Salary is $10.00/hour plus 가라오케 구인구직 service charge (Kimpton Hotels & Restaurants employs part-time and full-time positions, with guaranteed contractual hours of 8, 16, 20, 24, 32, or 40 hours). Job Posted 14 hours ago — Kimpton Hotels & Restaurants is hiring a Full-Time Catering Sales Executive for the Kimpton Cardinal Hotel, starting soon.
Concierge – kimpton cardinal hotel kimpton hotels and restaurants winston salem, nc 1 day ago Be one of 25 candidates who got in early This emotional investment drives everything that Kimpton Hotels & Restaurants does, and that is also why you will enjoy the job. Find the right job at Kimpton Sylvan Hotels, with company ratings and salaries. Post free hotel jobs; Apply for jobs in hospitality/catering/housekeeping — Kimpton Cardinal Hotel jobs in North Carolina, United States.
Front-of-house Managers coordinate reservations and assign rooms, as well as train and manage hotel front-of-house staff. Revenue managers handle financial matters, monitoring sales and bookings of rooms, supervising hotel accounts and cash-flow issues, forecasting occupancy levels, deciding what rooms should be discounted, and when to offer special rates.
Some managers are expected to be available around the clock, especially if they live at a property. How Late in the Day An Adult Employee May Work In certain industries and professions, the employee is required to have 24 hours rest in every calendar week. If you are an agricultural employee, you must pay an overtime rate for any hours worked in excess of 60 during the calendar week, and/or for any hours worked on days when you are not on vacation.
Each employer covered by Wisconsins overtime provisions must pay to each covered worker 1 1/2 times his or her regular pay rate for all hours worked over 40 hours per week. Whether an employer elects to pay overtime compensation directly into wages or provide compensatory time for employees, the employer is required to pay that individual 1 1/2 times his regular rate of pay for the hours worked. An employer can choose to pay employees based on salary, commission, piece-rate, or some other basis, but to calculate the overtime compensation of the employee, the employees wage must be converted into a per-hour wage.
If an employee works 35 hours in one week and 45 hours in the second week of the pay period, then that employee will have been paid 5 hours overtime premium for that pay period. A period of work consisting of 14 consecutive days is accepted instead of a seven-day workweek for purposes of overtime calculations, so long as one-half of the normal regular rate of pay is paid for all hours worked over eight hours a day and 80 hours during a 14-day period. Higher wages are paid to employees on commission at retail and service establishments when 50% of earnings are earned on commission, and time and one-half of the minimum wage is paid for all hours worked.
NYS continues to require most workers to be paid at least one-and-one-half times minimum rate for their overtime hours at businesses covered by the Uniform Wage Order.
Employers are required to pay tipped employees at least $2.13 per hour of straight wages, and ensure that the amount of tips that tipped employees actually receive is sufficient to meet the remaining portion of their minimum wages (or pay a wage differential in another way). If an employer chooses to take the tip credit, the employer must notify employees in advance, inform them of the amount of the tip credit that will be claimed, and pay them at least applicable minimum wages when wages and tips are combined. The tipped employees regular rate of pay for overtime purposes must include the amount of tip credit claimed by the employer, plus the reasonable cost or fair value of any facilities provided to the employee, as allowed under the FLSA (such as meal costs), and cash wages including any commissions and certain bonuses paid by the employer.
The actual work performed by the employee in a weeks work should, in the first instance, be examined, and the time spent on that work by the employee, along with the employers real expectations and the real demands of the job, should be taken into account when determining whether the employee meets that requirement; and (g) such employee should also receive a monthly wage equal to at least two (2) times the State minimum wage for full-time work.
Employment Agencies Employers that employ minors shall post a timetable setting out the hours started and stopped, and time allowed for meals, for each minor in their employ. Employers must also give at least 90 days notice if a reduction (excluding part-time employees, as defined under the regulations) occurs affecting 33% of the work force (at least 25 workers) or 250 workers at one worksite.
Although the employer can notify an employee about this exception, an employer is prohibited from encouraging or otherwise soliciting the employee to seek the employers authorization for taking personal leave and making up work hours during the same workweek as provided for in this section. Meals are not considered part of the hours worked, so employers are not required to pay for such hours. If employers allow for breaks (up to 20 minutes), they must pay them as work time.
Pay direct labor hours for hours worked in excess of 40 in one week, rather than require overtime, or average hours worked out over two or more weeks to avoid overtime. Notwithstanding the above, if an employer engaged in flexible scheduling for employees on 12-hour shifts during the final quarter of 1999, and wishes to resume flexible scheduling involving 12-hour shifts on straight-time basis for the same work unit, the employer shall pay the affected worker at the base rate no less than his or her base rate for the work unit during the period immediately preceding the date of the reduction in the rate.