Internal Controls

[minime]

I'm hoping that most of the operators that frequent this board also understand that staff can be dishonest in a variety of ways, not just product theft. We usually instate relatively strict manual policies that limit things like clocking in early for shifts and having other staff members clock in for you. Also, and here's a pet peeve of mine, I try to prevent service staff from counting tips at the end of the night while they're still on the clock. It has always really irked me, people counting their own money on my time. Anyone beleive these manuals overall are too anal an item? Everyone does agree that some parameters do need to be placed on your staff, yes?

[Frank123]

While on the subject of product theft, I am looking at two different companies that specialize in this... does anyone have any information or experience with either Bevinco (http://www.bevinco.com) or Infoco (http://www.infocoinventory.com) ? Any adivse or help would be greatly appreciated....

[JCCole49]

My experiences with Bevinco are not very good. I suggest doing self-inventory. I managed a 6-bar club and it took about 1 to 2 hours to do the inventory. Use a POS system that can generalize what you're selling (domestic, import, well liquor, etc) to compare to on-hands, and to set up pars. It is tedious work, often a barback can do it for you, but I never understood paying someone like Bevinco that amount to do it. But an owner was insistant on trying it, so I did. Often times their counts were inaccurate, mainly because they didn't know the club. So in-house was always my first option.

[David]

Minime:

Yes, I believe that we need to place responsibilities on all of the staff. If you feel that they shouldn't count their tips or whatever while they are on the clock. Explain that to them in their orientation. Have them sign off on the fact that they have read and understand your rules and expectations. We pay our staff to count their tips and to do their closing duties. As soon as they ask for their "After Shift, Thank You Shift Drink", the clock stops and they are now on their own time. What we have found out is that they will usually get their compensated work done faster if they know that they can't drink until all of their work is done.

As for the stealing of time, by having someone else clock in for them, this is not tolerable. Explain that if they are caught, both of them will be Fired. No exceptions.

I hope that this helps.

[Bart-Man]

Just as you have a par for your liquor and food inventory on a nightly basis, so should you with the time it takes with nightly cleaning and restocking duties.

Too many employees see the two o'clock bell as a reason to slow to a crawl, fool around, BS with staff, have a shift drink, count tips, etc. And you are correct, ALL ON YOUR BUCK!

I encourage a short break at the end of any busy night. Man, do they ever deserve it. But you can easily set an acceptable time limit on how long they have to clean up their bars and fill their coolers. Then, they could punch out and count tips (the one thing that is NOT in their job description). If they do not finish by that designated time, they will get clocked out anyway.

With POS systems it is increasingly easier to audit the times of even the largest of staff. Some will permit you to set windows of clocking in and out so that if this set time is deviated, a manager must do it.

I would take down the hard-copy schedule of up to 60 employees from the kitchen to the bar and check them with the “edit clock-in feature” on Aloha. From here I could conveniently view who clocked in before they were scheduled or who clocked out late. Repercussions ensued for those who came in early to eat on the clock OR who “forgot” to clock out (in which case, the system did it for you, but only at a designated time for when the system turned over. 4AM in our case. That’s an extra hour of work for security personnel if they were not audited!). Many play stupid, so it became necesarry to explain to them that this could not be tolerated. Soon, it became as natural to them as breathing.

Management simply MUST take charge of this. Employees definitely have it in their capacity to bleed you of your money if you do not take control.

[Russell]

My experience has been, your paid per shift, start at 8.30 end at 2.30 or when duties are finished. payment at end of shift, cash. (you could provide a check though.)

anyway. just my experience. helps with the time clock issue. add reprocussions for tardy people and your set.

[David]

We don't pay anyone in cash for services rendered. Not only is it illegal, it's a bookkeeping nightmare. What happens if you pay someone in cash and they get hurt while on the job? There could be some legal ramifications that are more time consuming then the time that it takes to put them on your payroll.