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Stop trying to teach them.
Just document everything. CYA.
Good day,
I am willing to aplply this position in kitchen staff.
i had a similar situation with a manager to whom i had to explain how to use a centrifuge press (she refused to peel citrus/instruct new workers to even after i showed her the manual and explained and I ended up having to do it both ways to show the ownership the peel/pith made juice bitter even after straining) among other things. She was eventually let go because while the ownership had no experience, they became more hands on for observation after a few conflicts. They had a lot going on, but I'd say what changed the situation was that the next level up was specifically interested in determining what was going on.
IMO depending on the frequency and severity of the word of mouth, in addition to the duration for which this has been happening, the GM will either just have to preside over service/cameras more often to see whats up, or you have to make the choice to look elsewhere because it will almost always *seem* to be more convenient to lose one floor staff than a manager. If you are set on fighting, take communication only by text or email, screenshot any messaging between you and the manager on scheduling/staff apps, and identify camera fields and try to engage the manager in those areas when possible. If you have a time stamp when something obviously happened it will always help your case if the GM is even a little receptive.
Unfortunately, having gone through this fight before, I'd say it's very unlikely to be worth it because even if you are "right" the GM has a million reasons to fire you first, or even fire both if they're aware of a problem but just lazy. Too much stuff out of your control.
a decade in the business and its your first time dealing with this? wow lucky lol