A tip, or gratuity, is any money in excess of the actual cost for products, services, and tax that is voluntarily given to or left for an employee by a patron of the employee’s business. Tipped workers are often employed in the restaurant and hospitality industries as waiters and waitresses, bar tenders, hosts, sushi chefs, bell hops, doormen, and hotel cleaners.

California labor law and the federal Fair Labor Standards Act (FLSA) protect tipped employees by guaranteeing minimum wage and overtime standards, providing for fair tip sharing, and ensuring that tips remain the sole property of the employee who earns them.

Can Restaurant Managers Take Tips?

It is illegal under California and federal law for restaurant owners, managers, or supervisors to keep or share any portion of the tips provided to its employees by patrons. Exceptions may arise with laws concerning the tip credit, tip pooling, and credit card tips.

However, California’s tip laws are more favorable for employees than federal tip laws where exceptions may apply. When conflicting tip laws exist, employers must follow the federal, state, or local law that is most favorable to the employee.

Tip Credits

Federal labor law permits certain employers to apply a tip credit toward the federal minimum wage they’re obligated to pay employees. The amount of the tip credit, or tip offset, cannot exceed the difference between the required minimum cash wage for tipped employees and the federal minimum wage. In other words, all employers who intend to claim a tip credit must be able to prove that employees’ minimum cash wages combined with the tip credit amount equal at least the federal minimum wage. If not, the employer is legally obligated to make up the difference to the employee.

The current minimum cash wage is $2.13, the current federal minimum wage is $7.25, and the maximum tip credit an employer can claim under Section 3(m) of the FLSA is $5.12.
Some circumstances allow employers to apply additional overtime tip credits to their minimum wage obligations.

Section 3(m) of the FLSA requires employers who apply a tip credit to provide the following information to its employees via oral or written notice:

  1. The amount of cash wage the employer is paying a tipped employee, which must be at least $2.13 per hour
  2. The additional amount claimed by an employer as a tip credit, which cannot exceed $512 (the difference between the minimum required cash wage of $2.13 and the current minimum wage of $7.25)
  3. That the tip credit claimed by the employer cannot exceed the amount of tips actually received by the tipped employee
  4. That all tips received by the tipped employee are to be retained by the employee except for a valid tip pooling arrangement limited to employees who customarily and regularly receive tips
  5. That the tip credit will not apply to any tipped employee unless the employee has been informed of these tip credit provisions
  6. California Tip Credit Law

    California Labor Code Section 351 prohibits employers from applying any tip credit toward their minimum wage obligation to employees. California tipped employees are entitled to receive the California minimum wage, in addition to any and all tips they may receive.

Tip Pooling Laws and Rules on Restaurant Tip Outs

With tip pooling or tip sharing, tipped employees combine some or all of their tips into a lump sum that is subsequently distributed among a group of tipped employees. Voluntary and involuntary tip pooling is legal under both California and federal law, so long as owners, managers, and supervisors do not participate in the pool, even if they provide direct table service.

Federal Tip Pooling Law

Federal law prohibits employees “who do not customarily and regularly receive tips,” such as dishwashers, cooks, and janitors, from participating in a tip pool.

California Tip Pooling Law

Under California Labor Law, only employees working in the “chain of service,” such as servers, bartenders, hosts, and bussers, may legally participate in a tip pool. Any workers with the authority to hire and fire employees or direct other employees’ work is not permitted to participate in a California tip sharing arrangement.

Additionally, the law requires that tips be distributed in a fair and reasonable manner that considers the hour of numbers the tipped employee worked and how much of their work directly impacted the experience of the patron who left the tip. These policies may be unique to the business and vary on a case-by-case basis.

We get results for employees

Acosta $9.9 million for unpaid overtime and business expenses
Spansion $8.5 million for employees laid off without proper notice
Masco Backpay for workers who were misclassified
Fleetwood Backpay for employees laid off without proper notice
Cosmo $1 million for merchandisers who were not compensated for off-the-clock work
First Franklin Backpay for workers who were not paid overtime

Our Employment Law Practice

Our California employment attorneys – with over 50 years of collective experience litigating under California employment law – know how to fight for employees’ rights and get them the money they deserve. We’ve recovered tens of millions of dollars for California employees and represent individuals as well as class actions in virtually every area of California employment and labor laws: California overtime law, off the clock violations in CA, breach of contract disputes, California independent contractor law, sexual harassment, employee misclassification, discrimination, as well as mass layoffs in violation of the California WARN Act. Our California employment lawyers are repeatedly recognized for their expertise litigating in California. Founding partner Eric Gibbs has been selected as one of the Top Plaintiff Lawyers in California. And seventeen of the firm’s attorneys were selected as Northern California Super Lawyers and Rising Stars, a distinction received by less than 5% of attorneys in Northern California.

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Gibbs Law Group is a California-based law firm committed to protecting the rights of clients nationwide who have been harmed by corporate misconduct. We represent individuals, whistleblowers, employees, and small businesses across the U.S. against the world’s largest corporations. Our award-winning lawyers have achieved landmark recoveries and over a billion dollars for our clients in high-stakes class action and individual cases involving consumer protection, data breach, digital privacy, and federal and California employment lawsuits. Our attorneys have received numerous honors for their work, including “Top Plaintiff Lawyers in California,” “Top Class Action Attorneys Under 40,” “Consumer Protection MVP,” “Best Lawyers in America,” and “Top Cybersecurity/ Privacy Attorneys Under 40.”

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