should be made as needed. tured approach in which the manager asks specific questions. Separation checklists provide a list of activities that must be completed for departing employees. The completed checklist should be placed in the employee's file. The participative them, setting mployees may nder all company property, and security changes with the employee should be held. Exit interviews help managers learn about concerns, reasons for leaving, and 3 improves y improve the need s plans and APPLICATION EXERCISE ish goals, Basic pro- e employee e should be ovement immary we needed. Divide into teams of three. One person will be a man- ager, the second will be an employee, and the third will be an observer. The manager should conduct a coaching session with the employee about several of the following situations, depending on time limits and instructor as- signments. The observer should comment on the coach- ing sessions when they are completed. If time permits, rotate assignments to enable each person to be manager, employee, and observer. Situation 1: The manager observes the employee performing a very complicated task correctly after a training session yesterday. Situation 2: The manager notices the employee cleaning a meat slicer without unplugging the unit in violation of establishment policy. with d be -r should ciplinary 165 CHAPTER 6 Meeting Workshift Standards APPLICATION EXERCISE Divide into groups of two or three and brainstorm strate- gies that managers and supervisors should use when they observe SOPs not being followed in the following situa- tions. Select one person to record the strategies suggested. If time permits, he or she can make a report to the class. . Situation 1: A server still in training is observed setting a table incorrectly. Situation 2: A dish washer is observed following procedures accurately during slow times but taking shortcuts when business volume increases. Situation 3: A long-time server who has never created any problems has been written up in several recent customer comment cards for inattentive service. Situation 4: A long-time receptionist arrives at work with several facial piercings in violation of company policy Situation 5: A server who began work several months ago and completed all required training consistently has difficulty operating the POS system. REVIEW YOUR LEARNING Select the best answer for each question. 4. A manager hah.. CHAPTER 7 Professional Development Programs APPLICATION EXERCISE Working with a classmate, conduct a developmental goal setting session to learn about each other's professional development goals. One person should be the manager and the other the employee. The manager should make sure that all elements of goal setting are addressed as the employee provides information including work experi- ence and career interests. The manager and employee can then interact to plan some developmental goals for the employee. Some examples include the following: 1. What does the employee want to learn? 2. What are the employee's career goals beginning with the next desired position? 3. What knowledge and skills are needed for the position, and what methods are available to acquire them? 4. What time frames seem practical? Take about 10 minutes for the session, and then switch roles and conduct a session for the other person. Share your professional development goals with the class, if time permits. REVIEW YOUR LEARNING may file grievances against an employer resolved, may escalate to higher levels. Managers must fully understand labor contracts and the laws that control union-employer relations. The NLRA addresses the rights of employees to join The Labor-Management Relations Act prohibits unions from requiring job applicants to join as a condition of employment unless stated in the contract It also prohibits unions from coercing employees and allows managers to talk about advantages and disadvantages of unionization. a APPLICATION EXERCISE . You are a manager preparing for a meeting with supervi. sors in which you will provide basic information about federal employment laws. Use a search engine to research the following agencies and laws. (Make sure to select the Web site maintained by the applicable federal govern ment agency. These will include.gov in the Web address.) Note five important elements on each Web site for your meeting: Equal Employment Opportunity Commission Pregnancy Discrimination Act Equal Pay Act of 1963 Age Discrimination in Employment Act Americans with Disabilities Act Fair Labor Standards Act Occupational Safety and Health Act Family and Medical Leave Act . REVIEW YOUR LEARNING cks on time. A cks. These systems may be supervisors review and sign employee that they are correct Many managers outsource payroll administration. In smaller operations, a part-time bookkeeper may handle these tasks. Software is also available. Explain the basic procedures that can be used to control labor costs. and, second, analyze total labor needs. Third, research competitors' wage rates. A four-step process can be used to establish pay levels. First, establish pay rates determined, which is the fourth step. This will enable managers to determine market position so pay ranges can be incurred. It is also important to review time records at the end of each shift mpensa- allog eet lov care, are Overtime cost control requires a policy of approval before overtime is. to reduce the likelihood that employee's hours could lead to overtime. To be APPLICATION EXERCISE Many activities are involved in calculating and writing employees' checks. The knowledge and time required may encourage use of an external payroll service, Enter "business payroll services" into a search engine and review the Web sites of several organizations. Then answer the following questions: 1. What types of payroll services are offered? 2. What are potential advantages of using an external 3. What responsibilities will remain for managers? 4. What are the associated costs? 5. What main concerns would managers want to address before deciding whether to use a business payroll service? solo aqidalinta tilassa payroll service? oddiw lamos lod od obale 15A toteilbootsbullaudimo stabilno SOASHOD provider or another agency, or they may hire a staff coordinator. Small organizations typically contract with an outside provider. Wellness programs should be evaluated to learn how they can be improved and whether goals have been achieved. APPLICATION EXERCISE . You are a new manager and have discovered that your establishment has no formal policy or procedures for common emergencies. You have scheduled a meeting with your department heads to explain why emergencies need to be considered before they happen. You also want to have each department head develop a draft of proce- dures for certain emergencies. To help them, develop a list of approximately 10 concerns that should be included in the procedures for each emergency. Select three of the following types of emergencies to learn more about. Enter the terms in a search engine to iden- tify Web sites that address each type of emergency. If you prefer, you may select one or more emergency types not listed. Then develop a list of sample emergency proce- dures that you will give to each department head to help them get started Fire safety management plans Robbery prevention Bomb threats in the workplace Tornado safety in the workplace bujal Earthquake safety and do . . 32