Photo Credit: Licvin \/ Shutterstock.com<\/p>\n

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Giving employees a tip is a well-accepted and legal practice in the business environment. Both the federal and the California laws have long recognized that the tips and gratuities left by satisfied customers after a service should sorely be in favor of the employee. Even though this law is well established, some employees in the hospitality industry and other business sectors still fall victim to the tip and gratuity theft. Below are some important tipping standards and laws governing gratuities in the state of California. Read on to get started.<\/p>\n

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Gratuities and Tips <\/strong><\/h3>\n

Wages and gratuities are two different set of rewards for the employees. Tips are not legally considered as a part of the wages and are not included in the regular rate of pay when calculating the employee\u2019s unpaid overtime.<\/p>\n

Under the federal & California-law, employers cannot take part or all of the tip given to the employee. Unlike other states, the California law doesn\u2019t also allow the business owner to take tip-credits from the employee even if the tips exceeds the minimum wages to be paid.<\/p>\n

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Tip Pooling<\/strong><\/h3>\n

This is a term used to describe the practice where employees collect their tips before they are re-distributed among the workers. Tip pooling, is, however, limited to employees regarded to be in a chain of service. The latter include services offered by bartenders, and hosts. Employees serving as cooks, cashiers or dishwashers are not part of the chain-of-service, hence tip pooling doesn\u2019t apply. Tip pooling also follows a fair system where each employee is paid out in a reasonable proportion depending on the number of services offered. In a classical restaurant setting, the DLSE agency has formulated a fair distribution plan that sees waiters take 80%, buses-15%, and bartenders the remaining 5%. The question of whether this kind of distribution is fair or not depends majorly on the business set up and its level of performance.<\/p>\n

When to Call it a Tip<\/strong><\/h3>\n

When the tipping is voluntary and a satisfied customer pays directly in cash, then that is obvious. The employer, may however, choose to impose a mandatory-service-charge and the tip is not guaranteed. If the payments plus the tip is made with credit card; the rules might slightly change.<\/p>\n

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Mandatory Service Charges<\/strong><\/h3>\n

For the case of large tables, catered events and private parties, the restaurant may impose a mandatory-service-charge on the bills. Under the California and federal law, payments made on such occasion is not considered a tip and the employer has the right to keep all the \u201cservice charge\u201d. Most employers out of good will decide to pay some amount to the employees as a tip. Doing so, however, incur the employer some tax burdens and administrative cost.<\/p>\n

Under California law, when the tip is paid with credit-card; the tip should be paid in full to the employee, regardless of the processing fee.<\/p>\n

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