HMSHost reviews

HMSHost has become governed by the revenue needs of its parent company (Autogrill). Thusly, the company has become so focused on increasing profit payments to the Parent at the expense of the business and its employees. Due to high layoffs, existing employees have taken on more and more to the extent of fostering burnout. The only motivation given by the company is the assurance "well, you still have a job". That is not very encouraging.

. Hard work, dedication, innovation, creativity, and a stellar work ethic is not rewarded, and in fact may be punished if it is outside corporate policy, or threatens the corporate comfort zone. Corporate mentality and beauracracy are the rule. Associates are not paid to think, but paid to show up, be a "cog" in the wheel, do as told, and leave. Workers are "machines." Soon into "training', it becomes evident, training is about keeping corporate liability to a minimum. It may be "couched" in customer service rhetoric, however it is about corporate protection. Thus workers are not trained to do a job, they are trained to protect the corporation. Though WA State employees have Union representation, it is a very poor contract witout teeth... 1.) Workers are not allowed to "strike". 2.) Worksers are hired in at minimum wage of $8.67 per hour which is often below the industry standard for their job title or classification. 3.) Tipped employees are not allowed to have a tip jar on counter, as HMS Host Policy is "employees are not allowed to solicit tips", and a tip jar is labled as "solicitation". However, this policy is overlooked in the case of Starbuck's employees becauses Starbuck's negotiated a contract in which their employees may have a counter tips jar. This is an unfair and inequitable policy. HMS Host Bartenders are historically tipped employees, who are also expected to operate as cashiers, yet are barred from tip jars at the cashier counter. 4.) The union has done nothing to alleviate the problem of the company creating 29.50 hour shifts which come just .50 hours short of being eligible for benefits. 5.) Despite workers having assigned shifts, there are always extra shifts that need to be covered at the last minute. Management is hostile to employees who are not compliant with taking on extra shifts, working doubles when "asked/ required", or coming in early/ staying late. 6.) Working conditions and workload is grueling and demands for employee output are frequently excessive. The result is work injuries resulting from repetitive motions, injury and chronic occupational disease from the provided work environment conditions. Workers are fearful of reporting injuries/ illness's related to work because they fear management hostility, having their hours cut, layoffs, and loosing their job. The union has done nothing to address workload, and the company practice of combining positions to save on payroll budget. Monetary compensation is unpredictable. If the facility is busy, tips are generally good. If it is slammed, tips are poor, but volume of business increases, so tip take home is still adequate. If the facility is very slow, the worker may have week after week of bringing home $5.00 to $10.00 per day in tips. The money is dependent on traffic flow through the facility, and it is impossible to adequately support a family on the hourly wage in a facility which has few tipped transactions. Continuous interaction with the public is required. Since most of the facilities are in airports, many of the customers are highly stressed, and are extremely rude. HMS has implemented policies (designed to protect the company from liability) which appear to be tailored to increasing and exacerbating customer stress and rudeness, which they usually direct toward HMS associates. The "We ID Everybody" policy at HMS Host Bars is certainly one one those inane corporate policies. Overall, this is a huge corporation. Associates are nothing but a number, a warm body. Don't expect to derive your job satisfaction from company recognition, pay increases for a job done perfectly, or to be promoted fpr your outstanding performance. Your real job satisfaction must come from within. From knowing your doing your best, from perfecting your expertise, and from having your own high expectations of yourself and your work standards. Experience has proven to me that you may not be recognized by your employer, but there are always people you will work with or serve, who will recognize excellence, and may even solicit you to come work for them. Overall, HMS is an excellent environment from which to poach employees.