Harri Partners with ZipRecruiter

Harri Partners with ZipRecruiter to Help the Hospitality Industry Hire

zipharriArtboard 1 (1).png

Harri is proud to announce our integration with ZipRecruiter, the No. 1 rated job search app on Android and iOS with more than 7M active job seekers each month. Now, employers who post a job on Harri can use Harri’s Job Distributor tool to instantly post that same job on ZipRecruiter.

Details of the Integration

  • An ATS (Applicant Tracking System) integration between Harri and ZipRecruiter
  • ZipRecruiter is now featured in Harri’s Job Distributor tool
  • With one click, Harri employers can display their jobs to the millions of active job seekers who use ZipRecruiter every month

The integration benefits both employers and job seekers. Growing companies can get their jobs in front of more potential hires, while job seekers have a better chance of finding the right opportunities for them. The integration streamlines the hiring workflow for both sides of the marketplace, providing a seamless experience for Harri employers and ZipRecruiter users alike.

Harri’s extensive job seeker network boasts more than 350,000 hospitality-specific candidates across the U.S. and U.K., including major metropolitan areas such such as New York, Los Angeles, Chicago, Las Vegas, Washington, D.C., and Miami. More than 8,300 hospitality brands trust Harri for their workforce management needs.

Hospitality is an industry unlike any other, and its employers require a full suite of hiring tools designed to meet their individual needs. Harri gives them those tools. And through Harri’s integration with ZipRecruiter, those same hospitality employers now have access to another stream of great candidates, so they can hire the people they need effectively and efficiently. 


The "Touchy" Kitchen

The Touchy Kitchen_.jpeg

Preventing Workplace Harassment in These Modern Times

by Cleo Clarke, Senior VP of HR Strategy & Development at Harri

This article originally appeared in the March 2018 issue of Hospitality Trendz.


Keeping in line with the relevant and important topics in the news today, I think it’s time to talk about the really “touchy” subject within our own industry; harassment in the workplace - both sexual and hostile.

Talking about this is challenging for many people, myself included, as I have been a part of the hospitality industry for as long as I can remember. In fact, my mother and father, both West Indian immigrants, came to the U.S. and opened several restaurants and businesses so I joke that I was born in to a pot of food.

My love and passion for the hospitality industry is unmatched, as I spend both my professional and personal time enjoying restaurants and sampling and sharing new, delicious and innovative food – which can be seen on my Instagram feed full of food selfies.

With that being said, the hospitality industry is not perfect. There has been a long-standing history of inappropriate behavior - not only in the kitchens of free-standing restaurants, but in hotels as well.

We’ve all heard stories of pots, pans, and knives flying through the kitchen, or chefs yelling at their line cooks. What we haven't spoken about and need to address is the inappropriate sexual predatory behavior that has been going on for years. Inappropriate behavior or sexual misconduct can be as simple as unwanted hugs or repeat kisses on the cheek.

With heavy hitters like Harvey Weinstein, Matt Lauer, and the hospitality industry’s very own Mario Batali being exposed as a serial sexual predators, there is a necessary change coming as his type of behavior has been brought into the spotlight and is now on the radar of many industries.

Not only is inappropriate behavior in the form of sexual harassment on the radar, but I predict that the next wave of change will involve general harassment and hostile work environments.

Ladies and gentlemen, the time to take a stand is now. As leaders within the hospitality industry, it is our duty to ensure that we create, promote, and foster a safe working environment that is fair, equitable, and free of harassment of all kinds for all people. We have all said regrettable or off-color things, but we have to draw a line as there comes a time when enough is enough and the industry itself can be at stake.

As a human resource professional in the hospitality industry for more than 15 years, I have heard, seen, and addressed many of these types of issues. I want to leave you with some actionable tips and ideas to ensure:

  1. You implement best practices and policies to prevent a hostile work environment and harassment.

  2. You maintain a working environment that promotes fair, positive, and equal treatment.

Let’s begin.

The first thing you need to do is train a critical eye on your own organization. Ask yourself the following questions:

  1. Do you promote an environment that advocates for fair, positive, and equal treatment of all employees? This truly stats from the top down and relies heavily on upper management, both General Managers and Executive Chefs alike setting the tone and expectations.

  2. Are your policies clear and concise? Establishing an anti-harassment policy doesn’t guarantee a complete absence of harassment complaints. However, implementing an effective policy and procedure, coupled with anti-harassment training for all staff, will assist in preventing harassment and support individuals who are being harassed to come forward and ensure problems are addressed quickly and effectively.

  3. Are your policies clearly communicated to all employees? Make sure you dedicate a section to harassment in your company handbook, and consider posting important policies in your establishment where your team will see them.

  4. Do you offer annual anti-harassment training with follow-up refreshers and re-training? With everything happening in the news, there is no time like the present. These should be as regular as your alcohol awareness classes that take place on a yearly basis in some states.

  5. Do you closely monitor questionable behavior? Don’t turn a blind eye to inappropriate comments, pictures, or conversations that can be construed as inappropriate in a workplace setting. Ignoring once sets a precedent that can lead to more issue in the future. 

  6. Do your employees have a process for addressing harassment and other workplace issues in a confidential, sensitive manner? It is of the utmost importance that they are provided with the means to do so through a well-constructed and well-implemented plan and process. This may stop inappropriate conduct before it escalates and ultimately creates more problems for individual employees or the company as a whole.

  7. When a complaint is filed with HR or management, do you do your due diligence and take steps to resolve it? My advice is to take everything seriously - until you take the time to investigate, you won’t know the truth. Good HR practices can end up saving your restaurant and/or hotel in the future and help prevent future lawsuits.

  8. Do you set expectations before all employee functions? You are responsible for clearly communicating that people must maintain respect and decorum. This is incredibly important to reversing the culture that has taken hold in the industry and ensure a new one is born.  

  9. When an issue arises, do you seek legal advice? It is highly recommended that you do so, especially if the situation involves violence. HR and legal services can work in tandem to address the situation and resolve the matter quickly while protecting the business.

  10. Do you lead by example? If you want to ensure your environment lives and breathes respect, make sure you are the beacon leading the charge.

A hostile work environment is not conducive to productivity, creativity, or career longevity. Therefore, because of the legal and moral predicaments that arise when harassment or assault happens in the workplace, it makes good business sense to adhere to strict protocols.

Yes, harassment in the workplace can affect your bottom line. The emotional and mental toll it can take on your employees can be quite costly. Each year, millions of dollars are lost due to absences, decreased productivity, high employee turnover, low morale, and legal costs - all stemming from harassment. A happy, healthy employee means more profit towards the bottom line and healthier industry as a whole.

At the end of the day, it is your responsibility to make sure you do right by your employees by fostering an environment free of harassment and ensure you don’t have a “touchy” kitchen.


About the Author

Cleo Clarke is the Vice President of Human Resources Strategy & Development at Harri. Clarke is a senior HR professional and has held an executive role in the hospitality industry for more than 15 years. 

A Lawyer's Take on Tip Sharing

The Department of Labor recently issued a proposed rule that could change the way tips are shared among restaurant staff. We’ve partnered with attorney Sid Chary of Kalyan Law Firm, a boutique business law practice focused on the hospitality and creative industries, to explore the legal insights surrounding this issue. 


According to a recent New York Post article, a recent federal Department of Labor proposal could change how tips are shared among staff at service businesses like restaurants or bars in New York.  The Department of Labor (DOL) proposal would give restaurant owners flexibility in determining how tips left by customers are divvied out among restaurant staff, including restaurant workers like dishwashers or line cooks that would not typically receive tips under current DOL regulations. 

The DOL proposal would change a rule adopted by the Obama DOL that held that tips are the exclusive property of waiters.  The notice of proposed rule-making filed in the Federal Register by the DOL’s Wage and Hour Division on December 5, 2017 would allow tips to be shared with employees not currently entitled to share in tip pools through federal or state law.  For instance, under current New York law, tips can only be shared by non-managerial employees. 

In 2011, under the Obama administration, the DOL issued regulations that provided that tipped workers like workers, not restaurant owners or operators, owned the gratuities left by customers for purposes of the Fair Labor Standard Act.  In passing these regulations, the agency had essentially banned the practice commonly known as tip-pooling, in which all employees would receive a pro-rata portion of the tips left by restaurant customers over the course of the evening. 

In justifying the proposed change, the Trump administration stated that there was a growing disparity between the earnings of front-line restaurant workers like waiters and those in the back, like dishwashers or line cooks.  The proposal was intended to equalize that playing field by allowing restaurant owners and operators more flexibility in determining how tips are shared among both frontline and backline workers. 

The proposed rule generated more than 374,000 comments in the 30-day comment period under federal law after it was published in the Federal Register.  It is unclear whether the rule will be revised after the outpouring of public comments, but the rule will no doubt generate controversy regardless of whether the DOL revises it or not before issuing a final version of the rule.

Should you have any questions, please do not hesitate to contact Kalyan Law Firm to discuss your specific matter.

About Kalyan Law Firm: 

Harri is happy to announce that the Service First blog will now feature regular legal content from our partners at Kalyan Law Firm! We've partnered with attorneys at Kalyan Law Firm to bring you some great legal insights that will keep you in the know.  Kalyan Law Firm is a boutique business law firm focused on the hospitality and creative industries, and related practices.  With offices in New York City and Austin, TX, we offer extensive experience in a wide variety of transactional, corporate, and administrative matters.  This includes a comprehensive technical understanding of how to navigate various Federal and State regulatory agencies such as the U.S. Alcohol and Tobacco Trade and Tax Bureau, the Food and Drug Administration, and the New York State Liquor Authority and Texas Alcohol Beverage Commission; municipal agencies such as Depts. of Buildings, Health and Mental Hygiene and Consumer Affairs and the Board of Standards and Appeals; and local organizations such as community boards, block associations and neighborhood councils.  We offer a broad range of legal services for hospitality companies and entrepreneurs, breweries, wineries, distillers, importers, food and beverage manufacturers and retailers, physical cultural establishments such as gyms and yoga studios, as well as service providers to those industry members.   Additionally, we provide legal counsel to creatives such as musicians/songwriters, visual artists, filmmakers/actors/screenwriters, talent managers and production companies. Finally, our firm can help with any immigration needs and we handle employment visas, green card applications, and investment based visa petitions. For more information, check out the firm's website atwww.kalyanlawfirm.com and if you have any specific questions, please e-mail the firm at hello@kalyanlawfirm.com.  

Disclaimer: The information in this blog post (“post”) is provided for general informational purposes only and may not reflect the current law in your jurisdiction. No information contained in this post should be construed as legal advice from Hari Nathan Kalyan, Esq. P.C. (dba “Kalyan Law Firm”) or its attorneys, nor is it intended to be a substitute for legal counsel on any subject matter. No reader of this post should act or refrain from acting on the basis of any information included in, or accessible through, this Post without seeking the appropriate legal or other professional advice on the particular facts and circumstances at issue from a lawyer licensed in the recipient’s state, country or other appropriate licensing jurisdiction.

Harri Announces Partnership with BenefitMall

Screen Shot 2018-02-02 at 11.03.12 AM.png

We’re thrilled to announce our partnership with BenefitMall, a leading provider of employee benefits and payroll services!

Mutual BenefitMall and Harri hospitality clients will have access to a fully-integrated solution that allows full control and visibility over every stage of an employee’s lifecycle.

This collaboration integrates Harri's Workforce OS™ with BenefitMall's PayFocus Pro, allowing clients to streamline every aspect of employee management. Designed exclusively for the hospitality industry, customers utilizing the tool have access to intelligent scheduling, live performance management, and a biometric time clock. 

“BenefitMall is excited to offer our hospitality clients with a talent solution tool that fully integrates with our current payroll platform,” said Kevin Thornton, BenefitMall senior vice president, payroll sales. “This partnership with Harri will allow our clients a simplified way to track and manage employees, as well as discover new talent to meet their company’s needs.”

The hospitality industry is unlike any other, and requires a talent tool designed specifically for its needs. 

“Through our partnership with BenefitMall, we will be able to easily assist more operators and HR professionals in their hiring and employee management practices," said Luke Fryer, CEO and Founder of Harri.

Headquartered in Dallas, BenefitMall partners with a network of 20,000 Brokers and CPAs to deliver employee benefits and payroll services to more than 200,000 small and medium-sized businesses. By combining payroll and benefits, BenefitMall empowers Trusted Advisors to develop the best employee programs while maintaining compliance with government regulations and Health Care Reform.

Our innovative and user-friendly system allows businesses to source, hire, and manage their talent. With Harri, hospitality brands can easily implement top comprehensive team scheduling, communication, and labor cost management technology built exclusively for the industry.

Learn more!

Blockchain, Cryptocurrency, and the Hospitality Industry


What is Blockchain?

Blockchain is a digital ledger in which transactions made in bitcoin or another cryptocurrency are recorded chronologically and publicly. In other words, a continuously growing list of records, called blocks, are linked and secured using cryptography.

Blockchains are secure by design, and eliminate a middleman (big banks or government) - which makes them enticing for certain industries.

How is Blockchain Tied to Cryptocurrency?

Simply put, Blockchain is the technology that enables the existence of cryptocurrency.

Cryptocurrency is a medium of exchange, such as the U.S. dollar. The main difference is that it is digital and uses encryption techniques to control the creation of monetary units and to verify the transfer of funds.

You’ve probably heard of Bitcoin, which is one of the oldest and most well-known cryptocurrency. Others include Ethereum, Ripple, Litecoin, and Monero.

What Industries will be Disrupted?

Technically, any industry that deals with data or transactions of any kind could be disrupted by blockchain technology. But there are some industries where it will be more prevalent. While the hospitality industry itself may not be impacted for a number of years, certain aspects of the industry could potentially be, including:

  • Payments & money transfers

  • Cybersecurity

  • Forecasting

  • Supply chain management

  • Cloud storage

  • Loyalty programs

  • Human resources

So...What’s My Next Move?

Blockchain has been making steady progress from a startup concept to an established currency in a short amount of time - so the worst thing you can do as a business owner or operator is sit passively on the sidelines.

Some retailers and services have already been accepting Bitcoin as a form of payment for some time. As cryptocurrency grows in popularity and becomes more widely accepted as a legitimate form of currency, restaurant operators need to simply be aware. Though too new for (many) restaurants to move forward with accepting this form of currency, it is a hot topic across many industries and worth keeping an eye on.

With global business and the economy in a good place, more companies are willing to take calculated risks. Even if the industry is light years away from accepting cryptocurrency, it’s important to educate yourself on innovations (not limited to blockchain) and stay curious about the latest technologies and trends in the market.