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Some Businesses Have A Hire Purpose

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By MARY SHEDDEN | The Tampa Tribune

Published: October 29, 2007

BRANDON - Apply for a job at one local restaurant chain, and don't be surprised by the fine print: Chain-smoking potty mouths need not apply.

Cheddar's Casual Cafe in Brandon and Largo operates under a hiring policy that prohibits smoking, cursing and tattoos in the workplace. The idea, Director of Operations Andy Dennis says, promotes the ownership's set of values, creates a healthier working environment and weeds out workers who might not last.

"That's our selling point for working here," he said of a highly competitive restaurant industry where workers regularly switch jobs for better pay. "They all want the environment."

The quirky policy, which Cheddar's leaders call "Building Better People," is big on values. Dennis openly talks of his own Christian faith and wears a cross lapel pin. But the restaurant's policies stop short of violating federal freedom-of-religion laws, he said.

"There's no expectation that you go to church or be involved, but a big part of our philosophy is built on being a better person," Dennis said.

Tampa labor defense lawyer Wendy Smith said there's nothing wrong with private companies banning cigarettes or foul language in the workplace. Where employers need to be most careful is in respecting a worker's beliefs or lack thereof.

"There is a point where it does become oppressive," said Smith, of the Tampa office of Fisher & Phillips law firm. "It's not just the right to religious expression. It's also the right to not believe."

Dennis said that's a big reason why the Building Better People policy is an integral part of the entire interview process. It's mentioned in the written application, as well as a major focus of the first of two in-person interviews with prospective employees.

Managers try to talk applicants out of wanting a job at the busy casual restaurant by talking a lot about the values policy. Before Cheddar's launched the concept three years ago, half of all applicants ended up with a job. Now between 10 percent and 20 percent get a job offer, said John Sullivan, general manager of the Brandon location.

"People respond to it more," Sullivan said. "You get more out of the employees."

For example, the Largo Cheddar's opened last year with employees hired under the new values policy. Turnover there was nonexistent for more than four months, Dennis said. At Brandon, more than 25 percent of the staff has at least three years' tenure, a high percentage in the restaurant industry.

A Pepperdine University study found turnover rates in the hospitality industry averaged between 100 and 200 percent.

The policy doesn't create perfect employees. Dennis said in the past three years, about a dozen employees have been fired based on a variety of values policy violations. In those cases, employees were suspended first. It took a vote from the entire management team before a termination was found to be the only alternative, he said.

The unconventional Cheddar's hiring approach is not unprecedented. Major national chains or their leaders have touted values. Chic-Fil-A restaurants proudly tout their "closed on Sunday" policy as a way to attract employees with "a values-based vision."

And major pharmacy retailer CVS Corp. uses a mission-oriented hiring process that emphasizes personal characteristics such as empathy, energy and problem-solving abilities.

Cheddar's server Launa VanHan spent a year and a half at the Brandon restaurant before leaving for a better-paying job at another restaurant. She returned to Cheddar's in part because of the no-smoking, no-cursing environment.

"It makes for a better, less hostile environment," said VanHan, 22. "Problems are resolved a lot more quickly."

Dennis said base salary at Cheddar's is comparable to similar restaurants. But the restaurant's lower-price menu and higher volume may translate to an impression that servers make less in tips. Sullivan estimates the Brandon location serves 8,000 customers a week.

Also, Sullivan and Brandon manger Joe Zock said there's a more emotional side to managing a restaurant staff under the unique values model. Getting better employees is worth the emotional toll that comes with helping a worker in crisis.

"It's a much better tradeoff," Sullivan said.

Managers in those situations need to be careful, Smith said. Serving as a boss is one thing; counseling or proselytizing crosses the line of appropriate behavior.

Also, Smith said employers make themselves vulnerable. A client that helped pay an employee's rent and gave her extra time off found itself sued once the worker was part of a large-scale layoff.

"Sometimes they realize you're a sucker and they go and get you," she said. "In many cases, it's the right thing to do but with the wrong person. It will come out and bite you. These people are professional con artists. You just have to be careful."

KEEP IT LEGAL
Want to hire workers who reflect a certain set of values? Tampa labor lawyer Wendy Smith offers a few warnings to help avoid crossing legal and ethical boundaries.

•Keep God out of it. The U.S. Constitution protects a person's freedom of religion. That means don't proselytize to subordinates who may or may not share your beliefs.

•Don't get too close. Showing empathy is fine. But don't offer specific advice that makes a worker feel pressured into a decision. Example: Provide a list of counseling options, not just the name of a local pastor.

•Prepare to spend. It costs money and time to back up values. That means investing more time upfront during hiring. It also could translate into extra training.

•Look out for cons. Good intentions don't mean a worker won't take you to the cleaners. Helping out an employee in crisis may result in more demands and even potential lawsuits.

Reporter Mary Shedden can be reached at (813)259-7365 or mshedden@tampatrib.com.

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TOPICS IN THIS ARTICLE

potty mouths • wendy smith • federal freedom • freedom of religion • religious expression • defense lawyer • person interviews • tampa office • chain smoking • prospective employees • christian faith • lapel pin • local restaurant • foul language • director of operations • better person • perce • working environment • private companies • cheddar

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