Can a business impose a minimum amout for credit card payment without notice? Recently, I visited a bar I regularly attend and purchased what I normally get, which has a pre-tip total of less than $10. When I went to pay the check with my credit card, I was told that there was a $10 minimum for all credit transactions. It is worth noting that there are no signs anywhere that indicate this $10 minimum nor has such a thing been enforced in the months that I had previously been patronizing this location. There are signs indicating that credit cards are accepted. Personally, I do not keep much, if any cash, on me. So this created a conundrum. I eventually got the barback to relent and take the card, but I was wondering few things: Does the placement of a sticker stating, "We accept XYZ credit cards," essentially obligate a business to accept that card? If a business is obligated to accept a credit card, are they obligated to openly declare the conditions for that form of payment (especially in a restaurant where payment happens after services are rendered)?
Note: IANAL Does the placement of a sticker stating, "We accept XYZ credit cards," essentially obligate a business to accept that card? It depends on whether you mean whether they are obligated to provide goods/services to someone who presents the card, or whether, having provided goods/services, they are obligated to accept the card as payment. For the first question, the answer is "no". The credit card brand could theoretically go after them, however, as names of credit networks are trademarks, so claiming to accept a card but not doing so is trademark infringement. For the second, the answer is "pretty much". Since they misrepresented their establishment, there is no mutual assent and therefore no contract. If they try to use "defrauding the innkeeper statutes", those require fraudulent intent. If you fully intended to pay for you meal by a credit card, and it was their choice to refuse payment, then you have no fraudulent intent. The only avenue I can see for them is some sort of equity argument, but that would be problematic, especially if they ask for the retail, rather than wholesale, price, and not worth the hassle of collecting. So, legally, you can just walk out, but in practice if they have a bouncer they might make trouble for you.
No, this is not an acknowledgement of guilt or liability. It offers a &quot;discount&quot; some sort of reduction in price. This could be an offer of settlement without admission of liability, or even just advertising for repeat business (unlikely as that may seem). Without the rest of the communication, there is no way to tell. Unless there are specific admissions, this statement alone is not likely to have much significance in such a case. Edit: There is still not enough context to tell exactly what the sender of this communication wanted to accomplish with the offer of the discount, but since the OP now says &quot;the party does not take the responsibility&quot; this is not an admission of guilt, whatever else it is. It sounds like some sort of backdoor form of settlement offer without admission, but that is far from clear to me. My original answer is not significantly hanged here.
Executive Summary Yes, you must pay your employee (if the person is indeed an employee) to read the manual. This is because, (1) as you note in your question, reading the manual is a state OSHA required part of the job, and (2) hourly employees must be paid at least minimum wage for all hours they work and there is no exception for time spent reading safety manuals. Furthermore, household cooks who are employees who are paid by the hour are not exempt from the minimum wage. There is no really plausible exception to the requirement to pay a minimum hourly wage that would apply to someone who is an employee in this position. For example, this person could not plausible be classified as a salaried employee or manager in this scenario for FLSA purposes. You could, of course, set a reasonable expectation regarding how much time should be allocated to reading the manual, so long as the expectation you set is indeed reasonable - five minutes would be unreasonably short, but 20 hours to memorize it would be unreasonably long. Is The "Employee" An Independent Contractor? It is conceivable that the person you describe as an employee is really an independent contractor, rather than a employee, and hence not subject to minimum wage laws. For example, you do not have a duty to determine that a catering company that serves many customers and is its own business providing food for you on an irregular basis, or a third-party restaurant that delivers either itself or through a third-party delivery service, is paying minimum wage or complying with work safety laws like OSHA, because they are independent contractors. But, there is nothing in your question that suggests that this is the case. (Note that if this person is an "employee" and not an "independent contractor" that it is also important that you obtain worker's compensation and pay withholding taxes for your domestic employee; often this is done via a third-party payroll service.) Applicable Law The Fair Labor Standards Act of 1938 as amended, 29 U.S.C. § 201, et seq., requires you to pay every hourly employee the federal minimum wage, plus overtime if applicable, from "Portal to Portal" (i.e. from showing up to work until leaving work, because commuting time is not counted as work for purposes of the FLSA). Hours worked is defined as follows by the FLSA at 29 U.S.C. § 203(o), contains no exception for time spent reading a safety manual: In determining for the purposes of sections 206 and 207 of this title the hours for which an employee is employed, there shall be excluded any time spent in changing clothes or washing at the beginning or end of each workday which was excluded from measured working time during the week involved by the express terms of or by custom or practice under a bona fide collective-bargaining agreement applicable to the particular employee. This states with respect to employees in domestic service at 209 U.S.C. § 206(f): Any employee— (1) who in any workweek is employed in domestic service in a household shall be paid wages at a rate not less than the wage rate in effect under subsection (b) of this section unless such employee’s compensation for such service would not because of section 209(a)(6) of the Social Security Act 42 U.S.C.A. § 409(a)(6)constitute wages for the purposes of title II of such Act [42 U.S.C.A. § 401 et seq.], or (2) who in any workweek— (A) is employed in domestic service in one or more households, and (B) is so employed for more than 8 hours in the aggregate, shall be paid wages for such employment in such workweek at a rate not less than the wage rate in effect under subsection (b) of this section. The referenced Section 206(b) is the currently effective federal minimum wage (currently $7.25 per hour). The cross-reference to the Social Security Act states that employment taxes paid by the employer (such as the employer part of FICA taxes) do not count towards paying the minimum wage. California has a parallel state minimum wage of $10 in 2017 which is substantially similar except in amount.
This is actually pretty standard. You have a contract with a business to provide some service, and you get a bargain on the price of the service as long as you stay with them for some period, such as 2 years. You could get the 'pay as you go' option which doesn't have a termination fee, but that costs more if you are sure you can commit to what you signed up for, for that period. So it's not that you can't terminate the contract, it's that you can't just walk away from your obligation (what they call a "minimum term agreement"), cost-free. The early-termination fee is part of the cost of moving. You have to look in the Legal Agreements &amp; Contract part of Account Details on your account to get the specific agreement that you are bound by. Generally, you are subject to that fee, unless the subscriber dies, or is in the military and is shipped out. You can also transfer your service from area to area – I assume you either are moving to an area without Xfinity service, or you elected to not use Xfinity in that location. It is legal for a business to put their business interest above that of a customer, even in the case of regulated "utilities".
A business has the right to refuse service, except in the case of unlawful discrimination. &quot;Sued us&quot; is not a protected characteristic. Unless part of the settlement was that the business must serve that customer in future, there is no way this could be considered contempt.
Even though student status is not on the list of protected classes, this still might be discrimination. By proxy. Status as student can be a proxy for age, race, and/or color. Maybe even religion if there is a religious school nearby! In fairness to the store manager, when a pack of ten kids comes rolling in on the way home from school things can get pretty hectic. Rather than try to kick out the problem kids many managers will attempt to avoid the problem in the first place. Also, a sign like this might help the manager be less discriminatory. For example, let's say he lets all kids in and only kicks out the ones who are causing problems. If those problem kids are all in one protected class and it's different from the kids who don't get kicked out, the manager looks like he's discriminating based on that protected class. Discrimination by proxy can be hard to prove and I am not sure of the burden of proof in Canada. I have read that "Canadian experience" is used as a proxy in employment discrimination and has been getting some attention lately. That might be a good issue to keep an eye on as it may define proxy discrimination jurisprudence.
Is sales person required by law to give a copy of signed contract at the time you sign up for service? No. If I would ask for copy of all documents from that company are they required by law to send her these copies? No. Is there a law that mandates process on how contracts should be signed in California? There are many, however, they relate to specific classes of contract. In general, it is not a requirement that a contract be signed or even written; verbal contracts are totally legitimate. Given that every single transaction where money changes hands in return for goods and/or services is or is part of a contract it is not feasible that they all be signed. Have you bought a cup of coffee today? Did you sign a contract when you did? Here's the thing Your friend has learned several valuable business lessons: the first is some people in business will rip you off. If you are a consumer then you have (some) legal protection, however, if you are in business then the courts and the legislature expect you to look after yourself. Your friend has signed a contract. Pretty much, any court will consider that what they signed would be the entire contract unless there was compelling evidence to the contrary. Her word that the sales rep said there would be no break charges would not on its own be compelling evidence. Your friend has an obvious incentive to lie. Here is the second lesson: don't sign anything unless and until you have read and understood it; hire a lawyer if you need to in order to understand it. Now, either under the contract the company is legitimately allowed to charge these fees or it isn't. Without having a copy of the contract you have no way to tell. Thus the third lesson: always keep your own copy of everything you sign. What your friend can do is: nothing. Don't pay the bill, write to them saying that she disputes that she owes them any money at all. If you want to be provocative, suggest which court would be most convenient if they want to prove the debt. Odds are this will go no further. If they do proceed with a summons then they will need to state their case. At that point she can request through the court a copy of the contract they are relying on. If their claims are legit she can simply roll over.
Not at the level of the state, but businesses subject to King County (WA) jurisdiction will, effective Jan. 1 2025, have to accept cash (within limits: not larger than $20 bill, not more that $200) for in-person transactions. Ad hoc exemptions are allowed in case of significant theft history, business operated at home, or with only one on-site employee.