Your work. Your records.
Food Service Supervisor Workplace Records
Food service supervisors may assign stations and train workers while also cleaning, handling payments or covering a short shift. The title alone does not describe actual authority or settle employment coverage. A workplace review benefits from a concrete account of the decisions you could make and the tasks you personally performed.
Call now(800) 800-5555Free initial case evaluation. Representation depends on work state and case eligibility. This guide explains record preparation; it does not determine whether a legal claim exists.
A record map for your role
What to organize first
Decision authority
List which staffing decisions required approval and identify the person or role that supplied it.
Shift breakdown
Record the portions of the shift spent assigning work, training and covering kitchen or service tasks.
Written feedback
Preserve your own review and response, noting the staffing conditions associated with the cited event.
Start with the work you actually do
Directly supervise and coordinate activities of workers engaged in preparing and serving food.
O*NET classifies this occupation as First-Line Supervisors of Food Preparation and Serving Workers (35-1012.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Train workers in food preparation, and in service, sanitation, and safety procedures.Source task 2146 · updated 08/2025
- Assign duties, responsibilities, and work stations to employees in accordance with work requirements.Source task 2150 · updated 08/2025
- Perform various financial activities, such as cash handling, deposit preparation, and payroll.Source task 18714 · updated 08/2025
- Supervise and participate in kitchen and dining area cleaning activities.Source task 18715 · updated 08/2025
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for First-Line Supervisors of Food Preparation and Serving Workers (SOC 35-1012). These describe an occupation across employers. They are not a required pay rate, an overtime calculation, or evidence of discrimination or unpaid wages.
Select your work state to see its published pay range. No personal pay information is requested or sent.
The 25th and 75th percentiles mark the middle half of the estimated wage distribution; the median is its midpoint. Actual pay can differ with experience, employer, location and duties. Hourly and annual figures are shown as published, without converting one into the other.
All published state estimates for this occupation
| State | Hourly 25th | Hourly median | Hourly 75th | Annual median |
|---|---|---|---|---|
| Alabama | $14.65 | $17.84 | $22.46 | $37,110 |
| Alaska | $18.01 | $22.39 | $29.23 | $46,570 |
| Arizona | $17.74 | $19.49 | $25.31 | $40,550 |
| Arkansas | $13.99 | $16.25 | $18.37 | $33,800 |
| Connecticut | $20.08 | $25.45 | $30.78 | $52,940 |
| Delaware | $21.48 | $23.13 | $28.91 | $48,120 |
| Florida | $17.27 | $21.38 | $27.51 | $44,470 |
| Georgia | $15.00 | $18.56 | $23.26 | $38,600 |
| Hawaii | $19.58 | $23.50 | $30.61 | $48,880 |
| Idaho | $16.91 | $18.36 | $23.00 | $38,190 |
| Indiana | $17.70 | $21.58 | $27.21 | $44,880 |
| Iowa | $16.90 | $18.64 | $22.73 | $38,760 |
| Kansas | $16.66 | $18.37 | $23.84 | $38,220 |
| Kentucky | $14.35 | $17.21 | $21.72 | $35,810 |
| Louisiana | $14.05 | $17.21 | $22.04 | $35,800 |
| Maine | $20.00 | $23.07 | $27.85 | $47,990 |
| Michigan | $16.58 | $18.24 | $22.59 | $37,940 |
| Minnesota | $18.53 | $21.77 | $26.73 | $45,270 |
| Mississippi | $13.92 | $17.56 | $22.37 | $36,530 |
| Missouri | $16.59 | $17.98 | $23.03 | $37,400 |
| Montana | $17.51 | $21.16 | $26.48 | $44,010 |
| Nebraska | $17.46 | $18.86 | $22.87 | $39,230 |
| New Hampshire | $19.65 | $23.90 | $30.03 | $49,710 |
| New Mexico | $16.77 | $18.90 | $23.79 | $39,310 |
| New York | $18.87 | $22.69 | $28.02 | $47,190 |
| North Carolina | $17.40 | $21.64 | $27.60 | $45,010 |
| North Dakota | $17.98 | $21.50 | $23.28 | $44,720 |
| Ohio | $16.93 | $17.95 | $22.31 | $37,340 |
| Oklahoma | $14.02 | $17.03 | $21.88 | $35,420 |
| Pennsylvania | $17.32 | $20.70 | $23.88 | $43,050 |
| Rhode Island | $20.00 | $23.27 | $30.86 | $48,400 |
| South Dakota | $17.77 | $19.54 | $22.50 | $40,640 |
| Tennessee | $16.82 | $19.47 | $26.66 | $40,500 |
| Texas | $14.34 | $17.54 | $22.78 | $36,480 |
| Utah | $17.09 | $18.63 | $23.64 | $38,750 |
| Vermont | $21.11 | $23.95 | $28.64 | $49,820 |
| Virginia | $17.69 | $21.90 | $26.07 | $45,550 |
| West Virginia | $13.67 | $15.90 | $18.73 | $33,070 |
| Wisconsin | $17.14 | $19.07 | $23.82 | $39,670 |
| Wyoming | $14.96 | $17.70 | $24.00 | $36,820 |
“Not published” preserves unavailable or suppressed source cells. “Above reporting limit” preserves a top-coded source value without inventing a number. A missing state estimate does not establish service eligibility. The data describe wage and salary employment; they do not measure self-employment income.
Source: BLS May 2025 state workbook · OEWS tables · BLS technical notes. Use your own schedule, pay statement and compensation terms to identify the question you want reviewed.
Describe authority through examples
Identify who approved hiring, discipline, payroll corrections and changes to staffing levels. Explain whether you made a decision, recommended one or passed along another manager's instruction. Use a few dated examples relevant to the concern. Avoid relying solely on a supervisor title or copying confidential personnel records to demonstrate your responsibilities.
Account for coverage and training duties
For a disputed shift, distinguish supervising from filling a station, completing sanitation work and training a new worker. Note staffing changes and the person who directed coverage. Connect the timeline to your own schedule and time entries, including any corrections. A scheduled end time may differ from the end of assigned closing responsibilities.
Keep financial and employee data separate
Your own compensation plan and payroll statements may help explain the employment issue. Other workers' pay, disciplinary files, deposit details and customer payment data should not enter a personal packet. Describe the type of staffing or financial record that exists and where it is held, then seek guidance about any narrower information needed for review.
Choose your next step
Review the workplace retaliation guide, unpaid wages guide, or discrimination guide if those concerns fit your experience. A job title alone does not establish a claim.
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