Is it legal for a restaurant to assume tips on cash payment? A friend recently posted that, She is a waitress that receives tips. Her restaurant has a POS machine. This POS machine assumes a 15% tip on all cash payments. She can not alter this setting. Because the tax liability is on the waitress the only value I can see in the restaurant forcing this on her is to mitigate the likelihood of triggering an audit. This seems to amount to the theft of wages for a service to mitigate the establishment triggering an IRS audit, does this satisfy a claim to wage theft? It creates a situation where wait staff can actually be forced to pay income tax on unearned wages.
The difficulty is that tips are, by statute, considered a form of wages rather than a form of self-employment income for the tipped employee for income tax purposes (in contrast, employers don't have to keep track of tips for minimum wage purposes, tipped employees just have an extremely low minimum wage+). (If it was self-employment income, withholding and paying self-employment tax which is paid in lieu of FICA taxes, would be solely the employee's problem and none of the employer's business.) A comment notes, probably correctly, that: If wages plus tips do not add up to the full regular (non-tipped) minimum wage, the employer must pay the difference. This is not well-enforced, however. So, employers have a duty to report to the IRS and withhold taxes from their best estimate of combined wages and tips in a manner authorized by IRS regulations. If they don't, the employers face stiff penalties from the IRS for failing to withhold taxes. There are tax regulations and other forms of official guidance governing when it is permissible to infer tips on cash payments in this fashion. It isn't truly &quot;wage theft&quot;. The employee still gets whatever the actual tip is, and the employer still doesn't get the tip itself. Instead, what the employer does is withhold taxes for the benefit of the employee (and with respect to FICA an equal share of employer obligations withholding) based upon estimated wages and tips combined. The income tax withholding is annually reconciled (in theory anyway) against actual taxes owed on the annual tax return. If you maintain good records, you might get audited, but you'd probably win. If you maintain sloppy records or don't keep track at all, you'd probably lose in an audit. To reconcile the error in income tax reporting in federal tax law, the waiter files a 1040 with the W-2 from the employer. The waiter reports the amount withheld in one box. The waiter reports the correct amount of wages and salary and tips rather than the incorrect amount in the wage and salary box. The waiter files a supplement to the tax return page explaining the that W-2 is inaccurate. The waiter calculates tax and shows entitlement to a refund, and the IRS either writes a check or audits after which the IRS or if there is no agreement the tax court decides who is right. Cash tips should be logged daily by the waiter and regularly deposited. (I've done this before personally, with success in the audit process, in cases of erroneous 1099s for my personal taxes.) Reconciling errors in FICA withholdings is rather more difficult, but erroneous overwithholding still provides a benefit to the employee, and the employee's survivors, in the long run in that case. This is done in the form of larger Social Security benefit checks that are based on the inflated wage and tip estimate and the actual FICA taxes paid. If the employee actually receives more cash tips than reported by the employer and doesn't correctly increase the amount in a tax return, the tipped employee is actually engaged in petty tax evasion (and, in practice, excess cash tips are rarely reported). The circumstances under which a fixed percentage may be properly set and what it should be are too technical for an answer here. Systemically, the problem with the applicable regulations is that the inferred tip percentage is benchmarked against the tips paid on credit card payments, per IRS guidance and permission, but actually, customers tip at lower percentages of the bill when paying in cash than when paying via credit card. This is a flaw in the law, but it doesn't represent impropriety on the part of the employer.
Yes, barring any statutory prohibitions against such a rule. I would be very surprised if any existed. They don't exist in any jurisdiction I'm familiar with. Look up the local by-laws to be sure.
No. Theft is, in most jurisdiction, an action by which the offender takes another person's property with the intent to permanently deprive them of it. The clerk isn't taking any property from the store, and she doesn't have any intent to deprive the store of anything. She is therefore not guilty of theft. If she were doing this intentionally -- either in league with the customer or even without the customer knowing -- she could likely be held liable for the theft, either on a conspiracy theory or perhaps an innocent-agency theory. The lack of criminal liability of course does not mean that there can be no accountability. The employer is free to terminate the employee, and it will have different options -- depending on jurisdiction -- to recover the value of the uncharged printers, perhaps by docking her paycheck or through a negligence action.
As seen here, the laws of the employee's state and city are controlling, and not that of the employer. A person working for a North Dakota company in Seattle is owed at least Seattle minimum wage. This to &quot;were the employee usually is working&quot; so it does not suddenly switch when the employee takes a working vacation.
You certainly can claim whatever you want. Will you be granted it though? Time is money indeed, and replacing the damaged items requires some time not just items themselves. The question is how much time and at what rate? Your duty will be to mitigate the damages and so to minimise the time and its cost. Will your normal hourly rate be applicable? Only if you have to use your actual work time and miss out on earning for those hours. It will probably be unreasonable to use work time in the first place, let alone that you may not necessarily miss out any earnings in case it's a salaried job and your boss is fine to just let you go for a few hours to sort out personal issues. If the time you use for replacement is evenings/weekends then you would need to quantify how much you miss out on not doing what you would do otherwise.
No. Reason: Taxes are not a contract for specific services, so even if the government did nothing for you in return for your taxes, you do not have recourse to a rebate for "breech of contract." The only recourse is political. Theoretically if the government failed to provide a service that was required by law or Constitution, there could be legal action to force the government to do that action but you still don't get your tax money back. It might be an interesting act of civil disobedience, but no not legal. That is the answer. But to address some of the other premises of your question (Note: these are irrelevant because see above answer): The U.S. government runs at a deficit anyway, meaning the amount spent each year is more than the amount of revenue collected. For example, in May, 2018 the CBO estimated that for FY2018: BUDGET PROJECTIONS FOR FY 2018 (As of May 24, 2018 ) OUTLAYS $4.1 Trillion REVENUES $3.3 Trillion DEFICIT $793 Billion DEBT HELD BY THE PUBLIC (End of Fiscal Year) $15.7 Trillion So even if in the partial shutdown, gov saved 20%, every cent of your taxes would still go to the expenditures; the deficit would just be a little less. The U.S. government is saving quite a bit of money by not paying some subset of its employees, etc. .... believe that many of those employees will not receive back-pay. Probably not true. In the past modern shutdowns, employees received the back pay, whether they worked as emergency employees or were home. A bill as already been proposed in Congress to ensure that all will be paid when this ends. Some contractors might not get paid because they get paid by their employers, not directly by the gov. So in some cases no work, no pay. There are bills proposed to get them paid also. Note- I do not at all mean to downplay the effect on people's finances and morale. Missing a paycheck today even if the money will/might come eventually is a real hardship.
If your LLC made 300K before paying salaries, and paid 300K total in salaries, that seems quite reasonable. You might have a point if the order of events was: LLC pays 100K in salaries, LLC gets sued for 200K, LLC raises salaries by 200K. Note that the owners have to pay income tax on 300k earnings, plus whatever else employers and employees have to pay. And an LLC doesn't pay salaries to owners, it pays salaries to employees who be sheer coincidence are also owners. It's a different matter if the company pays dividends. A company must keep dividends low enough so that it can run its business, including paying damages for lawsuits that it knows about. So if the company planned all along to pay 300k in dividends, then is sued for 200k, they likely have to reduce the dividends.
Go to know that you live in Washington. Per RCW 49.48.210, They must give you written notice with their evidence. Per RCW 49.48.210, section 3, you can (and should) request a review of the employer findings. Since the employer gave you the money, and you nor they saw any error until now, you may be protected under estoppel (WAC 388-02-0495). In the response letter, I would write something along the lines of " [Company Name] has paid IAW my expected rate and acted correctly when I received my money. I have also spent the money in good faith. Indeed, I still cannot see that any overpayment has actually happened. Please send me exact details why you believe that I have been overpaid, and why you believe that estoppel does not apply. Until this manner has been resolved per RCW 49.48.210, section 3, I request that you continue to pay my wages at normal rate for my time. I do not accept liability for the actions or inactions of [company name] and the claimed overpayment." Get receipt that the employer received the notice. Because it is in review, they don't have the right to garnish your wages. Challenge everything at the review. If something was changed or edited, challenge that. I would open up a new thread if they did that much. Best of luck