What is the legally safest compensation strategy for employers managing individuals who perform supervisory duties?
Answer
Compensating them through a higher, fixed salary or hourly wage structure independent of customer gratuities
To eliminate legal vulnerability and incentive regarding employee tips, the recommended best practice is to compensate individuals with supervisory authority through a stable wage structure based on business operations, rather than allowing them access to customer gratuities.
Related Questions
Which federal law fundamentally governs the legality of restaurant managers accepting or keeping employee tips?Why are managers legally prohibited from participating in tip pools intended for service staff?What is the critical factor in determining if an individual is disqualified from receiving employee tips?What immediate consequence occurs if a manager is included in a tip pool under FLSA guidelines?How do specific state laws, such as those in California, often relate to federal tip retention rules?According to Department of Labor guidance, what must be true if an employee performs both service tasks and supervisory tasks?What authority regarding an employee's work situation most strongly dictates that a person cannot share in service tips?If a customer leaves a $20 tip explicitly intended for a manager, what is the legal implication of the manager keeping it?What is the legally safest compensation strategy for employers managing individuals who perform supervisory duties?How do service staff commonly perceive managers accepting tips, irrespective of strict legal definitions?