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  • saltzmongeluzzi - Saltz Mongeluzzi @saltzmongeluzzi 12 minutes ago
  • #DidYouKnow Tips are the sole property of employees. 💵Employers, including supervisors and managers, are prohibited from keeping an employee’s tips.⠀
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Under certain circumstances, it may be permissible for employers to require “front of the house” employees (waiters, waitresses, bussers and service bartenders) to share their tips with the “back of the house” employees (cooks, chefs, dishwashers), but managers & supervisors at the restaurant cannot be included in that tip pool.⠀
Restaurants also may break strict rules regarding payment of tips by engaging in “tip skimming” & by not paying the proper minimum wage & overtime. Some restaurants have even paid less than the required cash wage for tipped employees, which is $2.13 per hour. Section 3(m) of the Fair Labor Standards Act (“FLSA”) permits an employer to take a “tip credit” toward its minimum wage obligation for tipped employees equal to the difference between the required cash wage (which must be at least $2.13 per hour) and the federal minimum wage (currently $7.25 per hour). Thus, the maximum tip credit that an employer can currently claim under the FLSA section 3(m) is $5.12 per hour (the minimum wage of $7.25 minus the minimum required cash wage of $2.13). Employers must provide notice to its tipped employees of their taking of this “tip credit.” This notice must be very specific. An employer who fails to provide the required information cannot use the “tip credit,” & therefore, they must pay the tipped employee at least $7.25 per hour in wages and allow the tipped employee to keep all tips received.⠀
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Don’t guess. Be sure. If you work in a restaurant & have questions about your pay and/or tips please contact the Class Action Practice Group at Saltz, Mongeluzzi, Barrett & Bendesky, P.C. at 215-575-3985. The lawyers in the Class Action Practice Group will listen to your wage & hour issue & can evaluate your potential case under the FLSA and state law.⠀
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#TipTuesday #Tips #waiters #waitersandbartenders #waiterslife #waiterservice #waiterstyle #restaurantindustry #hospitality #serverlife #Waitresses #waitresslife #waitress #waitressproblems #classaction #knowYourRights⠀
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https://buff.ly/2IqHcJL #didyouknow Tips are the sole property of employees. 💵Employers, including supervisors and managers, are prohibited from keeping an employee’s tips.⠀ ⠀ Under certain circumstances, it may be permissible for employers to require “front of the house” employees (waiters, waitresses, bussers and service bartenders) to share their tips with the “back of the house” employees (cooks, chefs, dishwashers), but managers & supervisors at the restaurant cannot be included in that tip pool.⠀ Restaurants also may break strict rules regarding payment of tips by engaging in “tip skimming” & by not paying the proper minimum wage & overtime. Some restaurants have even paid less than the required cash wage for tipped employees, which is $2.13 per hour. Section 3(m) of the Fair Labor Standards Act (“FLSA”) permits an employer to take a “tip credit” toward its minimum wage obligation for tipped employees equal to the difference between the required cash wage (which must be at least $2.13 per hour) and the federal minimum wage (currently $7.25 per hour). Thus, the maximum tip credit that an employer can currently claim under the FLSA section 3(m) is $5.12 per hour (the minimum wage of $7.25 minus the minimum required cash wage of $2.13). Employers must provide notice to its tipped employees of their taking of this “tip credit.” This notice must be very specific. An employer who fails to provide the required information cannot use the “tip credit,” & therefore, they must pay the tipped employee at least $7.25 per hour in wages and allow the tipped employee to keep all tips received.⠀ ⠀ Don’t guess. Be sure. If you work in a restaurant & have questions about your pay and/or tips please contact the Class Action Practice Group at Saltz, Mongeluzzi, Barrett & Bendesky, P.C. at 215-575-3985. The lawyers in the Class Action Practice Group will listen to your wage & hour issue & can evaluate your potential case under the FLSA and state law.⠀ ⠀ ⠀ #tiptuesday #tips #waiters #waitersandbartenders #waiterslife #waiterservice #waiterstyle #restaurantindustry #hospitality #serverlife #waitresses #waitresslife #waitress #waitressproblems #classaction #knowyourrights⠀ ⠀ ⠀ https://buff.ly/2IqHcJL
  • #didyouknow Tips are the sole property of employees. 💵Employers, including supervisors and managers, are prohibited from keeping an employee’s tips.⠀ ⠀ Under certain circumstances, it may be permissible for employers to require “front of the house” employees (waiters, waitresses, bussers and service bartenders) to share their tips with the “back of the house” employees (cooks, chefs, dishwashers), but managers & supervisors at the restaurant cannot be included in that tip pool.⠀ Restaurants also may break strict rules regarding payment of tips by engaging in “tip skimming” & by not paying the proper minimum wage & overtime. Some restaurants have even paid less than the required cash wage for tipped employees, which is $2.13 per hour. Section 3(m) of the Fair Labor Standards Act (“FLSA”) permits an employer to take a “tip credit” toward its minimum wage obligation for tipped employees equal to the difference between the required cash wage (which must be at least $2.13 per hour) and the federal minimum wage (currently $7.25 per hour). Thus, the maximum tip credit that an employer can currently claim under the FLSA section 3(m) is $5.12 per hour (the minimum wage of $7.25 minus the minimum required cash wage of $2.13). Employers must provide notice to its tipped employees of their taking of this “tip credit.” This notice must be very specific. An employer who fails to provide the required information cannot use the “tip credit,” & therefore, they must pay the tipped employee at least $7.25 per hour in wages and allow the tipped employee to keep all tips received.⠀ ⠀ Don’t guess. Be sure. If you work in a restaurant & have questions about your pay and/or tips please contact the Class Action Practice Group at Saltz, Mongeluzzi, Barrett & Bendesky, P.C. at 215-575-3985. The lawyers in the Class Action Practice Group will listen to your wage & hour issue & can evaluate your potential case under the FLSA and state law.⠀ ⠀ ⠀ #tiptuesday #tips #waiters #waitersandbartenders #waiterslife #waiterservice #waiterstyle #restaurantindustry #hospitality #serverlife #waitresses #waitresslife #waitress #waitressproblems #classaction #knowyourrights⠀ ⠀ ⠀ https://buff.ly/2IqHcJL
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  • justineinnsavannah - Justine Inn Savannah @justineinnsavannah 1 hour ago
  • One of our new Savannah Gems! ✨ @shopedgewaterdrive located at 319 W Broughton Street, a women’s boutique featuring fine clothing, cute accessories and themed gifts! 💎 Quite an easy stroll from our little inn, only twenty minutes! One of our new Savannah Gems! ✨ @shopedgewaterdrive located at 319 W Broughton Street, a women’s boutique featuring fine clothing, cute accessories and themed gifts! 💎 Quite an easy stroll from our little inn, only twenty minutes!
  • One of our new Savannah Gems! ✨ @shopedgewaterdrive located at 319 W Broughton Street, a women’s boutique featuring fine clothing, cute accessories and themed gifts! 💎 Quite an easy stroll from our little inn, only twenty minutes!
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