Tips & Tipped Employees in Burbank

Protecting the Rights of Tipped Workers

My employer often takes the credit card processing fees out of my tips. Are they allowed to do this?
No. According to Labor Code Section 351, your employer must pay you the full amount of the tip that the customer left for you. Your employer cannot take out credit card processing fees or charges from the credit card company.

I am a waiter and my boss told me that I must share my tips with other employees. Do I have to do this?
Yes. Involuntary tip pooling is allowed under California law so long as the tips are shared with employees to whom the tip was paid. Talk to the employment law attorneys in Burbank at the Akopyan Law Firm to discuss your unique case.

Can tips be considered part of my regular pay rate when calculating overtime?
No. Because tips are left voluntarily by customers and are not paid to you by your employer, they do not count towards your pay rate.

Is my employer allowed to deduct tips from my paychecks?

No. Your employer cannot take any part of your tips and cannot deduct your tips from your wages.

My boss said that he can pay me less than minimum wage since I will make up the difference in my tips. Is this legal?
No. Your employer cannot use any amount you earn as tips as credit towards its obligation to pay you the California minimum wage. In California, you must receive the minimum wage regardless of how much extra money you receive in tips.

Contact the Akopyan Law Firm to schedule a complimentary case evaluation with our employment law attorneys in Burbank. Call us at (818) 509-9975 today.

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$3.85 MillionEmployment: Wrongful Termination
$950 ThousandEmployment: Retaliation
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$750 ThousandEmployment: Sexual Harassment
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$300 ThousandEmployment: Wrongful Termination / Race Discrimination
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$240 ThousandEmployment: Sexual Harassment
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$193 ThousandEmployment: Failure to Accommodate
$175 ThousandEmployment: Whistleblower Retaliation
$158 ThousandBreach of Contract
$150 ThousandEmployment: Reverse Race Descrimination
$130 ThousandEmployment: Race Discrimination
$125 ThousandEmployment: Sexual Harassment
$120 ThousandEmployment: Retaliation
$120 ThousandPersonal Injury: Automobile Collision
$107 ThousandEmployment: Whistleblower Retaliation
$100 ThousandEmployment: Wrongful Termination
$100 ThousandPersonal Injury: Bicycle Collision
$100 ThousandPersonal Injury: Pedestrian Collision
$3.85 MillionEmployment: Wrongful Termination
$950 ThousandEmployment: Retaliation
$800 ThousandEmployment: Sexual Harassment
$750 ThousandEmployment: Sexual Harassment
$700 ThousandEmployment: Wrongful Termination / Race Discrimination
$650 ThousandPersonal Injury: Automobile Collision
$375 ThousandEmployment: Sexual Harassment
$325 ThousandEmployment: Sexual Harassment
$300 ThousandEmployment: Wrongful Termination / Race Discrimination
$265 ThousandEmployment: Sexual Harassment
$240 ThousandEmployment: Sexual Harassment
$200 ThousandEmployment: Wrongful Termination
$193 ThousandEmployment: Failure to Accommodate
$175 ThousandEmployment: Whistleblower Retaliation
$158 ThousandBreach of Contract
$150 ThousandEmployment: Reverse Race Descrimination
$130 ThousandEmployment: Race Discrimination
$125 ThousandEmployment: Sexual Harassment
$120 ThousandEmployment: Retaliation
$120 ThousandPersonal Injury: Automobile Collision
$107 ThousandEmployment: Whistleblower Retaliation
$100 ThousandEmployment: Wrongful Termination
$100 ThousandPersonal Injury: Bicycle Collision
$100 ThousandPersonal Injury: Pedestrian Collision