MDP Associate Island - Level 1

The statement is true because it clearly states that the responsibilities mentioned, such as producing weekly schedules, maintaining schedules, initiating manpower needs, spearheading hiring, maintaining personnel files, and coordinating training schedules, are all assigned to the Associate Island Manager.

Employees must have availability for 3 shifts per week. This means that they need to be able to work any combination of 3 shifts throughout the week. This requirement ensures that there is enough coverage for the different shifts and that the workload is evenly distributed among the employees. Having availability for 3 shifts allows for flexibility in scheduling and ensures that there are enough employees available to meet the demands of the business.

The statement is false because it is not standard to schedule for overtime hours during any week. Overtime hours are typically scheduled when there is a need for additional work beyond the normal working hours, such as during busy periods or when there is a backlog of work. Scheduling for overtime hours every week would indicate a consistent need for extra work, which is not standard practice in most industries.

The given statement is true because it states that the final version of the schedule should be posted by 2pm on Thursdays. This implies that there is a specific deadline for posting the schedule and it is on Thursdays at 2pm. Therefore, the statement is correct.

When faced with potential overtime issues, it is important to analyze staffing levels and manpower planning. This means evaluating the number of employees available and their ability to handle the workload without exceeding regular working hours. By doing so, organizations can identify any gaps in resources and make necessary adjustments to prevent or manage overtime situations effectively. Therefore, the statement "When confronted with potential overtime issues, you should look at staffing levels and manpower planning" is true.

The given statement is false because it states that the formula for calculating labor percentage is NOT (hours worked x wage) / total sales = labor cost of sales. However, the correct formula for calculating labor percentage is indeed (hours worked x wage) / total sales = labor cost of sales.

Fluctuations above or under the budgeted labor percentage on a daily basis are common. This means that sometimes the actual labor percentage may exceed the budgeted amount, while other times it may fall below the budgeted amount. These fluctuations are expected and can be caused by various factors such as variations in customer demand, unexpected events, or changes in staffing levels. Therefore, the statement is true.

The statement suggests that there is an inverse relationship between sales and labor percentage. This means that as sales increase, the labor percentage tends to decrease. This could be because as sales increase, the company may be able to spread its fixed labor costs over a larger revenue base, resulting in a lower labor percentage.

The given statement is true. The formula for calculating labor productivity is BOH (Back of House) hours worked divided by food sales without nonalcoholic beverage. This formula helps measure the efficiency of labor in a restaurant or food service establishment. By dividing the hours worked by the sales generated, it provides a measure of how productive the labor is in relation to the revenue generated.

This statement is false because over scheduling, several new staff members, improper training, and lack of coaching or motivation from management can all contribute to lower productivity numbers. Over scheduling can lead to burnout and decreased efficiency, while new staff members may require time to adapt and become productive. Improper training can result in errors and inefficiencies, and a lack of coaching or motivation can demotivate employees and negatively impact their productivity. Therefore, these factors can indeed cause lower productivity numbers.

Reviews should be given every 30 days, 6 months, 1 year, and every 6 months after. This suggests that reviews should be conducted frequently to ensure regular feedback and evaluation of performance. The intervals of 30 days, 6 months, and 1 year allow for timely assessments and adjustments, while the additional reviews every 6 months after ensure ongoing monitoring and improvement.

The I-9 form should not be kept in an Employee Personnel File because it contains sensitive information such as the employee's Social Security number, date of birth, and immigration status. The I-9 form is used for verifying the identity and employment authorization of individuals hired for employment in the United States, and it is subject to specific retention and privacy requirements. Therefore, it is typically kept separate from the Employee Personnel File to ensure the security and privacy of the employee's information.

The statement is true because it accurately reflects the recordkeeping requirements for the listed items. Employment applications should be kept for 3 years, personnel files for 7 years after termination, I-9 forms for 3 years after termination, and injury reports for 10 years.

The responsibility to report a first report of injury that occurs lies with the manager whose shift the injury occurred on. This manager is directly involved in the incident and is in the best position to provide accurate and timely information regarding the injury. They are responsible for ensuring that the necessary steps are taken to report the injury and initiate any required follow-up procedures.

The first report of injury goes to the Employee Injury Log once it has been faxed in to the insurance provider. This log is a record-keeping system specifically designed to track and document any injuries that occur in the workplace. It allows the insurance provider to have a centralized location where they can easily access and review all reported injuries, ensuring proper documentation and follow-up actions can be taken.