Do you earn tips? Plenty of employees in Maryland do, including those who wait tables, serve and mix drinks, open doors, carry luggage, clean hotel rooms, or provide other services, from moving furniture to delivering newspapers. In fact, some employees earn more in tips from satisfied customers than in straight wages paid by their employers.
When you receive tips as part of your compensation, your legal rights under wage and hour laws become a bit more complicated. The rules about what counts as a tip, how much your employer must pay you, and whether you have to contribute to a tip pool (among other things) all depend on the laws of your state. Although federal law also covers these issues, employers must follow whichever law—federal, state, or even local—is the most generous to employees.
Here's what you need to know about federal and Maryland legal protections for employees who receive tips. You can find out more about Maryland law on minimum wage and tips at the Maryland Department of Labor.
The basic rule of tips, under federal and state law, is that they belong to the employee, not the employer. Employers may not require employees to hand over their tips unless one of these exceptions applies:
Minimum wage laws protect all employees, whether or not they receive tips. Employees are entitled to earn the full minimum wage per hour as set by federal or state law. Currently, the federal minimum wage is $7.25 an hour. Maryland's minimum wage is $12.50 an hour (in 2022), so employees are entitled to the higher state minimum wage.
Under federal law and in most states, employers may pay tipped employees less than the minimum wage, as long as employees earn enough in tips to make up the difference. This is called a "tip credit." The credit is the amount the employer doesn't have to pay, so the applicable minimum wage (federal or state) less the tip credit is the least the employer can pay tipped employees per hour. If an employee doesn't make enough in tips during a given workweek to earn at least the applicable minimum wage for each hour worked, the employer has to pay the difference.
Maryland law allows employers to claim a tip credit for employees who make at least $30 in tips per month. Employers may pay tipped employees as little as $3.63 an hour, as long as the employee earns enough in tips to make the applicable minimum wage. For example, in 2022, the employee would need to earn $8.87 in tips in order to receive the minimum wage of $12.50 an hour.
Some employees have dual jobs, in which they spend some of their shift doing non-tipped work. Under Maryland law, the employer may not take a tip credit for any time an employee spends on non-tipped tasks. For example, a waitress spends five hours of her shift waiting tables; she spends an additional hour cleaning the restaurant after customers leave. The employer must pay her the full minimum wage, without taking a tip credit, for the time she spends cleaning. It can claim a tip credit for her five hours of work waiting tables.
Many states, including Maryland, allow employers to require tip pooling or "tipping out." All employees subject to the pool have to chip in a portion of their tips, which are then divided among a group of employees. Employers must notify employees of the tip pool in advance. In addition, employees can't be required to pay more into the pool than is customary and reasonable, and the employee must be able to keep at least the full minimum wage. (In other words, if the employer takes a tip credit, the employer can count only the tips the employee gets to take home against its minimum wage obligation.)
Under federal law, if the employer claims a tip credit, then only employees who regularly receive tips can be part of the tip pool. Employees can't be required to share their tips with employees who don't usually receive their own tips, like dishwashers or cooks, unless the employer doesn't claim a tip credit and pays the employee the minimum wage directly. And tips from a tip pool can't go to the employer, managers, or supervisors.
In 2013, Maryland passed a law answering a question important to servers everywhere: Who pays for the "dine and dash?"
Some employers dock the pay of wait staff when a customer leaves without paying the bill. In some states, there are general laws that address which job-related costs an employer can pass along to employees and which must be paid by the employer. In Maryland, however, no legal parsing is required. Maryland law explicitly prohibits employers from requiring tipped employees to pay or "reimburse" the employer for charges customers don't pay. Employers also have to post a notice informing employees of the law.
It's not as easy as you might think to figure out exactly how much of what a customer pays is a "tip." If the customer pays in cash and tipping is voluntary, whatever amount the customer leaves over and above the charge for products or services (plus tax) is a tip. However, if the employer imposes a mandatory service charge, or the customer pays by credit card, the rules might be different.
Some restaurants tack a "mandatory service charge" on to bills for large tables of diners, private parties, or catered events. Under federal law and in most states, this isn't considered a tip. Even if the customer thinks that money is going to you and doesn't leave anything extra on the table, your employer can keep any money designated as a "service charge." The law generally considers this part of the contract between the patron and the establishment, not a voluntary acknowledgment of good service by an employee. Many employers give at least part of these service charges to employees, but that's the employer's choice: Employees have no legal right to that money.
A couple of states have different rules, intended to make sure that customers know whether their money is going to the employer or the server. Maryland is not one of them, however.
Under IRS rules, any portion of a mandatory service charge that the employer pays out to employees must be treated as wages, not tips. This means the employer must withhold and pay Social Security and Medicare (FICA) tax on these amounts, may not claim a credit against its tax obligations for these amounts (as it can for tips), and must include them as part of the employee's hourly wage when determining overtime payments, among other things.
The rule applies only to mandatory service charges. For the amount to count as a tip rather than a service charge, all of the following must be true:
State rules differ as to whether employees are entitled to the full amount of a tip left by credit card. If the employer has to pay the credit card company a processing fee, some states allow the employer to subtract a proportionate amount of the tip to cover the employee's "share" of the fee. For example, if the credit card company charges a 3% fee, the employer could legally reduce the employee's tip by 3% as well.
Maryland law doesn't directly address the issue of credit card processing fees.