Tackling the food waste phenomenon by Glynn Davis

15th September 2017

Tackling the food waste phenomenon by Glynn Davis

Starbucks’ decision to sell leftover food at half-price in the final hour of trading at its UK stores sounds like a great idea to me. After initial trials at 16 outlets in Manchester, Starbucks is rolling the initiative out across its 350 company-owned stores and is looking to convince its franchise partners to follow suit.

 

All proceeds from the sale of these near-expiry-date items go to Action Against Hunger. Starbucks’ 11-week trial resulted in £1,500 being donated to the charity so the sums across the whole estate will be meaningful indeed. This is one of those rare occasions when it really is a “win-win situation” because as well as fighting hunger this initiative also helps to tackle the huge issue of food waste.

 

The reality is that as margins come under pressure from a raft of factors, including the continuing rise of the price of raw materials, being able to reduce waste becomes ever more important. Selling food that would otherwise be thrown away at a discounted rate surely makes sense to support your margins or, in the case of Starbucks, convert into a charitable contribution.

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10th Anniversary of Ban on Smoking – By Paul Chase

14th July 2017

We’ve just had the tenth anniversary of the ban on smoking in all enclosed public places, and much has been written about its effect on pubs. Also, in a couple of weeks’ time, the UK’s Supreme Court will consider the legality of the proposed introduction of minimum unit pricing (MUP) in Scotland. Here’s my take on both:

Firstly, as a lifelong non-smoker I personally much prefer smoke-free pubs. And if I were going to die in a ditch defending the right of individuals to make free choices, the right to set fire to a paper tube containing tobacco and inhale the smoke wouldn’t be my starting point. But it is nevertheless the case an awful lot of hypocrisy is attached to the reasons given for the smoking ban. This was never really about protecting people against second-hand smoke, and the statistical case for the ill-health effects of second-hand smoke was always pretty dubious in any event. This was about stopping people from smoking by criminalising their behaviour if they did so in certain circumstances. The alleged ill-health effects of second-hand smoke on the rest of us were never more than a fig leaf.

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Hung Parliament: What does it mean for Hospitality? By Neil Gerrard

9th June 2017

The hospitality industry was left scrambling to understand what a hung Parliament means for the sector after the Conservative party failed to win an overall majority.

Theresa May’s bid to create “stability and certainty” ahead of Brexit negotiations, which start in just 11 days’ time, by building a solid majority in the House of Commons, appear to have failed.

Labour leader Jeremy Corbyn, whose party performed better than expected, winning 261 seats (a gain of 29 seats) called on the prime minister to resign.

However, May has refused calls to do so and will attempt to form a government.

Commenting on the result, Ufi Ibrahim, chief executive of the British Hospitality Association, said: “The general election result means that we will be faced with the reality of greater and continued political uncertainty in the short term and that is bad for the economy and business . This is the last thing the hospitality and tourism industry needs as we already face a ‘perfect storm’ of issues but the BHA will work with whatever government emerges to see a return to stability and certainty so that we can get on with creating jobs and growth in the economy.”

Meanwhile, EU commissioner Gunther Oettinger said that talks about Britain leaving the EU might not now start as planned.

Speaking to German radio, he said: “We need a government that can act. With a weak negotiating partner, there’s the danger than the negotiations will turn out badly for both sides… I expect more uncertainty now.”

Paul Hardy, Brexit director at law firm DLA Piper, said the result would pose significant challenges for business.

“Businesses may find it even more difficult to make big decisions on jobs and investment, given this result’s implications for Brexit negotiations, as well as on coherent policy making at home,” he said.

But not everyone shared that view. Simon French, chief economist at investment bank Panmure Gordon, added: “The result is good news for the UK growth outlook as it reduces the likelihood of Brexit taking place, and certainly diminishes the likelihood of a hard Brexit.”

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Mistletoe and Wine

28th November 2016

As the festive season approaches and 2016 comes to an end we’ve been collecting our thoughts and reflecting upon the year that’s past.

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Friday Opinion – Brexit Special – Hospitality/Retail

1st July 2016

Brexit special – Subjects: Here’s how I see it post-Brexit – from a slightly different standpoint, planning for uncertainty, so what would Warren Buffet think, and now for something completely different

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The Art of the Menu by Ann Elliott

26th February 2016

What do customers see when they look at a menu? What draws their eye: the prices, the specials, the cocktails? Designing a successful menu is much more than just listing what is on offer, and at Elliotts we have witnessed first-hand the difference a quality menu can make – both in terms of branding and potential earnings. Our latest menu project for a hotel chain delivered a 23% increase in profitability without amending any dish or altering any specification.

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    Privacy Policy

    The Recruitment Room is committed to protecting the privacy of our candidates, clients and users of our website and services. This policy sets out what personal data we collect from you and how we process and protect that data when you use our website or services. We will only use your personal data in accordance with the terms of this statement.

    Any usage below of ‘we’, ‘us’ or ‘our’ is a reference to The Recruitment Room Ltd and The Recruitment Room.

    We may update this policy occasionally. If we make any changes to our privacy policy, we will post the updated policy on our website. We therefore encourage you to visit our website from time to time in order to keep up to date with the terms of the policy and any potential changes. Amendments made to the policy will not jeopardise the protection and privacy of your personal data.

    The General Data Protection Regulation (GDPR) will be applicable law in the UK from the 25th of May 2018. Your new rights in accordance with GDPR are included in this policy but will only apply once the GDPR comes into effect on the 25th of May.

    Personal information we may gather from you

    As a recruitment business we must process personal data (including sensitive personal data) in order to provide recruitment services to our clients and candidates. In doing so, we act as a data controller.

    You may give your personal details to us directly, such as on a CV, an application or registration form, via our website or by corresponding with us by phone, email or otherwise. Personal data that we may collect includes:

    name

    address

    email address

    phone number

    salary

    nationality

    employment history

    education

    referees

    identification

    Please note however, that this list is not exhaustive.

    Depending on the nature of the role that you have applied for or that we have offered you, we may need to collect personal sensitive data. Under the General Data Protection Regulation this includes information about your health (for example details concerning any sick leave you may have taken during previous roles), information about any disability and details of any offences you may have committed or are alleged to have committed.

    Personal information from other sources

    We may also collect your personal information from another source such as a jobs board, personal recommendations or LinkedIn.

    Do you have to provide us with personal data?

    You may refuse to give us your personal and sensitive personal data. You also have the right to ask us to delete, change or stop processing your data that we already have (see below in what circumstances). If you do not provide us with personal or sensitive personal data however, it may restrict our ability to provide you with the recruitment and other related services that you have requested.

    Purpose of processing and legal basis

    We will collect your personal data (which may include sensitive personal data) and process that data for the following purposes:

    To provide you with work-finding services to facilitate the recruitment process;

    to assess your suitability for a position;

    to tailor resources and services according to your preferences;

    to maintain our business relationship, where you are a candidate, client or a user of our website;

    to perform administration and operational functions.

    The Recruitment Room must have a legal basis for processing your personal data. The legal bases we rely upon to pursue our processing purposes are:

    Our legitimate interests in providing you with our services. Such interests can however, be overridden by your privacy interests; legal obligation in some cases, where it is necessary for us to meet our legal or regulatory responsibilities; your consent to data processing for the activities not covered by our legitimate interests, which we will obtain from you from time to time.

    An example of a situation where we would rely on consent is when we ask for permission to introduce you to a client; contractual obligations to which you are subject. This includes situations where we are negotiating or have entered into a placement agreement with you or any other contract to provide services to you.

    Legitimate interest

    Where The Recruitment Room has relied on a legitimate interest to process your personal data our legitimate interests is as follows:

    To offer you the tailored and efficient recruitment service you expect of us.

    As a recruitment business, we introduce candidates to clients for permanent and temporary employment as well as offering clients’ vacancies to candidates. In order to do so, the exchange of personal data of our clients and candidates is essential to our operation. In order to support our candidates’ ambitions and to assist our clients with their resourcing needs, we also require to keep a database of client and candidate personal data. Furthermore, to maintain, expand and develop our business we need to record the data of prospective candidates and client data.

    We want to offer you a tailored service that is customised based on the information that you provide us with. We also want to offer an efficient service, which means that we need to use your data for payroll and other administrative activities.

    Third Parties

    As a recruitment business we may disclose your information to third parties where appropriate. The Recruitment Room may share your information with the following third parties:

    Our clients, in other words, prospective employers.

    Payment intermediaries such as an umbrella company.

    Pre-employment screening companies.

    Government and law enforcement authorities.

    Outsourced IT and document storage providers, for example servers and cloud-based data storage services.

    Third party service providers, such as lawyers, accountants and technical support.

    Any third party that we may share your data with must ensure the security of that data. Third parties are also obliged to only use your information for the purposes we have outlined. We will not pass on sensitive data to third parties without your consent, unless we are legally required to do so.

    Overseas Transfers

    The Recruitment Room may transfer only the information you provide to us to countries outside the European Economic Area (‘EEA’) for the purposes of providing you with work-finding services. We will take steps to ensure adequate protections are in place to ensure the security of your information. The EEA comprises the EU member states plus Norway, Iceland and Liechtenstein.

    How long we store your information

    The Recruitment Room will retain your personal data only for as long as is necessary. Different laws require us to keep different data for different periods of time.

    The Conduct of Employment Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year from (a) the date of their creation or (b) after the date on which we last provide you with work-finding services.

    We must also keep your payroll records, holiday pay, sick pay and pensions auto-enrolment records for as long as is legally required by HMRC and associated national minimum wage, social security and tax legislation.

    Where we have obtained your consent to process your personal and sensitive personal data, we will keep your data for 2 years after the last meaningful contact with you. Upon expiry of that period we will seek further consent from you. If consent is not granted, we will delete the personal data that we hold on you.

    Your rights

    Please be aware that you have the following data protection rights:

    The right to be informed about the personal data we process on you;

    The right of access to the personal data we process on you;

    The right to rectification of your personal data;

    The right to erasure of your personal data in certain circumstances;

    The right to restrict processing of your personal data;

    The right to data portability in certain circumstances;

    The right to object to the processing of your personal data that was based on a public or legitimate interest;

    The right not to be subjected to automated decision making and profiling; and

    The right to withdraw consent at any time.

    Where you have consented to us processing your personal and sensitive data you have the right to withdraw that consent at any time by contacting our data protection officer (see below).

    Complaints or queries

    If you wish to complain about this privacy policy or any of the procedures set out in it, please contact our data protection officer Carole Williams at carole@therecruitmentroom.co.uk.

    You also have the right to raise concerns with Information Commissioner’s Office on 0303 123 1113 or at https://ico.org.uk/concerns/, or any other relevant supervisory authority should your personal data be processed outside of the UK, if you believe that your data protection rights have not been adhered to.

    The Recruitment Room

    Tel: 0113 322 0660

    www.therecruitmentroom.co.uk