Tip credit and pay practice compliance
State-by-state tip credit, pooling, and service-charge audits with corrective action and ongoing monitoring.
Restaurants run on margins measured in pennies and teams that turn over every nine months. Generic HR vendors do not get it. Humareso supports restaurant groups, hospitality operators, and multi-unit concepts with HR built for the realities of the floor.
You did not open the restaurant to write disciplinary forms. But every shift produces a handful of HR moments, and they add up.
Tip credit math, dual jobs, service charges, tip pooling, and 80/20 rules vary by state and the DOL keeps updating them. Mistakes are wage-and-hour class actions.
Replacing a line cook costs $2K–$5K all-in. Replacing a manager costs $15K+. Most operators feel the bleed and do not have a structured retention plan.
Indeed posts, walk-ins, friends-of-friends. Without a system, GMs lose their nights to interviews that should never have made it past phone screen.
Re-verifications, work permits for minors, and state-specific scheduling laws (NYC Fair Workweek, CA scheduling) are easy to drop in the weeds.
NY, CA, IL, CT, ME, DE, and WA all mandate harassment prevention training with very different requirements. Multi-state operators have to track it all.
Handbooks, training, and complaint channels in English-only do not work for the team. They also do not hold up in court.
Built for FOH, BOH, and the GM running both.
We pair senior HR expertise with restaurant operating experience. The result is HR that does not slow down service.
State-by-state tip credit, pooling, and service-charge audits with corrective action and ongoing monitoring.
Onboarding, recognition, advancement paths, and stay-interview programs designed for hourly hospitality teams.
Pipelines for FOH, BOH, and management roles. With screening flows your GMs can actually run during a shift.
Tipped wages, multiple pay rates, locality taxes, and meal-period rules handled clean every cycle.
Spanish-language handbooks, training, and employee relations channels that work for the entire team.
Most restaurant managers were promoted for performance, not management training. We close that gap.
Single concept or 30 locations. Engagements scale to your footprint.
Straight answers. No sales pitch.
Both. We support independent operators from a single concept through multi-state hospitality groups with dozens of units. Engagements scale to the footprint and the maturity of your operation.
Yes. We track state-by-state tip credit rules (including states like CA, NV, and WA where no tip credit is allowed), tip pooling regulations, and the federal 80/20 rule. We audit your practices and remediate where needed.
Retention is a systems problem. We work on hiring fit, the first 30/60/90 days of onboarding, recognition cadence, advancement paths, manager 1:1 frameworks, and pay band fairness. The levers that actually move retention.
Yes. We deliver bilingual handbooks, harassment training, and ER intake channels. A complaint hotline in English-only is not a real complaint hotline.
Yes. We assess your current scheduling practices against jurisdictional requirements. Advance schedules, predictability pay, premium pay for changes. And configure your scheduling and payroll to comply.
For existing clients, new locations onboard inside of two weeks once payroll and benefits decisions are made. For new clients, full onboarding typically lands inside of 30 days.
Let’s look at where HR is costing you money or slowing down service. And what we can fix in 90 days.
No commitment. Confidential consultation.