Information
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Store #
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Audit Title
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Client / Site
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Conducted on
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Prepared by
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Location
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Personnel
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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 partner and supervisor and sent to director and Jennifer (jcarr@dlrogers.com). 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 needs
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1. Per Payroll Record: All employees paid at least minimum wage.
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2. Payroll Record vs. POS Time Card: Employees paid for exact number of hours shown on timecard. All discrepancies positive or negative should be documented.
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3. Payroll Record vs. POS Time Card: Employees compensated time and half for all overtime hours earned.
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4. POS Time Cards: All breaks are at least 30 minutes
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5. POS Time Cards: No edits that reduce the number of hours an employee worked. If any reductions exist, there should be documentation that is signed by both the manager making the changes and the employee it was changed on.
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6. Paid Outs: No checks or cash paid out to employees for contract labor (Ex. $100 to paint the menu poles).
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7. Tip Reporting: Carhops are reporting appropriate tips, and these match what is being reported to payroll.
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8. Employee Interviews: Interview no less than 4 employees.
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Are you aware and have you been advised of DLR’s zero tolerance policy regarding all levels of harrassment?
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Ever been asked to work off the clock?
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Ever been asked to not clock in at scheduled time and wait until they were busy?
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Ever been asked to take multiple break, but not be allowed to leave in case they were needed?
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9. Co-Manager Bonus: Bonus calculated properly using bonus calculation worksheet
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10. Employee Check Signoff: Sign off sheet provided with payroll should be signed by all employees including direct deposit
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11. Labor Law Posters: Verify that the Labor Law poster is up to date. Also verify that DLR compensation policy and tip reporting are posted
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12. All new hire onboarding, I9 e verify, POS input and payroll integration complete
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Names of Employees Interviewed
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Employee 1 Signature
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Employee 2 Signature
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Employee 3 Signature
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Employee 4 Signature
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Partner
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Supervisor
