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The law also puts limits on when and how much money an employer can take from a worker's pay for housing and meals the employer gives to the worker.

travel time during the work day (but not ordinary commuting time between home and work).Īn employer cannot deduct money from a worker’s pay unless the law allows it (such as wage withholding taxes), or the worker asked for a deduction to be made for his or her own benefit (such as to put money aside in the worker's savings account).Īn employer cannot take money from a worker's pay for the employer’s ordinary business costs (for example: supplies, materials or tools needed for the worker's job).

any time worked before or after the normal shift to complete the work, and.

all time that a worker must be on duty at the employer’s worksite or other location,.

Workers cannot be charged a fee to have access to their pay.

#Time clock plus 6 application server full#

Workers who are fired or laid off must be paid in full on their last day of work.Įmployers may require workers to be paid their wages through direct deposit, however, employers cannot choose the financial institution where workers will receive the funds. Workers who quit their jobs must be paid in full on the next regular payday or by the first Saturday after they quit (if there is no regular payday). If an employer chooses to add a service charge or tip (as defined by the law) to a bill, the employer must distribute the money in proportion to the work done by those employees. Tip pooling is allowed, but only wait staff, service bartenders, and other service employees can take part. Even if managers and supervisors help to serve customers, they cannot share in a tip pool on a day when they have any managerial responsibilities.

Total gross wages to be paid to this employee for this pay week = $258.75.

Since this total exceeds the $15.00 per hour minimum wage rate for each hour worked, the employer is not required to add any amount to the employee’s next paycheck for this shift.

On Saturday, the busy day, the employee earns $33.75 in service rate wages + $150 in tips for a total earned of $183.75.

The employer is required to add $11.25 to the employee’s next paycheck to cover the differential for this shift.

The law requires that the employee receive at least $75.00 for the shift (5 hours x $15.00 minimum wage rate).

On Tuesday, the slow day, the employee earns $33.75 in service rate wages + $30.00 in tips for a total earned of $63.75.

A restaurant server works one 5-hour shift on Tuesday and one 5-hour shift on Saturday during the same pay week.

In this example, assume that the minimum wage is $15.00 per hour and the service rate is $6.75 per hour.

The employer is required to add any amount due to the employee’s next pay check. Note: If the service rate plus tips does not add up to at least the minimum wage of $15.00/hour, the employer must pay the difference.Įffective January 1, 2019, employers must calculate the difference between the service rate and earned tips at the completion of each shift worked by the employee to ensure the employee earned at least the minimum wage for all hours worked when the service rate and earned tips are added together.

the hourly tips plus the hourly service rate add up to the minimum wage.

the worker makes more than $20 a month in tips, and.

the employer informs the worker in writing that they will be paid the service rate.

Beginning January 1, 2023, the service rate in Massachusetts is $6.75/hour.Īn employer can pay the hourly “service rate,” per hour, to a worker if:

Some workers earn an hourly service rate, plus tips. This includes employers, employees with managerial responsibility on a given day, and employees not serving patrons directly. Employers are also explicitly forbidden from distributing tips to anyone who is not a wait staff or service employee or service bartender. Employers may not keep workers’ tips given by a patron to a wait staff employee, service employee, or service bartender.