pay.

Employees must wear face coverings whenever they come within 6 feet of a coworker or customer. Employers must provide face coverings to all employees at no cost and clean or replace them when necessary. However, employees may wear their own face coverings. Employers also must train employees on how to use face coverings properly while at work.

Food service businesses should reduce the sharing of objects or equipment. Where that is not possible, they must supply employees with disposable gloves to prevent the transmission of the coronavirus. Staff should wear disposable gloves when handling food and replace them before switching to a new task. Workers must practice proper hand hygiene when disposable gloves are not being used.

Additional Protective Equipment Suggestions

Operators of food trucks and concessions without running water must require staff to wear disposable gloves, use hand sanitizer, and follow proper federal, state, and local food handling and hygiene requirements.

Hygiene, Cleaning, and Disinfection

Businesses offering food services must adhere to hygiene and sanitation requirements set forth by the Centers for Disease Control and Prevention (CDC) and the Department of Health (DOH). These requirements cover areas of the kitchen where employees may handle food preparation and serve customers, high-touch surfaces and equipment, and indoor and outdoor seating areas.

Restaurants must arrange for frequent cleaning at least after every shift, daily, or more frequently. They should pay particular attention to shared objects and surfaces and high-traffic areas. This cleaning and disinfecting should be performed using the Department of Environmental Conservation (DEC) products recommended for COVID-19. Restaurants must maintain a log that documents the date, time, and scope of cleaning and disinfection.

Restaurants must perform a deep cleaning and sanitation as frequently as possible. They may need to engage the services of a third party specializing in cleaning and disinfecting buildings.

Where possible, restaurants should increase the circulation of outdoor air while maintaining safety precautions–hence, the preference for outdoor seating.

Staff must be provided with hand hygiene stations that include soap, running warm water, and disposable paper towels, as well as an alcohol-based hand sanitizer containing 60% or more alcohol for situations where handwashing is not feasible. Signs near hand sanitizer stations should direct employees to wash visibly soiled hands with soap and water. Restaurants also need to ensure that receptacles for proper disposal of soiled items, including face masks and disposable gloves, are available.

Additional Cleaning Suggestions

Owners of food service establishments should consider switching to disposable menus. Reopening restaurants should also try to reduce the distribution of electronics to customers. These include buzzers used to notify customers that their table is ready and tablets used for digital menus or entertainment during the visit. Hand sanitizer should be readily available to customers, especially in high-touch areas.

Establishments offering take-out and delivery must implement the following:

  • Provide hand hygiene stations for takeout customers.
  • Require all staff to practice proper hand hygiene and use disposable gloves when necessary.
  • Increase ventilation of indoor takeout areas through windows or some other means.
  • Use single-use condiments and sauces whenever feasible. If not, staff must clean condiment bottles and containers after each use.

Communication

Once a reopening restaurant has read and digested the guidelines, it must determine how to implement them. Each business must develop a COVID-19 safety plan. The State has created a safety plan template to use as a starting point. However, each company should have a plan that is consistent with its business and facilities.

Employers may include additional policies and procedures in their safety plan that will assist with slowing down or eliminating the virus’s transition. Once that is complete, the company must submit an affirmation confirming that they have read, understood, and intend to implement the guidelines.

All employees should be trained on the new protocols and educated on the importance of cleaning and sanitation, as well as the need to respect social distancing guidelines and wear face coverings, when appropriate.

Restaurants must have signs inside and outside of the building to remind staff and visitors of the importance:

  • Covering their nose and mouth with a face covering.
  • How to properly store and, when necessary, discard PPE.
  • Adhering to physical distancing instructions.
  • The need to report symptoms of or exposure to COVID-19, and how they should do so.
  • The need to follow hand hygiene and cleaning and disinfection guidelines.
  • Following appropriate respiratory hygiene and cough etiquette.

Many of the recommended signs can be found on the Centers For Disease Control and Prevention website, located here.

Screening & Tracking

A mandatory health screening assessment must be performed on all employees and vendors that visit the worksite. The screening should include questions about symptoms and an individual’s contact with COVID-19 patients. It can also include temperature checking, testing, and the collection of contact information. The guidelines encourage employers to screen staff before they report to work, if possible.

For situations involving positive cases or potential exposure, business operators must follow the DOH’s “Interim Guidance for Public and Private Employees Returning to Work Following COVID-19 Infection or Exposure”. The guidance, which is likely to change, includes instructions on how to properly clean and disinfect work areas after learning of a positive case and when employees may return to work after exposure.

Upon reopening, employers must keep a daily continuous log of all employees and vendors that enter the restaurant. The log should consist of contact information for anyone who had close contact with workers, unless they wore appropriate PPE. Businesses should attempt to collect contact information for customers, but they cannot mandate customers to provide it. Contact information will help facilitate proper contact tracing when necessary.

Food service establishments will be required to notify state and local health departments if a worker tests positive for COVID-19 or has had contact with an infected individual. In the event of a positive case, employers must cooperate with contact tracing efforts while maintaining confidentiality.

What Should New York Restaurants Do Next?

Restaurants and other food service establishments open in Phase 3 must review the industry-specific guidelines and affirm that they have read, understood, and intend to implement them before reopening. You must draft and post a safety plan and post appropriate signage. You also need a strategy to perform health screenings and assist in contact tracing when required.

Each food service business must designate a safety monitor responsible for ensuring the company’s compliance with the safety plan and reopening guidelines. Employers have to train individuals responsible for conducting the health screening, collecting contact information, performing contact tracing, and notifying the state and local health department of positive tests.

All reopening restaurants must also develop a plan for cleaning, disinfecting, and performing contact tracing if a positive case occurs. Minimum measures should include cleaning and disinfecting all heavy-transit areas and high-touch surfaces.

 

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Tip Credit

New York Eliminates Tip Credit for Most Industries

On January 22, 2020, the New York Department of Labor issued a proposed rule toward eliminating the tip credit for employees in most industries. The rule change follows a report in which the Commissioner of Labor recommended this approach. Governor Cuomo endorsed the report’s findings on December 31, 2019. The new rule will modify the State’s Minimum Wage Order for Miscellaneous Industries and Occupations.

The proposed rule is subject to a 60-day public comment period. However, it appears quite likely the Department of Labor will finalize this rule before the initial June 30, 2020 partial implementation date.

Affected Employees

The New York Minimum Wage Order for Miscellaneous Industries and Occupations covers most industries. Limited exceptions include the hospitality industry (restaurants and hotels), building services, and farmworkers.

This rule change does not affect tipped restaurant or hotel workers. But it does generally encompass the following types of positions where employees commonly receive tips:

  • car wash attendants
  • nail salon workers
  • tow truck drivers
  • dog groomers
  • wedding planners
  • tour guides
  • tennis instructors
  • valet parking attendants
  • hairdressers
  • aesthetician
  • golf instructors
  • door persons

Current Tip Credit Allowance

Employers have historically been able to pay such employees below the standard New York minimum wage by relying on a tip credit allowance. To apply a portion of the employee’s tips or gratuities toward satisfying the hourly minimum wage requirement:

  • The employee’s occupation must be one in which tips have customarily and usually constituted a part of the employee’s remuneration;
  • The employer must be able to show substantial evidence that the employee has earned at least the amount claimed for the tip credit allowance; and
  • Any tip credit allowance must be recorded on a weekly as a separate item in the wage record.

Where currently allowed, the amount of the tip credit available to employers depends on the level of tips earned by a particular employee. In each case, there is a “low” and “high” tip credit allowance based on the employee’s weekly average of tips received.

New Tip Credit Rule

Under the new rule the tip credit allowance under the New York Miscellaneous Industries and Occupations Wage Order would be cut in half effective June 30, 2020, Then, as of December 31, 2020, it would be eliminated. Thus, by year end, employers will have to pay full minimum wage without the benefit of any tip credit.

Commissioner of Labor Investigation and Report

The New York Commissioner of Labor has the authority to declare that a policy must be eliminated as rapidly as practicable without substantially curtailing opportunities for employment or earning power. Governor Andrew Cuomo had directed the Commissioner to examine the overall impact of the minimum wage tip credits on employees and employers.  The Department of Labor held seven public hearings resulting in approximately 40 hours of testimony, and the Commissioner issued an 11-page “New York State Subminimum Wage Hearing Report and Recommendations.”

The Commissioner’s Report addresses the overall intent behind the project, what action was taken by the Commissioner and his team to investigate the overall impact of the tip credit allowance, the data collected during the investigation, and his recommendations for changes moving forward.

Report Findings

The Commissioner’s Report includes the following findings:

  • There are at least 70,000 workers in the state of New York that fall under the Miscellaneous Wage Order who likely receive tips.
  • 62% of these employees are female, 41% are non-white, and 27% are Hispanic or Latino.
  • Tipped workers are twice as likely to be in poverty, with a below-poverty status of 13%–more than two times that of the broader workforce–and are more likely to rely on public assistance.
  • Tipped workers outside of the hospitality industry are often confused about whether they are entitled to earn minimum wage, leading to wage theft.
  • The testimony cited lower tipping rates in miscellaneous industries due to tip pooling and a lack of broad public awareness of tipping in these types of businesses.

Report Conclusions

The Commissioner concluded that the existing tip credit language in the Miscellaneous Industry Minimum Wage Order:

  • allows employers outside of the hospitality industry to employ workers “at wages that are insufficient to provide adequate maintenance for themselves and their families”;
  • threatens the health and well-being of the people of this state; and
  • injures the overall economy.

Minimum Wage for Tipped Employees (Non-Hospitality)

The charts below show the 2020 minimum wage requirements for employees covered by the Miscellaneous Industries Minimum Wage Order.

New York City
Effective DateMinimum WageLow Tips ($2.25 to $3.64)High Tips ($3.65+)
12/31/2019$15.00$12.75$11.05
6/30/2020$15.00$13.85$13.15
12/31/2020$15.00$15.00$15.00

 

Long Island & Westchester County
Effective DateMinimum WageLow Tips ($1.95 to $3.19)High Tips ($3.20+)
12/31/2019$13.00$11.05$9.80
6/30/2020$13.00$12.00$11.40
12/31/2020$14.00$14.00$12.50

 

Remainder of New York State
Effective DateMinimum WageLow Tips ($1.75 to $2.89)High Tips ($2.90+)
12/31/2019$11.80$10.05$8.90
6/30/2020$11.80$10.90$10.35
12/31/2020$12.50$12.50$12.50

In some parts of the State, the minimum wage will increase again on December 31, 2021. On that date, the minimum wage for Long Island and Westchester will rise to $15.00 per hour. Additional increases for other parts of the state are also likely, but not yet scheduled.

Click here for more details on New York State’s minimum wage rates.

Potential Changes to the Hospitality Tip Credit

This rule change does not apply to individuals employed in the hospitality industry. However, it remains possible that restaurants and hotels will face similar changes in the future.

Several years ago, the Labor Commissioner convened a Hospitality Wage Board to investigate modifications to the required cash wage rates and the allowable credits for tips, meals and lodging for employees in the hospitality industry. In February 2015, based on the Wage Board’s recommendations, the Department of Labor modified tip amounts and criteria for all tipped workers in the hospitality industry. These include food service workers and other restaurant and hotel service employees.

The Hospitality Wage Board found that the tipped employee minimum wage adversely affects “especially low-paid employees, women, and minorities.” It recommended “a complete elimination” of the “subminimum wage” in favor of “a single minimum wage [that] would simplify a complicated system.” However, both restaurants/hotels and their employees have expressed opposition to the elimination of the tip credit for hospitality workers.

Recommendations for Employers in Non-Hospitality Industries

Employers (other than restaurants and hotels) currently taking advantage of the tip wage credit must evaluate their current practices and determine how they intend to comply with the planned changes. In some cases, it may not even be clear whether the hospitality or miscellaneous wage order technically applies. Given the complexity of these regulations, it is critical to carefully review and modify your operations and pay practices as necessary.

 

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2020 New York Minimum Wage

2020 New York Minimum Wage

Do you know the 2020 New York minimum wage? Employers must be ready before the end of the year to meet the new requirements.

The 2020 New York minimum wage rates are shaded in blue in the tables below. Note that the changes take effect on the last day of the year, not January 1st.

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Standard New York Minimum Wage

The 2020 New York minimum wage varies by geographic location, employer size (where applicable), and sometimes by industry.

For most private employers, the 2019 New York minimum wage in the following chart applies. This chart also applies for non-teaching employees of public school districts or a BOCES. However, there is no New York minimum wage for other employees of public (governmental) employers (but the federal minimum wage of $7.25 does apply).

General Minimum Wage Rate Schedule
Location12/31/1812/31/1912/31/2012/31/21
NYC – Large Employers (of 11 or more)$15.00$15.00
NYC – Small Employers (10 or less)$13.50$15.00
Long Island & Westchester$12.00$13.00$14.00$15.00
Remainder of New York State$11.10$11.80$12.50TBD*

* Annual increases for the rest of the state will continue until the rate reaches a $15 minimum wage. Starting in 2021, the annual increases will be published by the Commissioner of Labor by October 1. They will be based on percentage increases determined by the Director of the Division of Budget, based on economic indices, including the Consumer Price Index.

Minimum Wage for Tipped Employees in the Hospitality Industry

New York State has separate minimum wage rules for employees in the hospitality industry. These rules apply to businesses running a restaurant or hotel.

The minimum wage rates for most non-tipped employees in the hospitality industry are set as per the schedule above. However, employers may count a portion of certain tipped employees’ gratuities toward the minimum wage requirements. This is known as a “tip credit.”

New York State has two separate cash wage and tip credit schedules for tipped hospitality employees who qualify as “food service workers” and “service employees.”

Food Service Workers

A food service worker is any employee who is primarily engaged in serving food or beverages to guests, patrons, or customers in the hospitality industry who regularly receive tips. This includes wait staff, bartenders, captains, and busing personnel. It does not include delivery workers.

Hospitality Industry Tipped Minimum Wage Rate Schedule (Food Service Workers)
Location12/31/1812/31/1912/31/2012/31/21
NYC – Large Employers
(of 11 or more)
$10.00 Cash

$5.00 Tip

$10.00 Cash

$5.00 Tip

NYC – Small Employers
(10 or less)
$9.00 Cash

$4.50 Tip

$10.00 Cash

$5.00 Tip

Long Island & Westchester$8.00 Cash

$4.00 Tip

$8.65 Cash

$4.35 Tip

$9.35 Cash

$4.65 Tip

$10.00 Cash

$5.00 Tip

Remainder of New York State$7.50 Cash

$3.60 Tip

$7.85 Cash

$3.95 Tip

$8.35 Cash

$4.15 Tip

Service Employees

The next schedule applies to other service employees. A service employee is one who is not a food service worker or fast food employee who customarily receives tips above an applicable tip threshold (which also follows schedules, not shown here).

Hospitality Industry Tipped Minimum Wage Rate Schedule (Service Employees)
Location12/31/1812/31/1912/31/2012/31/21
NYC – Large Employers
(of 11 or more)
$12.50 Cash

$2.50 Tip

$12.50 Cash

$2.50 Tip

NYC – Small Employers
(10 or less)
$11.25 Cash

$2.25 Tip

$12.50 Cash

$2.50 Tip

Long Island & Westchester$10.00 Cash

$2.00 Tip

$10.85 Cash

$2.15 Tip

$11.65 Cash

$2.35 Tip

$12.50 Cash

$2.50 Tip

Remainder of New York State$9.25 Cash

$1.85 Tip

$9.85 Cash

$1.95 Tip

$10.40 Cash

$2.10 Tip

Fast Food Minimum Wage

Non-exempt employees at some “fast food” restaurants are subject to an alternative minimum wage schedule.

This schedule applies to employees who work in covered fast food restaurants whose job duties include at least one of the following: customer service, cooking, food or drink preparation, delivery, security, stocking supplies or equipment, cleaning, or routine maintenance.

These special New York minimum wage rates only apply to fast food restaurants that are part of a chain with at least 30 restaurants nationally.

Fast Food Minimum Wage Rate Schedule
Location12/31/1812/31/1912/31/207/1/2021
New York City$15.00 $15.00
Outside of New York City$12.75$13.75 $14.50 $15.00

Note: No tip credit is available for fast food employees.

Overtime Threshold

Along with increases to the 2019 New York minimum wage, the salary requirement to maintain some overtime exemptions will also increase.

The salary threshold for New York’s executive and administrative exemptions go up on December 31st. These amounts are all higher than the federal Fair Labor Standards Act (FLSA) threshold, which will increase from $455/week to $684/week on January 1, 2020. But most New York employers (other than governmental entities) must satisfy the higher New York threshold to ensure full overtime exemption.

There is no salary requirement for New York’s professional exemption. But employers must also satisfy the FLSA threshold for most professional employees. Doctors, lawyers, and teachers do not have a salary requirement for exemption.

Executive & Administrative Exemption Weekly Salary Threshold Schedule
Location12/31/1812/31/1912/31/2012/31/21
NYC – Large Employers (of 11 or more)$1,125.00$1,125.00
NYC – Small Employers (10 or less)$1,012.50$1,125.00
Long Island & Westchester$900.00$975.00$1,050.00$1,125.00
Remainder of New York State$832.00$885.00$937.50TBD*

Prepare Now for the 2020 New York Minimum Wage

New York employers should review their compensation levels and make necessary changes by December 31, 2019. This might result in increasing an employee’s hourly wage or salary or reclassifying exempt employees to non-exempt if they will no longer meet the exemption salary requirement.

And, remember, the 2020 New York minimum wage rates only last one year in many cases. Companies will have to review this again next year.

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