Legal Disclaimer
You are responsible for reading, understanding and agreeing to the National Law Review s (NLR’s) and the National Law Forum LLC s Terms of Use and Privacy Policy before using the National Law Review website. The National Law Review is a free to use, no-log in database of legal and business articles. The content and links on www.NatLawReview.com are intended for general information purposes only. Any legal analysis, legislative updates or other content and links should not be construed as legal or professional advice or a substitute for such advice. No attorney-client or confidential relationship is formed by the transmission of information between you and the National Law Review website or any of the law firms, attorneys or other professionals or organizations who include content on the National Law Review website. If you require legal or professional advice, kindly contact an attorney or other suitable professional advisor.
To embed, copy and paste the code into your website or blog:
On December 22, 2020, the U.S. Department of Labor (DOL) issued its final rule modifying federal regulations concerning compensation for “tipped employees.” The new final rule follows 2018 federal legislation, which amended the Fair Labor Standards Act (FLSA) to, among other things, prohibit employers from keeping their employees’ tips “for any purposes, including allowing managers or supervisors to keep any portion of employees’ tips” even if they do not claim a tip credit.
Background
The FLSA generally requires covered employers to pay their employees at least the federal minimum wage, which is currently $7.25 per hour. An exception applies to tipped employees (employees who customarily and regularly receive more than $30 per month in tips), who generally earn the bulk of their total compensation through tips. The FLSA permits an employer that fulfills certain requirements to credit a portion of the tips
Wednesday, December 23, 2020
On December 22, 2020, the U.S. Department of Labor (DOL) issued its final rule modifying federal regulations concerning compensation for “tipped employees.” The new final rule follows 2018 federal legislation, which amended the Fair Labor Standards Act (FLSA) to, among other things, prohibit employers from keeping their employees’ tips “for any purposes, including allowing managers or supervisors to keep any portion of employees’ tips” even if they do not claim a tip credit.
Background
The FLSA generally requires covered employers to pay their employees at least the federal minimum wage, which is currently $7.25 per hour. An exception applies to tipped employees (employees who customarily and regularly receive more than $30 per month in tips), who generally earn the bulk of their total compensation through tips. The FLSA permits an employer that fulfills certain requirements to credit a portion of the tips received by their
To embed, copy and paste the code into your website or blog:
Welcome to the holiday season! Usually, this is the time we advise employers about holiday celebrations, provide warnings about serving alcohol during company parties, and field questions regarding employee time off requests. This year, the virus not only requires us to find alternative ways to celebrate, but it presents different legal challenges, especially in light of the new
Regional Stay Home Order issued by California’s Governor Gavin Newsom.
So in lieu of discussing holiday concerns, we’ll answer the top five employer questions we’ve encountered recently.