Hr NewsStatutory ComplianceStatutory Compliance

Who Should Manage Labor Cost – Department Heads Vs Controller?


At a recent HFTP sponsored event I was engaged by the Controller and HR Manager of a prestigious private South Florida club on their challenge with department heads to use their recently installed time & attendance system. As a web based system, Administrators could access the data base at anytime and from remote locations if they chose, providing them the ability to manage their employee time data at their discretion. Sounded like a good system, however, systems and software are only as good and productive as the people that extremely use them.

So let’s review the management team that makes it happen at a club. The F & B Director has overall responsibility for delivering excellent service to the members in the dining room, grill room or other outlets. The Superintendent has to maintain the fairways and greens in optimum playing condition at all times. The Director of Golf organizes events, runs a retail outlet, manages a fleet of carts, and delivers professional services. The Executive Chef oversees the selection, pricing and preparation of menus for regular and special events. There could also be a Spa Director, Tennis Pro and others depending on the amenities offered. The bottom line is all these managers direct the staff that perform the tasks to make all the above areas of operation function over a wide area, and in most instances seven days a week and not limited to banking hours!

As examples here are just 18 different instances involving situations on a daily basis where the department head is best suited to manage and account for an employee’s time, instead of having the Controller / HR manager do this.

Front Nine- the Employee:

1) Was absent

2) Arrived late

3) Forgot to clock in

4) Was scheduled and did not show

5) Was called in to cover for someone else

6) Called in sick

7) Clocked into the wrong department

8) Was not scheduled but clocked in for work

9) Started on the weekend when HR was closed

Back Nine-the Employee:

10) Left before his scheduled time for personal reasons

11) Was borrowed to work in another department

12) Earned a bonus or tip

13) Had a worker’s comp accident

14) Worked through a meal hour

15) Forgot to clock out

16) Had to work unscheduled overtime

17) Was sent home for clinical reasons

18) Clocked out for another employee

Since we know that the largest single operating charge of a club is payroll, then effectively managing labor cost at the departmental level is critical to meeting or billing budgets. Pushing this responsibility away from the immediate manager is a formula for inefficiency; increases the opportunity for errors and oversight; and reduces the ability to effectively control labor costs.

Best practices would dictate that rules to ensure compliance with state and federal wage and hour regulations are implemented at the accounting / HR level, and incorporated with the labor management and time keeping system. Likewise…


Source by Peter Dehlinger

Show More

Related Articles

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Back to top button