What Are the Laws Involved in Employment Tips?
Provided by HG.org
Employees that work as servers or wait staff earn a meager amount per hour and the rest is compensated through tips provided by customers. However, there are laws that govern these tips and the tax implications could cause the employees to violate various laws when they do not understand what must be done each year.
Employees are considered tipped persons in occupations when they have acquired no less than $30 each month in tips from others. The employer may only pay $2-$5 per hour from direct wages in income, and the rest is offset by the tips customers leave for service performed. This bypasses the federal minimum wage laws and passes the responsibility of keeping servers and wait staff from poverty to the customers in restaurants and other service industries. Beneficial to the employees, many states require higher direct wages, and if the minimum wage is not earned through tips, the employer must make up the difference.
Tip credits may be earned by the employers for employees that acquire tips in the company. Some of these credits may be passed on to employees when the amounts earned are close to or lower than the minimum wage even when the employer must make up the difference to ensure at least the federal minimum wage is earned each day. Other credits are possible for the employer in instances of overtime obligations for overtime tips. However, tips information does not pertain to valid tip pooling or tip sharing agreements. It is vital that the employee research these matter further before filling out a tax form.
Requirements with Taxes in Tips
The minimum of direct wages must not be lower than $2.13 per hour. Additionally, the other amount through tips cannot go over $5.12 which is the max of $7.25 when added for this minimum wage. When this is increased, the tip max amount is also increased as well as the base direct wage. For tip credits to be claimed, the tips received must not be over what the employee acquired. Doing so would constitute as fraud. All tips must remain with the employee unless a legitimate tipping pool or sharing scheme have been implemented. The employee must become aware of the tip credit provisions, or the credits are not received.
Notice may be provided to the employee either through oral or written statements about the tipped credits. However, if the employer fails to do so, he or she cannot use the tip credit and must then pay the wait staff at least $7.25 in wages per hour as well as provide the tips received as penalty. The tax credits are important for both the employee and employer and may further relations between both. Records must exist about the direct wages received, the tip credit combined and that notice has been received by the employee for these matters.
Fair Labor Standards
Employees that are wait staff are subjected to lower direct pay with the ability to make up the loss through tips. However, some are unable to achieve this no matter how nice, efficient or a great server. Then, the employer must make up the difference. However, this could lead to termination for poor performance. It is possible for the sever to pursue legal action in this instance as well as when there are deductions for customers walking out, breakage to products and shortages in the cash register. These actions are illegal. However, termination for poor performance may be legitimate when it is valid and not due to payment problems.
With tip credit used by the employer, overtime is then calculated through the full minimum wage amount instead of the lower direct payment for wages. This could provide the employee with additional tax credits when filing income taxes due to the lack
of overtime payment based on the irregular rate and hours for wait staff.
Legal Support in Employment Tips
The employment tips are confusing when applied to taxes and legal considerations. It is important that the employer provide the worker with all the information he or she will need, and then various additional forms are completed in many instances. Then, additional options may need completion such as service charges, commissions if any, bonuses received and remunerations for similar items. When it appears that the employee may have been cheated or money has been deducted, it may be necessary to hire a lawyer. Legal representation may remove any confusion and assist in resolving the matter.
Disclaimer: While every effort has been made to ensure the accuracy of this publication, it is not intended to provide legal advice as individual situations will differ and should be discussed with an expert and/or lawyer.