New York Tip Pooling Laws Explained: Who Can Legally Share Tips and What Hospitality Workers Need to Know

Introduction

For thousands of hospitality workers across New York, tips are much more than a bonus. They are an important part of their income and help cover everyday expenses such as rent, groceries, transportation, and bills. Whether you work as a server in a busy restaurant, a bartender in a local pub, or a food runner in a luxury hotel, every dollar earned through tips matters.

Many hospitality businesses use a tip pooling system to distribute tips among employees who contribute to the customer experience. While tip pooling is common, it is also one of the most misunderstood areas of employment law. Employees often wonder whether their employer can require them to participate in a tip pool, whether managers can receive a share of the tips, or what happens if they believe tips are being distributed unfairly.

New York has strict laws governing how tip pools must operate. In addition to state laws, employers must also follow federal wage laws under the Fair Labor Standards Act (FLSA). These laws are designed to protect employees and ensure that tips remain the property of the workers who earn them.

Unfortunately, not every employer follows these rules. Some businesses improperly include managers in tip pools, allow ineligible employees to receive tips, or fail to provide workers with the required wage notices. These practices can result in employees losing income they have rightfully earned.

Understanding your rights is the first step toward protecting your wages. Whether you are new to the hospitality industry or have worked in restaurants for years, learning how New York tip pooling laws work can help you recognize legal violations and ensure you receive the compensation you deserve.

In this guide, we explain everything hospitality workers need to know about tip pooling in New York. You will learn who can legally participate in a tip pool, what a tip credit is, when employers may violate wage laws, and what steps employees can take if they believe their rights have been violated.

What Is Tip Pooling?

Tip pooling is a workplace arrangement where employees who receive tips contribute some or all of their tips into a shared pool. At the end of a shift or another designated period, the money in the pool is divided among eligible employees according to the employer’s tip pool policy.

The purpose of tip pooling is to recognize that excellent customer service often depends on a team rather than just one employee. While a server may be the primary person interacting with customers, other employees such as bussers, bartenders, and food runners also help create a positive dining experience.

For example, imagine a restaurant where a server earns several hundred dollars in tips during a busy evening. Throughout the night, a bartender prepares drinks, a busser clears and resets tables, and a food runner delivers meals quickly to customers. Each employee contributes to customer satisfaction. Through a lawful tip pool, these workers may all receive a fair portion of the tips collected during the shift.

Many restaurants, hotels, banquet facilities, catering companies, bars, and similar hospitality businesses use tip pooling because it promotes teamwork. Employees are encouraged to work together rather than compete against one another for customers or larger tips.

However, just because an employer operates a tip pool does not mean every arrangement is legal. Both New York and federal law place important restrictions on who can receive money from the tip pool and how the system must operate.

Tip Pooling vs. Tip Sharing

Although many people use these terms interchangeably, tip pooling and tip sharing are slightly different concepts.

Tip pooling generally refers to a mandatory system where employees contribute a certain percentage or amount of their tips into a common fund that is later distributed among eligible workers.

Tip sharing, on the other hand, often refers to a voluntary practice where an employee chooses to give a portion of their tips to another employee who helped provide service.

Regardless of the terminology used, employers must comply with applicable wage laws whenever employee tips are involved.

Why Do Employers Use Tip Pools?

Employers implement tip pools for several reasons.

First, they help reward employees who assist with customer service but may not receive direct tips from guests.

Second, they encourage teamwork by ensuring multiple employees benefit from successful service.

Third, tip pooling can help create a more balanced work environment where employees are motivated to support one another rather than focus solely on their own earnings.

While these goals can benefit both businesses and employees, employers must remember that they cannot create tip pool policies that violate employee rights.

Is Tip Pooling Legal in New York?

Yes. Tip pooling is legal in New York. However, legality depends entirely on how the tip pool is structured and whether the employer follows both state and federal employment laws.

Simply creating a tip pool does not automatically make the arrangement lawful. Employers must ensure that only eligible employees participate, tips are distributed fairly, and employees receive all required wage information.

New York’s hospitality industry has detailed wage rules designed to protect tipped employees from losing earnings through unfair business practices. These laws establish who may receive pooled tips, when employers may claim a tip credit, and what records employers must maintain.

Federal law also plays an important role. The Fair Labor Standards Act provides nationwide protections for tipped workers and prohibits employers, managers, and supervisors from keeping employee tips under most circumstances.

Because employers must comply with both state and federal law, they generally follow whichever law provides greater protection to employees.

Why Are Tip Pooling Laws Important?

Without legal protections, employers could distribute employee tips to individuals who did not earn them or retain part of the tips for business purposes.

Tip pooling laws help ensure that:

• Tips remain the property of employees.
• Employers cannot use tips to increase company profits.
• Eligible employees receive their fair share.
• Workers are paid at least the wages required by law.
• Businesses compete fairly by following consistent wage standards.

These protections are especially important because hospitality employees often depend on tips for a significant portion of their total income.

Every Tip Pool Must Follow the Law

Employers cannot simply decide who receives pooled tips based on personal preference.

Instead, they must carefully evaluate employee job duties and ensure that only legally eligible workers participate.

Businesses that ignore these requirements may face wage claims, financial penalties, repayment of unpaid wages, and other legal consequences.

For employees, understanding these rules makes it easier to recognize when something may be wrong with the way tips are being distributed.

Which Employees Can Legally Participate in a Tip Pool?

One of the most common questions employees ask is who can legally receive money from a tip pool.

The answer depends largely on whether the employee regularly provides direct service to customers as part of their job duties.

Generally, employees who contribute directly to the customer experience are eligible to participate.

Common examples include:

Servers

Servers are usually the primary recipients of customer tips. They take food and drink orders, answer customer questions, provide recommendations, deliver meals, and ensure guests have an enjoyable dining experience.

Because servers work directly with customers throughout the meal, they are generally eligible participants in tip pools.

Bartenders

Bartenders prepare beverages, interact with customers seated at the bar, process drink orders, and often provide personalized service throughout a customer’s visit.

Since bartenders receive tips directly from customers and contribute significantly to customer satisfaction, they commonly participate in lawful tip pools.

Bussers

Although bussers may not always interact extensively with customers, they play an important role by clearing tables, resetting dining areas, assisting servers, and helping maintain efficient service.

Their work directly supports customer service, making them eligible participants in many tip pooling arrangements.

Food Runners

Food runners transport meals from the kitchen to customers quickly and accurately.

Prompt food delivery contributes directly to the dining experience, which is why food runners are often included in lawful tip pools.

Barbacks

Barbacks assist bartenders by stocking supplies, preparing garnishes, replacing inventory, cleaning workstations, and ensuring smooth bar operations.

Because their work directly supports customer service provided at the bar, they may legally participate in many tip pools.

Hosts or Hostesses

Hosts greet customers, manage reservations, seat guests, coordinate table assignments, and often provide the first impression of the restaurant.

Whether hosts may participate in a tip pool often depends on the specific duties they perform and the level of customer interaction involved.

Customer Service Is the Key Factor

Job titles alone do not determine eligibility.

Instead, the focus is on the actual work performed. Employees who regularly provide direct customer service or directly assist those who do are generally more likely to qualify for participation.

Employers should carefully evaluate each position before deciding whether employees should be included in a tip pool.

For workers, understanding these distinctions can help identify situations where employers may be improperly including or excluding certain employees.

Who Cannot Receive Money From a Tip Pool?

Just as the law identifies which employees may receive pooled tips, it also clearly limits who cannot participate. These restrictions are designed to protect tipped employees and ensure that the money customers leave as tips goes to the workers who earned it through customer service.

If an employer allows ineligible employees to receive money from a tip pool, the business may violate New York and federal wage laws. In some situations, this can result in employees recovering unpaid wages, penalties, and other damages.

Below are some of the workers who are generally not allowed to receive a share of employee tips.

Managers

Managers play an important leadership role in restaurants, hotels, bars, and other hospitality businesses. They may oversee staff schedules, handle customer complaints, supervise operations, and make important business decisions.

Even if a manager occasionally serves customers during a busy shift, they generally cannot participate in an employee tip pool if they have supervisory authority. Since managers represent the employer rather than the employees, allowing them to receive pooled tips could unfairly reduce the earnings of tipped workers.

Supervisors

Supervisors who direct employees, assign work, evaluate performance, or have authority over hiring and discipline are also generally prohibited from sharing in employee tips.

The law recognizes that supervisors have a different role than frontline hospitality workers. Because they exercise control over employees, they should not financially benefit from the tips earned by those employees.

Business Owners

Restaurant owners and other business owners cannot keep or share in employee tips simply because they own the business.

Customers leave tips to reward employees for their service, not to increase the employer’s profits. Business owners must keep employee tips separate from company revenue and ensure that workers receive the money they have earned.

Kitchen Staff

Employees who work entirely behind the scenes usually do not qualify for traditional tip pools when the employer takes a tip credit.

This commonly includes:

• Line cooks
• Prep cooks
• Executive chefs
• Pastry chefs
• Kitchen assistants

Although kitchen staff play a valuable role in preparing meals, they generally do not provide direct table service to customers. For this reason, they are often excluded from traditional tip pools under New York’s tipped wage rules.

Dishwashers

Dishwashers help maintain cleanliness and keep restaurant operations running smoothly. However, they usually work entirely behind the scenes without interacting directly with customers.

Because their duties are not customer-facing, they are generally not eligible to participate in tip pools where employers claim a tip credit.

Janitors and Maintenance Staff

Employees responsible for cleaning, maintenance, repairs, or facility upkeep also generally cannot receive pooled tips.

Their work supports the business as a whole rather than providing direct service to customers.

Why These Restrictions Matter

These rules exist to protect tipped employees from losing income to individuals who were not intended to receive customer gratuities.

When customers leave a tip, they usually do so because of the service they received from employees who directly interacted with them. The law seeks to preserve that expectation while still allowing certain customer-facing support staff to share in pooled tips.

Employers should review job responsibilities carefully before including employees in a tip pool. Simply giving an employee a different title does not change whether they are legally eligible.

What Is a Tip Credit?

A tip credit is one of the most important concepts for hospitality employees to understand because it directly affects how they are paid.

Under both federal and New York wage laws, certain employers may pay tipped employees a lower direct hourly wage than the standard minimum wage. This is allowed because the employer expects the employee’s tips to make up the difference.

The amount the employer counts toward meeting the minimum wage requirement is known as the tip credit.

In simple terms, the employer receives “credit” for a portion of the employee’s tips when calculating wages.

How Does a Tip Credit Work?

Imagine that an employee earns tips throughout their shift.

Instead of paying the full minimum wage entirely out of company funds, the employer pays a lower direct wage while relying on the employee’s tips to reach or exceed the required minimum wage.

If the employee’s combined wages and tips do not equal at least the legally required minimum wage, the employer must make up the difference.

Employees should never earn less than the minimum wage simply because business was slow or customers left fewer tips.

Employers Must Meet Certain Conditions

Employers cannot automatically claim a tip credit.

They must satisfy several legal requirements before doing so, including complying with applicable wage laws and tip pooling rules.

For example, employers are generally expected to:

• Properly notify employees about the use of a tip credit.
• Maintain accurate payroll records.
• Ensure employees actually receive their tips.
• Follow lawful tip pool requirements.
• Pay any required minimum wages if tips are insufficient.

If these obligations are ignored, the employer may lose the right to claim the tip credit.

Why Employees Should Understand the Tip Credit

Many workers mistakenly believe that earning tips means employers can pay whatever wage they choose.

This is not true.

The law places significant responsibilities on employers that use a tip credit. Employees should understand how the system works so they can recognize situations where their wages may have been calculated incorrectly.

When Can an Employer Lose the Right to Claim a Tip Credit?

Claiming a tip credit is a legal benefit available to qualifying employers, but it comes with strict responsibilities. If those responsibilities are not met, the employer may lose the right to use the tip credit and could be required to pay employees additional wages.

Below are some situations that may cause problems.

Including Ineligible Employees in the Tip Pool

One of the most common mistakes occurs when employers allow managers, supervisors, or other ineligible employees to receive pooled tips.

Doing so can violate wage laws and jeopardize the employer’s ability to claim a tip credit.

Failing to Provide Proper Notice

Employees should generally receive information explaining that the employer intends to claim a tip credit.

If proper notice is not provided, the employer may lose the legal protection that allows payment of a lower direct wage.

Keeping Employee Tips

Employers cannot treat employee tips as business income.

Keeping even part of the tips earned by employees may create serious legal problems.

Improper Recordkeeping

Accurate payroll records are essential.

Poor documentation may make it difficult for employers to prove they complied with wage laws during an investigation or lawsuit.

Failing to Pay the Required Minimum Wage

If an employee’s tips are not enough to bring their total earnings up to the required minimum wage, the employer must cover the difference.

Failing to do so may result in wage violations.

Consequences for Employers

Employers who improperly claim a tip credit may face significant consequences, including:

• Paying employees back wages.
• Reimbursing improperly withheld tips.
• Civil penalties.
• Interest on unpaid wages.
• Legal costs.
• Government investigations.
• Wage and hour lawsuits.

For hospitality businesses, maintaining lawful payroll practices is far less costly than defending wage claims later.

Can Employers Keep Employee Tips?

The short answer is no.

One of the most important protections under both New York and federal law is that tips belong to the employees who earn them.

Customers leave gratuities to reward workers for excellent service, not to provide additional income for the business.

Employers Cannot Take Employee Tips

An employer cannot collect employee tips simply because the business processes customer payments or owns the restaurant.

Tips remain the property of the employee unless they are lawfully redistributed through a valid tip pool.

Managers Cannot Keep Employee Tips

Managers and supervisors generally cannot receive employee tips from a tip pool.

Allowing management personnel to take a share of employee tips may violate wage laws.

Tips Cannot Pay Business Expenses

Employee tips should not be used to cover ordinary operating expenses.

For example, employers generally should not use employee tips to pay for:

• Broken equipment
• Inventory shortages
• Customer walkouts
• Business losses
• General operating expenses

Running a business comes with costs, but those costs should not be passed on by taking employee tips.

Illegal Deductions

Employees should carefully review their pay statements and ask questions if they notice unusual deductions involving tips.

Improper deductions may involve attempts to charge employees for:

• Uniform costs
• Cash register shortages
• Certain processing expenses
• Other business-related costs

Employees who notice these practices should keep records and consider seeking legal advice if they believe wage laws have been violated.

Employer Responsibilities Under New York Tip Pooling Laws

Operating a lawful tip pool requires more than simply collecting and redistributing tips. Employers have ongoing legal responsibilities designed to protect employees and maintain compliance with wage laws.

Create a Lawful Tip Pool Policy

Employers should clearly define:

• Who participates.
• How tips are collected.
• How distributions are calculated.
• When employees receive their share.

Having a written policy helps reduce misunderstandings and promotes consistency.

Provide Required Employee Notices

When using a tip credit, employers generally must provide employees with required wage information explaining how the pay system works.

Employees should understand how their wages are calculated before beginning work.

Maintain Accurate Payroll Records

Good recordkeeping protects both employers and employees.

Records should accurately reflect:

• Hours worked.
• Direct wages paid.
• Tips received.
• Tip pool distributions.
• Wage calculations.

Distribute Tips Fairly

Employers should consistently follow the established tip pool policy without favoritism or discrimination.

Every eligible employee should receive the share they are entitled to under the policy.

Train Supervisors

Managers should understand tip pooling laws before supervising tipped employees.

Proper training helps prevent costly mistakes and reduces the risk of wage disputes.

Review Policies Regularly

Employment laws change over time.

Businesses should periodically review their tip pool practices to ensure they continue complying with both New York and federal requirements.

By staying informed and following the law, employers can create a fair workplace while reducing the risk of legal disputes.

What Rights Do Hospitality Employees Have?

Hospitality employees work hard to provide excellent customer service, often spending long hours on their feet while relying heavily on tips to support themselves and their families. Because tipped employees are in a unique position, both New York and federal laws provide important protections to help ensure they are treated fairly.

Understanding these rights can help employees recognize when something is wrong and take appropriate action if necessary.

The Right to Keep Earned Tips

One of the most important rights is that employees are generally entitled to keep the tips they earn. Customers leave tips to reward good service, and those tips belong to the employees rather than the employer.

Although employers may require employees to participate in a lawful tip pool, they cannot simply take employee tips or use them to increase business profits.

The Right to Receive Minimum Wage

Even if an employer uses a tip credit, employees are still entitled to receive at least the legally required minimum wage when their direct wages and tips are combined.

If tips fall short, the employer must make up the difference. Employees should never receive less than the minimum wage because business was slow or customers tipped less than expected.

The Right to Know How Wages Are Calculated

Employees have the right to understand how their pay is determined.

This includes knowing:

• Their hourly wage.
• Whether the employer claims a tip credit.
• How tips are distributed.
• How deductions, if any, are calculated.

Clear communication helps employees verify that they are being paid correctly.

The Right to Accurate Wage Records

Employers are generally expected to maintain accurate payroll records and provide wage statements that correctly reflect hours worked and wages paid.

Employees should review their pay stubs regularly and ask questions if something appears incorrect.

Protection Against Retaliation

Employees should not be punished simply because they ask questions about their wages or report suspected violations.

For example, workers generally should not face retaliation for:

• Reporting unpaid wages.
• Questioning tip distributions.
• Filing a wage complaint.
• Cooperating with a government investigation.
• Speaking with an employment attorney.

Retaliation can sometimes include reduced work hours, demotion, harassment, or termination. Employees who experience these situations after raising wage concerns may have additional legal rights.

Common Tip Pooling Violations Employees Should Watch For

While many employers follow the law, violations still occur throughout the hospitality industry. Some employees lose significant income simply because they are unaware of their legal rights.

Below are several warning signs that may indicate problems with a tip pool.

Managers Receiving Employee Tips

One of the most common violations occurs when managers or supervisors receive a portion of employee tips.

Even if management occasionally assists during busy periods, supervisory employees generally should not participate in an employee tip pool.

Employers Keeping Part of the Tip Pool

Some employees discover that their employer keeps a percentage of pooled tips for business purposes.

This practice may violate wage laws because customer tips generally belong to employees.

Including Ineligible Employees

Another common issue is allowing workers who do not qualify under the law to receive pooled tips.

Improperly including certain back-of-house employees or supervisory personnel can create legal problems for the employer.

Missing Wage Information

Employees should understand how their wages are calculated.

If an employer refuses to explain tip distributions or fails to provide required wage information, workers should ask questions and keep records.

Unexplained Deductions

Workers should carefully review each paycheck.

Unexpected deductions involving tips, uniforms, shortages, or other expenses should be investigated to ensure they are lawful.

Inconsistent Tip Distribution

A tip pool should operate consistently according to the employer’s stated policy.

If employees notice that distributions frequently change without explanation or certain workers receive favored treatment, they may want to request clarification.

What Should Employees Do If They Believe Their Employer Is Violating Tip Pooling Laws?

Employees who suspect their employer is violating wage laws should remain calm and begin gathering information. Having accurate records can make it much easier to understand what happened and, if necessary, support a future claim.

Keep Your Own Records

Employees should maintain personal records whenever possible, including:

• Daily hours worked.
• Shift schedules.
• Tip amounts received.
• Tip pool distributions.
• Pay stubs.
• Wage statements.

Keeping your own records allows you to compare them with employer payroll records if questions arise later.

Review Your Pay Statements

Look closely at every paycheck.

Check whether:

• Hours worked are accurate.
• Hourly wages are correct.
• Tip amounts appear reasonable.
• Any deductions are properly explained.

Small payroll mistakes repeated over many months can result in significant lost income.

Ask Questions

Sometimes payroll errors result from simple misunderstandings.

Employees may wish to politely ask their employer or payroll department to explain:

• How the tip pool works.
• How distributions are calculated.
• Why certain deductions appear.
• Whether a tip credit is being claimed.

Many issues can be resolved through clear communication.

Report Concerns Promptly

If problems continue after raising questions, employees should document their concerns and consider reporting potential violations through appropriate channels.

Waiting too long may make it more difficult to gather evidence or recover unpaid wages.

Speak With an Employment Attorney

If employees believe they have lost wages because of unlawful tip pooling practices, consulting an experienced employment attorney can help them understand their legal rights and available options.

An attorney can evaluate the facts, explain applicable laws, and determine whether further legal action may be appropriate.

Federal Tip Pooling Rules Every Hospitality Worker Should Know

Although New York has its own labor laws, hospitality employers must also comply with federal wage laws. The primary federal law governing tipped employees is the Fair Labor Standards Act (FLSA).

Understanding how state and federal laws work together helps employees better understand their workplace rights.

Tips Generally Belong to Employees

Federal law recognizes that tips are the property of employees.

Employers generally cannot keep employee tips simply because they own the business or process customer payments.

Managers and Supervisors Are Generally Excluded

Federal law also limits the ability of managers and supervisors to receive employee tips.

This rule helps ensure that workers who directly earn gratuities receive the money customers intended for them.

Tip Pools Must Follow Applicable Rules

Federal law establishes requirements for tip pooling arrangements, including restrictions on who may participate depending on how employees are paid.

Employers should carefully review both federal and New York requirements before creating or modifying a tip pool policy.

State Law May Provide Greater Protection

Employees often wonder which law applies if state and federal rules differ.

Generally, employers must comply with the law that provides greater protection to employees.

This means New York employers must pay close attention to both sets of laws rather than relying solely on federal standards.

Recent Employment Law Trends Affecting Hospitality Employers

Employment laws continue to evolve as lawmakers respond to changes in the workplace. Hospitality employers should stay informed because wage laws, payroll rules, and employee protections may change over time.

Increased Focus on Wage Compliance

Government agencies continue to place greater emphasis on ensuring employees receive all wages they have earned.

This includes reviewing:

• Tip pool practices.
• Payroll procedures.
• Wage notices.
• Recordkeeping.

Employers that regularly audit their payroll practices are often better prepared to comply with changing laws.

Greater Attention to Employee Tips

Across the hospitality industry, there has been increased attention on ensuring that customer tips remain with eligible employees.

Businesses are reviewing tip pooling policies to make sure managers and other ineligible workers are not improperly sharing in employee tips.

Improved Payroll Transparency

Many employers are improving communication by providing clearer wage information and maintaining better payroll records.

Transparent payroll practices help reduce misunderstandings and build trust between employers and employees.

Ongoing Review of Employment Policies

Hospitality businesses should regularly review their employee handbooks, wage policies, and payroll systems to remain compliant with evolving labor laws.

Staying proactive can reduce legal risks while creating a fairer workplace for everyone.

Frequently Asked Questions (FAQs)

Is tip pooling mandatory in New York?

Not always. Some employers choose to implement tip pooling, while others allow employees to keep the tips they individually receive. If an employer establishes a tip pool, however, it must comply with applicable state and federal laws.

Can restaurant managers receive tips from a tip pool?

Generally, managers and supervisors should not receive a share of employee tips through a tip pool because they perform supervisory functions rather than serving solely as tipped employees.

Can cooks or dishwashers share in employee tips?

Whether kitchen employees may participate depends on the specific circumstances and how the employer pays tipped employees. Hospitality workers should understand that different legal rules may apply depending on the employer’s wage practices.

What happens if my employer keeps part of my tips?

If an employer improperly keeps employee tips, it may violate wage laws. Employees may have the right to recover unpaid wages or pursue other legal remedies depending on the facts of the case.

What is the difference between tip pooling and tip sharing?

Tip pooling usually refers to a structured system where eligible employees contribute tips into a common pool for redistribution. Tip sharing often describes voluntarily giving a portion of tips to another employee who helped provide service.

Can I file a claim if I believe my tips were taken illegally?

Yes. Employees who believe they have been denied wages or tips may have legal options. Speaking with an employment attorney can help you understand your rights and determine the best course of action.

Are employers required to tell employees about tip pooling policies?

Employers should clearly explain workplace pay practices, especially when claiming a tip credit. Providing employees with accurate wage information helps avoid misunderstandings and promotes compliance.

How do federal and New York tip laws work together?

Hospitality employers must comply with both federal and New York labor laws. When the laws differ, employers generally must follow whichever law provides greater protection to employees.

Conclusion: How Sanders Law Group Lawyers Can Help You

Understanding New York tip pooling laws is essential for anyone working in the hospitality industry. While tip pooling is legal, it must be handled fairly and in accordance with both state and federal law. Employees deserve to know who can legally receive pooled tips, when employers may claim a tip credit, and what rights they have if they believe their wages have been affected by unlawful practices.

Unfortunately, not every employer follows the law. Improper tip pool distributions, managers sharing in employee tips, unlawful deductions, inaccurate payroll records, or failure to pay employees correctly can all lead to financial losses for hardworking hospitality employees.

If you believe your employer has violated New York wage laws or improperly handled employee tips, you do not have to face the situation alone.

Sanders Law Group has extensive experience representing employees in wage and hour matters throughout New York. Their attorneys understand the complex rules governing tipped employees, minimum wage requirements, overtime pay, and tip pooling practices. They carefully review each client’s situation, explain their legal rights in clear language, and work to recover unpaid wages and other compensation where appropriate.

Whether you have questions about your paycheck, believe your employer has unlawfully taken your tips, or simply want to understand your legal rights, the experienced team at Sanders Law Group is ready to help you evaluate your options and protect the wages you have earned through your hard work.