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Restaurant General Manager
Summary
Restaurant General Manager
| Salary | Competitive salary |
| Schedule | Full Time |
| Experience | Minimum 5 years of experience |
| Location | 30 St Marks Pl, New York, NY 10003, USA |
Restaurant General Manager
Description
A family owned and operated quick service restaurant with both corporate and franchise locations. We have been serving high-quality Middle Eastern cuisine made from scratch using family recipes for over 45 years and have grown into a premier brand. Our goal is to serve exceptional food enhanced by a level of service and hospitality normally not associated with quick casual dining.
JOB TITLE: General Manager
ACCOUNTABILITY: Director of Operations
ESSENTIAL FUNCTIONS OF THE JOB:
• The ability to speak, see, hear, read, and write.
• Mobility and manual dexterity.
• The ability to bend, stoop, perform extensive walking, and up to 10 hours a day or more standing and/or performing other physical tasks as needed.
• The ability to comprehend and articulate complex ideas.
• The ability to travel to various locations locally and nationwide.
• The ability to work at least 50 hours a week or more as needed.
OVERALL RESPONSIBILITIES:
• Overall performance of the unit
• Proficiency at all levels, including recipe knowledge, service standards, sanitation practices, Front of House (FOH), and Kitchen management functions.
• Develop and meet financial targets and goals.
• Ensure proper staffing and training of employees and management personnel in the unit.
• Aware and responsible for the quality of kitchen operations
• Oversee and ensure that all staff are performing all areas of job responsibility
• Ensure all Standard Operating Procedures are upheld
• Ensure weekly staff meetings are ongoing and productive
• Assist with other projects as assigned.
SPECIFIC RESPONSIBILITIES:
I. General
A. Proficiency in all FOH and Back of House (BOH) computer functions.
B. Responsible for participating in sales building initiatives. Plan and implement methods for increasing sales through local marketing efforts.
II. Financial
A. Sales - Review daily sales figures, comparing to budget, last week and previous years. Record and send daily sales and labor report. Discuss issues with other managers at weekly meetings.
Communicate action plans to team and Owner / Franchisee.
B. Labor - Review all schedules prior to posting. Review daily and weekly labor figures, comparing to budget and projections, as well as previous week. Discuss issues regarding overtime, training
expenses with other managers. Be sure to review labor hours in addition to dollars and percentages to address productivity levels. At the end of each pay period, review all employee hours and rates prior to sending payroll. Communicate action plans to Owner / Franchisee.
C. Cost of Goods Sold - Conduct daily and weekly food and beverage inventory. Review the weekly cost of goods sold, comparing to budget, last week. Investigate reasons for high costs. Maintain proper procedures for daily invoice review and logging, price review, ordering/receiving, tracking waste and spoilage, setting par levels, daily production checklists, and portioning control. Communicate action plans to Owner / Franchisee.
D. Controllables - Track unit expenditures on a weekly basis to accurately reflect and assure period costs and assure period targets are met. Investigate reasons for high costs and communicate the action plans to the Director of Operations. Maintain proper par levels while meeting targets for all direct expenses such as disposables, retail items, office supplies, uniforms, small wares.
E. P & L Review – Create P & L and review weekly with the management team. Communicate action plans to Franchisee / Owner.
F. Budget – Assist with the creation of the store budget. Review budget weekly to ensure the unit is meeting targets.
III. Operations
A. Staff Performance - Ensure the quality of the staff by assessing performance and being “on the floor”. Review shopper’s reports with other managers and staff; document service and performance issues from these reports, both positive and negative. Ensure staff is trained in proper guest relations and all guest complaints are handled properly by staff and management.
B. Food Quality – Ensure food handling and presentation procedures are upheld at all times.
Conduct line checks on all shifts and ensure that all recipe and food preparation standards are being complied with.
C. Unit Cleanliness – Maintain FOH and BOH cleaning lists and schedules. Conduct a daily walk- through to assure projects are being completed; follow-up with the performance of cleaning crew.
Communicate action plans to Franchisee / Owner.
D. Repairs and Maintenance – Maintain the facility by ensuring all repair work needed is completed. Call for authorization on any repairs exceeding $250. Review all invoices to ensure accuracy and completion of work. Ensure all warranty work is done by the correct vendor and the bill is properly priced to reflect work covered by warranty.
E. Training and Development – Ensure employee and management training is ongoing and proper programs are being followed. Ensure all employees have completed the required tests and certification programs. Employee development is achieved through observation shifts with individuals, ensuring that standards are being met. Ensure employee coaching and counseling occurs through frequent oral and written feedback.
IV. Personnel/Human Resources Development
A. Complete Employee and Management Performance Appraisals on time and use to create action plan for personal development.
B. Encourage team motivation and collaboration through coaching and positive feedback.
C. Ensure the unit operates with zero tolerance for harassment. Ensure all employees are trained in maintaining a professional atmosphere. Follow-up on all complaints of harassment and immediately report any incidents to Franchisee / Owner.
D. Maintain an “open door” policy with all staff and ensure all managers are maintaining the same policy with the staff. Ensure follow-up occurs.
E. Enforce and document progressive discipline policy in a uniform and consistent manner.
F. Develop all staff in areas needed for their advancement to the next level.
G. Identify hiring needs and maintain proper staffing levels. Utilize Behavioral Based Interviewing procedures to choose the best candidates for the positions. Always be on the lookout and ready to make room for strong employees. Utilize outside recruiting efforts through Franchisee / Owner when necessary.
H. Ensure employee files are current with proper and complete documentation. All termination paperwork must be filed separately in the appropriate file.
I. Ensure insurance enrollment procedures are maintained at the unit level.
J. Ensure safety practices are in place and followed. Follow proper procedures for all employee and guest accidents/incidents. Maintain proper file of the required paperwork for worker’s compensation issues. Maintain OSHA log and all federally required posters for employee review.
K. Ensure that all company policies as stated in the employee manual and addendums are upheld and enforced on a consistent and uniform basis.
V. Administration
A. Maintain constant communication with all management through proper use of the Manager’s Log.
Utilize Log to document employee issues (lateness, tardiness, and performance issues), food
issues (items out of stock, line check notes about quality), sales, labor, and other pertinent information.
B. Ensure weekly and period paperwork is accurate and completed on time. E-mail / fax the necessary information to proper places.
C. Ensure proper cash handling procedures are followed, including cash-outs, counting banks, counting safe, and completing change orders.
D. Maintain organized office area and files. Ensure documents are placed in the proper file/book.
Maintain archived paperwork as required.
Job Type: Full-time
Salary: $60,000.00 to $70,000.00 /year
JOB TITLE: General Manager
ACCOUNTABILITY: Director of Operations
ESSENTIAL FUNCTIONS OF THE JOB:
• The ability to speak, see, hear, read, and write.
• Mobility and manual dexterity.
• The ability to bend, stoop, perform extensive walking, and up to 10 hours a day or more standing and/or performing other physical tasks as needed.
• The ability to comprehend and articulate complex ideas.
• The ability to travel to various locations locally and nationwide.
• The ability to work at least 50 hours a week or more as needed.
OVERALL RESPONSIBILITIES:
• Overall performance of the unit
• Proficiency at all levels, including recipe knowledge, service standards, sanitation practices, Front of House (FOH), and Kitchen management functions.
• Develop and meet financial targets and goals.
• Ensure proper staffing and training of employees and management personnel in the unit.
• Aware and responsible for the quality of kitchen operations
• Oversee and ensure that all staff are performing all areas of job responsibility
• Ensure all Standard Operating Procedures are upheld
• Ensure weekly staff meetings are ongoing and productive
• Assist with other projects as assigned.
SPECIFIC RESPONSIBILITIES:
I. General
A. Proficiency in all FOH and Back of House (BOH) computer functions.
B. Responsible for participating in sales building initiatives. Plan and implement methods for increasing sales through local marketing efforts.
II. Financial
A. Sales - Review daily sales figures, comparing to budget, last week and previous years. Record and send daily sales and labor report. Discuss issues with other managers at weekly meetings.
Communicate action plans to team and Owner / Franchisee.
B. Labor - Review all schedules prior to posting. Review daily and weekly labor figures, comparing to budget and projections, as well as previous week. Discuss issues regarding overtime, training
expenses with other managers. Be sure to review labor hours in addition to dollars and percentages to address productivity levels. At the end of each pay period, review all employee hours and rates prior to sending payroll. Communicate action plans to Owner / Franchisee.
C. Cost of Goods Sold - Conduct daily and weekly food and beverage inventory. Review the weekly cost of goods sold, comparing to budget, last week. Investigate reasons for high costs. Maintain proper procedures for daily invoice review and logging, price review, ordering/receiving, tracking waste and spoilage, setting par levels, daily production checklists, and portioning control. Communicate action plans to Owner / Franchisee.
D. Controllables - Track unit expenditures on a weekly basis to accurately reflect and assure period costs and assure period targets are met. Investigate reasons for high costs and communicate the action plans to the Director of Operations. Maintain proper par levels while meeting targets for all direct expenses such as disposables, retail items, office supplies, uniforms, small wares.
E. P & L Review – Create P & L and review weekly with the management team. Communicate action plans to Franchisee / Owner.
F. Budget – Assist with the creation of the store budget. Review budget weekly to ensure the unit is meeting targets.
III. Operations
A. Staff Performance - Ensure the quality of the staff by assessing performance and being “on the floor”. Review shopper’s reports with other managers and staff; document service and performance issues from these reports, both positive and negative. Ensure staff is trained in proper guest relations and all guest complaints are handled properly by staff and management.
B. Food Quality – Ensure food handling and presentation procedures are upheld at all times.
Conduct line checks on all shifts and ensure that all recipe and food preparation standards are being complied with.
C. Unit Cleanliness – Maintain FOH and BOH cleaning lists and schedules. Conduct a daily walk- through to assure projects are being completed; follow-up with the performance of cleaning crew.
Communicate action plans to Franchisee / Owner.
D. Repairs and Maintenance – Maintain the facility by ensuring all repair work needed is completed. Call for authorization on any repairs exceeding $250. Review all invoices to ensure accuracy and completion of work. Ensure all warranty work is done by the correct vendor and the bill is properly priced to reflect work covered by warranty.
E. Training and Development – Ensure employee and management training is ongoing and proper programs are being followed. Ensure all employees have completed the required tests and certification programs. Employee development is achieved through observation shifts with individuals, ensuring that standards are being met. Ensure employee coaching and counseling occurs through frequent oral and written feedback.
IV. Personnel/Human Resources Development
A. Complete Employee and Management Performance Appraisals on time and use to create action plan for personal development.
B. Encourage team motivation and collaboration through coaching and positive feedback.
C. Ensure the unit operates with zero tolerance for harassment. Ensure all employees are trained in maintaining a professional atmosphere. Follow-up on all complaints of harassment and immediately report any incidents to Franchisee / Owner.
D. Maintain an “open door” policy with all staff and ensure all managers are maintaining the same policy with the staff. Ensure follow-up occurs.
E. Enforce and document progressive discipline policy in a uniform and consistent manner.
F. Develop all staff in areas needed for their advancement to the next level.
G. Identify hiring needs and maintain proper staffing levels. Utilize Behavioral Based Interviewing procedures to choose the best candidates for the positions. Always be on the lookout and ready to make room for strong employees. Utilize outside recruiting efforts through Franchisee / Owner when necessary.
H. Ensure employee files are current with proper and complete documentation. All termination paperwork must be filed separately in the appropriate file.
I. Ensure insurance enrollment procedures are maintained at the unit level.
J. Ensure safety practices are in place and followed. Follow proper procedures for all employee and guest accidents/incidents. Maintain proper file of the required paperwork for worker’s compensation issues. Maintain OSHA log and all federally required posters for employee review.
K. Ensure that all company policies as stated in the employee manual and addendums are upheld and enforced on a consistent and uniform basis.
V. Administration
A. Maintain constant communication with all management through proper use of the Manager’s Log.
Utilize Log to document employee issues (lateness, tardiness, and performance issues), food
issues (items out of stock, line check notes about quality), sales, labor, and other pertinent information.
B. Ensure weekly and period paperwork is accurate and completed on time. E-mail / fax the necessary information to proper places.
C. Ensure proper cash handling procedures are followed, including cash-outs, counting banks, counting safe, and completing change orders.
D. Maintain organized office area and files. Ensure documents are placed in the proper file/book.
Maintain archived paperwork as required.
Job Type: Full-time
Salary: $60,000.00 to $70,000.00 /year
A family owned and operated quick service restaurant with both corporate and franchise locations. We have been serving high-quality Middle Eastern cuisine made from scratch using family recipes for over 45 years and have grown into a premier brand. Our goal is to serve exceptional food enhanced by a level of service and hospitality normally not associated with quick casual dining.
JOB TITLE: General Manager
ACCOUNTABILITY: Director of Operations
ESSENTIAL FUNCTIONS OF THE JOB:
• The ability to speak, see, hear, read, and write.
• Mobility and manual dexterity.
• The ability to bend, stoop, perform extensive walking, and up to 10 hours a day or more standing and/or performing other physical tasks as needed.
• The ability to comprehend and articulate complex ideas.
• The ability to travel to various locations locally and nationwide.
• The ability to work at least 50 hours a week or more as needed.
OVERALL RESPONSIBILITIES:
• Overall performance of the unit
• Proficiency at all levels, including recipe knowledge, service standards, sanitation practices, Front of House (FOH), and Kitchen management functions.
• Develop and meet financial targets and goals.
• Ensure proper staffing and training of employees and management personnel in the unit.
• Aware and responsible for the quality of kitchen operations
• Oversee and ensure that all staff are performing all areas of job responsibility
• Ensure all Standard Operating Procedures are upheld
• Ensure weekly staff meetings are ongoing and productive
• Assist with other projects as assigned.
SPECIFIC RESPONSIBILITIES:
I. General
A. Proficiency in all FOH and Back of House (BOH) computer functions.
B. Responsible for participating in sales building initiatives. Plan and implement methods for increasing sales through local marketing efforts.
II. Financial
A. Sales - Review daily sales figures, comparing to budget, last week and previous years. Record and send daily sales and labor report. Discuss issues with other managers at weekly meetings.
Communicate action plans to team and Owner / Franchisee.
B. Labor - Review all schedules prior to posting. Review daily and weekly labor figures, comparing to budget and projections, as well as previous week. Discuss issues regarding overtime, training
expenses with other managers. Be sure to review labor hours in addition to dollars and percentages to address productivity levels. At the end of each pay period, review all employee hours and rates prior to sending payroll. Communicate action plans to Owner / Franchisee.
C. Cost of Goods Sold - Conduct daily and weekly food and beverage inventory. Review the weekly cost of goods sold, comparing to budget, last week. Investigate reasons for high costs. Maintain proper procedures for daily invoice review and logging, price review, ordering/receiving, tracking waste and spoilage, setting par levels, daily production checklists, and portioning control. Communicate action plans to Owner / Franchisee.
D. Controllables - Track unit expenditures on a weekly basis to accurately reflect and assure period costs and assure period targets are met. Investigate reasons for high costs and communicate the action plans to the Director of Operations. Maintain proper par levels while meeting targets for all direct expenses such as disposables, retail items, office supplies, uniforms, small wares.
E. P & L Review – Create P & L and review weekly with the management team. Communicate action plans to Franchisee / Owner.
F. Budget – Assist with the creation of the store budget. Review budget weekly to ensure the unit is meeting targets.
III. Operations
A. Staff Performance - Ensure the quality of the staff by assessing performance and being “on the floor”. Review shopper’s reports with other managers and staff; document service and performance issues from these reports, both positive and negative. Ensure staff is trained in proper guest relations and all guest complaints are handled properly by staff and management.
B. Food Quality – Ensure food handling and presentation procedures are upheld at all times.
Conduct line checks on all shifts and ensure that all recipe and food preparation standards are being complied with.
C. Unit Cleanliness – Maintain FOH and BOH cleaning lists and schedules. Conduct a daily walk- through to assure projects are being completed; follow-up with the performance of cleaning crew.
Communicate action plans to Franchisee / Owner.
D. Repairs and Maintenance – Maintain the facility by ensuring all repair work needed is completed. Call for authorization on any repairs exceeding $250. Review all invoices to ensure accuracy and completion of work. Ensure all warranty work is done by the correct vendor and the bill is properly priced to reflect work covered by warranty.
E. Training and Development – Ensure employee and management training is ongoing and proper programs are being followed. Ensure all employees have completed the required tests and certification programs. Employee development is achieved through observation shifts with individuals, ensuring that standards are being met. Ensure employee coaching and counseling occurs through frequent oral and written feedback.
IV. Personnel/Human Resources Development
A. Complete Employee and Management Performance Appraisals on time and use to create action plan for personal development.
B. Encourage team motivation and collaboration through coaching and positive feedback.
C. Ensure the unit operates with zero tolerance for harassment. Ensure all employees are trained in maintaining a professional atmosphere. Follow-up on all complaints of harassment and immediately report any incidents to Franchisee / Owner.
D. Maintain an “open door” policy with all staff and ensure all managers are maintaining the same policy with the staff. Ensure follow-up occurs.
E. Enforce and document progressive discipline policy in a uniform and consistent manner.
F. Develop all staff in areas needed for their advancement to the next level.
G. Identify hiring needs and maintain proper staffing levels. Utilize Behavioral Based Interviewing procedures to choose the best candidates for the positions. Always be on the lookout and ready to make room for strong employees. Utilize outside recruiting efforts through Franchisee / Owner when necessary.
H. Ensure employee files are current with proper and complete documentation. All termination paperwork must be filed separately in the appropriate file.
I. Ensure insurance enrollment procedures are maintained at the unit level.
J. Ensure safety practices are in place and followed. Follow proper procedures for all employee and guest accidents/incidents. Maintain proper file of the required paperwork for worker’s compensation issues. Maintain OSHA log and all federally required posters for employee review.
K. Ensure that all company policies as stated in the employee manual and addendums are upheld and enforced on a consistent and uniform basis.
V. Administration
A. Maintain constant communication with all management through proper use of the Manager’s Log.
Utilize Log to document employee issues (lateness, tardiness, and performance issues), food
issues (items out of stock, line check notes about quality), sales, labor, and other pertinent information.
B. Ensure weekly and period paperwork is accurate and completed on time. E-mail / fax the necessary information to proper places.
C. Ensure proper cash handling procedures are followed, including cash-outs, counting banks, counting safe, and completing change orders.
D. Maintain organized office area and files. Ensure documents are placed in the proper file/book.
Maintain archived paperwork as required.
Job Type: Full-time
Salary: $60,000.00 to $70,000.00 /year
JOB TITLE: General Manager
ACCOUNTABILITY: Director of Operations
ESSENTIAL FUNCTIONS OF THE JOB:
• The ability to speak, see, hear, read, and write.
• Mobility and manual dexterity.
• The ability to bend, stoop, perform extensive walking, and up to 10 hours a day or more standing and/or performing other physical tasks as needed.
• The ability to comprehend and articulate complex ideas.
• The ability to travel to various locations locally and nationwide.
• The ability to work at least 50 hours a week or more as needed.
OVERALL RESPONSIBILITIES:
• Overall performance of the unit
• Proficiency at all levels, including recipe knowledge, service standards, sanitation practices, Front of House (FOH), and Kitchen management functions.
• Develop and meet financial targets and goals.
• Ensure proper staffing and training of employees and management personnel in the unit.
• Aware and responsible for the quality of kitchen operations
• Oversee and ensure that all staff are performing all areas of job responsibility
• Ensure all Standard Operating Procedures are upheld
• Ensure weekly staff meetings are ongoing and productive
• Assist with other projects as assigned.
SPECIFIC RESPONSIBILITIES:
I. General
A. Proficiency in all FOH and Back of House (BOH) computer functions.
B. Responsible for participating in sales building initiatives. Plan and implement methods for increasing sales through local marketing efforts.
II. Financial
A. Sales - Review daily sales figures, comparing to budget, last week and previous years. Record and send daily sales and labor report. Discuss issues with other managers at weekly meetings.
Communicate action plans to team and Owner / Franchisee.
B. Labor - Review all schedules prior to posting. Review daily and weekly labor figures, comparing to budget and projections, as well as previous week. Discuss issues regarding overtime, training
expenses with other managers. Be sure to review labor hours in addition to dollars and percentages to address productivity levels. At the end of each pay period, review all employee hours and rates prior to sending payroll. Communicate action plans to Owner / Franchisee.
C. Cost of Goods Sold - Conduct daily and weekly food and beverage inventory. Review the weekly cost of goods sold, comparing to budget, last week. Investigate reasons for high costs. Maintain proper procedures for daily invoice review and logging, price review, ordering/receiving, tracking waste and spoilage, setting par levels, daily production checklists, and portioning control. Communicate action plans to Owner / Franchisee.
D. Controllables - Track unit expenditures on a weekly basis to accurately reflect and assure period costs and assure period targets are met. Investigate reasons for high costs and communicate the action plans to the Director of Operations. Maintain proper par levels while meeting targets for all direct expenses such as disposables, retail items, office supplies, uniforms, small wares.
E. P & L Review – Create P & L and review weekly with the management team. Communicate action plans to Franchisee / Owner.
F. Budget – Assist with the creation of the store budget. Review budget weekly to ensure the unit is meeting targets.
III. Operations
A. Staff Performance - Ensure the quality of the staff by assessing performance and being “on the floor”. Review shopper’s reports with other managers and staff; document service and performance issues from these reports, both positive and negative. Ensure staff is trained in proper guest relations and all guest complaints are handled properly by staff and management.
B. Food Quality – Ensure food handling and presentation procedures are upheld at all times.
Conduct line checks on all shifts and ensure that all recipe and food preparation standards are being complied with.
C. Unit Cleanliness – Maintain FOH and BOH cleaning lists and schedules. Conduct a daily walk- through to assure projects are being completed; follow-up with the performance of cleaning crew.
Communicate action plans to Franchisee / Owner.
D. Repairs and Maintenance – Maintain the facility by ensuring all repair work needed is completed. Call for authorization on any repairs exceeding $250. Review all invoices to ensure accuracy and completion of work. Ensure all warranty work is done by the correct vendor and the bill is properly priced to reflect work covered by warranty.
E. Training and Development – Ensure employee and management training is ongoing and proper programs are being followed. Ensure all employees have completed the required tests and certification programs. Employee development is achieved through observation shifts with individuals, ensuring that standards are being met. Ensure employee coaching and counseling occurs through frequent oral and written feedback.
IV. Personnel/Human Resources Development
A. Complete Employee and Management Performance Appraisals on time and use to create action plan for personal development.
B. Encourage team motivation and collaboration through coaching and positive feedback.
C. Ensure the unit operates with zero tolerance for harassment. Ensure all employees are trained in maintaining a professional atmosphere. Follow-up on all complaints of harassment and immediately report any incidents to Franchisee / Owner.
D. Maintain an “open door” policy with all staff and ensure all managers are maintaining the same policy with the staff. Ensure follow-up occurs.
E. Enforce and document progressive discipline policy in a uniform and consistent manner.
F. Develop all staff in areas needed for their advancement to the next level.
G. Identify hiring needs and maintain proper staffing levels. Utilize Behavioral Based Interviewing procedures to choose the best candidates for the positions. Always be on the lookout and ready to make room for strong employees. Utilize outside recruiting efforts through Franchisee / Owner when necessary.
H. Ensure employee files are current with proper and complete documentation. All termination paperwork must be filed separately in the appropriate file.
I. Ensure insurance enrollment procedures are maintained at the unit level.
J. Ensure safety practices are in place and followed. Follow proper procedures for all employee and guest accidents/incidents. Maintain proper file of the required paperwork for worker’s compensation issues. Maintain OSHA log and all federally required posters for employee review.
K. Ensure that all company policies as stated in the employee manual and addendums are upheld and enforced on a consistent and uniform basis.
V. Administration
A. Maintain constant communication with all management through proper use of the Manager’s Log.
Utilize Log to document employee issues (lateness, tardiness, and performance issues), food
issues (items out of stock, line check notes about quality), sales, labor, and other pertinent information.
B. Ensure weekly and period paperwork is accurate and completed on time. E-mail / fax the necessary information to proper places.
C. Ensure proper cash handling procedures are followed, including cash-outs, counting banks, counting safe, and completing change orders.
D. Maintain organized office area and files. Ensure documents are placed in the proper file/book.
Maintain archived paperwork as required.
Job Type: Full-time
Salary: $60,000.00 to $70,000.00 /year
Details
| Salary | Competitive salary |
| Schedule | Full Time |
| Experience | Minimum 5 years of experience |
| Location | 30 St Marks Pl, New York, NY 10003, USA |
Skills
Fast-Paced Experience
management
Leadership
cash handling
inventory
human resources
P&L Management
Delivery Management
hiri
By applying you confirm you have these skills.
Mamoun's Falafel
| Salary | Competitive salary |
| Schedule | Full Time |
| Experience | Minimum 5 years of experience |
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30 St Marks Pl, New York, NY 10003, USA