As you’ve undoubtedly heard, Starbucks was recently slapped with a venti-sized $100 million judgment for violating California law by having shift supervisors share in employee tips.
Starbucks has vowed to appeal, but whatever the final outcome of this case, the judgment is sure to set off a wave of similar challenges in the restaurant industry and other industries in which tipping is common. Within days of the California ruling, in fact, another lawsuit challenging the same tip-pooling policy was filed against Starbucks in Massachusetts, and other cases have been filed as well.
Don’t take chances—order this in-depth audio conference all about this ruling and how to protect yourself from a similar lawsuit.
You and your colleagues will learn:
- What the ruling actually said, and why the court ruled as it did
- How to ensure your tip-pooling arrangements comply with state and federal law
- Why you need to keep accurate records of hours worked for tipped employees
- The extent of your liability if you get it wrong
- How to reduce your risks if your current policy is illegal
- Steps you can take now to ensure you’re in compliance with the rules on tipped employees
This audio conference was recorded on Thursday, June 26, 2008
About Your Speakers:
Lawrence McGoldrick, Esq., is Of Counsel at the Atlanta, Georgia, office of Fisher & Phillips, LLP. Representing and advising management since 1983, McGoldrick has practiced in virtually all areas of labor and employment law. He has successfully litigated cases at the trial and appellate levels and now concentrates his practice in the areas of government investigations, legal compliance audits, and counseling employers on how to handle or prevent problems in the workplace.
McGoldrick has special expertise in the areas of wage and hour laws, employee compensation plans, laws regulating background investigations of applicants and employees, and laws addressing employer obligations toward ill, injured, or disabled employees. He has conducted audits for national, regional, and local employers to improve their compliance with wage and hour laws, especially compliance with exempt/nonexempt employee classification requirements and other hotly litigated wage-hour issues.
McGoldrick has worked on behalf of clients and persuaded U.S. Department of Labor officials in Washington to issue formal opinion letter rulings in favor of certain wage-hour practices of the clients, thus providing the clients a statutory defense against future litigation over those practices.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI home page at www.hrci.org.
