GAH Proactive Internal Labor Audit

• Audit Title

• Client / Site

• Location
  Address

• Conducted on

  Date

• Prepared by

• Proactive Internal Labor Audits should be performed by a supervisor on at least one of their stores each month. Any item marked as "At Risk" should have corrective actions documented. If necessary additional documentation on management or employees should be done on a separate sheet. The Proactive Internal Labor Audit should be signed by the supervisor. If the supervisor finds repeat offenses at a store, or signs of intentional misconduct, that information should be passed immediately onto the Director of Operations. Supervisors should keep a copy of this audit, along with pertinent supporting documents used to conduct the audit in their own files in case of future need.

Fair Labor Standards Act (FLSA)

• Payroll Record vs. POS Time Card: Employees paid for exact number of hours and amounts shown on time card. All discrepancies positive or negative should be documented.

  Safe

  At Risk

  N/A

• Payroll Record vs. POS Time Card: Employees compensated time and half for all overtime hours earned. Covered nonexempt employees must receive overtime pay for hours worked over 40 per workweek

  Safe

  At Risk

  N/A

• Breaks are being given and are at least 30 minutes where the employee is completely relieved of all work duties. (Review daily time sheets)

  Safe

  At Risk

  N/A
Rest and Meal Periods:
Rest periods of short duration, usually 20
minutes or less, are common in industry
(and prom
ote the efficiency of the employee) and are cust
omarily paid for as working time. These short periods
must be counted as hours worked. Unauthorized extensions
of authorized work break
s need not be counted as
hours worked when the employer has expressly and una
mbiguously communicated to the employee that the
authorized break may only last for a sp
ecific length of time, that
any extension of the break is contrary to the
employer's rules, and any extension of the break will be
punished. Bona fide meal periods (typically 30 minutes
or more) generally need not be compensated as work time. The employee must be completely relieved from
duty for the purpose of eating regular m
eals. The employee is not relieved if
he/she is required to perform any
duties, whether active or inactive, while eating.

• Labor Law Posters: Verify that the Labor Law poster is posted and up to date.

  Safe

  At Risk

  N/A

• Employment of Minors: All child labor laws are being followed and enforced.

  Safe

  At Risk

  N/A

• Employees are paid for authorized training/travel time outside of the store.

  Safe

  At Risk

  N/A

Accounting

• Labor goals are being consistently reached.

  Yes

  No

  N/A

• Overtime goals are being consistently reached.

  Yes

  No

  N/A

• Tip Reporting: Minimum wage is being met by all tipped employees. Employer is not having to make up difference in minimum wage gap on payrolls.

  Yes

  No

  N/A

• Tip Reporting: Carhops are reporting appropriate tips, and these match what is being reported to payroll.

  Safe

  At Risk

  N/A

• Paid Outs: No checks or cash paid out to salary/hourly employees for contract labor (Ex. $100 to paint the menu poles; $50 to pressure wash).

  Safe

  At Risk

  N/A

• Payroll Processing: Payroll is completed on time and does not require additional payrolls to be run due to administrative error.

  Safe

  At Risk

  N/A

• Employees are correctly classified in payroll website. (i.e. FT, PT, position, etc.)

  Yes

  No

  N/A

Scheduling

• Weekly schedule is turned in to supervisor by noon each Saturday with GM schedule included.

  Yes

  No

  N/A

• Approved scheduling program is being utilized.

  Yes

  No

  N/A

• Sales Projections vs Actual Net Sales: Weekly schedule projections are being completed correctly. Sales projected should not exceed actual net sales.

  Yes

  No

  N/A

• Scheduled Hours vs. Actual Hours: Total hours worked on time sheet and payroll summary matches the total daily amount scheduled.

  Yes

  No

  N/A

• Projected Labor $ vs Actual Labor $: Total labor $ spent on time sheet/payroll summary matches the total daily amount scheduled.

  Yes

  No

  N/A

• Projected Total Labor % vs Labor Chart Goal %: Schedule that is turned in is at or below the labor chart.

  Yes

  No

  N/A

• All meetings are posted on schedule each week. (Manager meetings, Crew meetings, training, etc.)

  Yes

  No

  N/A

• Opening/Closing: Employees are leaving in a timely manner and/or not clocking in too early to open.

  Yes

  No

  N/A

• GM clocks in and out when working in their scheduled shifts.

  Yes

  No

  N/A

Employee Interview (Minimum of 3)

Employee Interview #1

• Employee #1: Are you ever required to work off the clock?

  Yes

  No

  N/A

• Employee #1: Are you allowed to leave the premises during your break?

  Yes

  No

  N/A

• Employee #1: Are you allowed to clock in earlier or later than you are scheduled without approval?

  Yes

  No

  N/A

Employee Interview #2

• Employee #2: Are you ever required to work off the clock?

  Yes

  No

  N/A

• Employee #2: Are you allowed to leave the premises during your break?

  Yes

  No

  N/A

• Employee #2: Are you allowed to clock in earlier or later than you are scheduled without approval?

  Yes

  No

  N/A

Employee Interview #1

• Employee #3: Are you ever required to work off the clock?

  Yes

  No

  N/A

• Employee #3: Are you allowed to leave the premises during your break?

  Yes

  No

  N/A

• Employee #3: Are you allowed to clock in earlier or later than you are scheduled without approval?

  Yes

  No

  N/A

• Manager on Duty

  Sign

• Supervisor

  Sign