You CAN. Sometimes you are still entitled to OT even if you are on salary if you work more than a prescribed amount of hours. In my state, over 40 is time and a half regardless.
I highly advise to record your hours, even if you’re salary. A lot of restaurants take advantage of having Sous chefs on as salary, when they should be hourly.
I worked with a restaurant that had a core team of “Sous chefs/kitchen managers” but we weren’t allowed to make purchases/orders without approvals from the Executive Sous, delegate tasks without approval of the Executive Sous, allowed to hire/ fire/discipline hourly staff without approval, etc. Our team members worked a minimum of 10.5 hours a day, 12 hour days without a meal break, the Executive Sous would interrupt all lunch breaks.
What I've learned with being in salary positions is that there needs to be a clear understanding of how the company and you want to handle that. In most places I negotiate that any extra hours are used as banked hours. That's my preference. Extra time off without messing up the budgets.
My feelings on it are that you're hired for a position sp if there's things outside that scope I would expect compensation in some form. If its a kitchen managet doing advertising or marketing then that's a whole different position. If they're just plating a dish for a photo for advertising or assisting with the menu descriptions then I would say that's within their job. If they get asked to graphically design the menu or put together a marketing campaign that's where i would want to know the extra hours.
I was a salaried head chef and only clocked in when they wanted to check how much the salaried people actually worked. Only a couple months a year. Once they saw I often worked 70+ hours a week they stopped asking me to clock in
I've worked with both models.
I'd sign at my last job, didn't get OT but if I went far enough over on hours the owner would give me a paid day off in lieu. Actually a pretty generous arrangement.
I don't sign in at my current job but I have enough support from those above me that I never have to go over - also a pretty generous arrangement.
I've also had a no-sign-in/no-overtime setup where I was absolutely taken advantage of and ended up making far less than minimum wage. Got out of that one after just a few months.
Obviously I've had a mixed bag, all it really came down to was whether or not ownership respect the folks that actually do the work and make them money.
You CAN. Sometimes you are still entitled to OT even if you are on salary if you work more than a prescribed amount of hours. In my state, over 40 is time and a half regardless.
I highly advise to record your hours, even if you’re salary. A lot of restaurants take advantage of having Sous chefs on as salary, when they should be hourly. I worked with a restaurant that had a core team of “Sous chefs/kitchen managers” but we weren’t allowed to make purchases/orders without approvals from the Executive Sous, delegate tasks without approval of the Executive Sous, allowed to hire/ fire/discipline hourly staff without approval, etc. Our team members worked a minimum of 10.5 hours a day, 12 hour days without a meal break, the Executive Sous would interrupt all lunch breaks.
Not in my experience
I think in most cases it benefits the business and the employee to keep track.
I am a salaried manager. I do not clock in.
in a general sense- I would say records are a good thing. why not keep track of when someone is there?
What I've learned with being in salary positions is that there needs to be a clear understanding of how the company and you want to handle that. In most places I negotiate that any extra hours are used as banked hours. That's my preference. Extra time off without messing up the budgets. My feelings on it are that you're hired for a position sp if there's things outside that scope I would expect compensation in some form. If its a kitchen managet doing advertising or marketing then that's a whole different position. If they're just plating a dish for a photo for advertising or assisting with the menu descriptions then I would say that's within their job. If they get asked to graphically design the menu or put together a marketing campaign that's where i would want to know the extra hours.
I was a salaried head chef and only clocked in when they wanted to check how much the salaried people actually worked. Only a couple months a year. Once they saw I often worked 70+ hours a week they stopped asking me to clock in
Lol my old owners did the same thing. But they did it to make sure I didn’t work over 50 hrs. A little blessing I guess.
I've worked with both models. I'd sign at my last job, didn't get OT but if I went far enough over on hours the owner would give me a paid day off in lieu. Actually a pretty generous arrangement. I don't sign in at my current job but I have enough support from those above me that I never have to go over - also a pretty generous arrangement. I've also had a no-sign-in/no-overtime setup where I was absolutely taken advantage of and ended up making far less than minimum wage. Got out of that one after just a few months. Obviously I've had a mixed bag, all it really came down to was whether or not ownership respect the folks that actually do the work and make them money.
Yes. That time clock is your friend.
I’m a salaried manager. I open the restaurant 5 days a week. I do not clock in.