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Aramark provides food, facilities, and uniform services to education, healthcare, business and industry, sports, leisure, and corrections clients in North America and internationally. It operates through three segments: Food and Support Services United States, Food and Support Services International, and Uniform and Career Apparel. The company offers managed services, including dining, catering, food service management, and convenience-oriented retail operations; non-clinical support services, such as patient food and nutrition, retail food, and procurement services; and plant operations and maintenance, custodial/housekeeping, energy management, grounds keeping, and capital project management services. It also provides on-site restaurants, catering, convenience stores, and executive dining services; beverage and vending services; and facility management services comprising landscaping, transportation, payment, and other facility consulting services relating to building operations. In addition, the company offers concessions, banquet, and catering services; retail services and merchandise sale, recreational, and lodging services; and facility management services at sports, entertainment, and recreational facilities. Further, the company offers correctional food, and food and facilities management services for parks; and operates commissaries, laundry facilities, and property rooms. Additionally, it provides design, sourcing and manufacturing, delivery, cleaning, maintenance, and marketing services for uniforms and accessories; provides managed restroom services; and rents uniforms, work clothing, outerwear, particulate-free garments, and non-garment items and related services that include mats, shop towels, and first aid supplies. The company was formerly known as ARAMARK Holdings Corporation and changed its name to Aramark in May 2014. Aramark was founded in 1959 and is based in Philadelphia, Pennsylvania.

Aramark

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Retail sales rose 0.7% in September, more than twice what economists had expected, and close to a revised 0.8% bump in August, the Commerce Department reported Tuesday. Retail sales in August were ...

Retail sales up 0.7% in September as American consumers defy rising prices, interest

Aramark Sports + Entertainment (Aramark, NYSE: ARMK), the award-winning food and beverage partner at premier stadiums, arenas, convention centers, cul

Aramark Sports + Entertainment Launches ‘Aura’

Aramark Sports + Entertainment (Aramark, NYSE: ARMK), the award-winning food and beverage partner at premier stadiums, arenas, convention centers, cultural attractions, and unique entertainment destinations across North America,

Judy Mottl is editor of Retail Customer Experience and Rewards That Matter. She has decades of experience as a reporter, writer and editor covering technology and business for top media including AOL, InformationWeek, InternetNews and Food Truck Operator.

Wayfair VP talks retail AI trends, challenges

New offers for fans include limited-time concessions items, elevated premium services, and exclusive retail merchandise – PHILADELPHIA, October 12, 2023--(BUSINESS WIRE)--Aramark Sports ...

Aramark Sports + Entertainment Unveils New Food and Beverage Programs at Seven NBA and NHL Venues for 2023-24 Arena Season

ATLANTA--(BUSINESS WIRE)--Vestis (NYSE: VSTS), a leading provider of uniforms and workplace supplies, has completed its previously announced, spin-off from Aramark (NYSE: ARMK). Vestis will begin ...

Vestis Completes Spin-Off from Aramark

You'll get access to an ad-free website with a faster photo browser, free tickets to a host of events (including everything from Summerfest to the Florentine Opera), access to members-only tours, and a host of other benefits.

New Jail Commissary Contract Caps Prices

After working his way up to director of sales and operations at Peyton events Tom Crocker joined Aramark in 2017 as a business development director

Foodservice Cateys 2023: Salesperson of the Year – Tom Crocker, Aramark

Biometrics are appearing in more retail settings as businesses attempt to cut staff and fraud costs, but so are adjacent AI technologies that do not identify.

Beer lines and retail theft spur biometrics, computer vision launches

That’s referred to as organized retail crime. It’s not just retailers reacting: Gov. Gavin Newsom announced in August that the state would triple the California Highway Patrol’s resources in ...

What we know (and don’t) about the rise in retail theft

As of Monday, Christmas Ale from Great Lakes Brewing Co. is in retail distribution. Expect the spicy brew to be about 10 weeks. The brewery, of course, launched it with fanfare at the annual first ...

New Aramark offerings, Christmas Ale, Farmer’s Fridge make our WTAM 5-minute food-drinks chat

Our 5-minute chat with Bill Wills of WTAM covers special new food offerings in arenas from Aramark, the launch of Christmas Ale and a vending-machine business that offers fresh food expanding in Cleveland.

And hardly anyone is making the trek to Nevada. In a lopsided election year, retail politics is flatlining. “I’m truly stunned. It’s way down,” said Chad Connelly, a former South Carolina ...

‘There’s just no excitement’: Retail politics takes a nosedive in a Trump-dominated campaign

Oct. 17 (UPI) --Retail sales in the United States rose 0.7% in September, more than doubling the growth anticipated by economists in a stronger-than-expected report, the Commerce Department said ...

U.S. September retail sales rose 0.7% beating expectations

Looking Long-Term: Emphasizing People Over Profit A ton has been written about the employee experience lately, including in this newsletter. One of the prevailing attitudes of the last decade-plus has been “invest in your people.” The idea is to develop the talent you’ve hired so that they can become the next generation of leaders for your company. The problem is a lot of that writing is rather disingenuous. It still positions the issue as a business case; develop your people, and you’ll receive an ROI through increased profit. This isn’t a new emphasis, then, just a different mechanism of the industry to try and pry as much money out of the system as possible. It masquerades as a selfless technique but is just the same brand of capitalism with a better marketing spin. I’m not here to tell you to avoid capitalistic tendencies. Far from it. But after , CEO of Homeboy Industries, I’ve started thinking that maybe we need to reconsider how we’ve been defining profit altogether. sitting down with Thomas Vozzo Changing the Mission See, Thomas left behind a well-paying corporate life with Aramark and now helps convicted gang members find stable employment and career growth. It is a massive shift—one that he doesn’t even take a salary for. He realized during his for-profit career that regardless of whether a company splashed inspirational vision statements across its website, they all shared the same core mission: increasing shareholder value. That is the true motivation behind every decision, including those branded as “employee-centered.” Sure, it’s nice to think that your team has a more rewarding career path and work-life balance, but too often, those are offered as a means to things like: Increased retention Improved recruitment Higher productivity Enhanced efficiency I believe we need to start flipping the priorities. These should be the byproducts, not the expectation. The primary focus should be nurturing our people, treating them with the dignity they deserve, creating a positive work environment, and instilling trust and mutual respect. Redefining Profit Maybe we need a new term entirely, but the key thing that I’ve realized is profit doesn’t need to be about money. You and your company can profit in lots of different ways. Satisfaction in maintaining an ethical, responsible business Pride in offering great products or services Joy in seeing your employees grow and succeed Fulfillment garnered from building a positive company culture These are all profits that can't be measured in dollars. Many of them might not even move the needle financially, or perhaps they even cost the company some sliver of margin. But that’s where the real change needs to come. The balance sheet can’t solely look at financial reports anymore. We’ve come too far, this isn’t the industrial revolution anymore. Humanizing the Workplace A is titled "Five Reasons Employees Are Your Company's No. 1 Asset." I've written similar things here, and I'm sure you've heard the Anne. M Mulachy (CEO of Xerox) quote: 2019 Forbes article "Employees are a company’s greatest asset—they’re your competitive advantage. You want to attract and retain the best; provide them with encouragement, stimulus and make them feel that they are an integral part of the company’s mission." Notice that? “Competitive advantage.” People aren’t a competitive advantage, they’re people. We need to stop reducing employees to commodities and start treating them as human beings with their own needs, desires, and aspirations. Success is when we get them to thrive, not just within the company’s profit margins but as individuals. When their personal growth, their happiness, their health, and their families become as important (if not more) than the bottom line. Our workplaces should be spaces where people are encouraged to learn, grow, and experiment rather than engines of productivity designed to extract as much value as possible. The Endgame My point is that the more we prioritize people over profits, the better our world will become. Not only in terms of economic stability (which is a significant part) but also in the internal richness of a cohesive, loyal, and happy workforce. We create a legacy not just about figures on a balance sheet but the difference we've made in people's lives. Bottom line: Businesses can—and should—do well and do good, it doesn’t have to be an either/or situation. So how do we get there? We need to instill three pillars in every company, big or small. Practices for Prioritizing People Stop with the empty promises. A healthy benefits package, flexible time off policy, or continuing education budgets are good perks, but just surface-level changes. Businesses must dig deeper to authentically align their practices with principles that respect and celebrate human dignity. We need to implement real strategies that foster a positive, nurturing environment. These strategies must be built on genuine values that will guide the company. 1. Authenticity This is where real motives will be tested. If you are authentically invested in your team, it will be evidenced in your actions. Genuine care for the well-being of your employees should take precedence over any other benefit your company might gain from having a happy and engaged workforce. Authenticity breeds trust and loyalty, fostering an environment that motivates workers to give their best. In practice, this means being transparent about company operations and decisions, acknowledging employee contributions, and creating an open dialogue. It's about being real, both in success and failure. If an employee needs time to deal with personal matters, let them—without any strings attached. If someone has done remarkable work, celebrate them openly. In difficult times, be honest about the challenges and involve your team in finding solutions. 2. Embrace Love For some, this will mean divine love. Thomas was convinced to take the role with Homeboy because he wanted to be closer to Father Gregory Boyle, the founder. He put his own spiritual journey ahead of the salary of his former career. But for others, it can mean simply respecting and admiring the people around you. This shouldn't be just a vague concept but a lived experience within your business. Encourage team members to support each other professionally and personally, celebrating small victories and lending a hand in times of difficulty. It also means creating an environment that promotes collaboration and mutual respect and setting company policies prioritizing human values over profits. How does this look in practice? It could mean offering mental health days, providing resources for spiritual or emotional growth, or creating safe spaces for open dialogue and sharing. Most importantly, it embeds compassion, understanding, and genuine care into your company's culture. 3. Generosity No, I don't mean simply offering higher salaries to your employees (though fair compensation is vital). In this context, generosity refers to creating a culture of giving within the business environment. This can (and should) involve giving back to the community, but it doesn’t necessarily mean you have to become a charity. It comes down to changing from an extractive mindset to one of sharing. This could translate to profit-sharing schemes, offering your products or services to those in need, or creating opportunities for staff to volunteer or support good causes in their spare time. Each of these strategies may mean less profit in the short term. But by practicing generosity, businesses can foster long-term loyalty, stimulate creativity, and improve overall happiness. This does more than just make business sense—it makes a real difference in the lives of your employees and creates a spirit that can ripple out into the wider community. Business should not be about squeezing as much as possible out of people but about bringing out the best in them. Committing to a New Landscape Three things are written about constantly these days: Living wage Flexible scheduling Upward mobility These are excellent values for a company to chase. If they offer all three, the culture and success within the company are almost guaranteed. But it won’t necessarily significantly impact the rest of our world. Thomas’ plea, which I’m now fully onboard with, is for more organizations to provide these things to people who would otherwise not have access to them. It’s one thing to offer upward mobility to a graduate of a prestigious university. It’s entirely another to offer it to a high school dropout. I’m not saying every organization needs to rehabilitate convicted felons, like Homeboy Industries, but hiring practices too often target the privileged and overlook those with less traditional credentials or non-linear career paths. Every company should challenge itself to break the pattern of hiring from the same talent pools and explore the wonders that come from staff diversity in all its forms—race, gender, education, life experiences, and more. This act of radical inclusivity is the real competitive advantage and is not about the bottom line. It’s about pushing against societal inequities and helping people in real, meaningful ways. Final Thoughts It was an inspiring conversation you should listen to fully if you want to hear more of Thomas’ thoughts. Head over to the , where we spoke for over an hour about his journey and how he now frames his mission. Success Story YouTube page I’m going to keep contemplating how I can prioritize people in my own business and start effecting the change that we all agree needs to happen. If you enjoyed this article, I’d love to hear from you. Write me at or at me , and I’ll do my best to get back to everyone! scott@scottdclary.com tweet @ScottDClary

We Need to Emphasize People Over Profit

আমরা লাভের উপরে লোকেদের উপর জোর দিতে হবে

Wir müssen den Menschen über den Profit stellen

Necesitamos enfatizar a las personas sobre las ganancias

Nous devons mettre l'accent sur les gens plutôt que sur le profit

हमें लाभ से अधिक लोगों पर जोर देने की जरूरत है

利益よりも人材を重視する必要がある

우리는 이익보다 사람을 강조해야 합니다

Precisamos enfatizar as pessoas sobre o lucro

Kârdan Önce İnsanı Öne Çıkarmamız Gerekiyor

Chúng ta cần nhấn mạnh con người hơn lợi nhuận

我们需要强调人而不是利润

Gone are the days of turning a blind eye. More than ever, company executives, officers, and leaders are being held accountable for their actions. Plus, a CEO in hot water means the company faces repercussions too. A leader’s reputation is often linked to the company’s values — or even the bottom line. Whether it’s entanglements of scandal and sexual harassment or employees speaking out against unfair treatment, actions (and words) speak volumes. Besides, consumers can see right through the so-called public image. Movements, such as #MeToo and Time’s Up, are helping to shift and combat power imbalances of company higher-ups. In 2019 alone, resigned or stepped down, with tech being one of the highest sectors. 1,640 CEOs Although a typical CEO remains in the role for about , legal issues pose major threats to these positions and, ultimately, company or shareholder value. seven years Below, we dive into major CEO or company lawsuit examples that any leader can learn a lesson from. 1. Sell truthfully. Juul, the popular e-cigarette company, has faced major heat since its inception. Not only was there a vaping crisis where Congress and the Federal Drug Administration stepped in, but Juul was under pressure for allegedly . marketing to young teens Former Juul executive, Siddharth Breja, claims he was fired in retaliation for raising concerns that Juul allegedly sold contaminated mint-flavored pods and refused to recall them. Amidst the “culture of intimidation” claims and rising scrutiny around the vaping industry, CEO Kevin Burns eventually stepped down from his role. 2. Be careful what you Tweet about. Elon Musk, the Co-Founder and CEO of Tesla, is known to take to Twitter to share eccentric updates, responses, or funny memes. Musk, however, faced a lawsuit from the Securities Exchange Commission after he tweeted that he was considering taking the company private. The Tweet surprised investors, analysts, and Tesla’s board of directors and because of it, Musk was sued for sharing false or misleading statements. Musk backtracked on the statement and settled with the Securities Exchange Commission by agreeing to pay a $20 million fine. Soon after, he as chairman of the company’s board. stepped down 3. Abide by company policies. Steve Easterbrook, the ex-CEO of McDonald’s, was sued by the company for violating its personal conduct policies. After investigations, the fast-food giant reported that Easterbrook allegedly had relationships with three employees (one of which he granted stock options to). The lawsuit also indicates that Easterbrook lied about the relationships and attempted to erase any evidence that they occurred. Today, leaders face repercussions for not just acting inappropriately, but also for failing to be transparent and honest. 4. Cultivate a positive, uplifting work environment. Away is a direct-to-consumer luggage brand known for its suitcases and bags “built for modern travel.” However, the female-founded company that hoped to cultivate a vision of inclusive travel was actually in internal turmoil. Steph Korey, the former co-CEO, after former employees spoke up and released Slack messages that The Verge then published in an article. The messages gave a glimpse into the toxic company culture and management style. Shortly after resigning and issuing an apology, Korey claimed that she made a mistake in leaving and returned to her role. stepped down Korey took to Instagram to publish stories criticizing how the media portrays female founders (saying females are targeted since stories about them get more “clicks”), which upset Away employees and “reflected poorly on the company.” Following this backlash, a spokesperson reported that Korey will forfeit all CEO responsibilities by the end of 2020, and Stuart Haselden will take over as the sole CEO. 5. Stay true to your company’s core values. The Wing is a female-focused co-working space with offices in major cities such as NYC, San Francisco, L.A., Chicago, and more. Co-Founder, Audrey Gelman, started The Wing with the goal of it being a “utopia” for women. However, despite this goal and with its women-only policy came backlash. In 2018, The Wing faced a alleging its “illegal discrimination against men.” This wasn’t the last of the issues for the co-working collaborative. Amidst employee reports that the company fails to “practice the intersectional feminism that it preaches,” specifically to women of color, Gelman resigned from her position. $12 million lawsuit Following the announcement, employees felt the resignation wasn’t enough. They issued a statement and petition outlining their demands and staged a in solidarity with their colleagues. digital walkout 6. Be transparent about decisions. Aramark Corporation, the food, facility, and uniform services provider, faced employee lawsuits when the company failed to pay out performance-based bonuses for many of its managers. The managers raised concerns that they weren’t aware of the change, some of which lost up to 20% of their expected annual compensation. There was alleged controversy around Eric Foss, the former CEO, and his abrupt departure from the company shortly after the lawsuit was filed. Aramark eventually agreed to settle the lawsuit for and the settlement is expected to benefit over 4,000 current and former employees. $21 million 7. Honor employee rights. The former SoulCycle CEO, Melanie Whelan, faced legal complaints accusing her of making offensive comments to a senior VP about paternity leave. A former executive with the Equal Employment Opportunity Commission accusing SoulCycle of . She claimed she was demoted after disclosing that she was pregnant and then fired 32 days after giving birth. issued a complaint pregnancy discrimination A spokesperson from the spin-focused studio chain responded that the company “strongly disagrees with the accusations.” Whelan eventually stepped down as CEO due to a reported decline in memberships. 8. Always do your due diligence. Care.com is an online resource that helps families find and manage caregiving services. An investigative piece by found instances where caregivers listed on Care.com had police records and were accused of committing crimes while caring for people. The Wall Street Journal While there was no official lawsuit, Care.com responded by removing tens of thousands of unverified providers, implementing new security policies, and releasing a clarifying statement that it did not verify the information for each center. Although Sheila Lirio Marcelo did not state these reports were the reason, the former CEO soon after stepped down and will shift to a new position as an executive chairwoman. 9. Follow through on payment policies. Instacart, the grocery delivery app, faced a class-action lawsuit over employee wages and tips. Drivers and shoppers spoke out against Instacart’s practices, alleging that the company “intentionally and maliciously misappropriated gratuities in order to pay plaintiff’s wages even though Instacart maintained that 100 percent of customer tips went directly to shoppers.” Instacart has faced an employment case in the past too, settling for in 2017. $4.6 million Instacart CEO, Apoorva Mehta, immediately released a blog post of the company’s actions in response to employee frustrations. The post guarantees higher base compensation for shoppers and that they will no longer include tips in the base pay. 10. Speak up for what’s right. Silicon Valley has long been known for the and the gender bias that comes with it. Pinterest is now a part of the list, facing a from the former COO Francoise Brougher, accusing the social giant of gender discrimination and retaliation. Brougher alleges that she refused to “ ,” and because of it was left out of important company decisions. Brougher, who worked as COO for two years, reports she was wrongfully terminated in April 2020 for objecting and speaking out against the treatment. tech gender gap lawsuit take a back seat to her male peers “Pinterest’s female executives, even at the highest levels, are marginalized, excluded, and silenced,” Brougher said in a . “According to Pinterest, I was fired not for the results I achieved, but for not being ‘collaborative.’ I believe that I was fired for speaking out about the rampant discrimination, hostile work environment, and misogyny that permeates Pinterest.” statement published on Medium 11. Be proactive in diversity and inclusion. increasing Among other major company lawsuits (such as Facebook) that were filed against directors or boards for diversity or race-related issues, Qualcomm also faced a . A shareholder filed against the company’s board alleging that the company’s directors violated their duties to the company and shareholders by falling short of stated objectives on diversity and inclusion. derivative lawsuit The complaint also alleges they have failed to include a single African American either on the board or among the company’s senior officers, despite the company’s efforts to increase diversity. In today’s world, it’s not just the duty of company leaders to improve their companies, but they are being held accountable to live up to promises. Whether you run a public company or are launching your new startup, secure to help protect your company leaders and business in the event of a crisis or scandal. D&O insurance

11 Reasons Why CEOs Got Fired And Companies Got Sued in 2020

Photo by Sincerely Media A lot of musicians today face their greatest fears during the pandemic: everything is closed, there are no concerts and all their students are in self-isolation. We’ve all been asking ourselves: how can I earn some extra money during the lockdown? Today we’ll try to answer this question. We’ll take a look at five different platforms that allow you to promote your skills, build your fan-base and earn money by performing, teaching and composing online. There will also be some examples of musicians who managed to build their success around these platforms. So stay tuned! IMSLP or MuseScore (+YouTube optionally) imslp.org and musescore.com are two websites for composers to promote their music on. IMSLP and MuseScore are platforms which allow you to upload your scores, and thousands of musicians all around the world can download your music for free. In addition to promoting your music on Musescore or IMSLP, consider sharing a recording on Youtube.  A live performance adds validity to your sheet music! The concept is easy: musicians can get your scores for free, and for you this means a free performance or recording that promotes your work. What’s great about MuseScore is that they also have a Community feature: you can add a discussion to notify people that you have a new piece coming right up. Michio Aramaki is a composer from Japan, who promotes his works on and . His sheet music gets up to thousands of downloads per piece. For example, his Woodwind Trio, op.1 has almost 2000 downloads. It’s a rare line-up for a wind ensemble, and that’s why musicians are paying extra attention to this piece. IMSLP Facebook So here is a tip: try composing music for rare instruments or ensembles; it’s going to help you to draw more attention to your work. reddit.com/r/Music Reddit is a big platform for any discussion on the Internet. r/music subreddit has over 26 millions followers! It’s a great opportunity to promote your music there for free. For example, here’s a by composer and pianist Bruce Hornsby promoting his new album “Non-Secure Connection” on this subreddit. In the thread he shares some links for the followers to listen to his album and engages them to ask him any questions. thread As the thread gained over 300 comments, it was pinned by moderators for several days. Every person who went on r/music, while the thread was pinned, saw Bruce’s post first. It was a free promotion for him! Though you have to be careful about self-promotion on Reddit: there are strict rules for each community, and you have to follow them to be seen and heard. Ultimate Guitar Ultimate Guitar is a platform for guitar and piano players. There are tabs, forums and articles, but today we will be talking specifically about shots. Ultimate Guitar’s shots are an online version of an open mic. You can perform your music to millions of people and connect with them in comments. UG also features best shots on the main page of the app. If your shot gets a lot of views, likes and comments, UG’s editors will add your clip to the main page, where more people will watch it. Here’s an amazing example of promoting your art via shots: Declan Cosgrove, a guitar and piano player, uploaded a clip of him playing and singing Hallelujah to promote his . free courses His blew up, got a lot of likes, comments and over 11k views, and ended up on the main page of the app. Declan drew attention to his free courses with one 30 seconds clip. Watch and learn! shot We’ve talked enough about your skills. What about and gaining money? Here are two different platforms to sell your courses, your music and your performance online! promoting selling your work Fiverr Fiverr is a platform for buying and selling freelance works. There is a broad range of : from music transcription and beat making to songwriting and online music lessons. If you have mastered a skill, you can teach it or sell it on Fiverr. music and audio services Here’s an example for you: a user called offers a jingle or intro production on the platform starting at $15. He even appeared in a on Safiya Nygaard’s channel a couple years ago. In the video Safiya ordered an intro song for her channel by androzguitar. androzguitar YouTube video The video became viral (right now it has over 11 million views), and androzguitar went from having 400 orders to over 1000 orders just by selling his work. He is now one of the top-rated music freelancers on the platform. So his hard work paid off. Udemy Udemy.com is a website that allows you to create and sell courses on their platform. If you know how to play an instrument, how to sing or compose, if you have knowledge of music production or DJing, you can make a course and sell it on Udemy. Here is a piano course called made by Robin Hall. His course has over 280 thousand students with a 4,6 rating on the platform. It’s a truly successful freelance work and we hope it inspires you to sell your skills and knowledge online. Pianoforall And if you decide to sell your works, try out the platforms we recommended for promoting your music, and let us know how it goes. Maybe you will be featured in our next article about successful musicians! Stay safe, healthy and inspired. We wish you all good luck!

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