-
Anonymous users2024-01-24It depends on who you're working with. Too small a restaurant is not necessary. If it's bigger, many bosses are private chefs, and kitchen chefs buy and purchase their own food.
The advantage of the kitchen is that the boss is more worry-free: it saves the rush to buy vegetables, and the chef of the province says that this is not good and that is not new. Chefs generally also like to cook privately, choose their own people, and purchase their own (you can earn some money on procurement).
It's up to you, what do you think. Each has its own benefits. There are basically two ways to do both.
Because the hotel business is divided, you have to lay off people, right, then you should share the compensation with the hotel, and employment is the factual basis. As for compensation, discuss with the employee first and ask them about the bottom line of compensation.
Look at the contract, how long does the kitchen contract take, and if you don't do it early, you will definitely lose money.
That's not called severance pay, it's called economic compensation, and if the employer proposes to dismiss you, there will definitely be.
If you do not have a contract and do not have an employment contract, then in the event of a dispute, you can only appeal to the court to resolve it and apply for compensation.
In regular hotels, those who sign labor contracts are absolutely required to pay overtime wages according to the standard.