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Permalink Reply by Jim Almo on February 9, 2014 at 10:14am

Is this a matter of proprietary information? Is it an availability issue? The fact is, people need to make money to cover things like food, rent, etc (although I have been trying to convince my landlord otherwise!) And even if you are paying top dollar, an employee's financial situation may require a secondary income. 

I am trying to imagine a situation where this would be problematic, and honestly, unless there are already issues with an employee, I cannot see how it would be a problem. The employee may be able to share positive elements of both shops, creating a better situation all around. On the other hand, there might be some really good employees who find that kind of restriction to be unacceptable, never mind that it might even be illegal. 

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Permalink Reply by sandy hughes on February 9, 2014 at 12:26pm

Totally understand our staff will need to pay their bills, however i wouldn't want two barista positions to conflict with my staff scheduling. And I guess i'm trying to imagine every scenario to eliminate any negativity. I don't want to adopt corporate standards, but I do want to protect our team. Just curious what others have implemented...

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Permalink Reply by Jim Almo on February 9, 2014 at 12:40pm

Ok, so if you are referring specifically to scheduling, I can tell you what has worked great for us. We have a very small FOH staff - 6 people to be exact. Of those 6, two of them also work in the back of house, which, for scheduling purposes is a second job. 

We make our schedule monthly, and unless someone requests a specific day off, everyone's schedule stays the same. For instance, if you have an open shift on Monday and Tuesday, and a closing shift W - F, then that will be your regular schedule. Makes it very easy to schedule appointments, day trips, etc and also makes life easier when making the schedule.

Hope that helps. :)
sandy hughes said:

Totally understand our staff will need to pay their bills, however i wouldn't want two barista positions to conflict with my staff scheduling. And I guess i'm trying to imagine every scenario to eliminate any negativity. I don't want to adopt corporate standards, but I do want to protect our team. Just curious what others have implemented...

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Permalink Reply by sandy hughes on February 9, 2014 at 1:07pm

Every bit helps, thanks Jim!

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