This month we're taking a look at salt as it impacts human health. Salt has been an important ingredient in human health and history for thousands of years. Roman soldiers received part of their pay as a ration of salt or "salarium" which gives us our modern word "salary" and the rating of a person's value as their "being worth their salt."

Salt was one of the earliest known food preservatives: salting food removes moisture that bacteria need to reproduce, rendering the food safer. Salt is important in preserving processed meats, cheeses, fermented foods, and many canned foods. It is an essential factor in controlling the texture of baked goods. Salt can also enhance color and flavor and bind and stabilize foods.

The chemical composition of salt is one atom of sodium and one of chlorine with the actual composition being sodium chloride (NaCl). Mammals, including humans, need a small amount of sodium to maintain the balance of fluids in the body, to help transmit nerve impulses, and to help control the contraction and relaxation of muscles. It is the sodium in the salt that is essential in these functions. It is estimated that the typical human should consume about 2,300 milligrams of sodium a day, 1,500 milligrams if the person has high blood pressure, heart disease, or certain other medical conditions.

While a little sodium is essential for human health, too much has a negative impact by raising blood pressure - perhaps by retaining extra fluids - which can lead to a heart disease and stroke. It has been calculated that the "typical" American consumes slightly more than 3,400 milligrams of sodium a day - almost 50% more than recommended. It is estimated that reducing the average American's sodium intake to recommended levels would prevent 250,000 cases of heart disease and 200,000 premature deaths over a ten-year period. (Note that the over consumption of salt is an international situation and that similar recommendations are being made in many other countries.)

About 75% of the salt consumed by humans is found in processed foods and since the historical trend has been to consume more and more processed foods, the impact of the problem is growing. As the number of meals eaten away from home has more than doubled in the last thirty years, it is appropriate that the food service industry address the content of sodium in food. Indeed, those whose have championed the removal of transfats (next month's health topic) from foods have recently set their sights on sodium.

Here's what restaurants and other food service operations can do to reduce sodium in food:

1.     Use and serve more fresh foods, particularly fruits and vegetables, which are naturally low in sodium, in cooking and on the plate.

2.     Be aware of the amount of sodium in processed foods and request and specify lower sodium foods from your vendors and purveyors.

3.     When using canned vegetables or beans, consider rinsing them to remove excess sodium.

4.     Reduce or eliminate salt from recipes - there is likely to be some sodium in the ingredients and guests should have the option of salting their own food. (I have cut the salt in almost all the recipes I have by half with no negative and some positive response from diners.)

5.     When salting foods, add salt at the last moment just before service where it will likely remain on the surface of food and impart the salt flavor with less actual sodium.

6.     Consider replacing regular salt with "Kosher" salt in recipes as due to the larger size of the crystals Kosher salt may contain 50% less sodium per tablespoon as regular table salt.

7.     Know the different levels of salt in foods:

a)     Sodium free means less than 5 mg per serving.

b)    Very low sodium means less than 35 mg per serving.

c)     Low sodium means less than 140 mg per serving.

d)    Reduced sodium means at least a 25% reduction in sodium from normal levels.

                           Remember that these amounts of sodium are based 

                           upon the number of portions specified on the label, 

                           which are not necessarily what is actually served.

8.     In order to be labeled as a "healthy" meal the entire meal must contain less than 600 mg of sodium, which is about the amount of sodium in ¼ tsp of table salt.

Salt is a comparatively inexpensive product, so reducing the amount you use won't impact your food cost. Reducing the amount of sodium will provide a favorable response from diners: we know that some diners routinely comment on how salty the food is at certain restaurants and how this affects them the next day. So less salty food may increase the frequency with which your customers dine with you and it will keep them healthier so they can keep patronizing your restaurant for years to come.

Over the past several months we have talked about the importance of training employees to perform their tasks "your way" and in accordance with "your standards". In a recent ServSafe® Class one of our participants brought up the fact that there are some people who despite being told and shown multiple times, still do not perform the task properly and consistently. He stated that some employees seemed "untrainable" and asked what should be done with these employees.

Sometimes a consultant is someone who charges you to tell you what you already know, but may not want to hear. This is one of those times.

While it is our basic premise that a stable workforce is a valuable business asset, the fact of the matter is that some employees, whatever reason, can't or won't measure up to expectations. These employees do a business more harm than good. In these situations it is in the best interests of the business to sever the relationship. Oftentimes this will prompt the employee to reevaluate their own situation and they may well end up finding another position or career that actually is more satisfying to them.

Knowing that terminating and employee is in the best interest of the business does not make terminating that employee any easier. What is needed is a process that documents all the relevant information that led to the decision and support in enacting the decision to terminate. In general you will face one of two situations:

Either

You have a company discipline/counseling procedure that details the steps that must be taken to disciple and terminate an employee: i.e. verbal warning, written warning(s), suspension, termination, etc. Be sure that you follow all appropriate company policies and procedures as this will help protect the business from claims of discrimination and will make the event a little easier on you and the employee.

Or

You do not have a company discipline/counseling procedure, which makes it more easy for an employee to allege discrimination and is likely to make the event more stressful for both you and the employee. The following practices will ease your stress and make you more effective in this unpleasant, but necessary, task:

1. Prepare, for your own use, a listing or documentation of the events that have led you to this final decision. Be prepared to give the employee a synopsis of these events, but don't throw everything at them, stick to the most pertinent facts. Don't give them a copy of your list.
2. Plan for the separation by developing a checklist of information that you will give the employee (how to apply for COBRA insurance, unemployment rights), prepare a final paycheck in accordance with state laws (in some states you may have to give them all pay and vacation pay due), as well as all company property that they must return (keys, identification badges, etc.) at the time of termination.
3. Determine when is the correct time to meet and terminate the person, arranging in advance for position coverage and for another manager to be present as a witness. Then contact the individual and have the conversation. Allow the individual to present their side of the situation, but in general you should follow through on your decision.
4. In most cases it is appropriate to have your now former employee leave the premises without allowing them to talk to other employees. In some cases it will be necessary to escort the employee out of the building and off your property.
5. Complete any paperwork that needs to be completed with copies in the employee's permanent record and notification to appropriate parties (payroll company, insurance provider, etc.).
6. When asked about the situation by other employees, indicate that a separation was made due to violation of company polices and end the conversation at that.

Terminating an employee is not an enjoyable experience, but it is an important managerial task. In addition to eliminating a problem employee, terminating an employee is likely to have another positive effect upon remaining employees: in many cases the non-performing employee is causing stress and other problems for other employees and getting rid of that employee will make their lives easier and happier, allowing them to perform better; it will also send the message that you're serious about standards and managing your business. Appropriate and timely terminations give good employees a reason to keep performing and may motivate those who can, but don't perform to standards to do.