Desde 1967, o Departamento de Trabalhos de Dual do Departamento de Trabalho foi declarado que um funcionário pode ser empregado em ambos os dois trabalhos do Departamento de Trabalho, que um funcionário pode ser um funcionário. Além disso, nessa situação de "empregos duplos", o funcionário é um "funcionário com gorjetas" apenas enquanto empregado na ocupação de gorjeta. Um empregador só pode receber um crédito de gorjeta contra suas obrigações de salário mínimo pelo tempo que o funcionário gasta nessa ocupação com gorjeta. Portanto, distinguir entre funcionários que possuem empregos duplos e funcionários que cumprem "tarefas relacionadas" que não "próprias" produzem dicas. Essencialmente, afirmando que, se um funcionário gastar mais de 20% da semana de trabalho em tarefas relacionadas a ponta, esse funcionário não está mais envolvido em uma função de trabalho de produção e deve receber o salário mínimo total. Isso executa diferentes tarefas de trabalho ao longo de seus turnos. O objetivo da FLSA de promover condições justas de trabalho.
At the same time, the Department’s regulation also stated that an employee employed in a tipped occupation may perform related duties that are not “themselves . . . directed toward producing tips.” Therefore, distinguishing between employees who have dual jobs and tipped employees who perform “related duties” that do not “themselves” produce tips.
The 80/20 guidance stated that if a tipped employee performs too many “related duties”, the employee is no longer engaged in a tipped occupation. Essentially stating that if an employee spends more than 20% of the workweek on non-tipped related duties, that employee is no longer engaged in a tip producing job function and must be paid the full minimum wage.
Why is the DOL changing the Dual Jobs regulation?
A change was needed to clarify the difference between an employee that truly has two jobs within the restaurant, one tipped and one non-tipped, and a tipped employee that performs different job duties throughout their shifts.
Secondly, the Department of Labor determined that the 80/20 guidance “was difficult for employers to administer and led to confusion, in part because employers lacked guidance to determine whether a particular non-tipped duty is `related’ to the tip-producing occupation.
There were circuit courts that also found the guidance difficult to interpret and inconsistent with the FLSA’s goal of promoting fair working conditions.
O que o Departamento do Trabalho espera realizar com esta nova regra? país?
The goal of this final rule is to protect tipped employees, while also providing clarity and flexibility to employers, and courts, to address the variable situations that arise in tipped occupations.
Does this new final rule apply to every restaurant in the country?
Não, isso é uma regra federal e não seria impactante em todos os estados. Jobs, um gorjeado e um sem ponta, o trabalho sem ponta não pode receber um salário de crédito
For example, the states of Washington and California do not allow employers to pay employees a tip-credit wage, and employers must pay tipped employees and non-tipped employees the same minimum wage.
What is the new rule for Dual Jobs?
- If an employee has two jobs, one tipped and one non-tipped, the non-tipped job cannot be paid a tip-credit wage
- The prior rule was not straightforward in regard to this situation
- In order for a tipped employee to be paid a tip-credit wage for their entire shift, that employee during their entire shift, is either performing work that produces tips or is performing work that directly supports the production of tips, desde que o trabalho diretamente de suporte não seja realizado por uma quantidade substancial de tempo
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What is considered “tip producing work”?
Tip-producing work is “work that provides service to customers for which tipped employees receive tips.”
O que é considerado“ Trabalho diretamente de suporte ”? Tabelas na área de jantar e tabelas de ajuste e ônibus
Directly supporting work is “work that is either performed in preparation of, or otherwise assists, the tipped employee’s tip producing work.”
- Example: Dining room prep work – such as refilling salt and pepper shakers and ketchup bottles, rolling silverware, folding napkins, sweeping or vacuuming under tables in the dining area, and setting and bussing tables
O trabalho diretamente de suporte não pode ser realizado por um período substancial de tempo.
O que é considerado uma quantidade substancial de tempo? (2) é realizado por um período contínuo de tempo superior a 30 minutos.
An employee has performed directly supporting work for a substantial amount of time if the tipped employee’s directly supporting work either (1) exceeds 20 percent of the hours worked during the employee’s workweek or (2) is performed for a continuous period of time exceeding 30 minutes.
O que acontece se um funcionário exceder 30 minutos de trabalho de crédito sem ponta? Exemplos de trabalho que não são produzindo a ponta ou suporta diretamente o trabalho com ponta? A partir de 28 de dezembro de 2021. 2024
In this situation, the employer would not be able take a tip-credit for the entire 45 minutes in which the employee was rolling silverware and would need to pay the employee the full federal minimum wage for rolling silverware.
What are examples of work that is not tip producing or directly supporting tipped work?
- Preparing food, including salads, and cleaning the kitchen or bathrooms, is not part of the tipped occupation of a server
- Cleaning the dining room or bathroom is not part of the tipped occupation of a bartender
When is this Final Tip Rule effective?
The final rule becomes effective December 28, 2021.
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