{"id":737,"date":"2025-08-13T13:12:23","date_gmt":"2025-08-13T13:12:23","guid":{"rendered":"https:\/\/www.hallandlampros.com\/?page_id=737"},"modified":"2026-01-29T06:02:58","modified_gmt":"2026-01-29T06:02:58","slug":"reclamaciones-salariales-en-restaurantes","status":"publish","type":"page","link":"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/","title":{"rendered":"Abogado especializado en infracciones salariales en restaurantes Atlanta"},"content":{"rendered":"\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_83 counter-hierarchy ez-toc-counter ez-toc-transparent ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#restaurant-wage-violations-attorney-in-atlanta-ga\" >Restaurant Wage Violations Attorney in Atlanta, GA<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#restaurant-wage-violations-law-firm-serving-all-courts-in-georgia\" >Restaurant Wage Violations Law Firm Serving All Courts in Georgia<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#successfully-representing-restaurant-workers-in-30-states-in-over-400-cases\" >Successfully Representing Restaurant Workers in 30 States in Over 400 Cases<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#know-your-rights-even-if-you-are-unsure-whether-you-want-to-make-a-claim\" >Know Your Rights Even if You Are Unsure Whether You Want to Make a Claim<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#frequently-asked-restaurant-wage-questions\" >Frequently Asked Restaurant Wage Questions:<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#frequently-asked-restaurant-wage-questions-2\" >Frequently Asked Restaurant Wage Questions:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#is-my-restaurant-employer-allowed-to-take-some-of-my-tips\" >Is my restaurant employer allowed to take some of my tips?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#is-my-restaurant-tip-pool-legal\" >Is my restaurant tip pool legal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-i-recover-under-the-flsa-if-i-did-not-pay-taxes-on-the-wages-or-tips-i-was-paid\" >Can I recover under the FLSA if I did not pay taxes on the wages or tips I was paid?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-a-restaurant-employer-require-me-to-work-off-the-clock\" >Can a restaurant employer require me to work off the clock?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-a-restaurant-employer-roll-back-my-time-to-reduce-the-hours-for-which-i-receive-pay\" >Can a restaurant employer roll back my time to reduce the hours for which I receive pay?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-my-restaurant-employer-require-me-to-show-up-early-for-work-without-pay\" >Can my restaurant employer require me to show up early for work without pay?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-a-restaurant-employer-put-me-on-salary-and-not-pay-me-overtime\" >Can a restaurant employer put me on salary and not pay me overtime?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#what-restaurant-jobs-are-covered-under-the-flsas-overtime-and-minimum-wage-protections\" >What restaurant jobs are covered under the FLSA\u2019s overtime and minimum wage protections?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-an-employer-fire-me-or-retaliate-for-asking-for-overtime-or-making-an-flsa-claim\" >Can an employer fire me or retaliate for asking for overtime or making an FLSA claim?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#what-does-it-cost-for-legal-advice-as-to-whether-i-have-a-claim\" >What does it cost for legal advice as to whether I have a claim?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#what-can-i-recover-in-an-flsa-lawsuit-if-my-restaurant-employer-owes-me-back-wages-for-minimum-wage-or-overtime\" >What can I recover in an FLSA lawsuit if my restaurant employer owes me back wages for minimum wage or overtime?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#what-does-it-cost-to-bring-a-claim\" >What does it cost to bring a claim?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#what-states-offer-additional-overtime-protections-for-restaurant-workers\" >What states offer additional overtime protections for restaurant workers?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#how-long-do-i-have-to-bring-an-flsa-claim-what-is-the-statute-of-limitations\" >How long do I have to bring an FLSA claim (what is the statute of limitations)?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-i-bring-an-flsa-claim-against-my-former-restaurant-employer\" >Can I bring an FLSA claim against my former restaurant employer?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#if-i-agreed-to-be-paid-a-salary-without-overtime-does-that-waive-my-claim-for-overtime\" >If I agreed to be paid a salary without overtime, does that waive my claim for overtime?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-an-undocumented-worker-recover-under-the-flsa\" >Can an undocumented worker recover under the FLSA?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-my-employer-report-me-as-an-undocumented-worker-for-making-an-flsa-claim\" >Can my employer report me as an undocumented worker for making an FLSA claim?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#are-there-different-laws-in-different-states-relating-to-overtime-and-minimum-wage\" >Are there different laws in different states relating to overtime and minimum wage?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-a-restaurant-employer-require-me-to-attend-meetings-or-training-without-pay\" >Can a restaurant employer require me to attend meetings or training without pay?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-my-employer-charge-me-for-my-uniform\" >Can my employer charge me for my uniform?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-my-restaurant-employer-hold-back-or-delay-or-fail-to-pay-me-my-last-paycheck\" >Can my restaurant employer hold back, or delay, or fail to pay me my last paycheck?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-my-employer-require-me-to-go-to-arbitration-on-my-flsa-claims\" >Can my employer require me to go to arbitration on my FLSA claims?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#will-mandatory-arbitration-hurt-my-claim\" >Will mandatory arbitration hurt my claim?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#can-my-employer-dock-my-pay-for-walk-outs-breakage-cash-register-shortages-customers-who-leave-without-paying-their-bill\" >Can my employer dock my pay for walk-outs, breakage, cash register shortages, customers who leave without paying their bill?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/www.hallandlampros.com\/es\/employment-law\/restaurant-wage-claims\/#what-is-the-minimum-wage-in-my-state\" >What is the Minimum Wage in my State?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"restaurant-wage-violations-attorney-in-atlanta-ga\"><\/span>Restaurant Wage Violations Attorney in Atlanta, GA<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Restaurants are a vital part of our communities, providing us with memorable dining experiences and delightful cuisine. However, for the hardworking individuals behind the scenes, it\u2019s essential that their rights are upheld, especially when it comes to fair wages and working conditions. When restaurant owners and managers fail to meet their obligations, it can leave workers feeling unsupported and uncertain about their rights. At <a href=\"https:\/\/www.hallandlampros.com\/\">Hall &amp; Lampros,<\/a> we recognize the significant role fair employment practices play in your life. This page outlines how our lawyers in Atlanta can step in to support you if you feel those responsible for your wages have let you down, ensuring you receive the compensation and dignity you deserve while working in Atlanta, GA.<\/p>\n\n\n    <!-- Scoped Styles -->\n    <style>\n        #cta-6a1be7bba7ae6 {\n            background-image:url('https:\/\/www.hallandlampros.com\/wp-content\/uploads\/2025\/12\/cmn-box-bkg.webp');background-size:cover;background-position:center;        }\n        #cta-6a1be7bba7ae6 h3,\n        #cta-6a1be7bba7ae6 h3 strong {\n            color: ;\n        }\n        #cta-6a1be7bba7ae6 .cmn-btn {\n            background-color: ;\n            color: ;\n        }\n        #cta-6a1be7bba7ae6 .cntct-rgt-btn a {\n            color: ;\n        }\n        #cta-6a1be7bba7ae6 .cntct-rgt-btn p {\n            color: ;\n        }\n    <\/style>\n    <div id=\"cta-6a1be7bba7ae6\" class=\"contct-cmn-bx\">\n        <h3>\n            Contact            <strong>Hall &amp; Lampros, LLP<\/strong>\n        <\/h3>\n        <div class=\"contct-btns\">\n            <div class=\"cntct-lft-btn\">\n                <a href=\"https:\/\/www.hallandlampros.com\/contact-us\/\" class=\"cmn-btn\">\n                    Schedule An Evaluation                <\/a>\n            <\/div>\n            <div class=\"cntct-rgt-btn\">\n                <a href=\"tel:4048768100\">\n                    404-876-8100                <\/a>\n                <p>free case evaluation<\/p>\n            <\/div>\n        <\/div>\n    <\/div>\n    \n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"restaurant-wage-violations-law-firm-serving-all-courts-in-georgia\"><\/span><strong>Restaurant Wage Violations Law Firm Serving All Courts in Georgia<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Hall &amp; Lampros is an Atlanta restaurant wage violations law firm that understands how unfair wage practices can disrupt your life. You might be dealing with unpaid wages, overtime violations, or unlawful tip deductions. Hall &amp; Lampros can be part of the team that helps restore fairness and order to your working life.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hall &amp; Lampros is dedicated to advocating for restaurant workers throughout Atlanta, Georgia. Our office is located at <a href=\"https:\/\/maps.app.goo.gl\/UxL2jUvuBU7avHQF9\" target=\"_blank\" rel=\"noopener\">300 Galleria Pkwy, Suite 300, Atlanta, GA 30339<\/a>. If you or a family member are facing wage-related issues due to the actions of your employer, contact Hall &amp; Lampros by calling <strong class=\"font-serif text-lg font-medium\">404-876-8100<\/strong> to schedule a risk-free, no-obligation consultation.<\/p>\n\n\n\n<iframe loading=\"lazy\" src=\"https:\/\/www.youtube.com\/embed\/Hqf_mLiqaOM?si=Bk6h5OdaVfGdeNQk\" width=\"560px\" height=\"315px\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\">&#xFEFF;&#xFEFF;<\/iframe>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Recent Review:<\/strong><\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><em style=\"color: #0176b2;\">\u201c<strong>10\/10 for Hall and Lampros<\/strong>!&nbsp;<strong>I highly recommend!<\/strong>&nbsp;Aimie was outstanding to work with. She kept me updated the whole time and&nbsp;<strong>made me feel stress free!<\/strong>\u201d<\/em>&nbsp;\u2013 Nathan F.<br>\n<a href=\"https:\/\/g.co\/kgs\/YDYuBq1\" target=\"_blank\" rel=\"noopener\">Google Verified Review<\/a><\/p>\n<\/blockquote>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"successfully-representing-restaurant-workers-in-30-states-in-over-400-cases\"><\/span>Successfully Representing Restaurant Workers in 30 States in Over 400 Cases<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Wage theft is rampant in the restaurant industry.<\/strong> For the last decade, Hall &amp; Lampros, LLP has made it a priority to vindicate the rights of restaurant workers. We have represented servers, bartenders, assistant managers, chefs, sous chefs, dishwashers, line cooks, servers, bartenders, runners, bussers, hosts, barbacks, baristas, dishwashers and workers in all front of the house and back of the house positions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>We handle these common claims:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Excessive Sidework and Dual Jobs at tip-credit wages<\/li>\n\n\n\n<li>Off the Clock Work<\/li>\n\n\n\n<li>Rolling Back Clock in\/Clock out (CICO) Hours<\/li>\n\n\n\n<li>Failure to Pay full (non-tip-credit) wages for Training, Mandatory Meetings, and Deep Cleans<\/li>\n\n\n\n<li>Illegal Tip Pools<\/li>\n\n\n\n<li>Employer Taking Tips<\/li>\n\n\n\n<li>Failure to Pay for Arrive Early\/Stay Late Policies<\/li>\n\n\n\n<li>Failure to Pay Overtime<\/li>\n\n\n\n<li>Paying \u201csalary\u201d or \u201cby 1099\u201d without including overtime<\/li>\n\n\n\n<li>Underpayment of Wages to Undocumented Workers<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"know-your-rights-even-if-you-are-unsure-whether-you-want-to-make-a-claim\"><\/span><strong>Know Your Rights Even if You Are Unsure Whether You Want to Make a Claim<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft\"><img loading=\"lazy\" decoding=\"async\" width=\"400\" height=\"280\" src=\"https:\/\/www.hallandlampros.com\/wp-content\/uploads\/2025\/08\/restaurant-wage.webp\" alt=\"restaurant-wage\" class=\"wp-image-743\" srcset=\"https:\/\/www.hallandlampros.com\/wp-content\/uploads\/2025\/08\/restaurant-wage.webp 400w, https:\/\/www.hallandlampros.com\/wp-content\/uploads\/2025\/08\/restaurant-wage-300x210.webp 300w\" sizes=\"auto, (max-width: 400px) 100vw, 400px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\"> Unlike many other cases, restaurant workers often want to know whether they have a claim (and how much it is worth) even though they are not sure whether they want to pursue it. We understand: you want to know your rights but that does not necessarily mean you are ready to sue. You may not want to sue until you get another job. Or sometimes, the money is so good (even with the overtime violations) that you don\u2019t want to upset the applecart just yet. Other times, you know a co-worker who may want to make a claim first (so you are not the first claimant). Other times, you have a very good relationship with the restaurant management. All of this is ok! We advise employees that they can wait: their FLSA claims will not expire for 2 years (three years in the case of willful violations). We\u2019ll tell you your rights without any pressure or obligation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Restaurants with gross annual revenue (total sales) of more than $500,000 are required to comply with the Fair Labor Standards Act (\u201cFLSA\u201d) when paying employees. Most established restaurants meet this $500,000 threshold and fall under the FLSA protections. Some states add additional requirements to protect restaurant workers. The laws can be complex, and you need a lawyer who understands the wage laws and the restaurant industry.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The <a href=\"https:\/\/en.wikipedia.org\/wiki\/Atlanta\">Atlanta<\/a> <a href=\"https:\/\/www.hallandlampros.com\/blog\/understanding-restaurant-wage-violations-georgia\/\">restaurant wage &amp; pay violation<\/a> lawyers at Hall &amp; Lampros have successfully handled claims against single owner and franchise restaurants including Olive Garden, Red Lobster, Golden Corral, Seasons 52, Longhorn Steakhouse, Ruby Tuesday, Carrabba\u2019s, Bahama Breeze, Cheddar\u2019s, and many others.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Wage Theft Adds Up!<\/strong> We know servers and bartenders work mostly for tips. For this reason, they often let wage violations occur without enforcing their rights. But over time, the damages for wage violations add up especially because the FLSA permits recovery of 2 times your actual damages.\n\nContact Hall &amp; Lampros, LLP now at 404-876-8100 to schedule a complimentary consultation with our firm.\n  \n<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Your recovery is separate from attorneys\u2019 fees and costs.<\/strong> Federal law requires employers to pay the attorneys\u2019 fees for employees who succeed in their claims.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These are a sample of the over 300 restaurant claims we have successfully prosecuted (the below numbers are what went into the restaurant workers\u2019 pocket so the amount was not reduced by attorney\u2019s fees or costs):<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th><strong>Position<\/strong><\/th><th><strong>Type of Claim<\/strong><\/th><th><strong>Client Recovery<\/strong><\/th><\/tr><\/thead><tbody><tr><td>Restaurant bartender<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$7,500.00<\/td><\/tr><tr><td>Restaurant bartender<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$10,700.00<\/td><\/tr><tr><td>Restaurant bartender\/server<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$7,600.00<\/td><\/tr><tr><td>Restaurant bartender\/server<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$10,000.00<\/td><\/tr><tr><td>Restaurant bartender\/server<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$8,500.00<\/td><\/tr><tr><td>Restaurant bartender\/sever<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$12,000.00<\/td><\/tr><tr><td>Restaurant dishwasher<\/td><td>overtime\/off-the-clock\/minimum wage<\/td><td>$10,000.00<\/td><\/tr><tr><td>Restaurant kitchen<\/td><td>overtime<\/td><td>$11,000.00<\/td><\/tr><tr><td>Restaurant kitchen worker<\/td><td>overtime\/off-the-clock<\/td><td>$12,500.00<\/td><\/tr><tr><td>Restaurant kitchen worker<\/td><td>overtime\/off-the-clock<\/td><td>$5,000.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$7,500.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$5,500.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$9,500.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$9,000.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$4,203.95<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$5,200.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$3,766.03<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$5,011.26<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/opening and closing work sidework<\/td><td>$2,661.14<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$10,500.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>opening and closing work sidework<\/td><td>$1,000.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$5,103.95<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$3,943.29<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing sidework<\/td><td>$7,750.00<\/td><\/tr><tr><td>Restaurant server<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$5,614.87<\/td><\/tr><tr><td>Restaurant server\/Bartender<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$4,433.90<\/td><\/tr><tr><td>Restaurant server\/Bartender<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$5,650.13<\/td><\/tr><tr><td>Restaurant server\/Bartender<\/td><td>overtime\/off-the-clock\/opening and closing work sidework<\/td><td>$5,683.81<\/td><\/tr><tr><td>Restaurant Servers and Bartenders<\/td><td>unpaid training<\/td><td>confidential settlement<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><em>\u201cOur ability to represent you has been demonstrated over the years. You can have confidence in us when you call <a href=\"tel:4048768100\">404-876-8100<\/a>\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"frequently-asked-restaurant-wage-questions\"><\/span>Frequently Asked Restaurant Wage Questions:<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"#_FAQ1\">Is my restaurant covered by the FLSA?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ2\">Can my restaurant pay me $2.13 an hour for work before the restaurant opens or after closing?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ3\">Can my restaurant pay me based on a tip credit for opening and closing sidework duties?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ4\">Is my restaurant employer allowed to take some of my tips?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ5\">Is my restaurant tip pool legal?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ6\">Can I recover under the FLSA if I did not pay taxes on the wages or tips I was paid?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ7\">Can a restaurant employer require me to work off the clock?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ8\">Can a restaurant employer roll back my time to reduce the hours for which I receive pay?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ9\">Can my restaurant employer require me to show up early for work without pay?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ10\">Can a restaurant employer put me on salary and not pay me overtime?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ11\">What restaurant jobs are covered under the FLSA\u2019s overtime and minimum wage protections?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ12\">Can an employer fire me or retaliate for asking for overtime or making an FLSA claim?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ13\">What does it cost for legal advice as to whether I have a claim?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ14\">What can I recover in an FLSA lawsuit if my restaurant employer owes me back wages for minimum wage or overtime?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ15\">What does it cost to bring a claim?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ16\">What states offer additional overtime protections for restaurant workers:<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ17\">How long do I have to bring an FLSA claim (what is the statute of limitations)?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ18\">Can I bring an FLSA claim against my former restaurant employer?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ19\">If I agreed to be paid a salary without overtime, does that waive my claim for overtime?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ20\">Can an undocumented worker recover under the FLSA?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ21\">Can my employer report me as an undocumented worker for making an FLSA claim?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ22\">Are there different laws in different states relating to overtime and minimum wage?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ23\">Can a restaurant employer require me to attend meetings or training without pay?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ24\">Can my employer charge me for my uniform?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ25\">Can my restaurant employer hold back, or delay, or fail to pay me my last paycheck?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ26\">Can my employer require me to go to arbitration on my FLSA claims?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ27\">Will mandatory arbitration hurt my claim?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ28\">Can my employer dock my pay for walk-outs, breakage, cash register shortages, customers who leave without paying their bill?<\/a><\/li>\n\n\n\n<li><a href=\"#_FAQ29\">What is the minimum wage in my state?<\/a><\/li>\n<\/ul>\n\n\n    <!-- Scoped Styles -->\n    <style>\n        #cta-6a1be7bba7b30 {\n            background-image:url('https:\/\/www.hallandlampros.com\/wp-content\/uploads\/2025\/12\/cmn-box-bkg.webp');background-size:cover;background-position:center; 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You can have confidence in us when you call 404-876-8100.\n  \n<h3><span class=\"ez-toc-section\" id=\"frequently-asked-restaurant-wage-questions-2\"><\/span>Frequently Asked Restaurant Wage Questions:<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<h4 id=\"_FAQ1\">Is my restaurant covered by the FLSA?<\/h4>\n<p>Most restaurants are covered under the FLSA because they have at least two employees and gross annual revenues (total sales) of $500,000 per year.<\/p>\n<h4 id=\"_FAQ2\">Can my restaurant pay me $2.13 an hour for work before the restaurant opens or after closing?<\/h4>\n<p>No, your restaurant employer must pay you minimum wage for such time when you are not serving customers and cannot earn tips.<\/p>\n<h4 id=\"_FAQ3\">Can my restaurant pay me based on a tip credit for opening and closing sidework duties?<\/h4>\n<p>A restaurant cannot pay you a tip credit wage while requiring you to perform opening and closing sidework. <em>See<\/em> February 15, 2019 Department of Labor Field Assistance Bulletin No. 2019-2 (<a href=\"https:\/\/www.dol.gov\/agencies\/whd\/field-assistance-bulletins\/2019-2\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.dol.gov\/agencies\/whd\/field-assistance-bulletins\/2019-2<\/a>) (a restaurant \u201cemployer may take a tip credit for any duties that an employee performs in a tipped occupation that are related to that occupation and either performed contemporaneous with the tip producing activities or for a reasonable time immediately before or after the tipped activities.\u201d) We have successfully represented hundreds of servers and bartenders relating to excessive sidework claims.<\/p>\n<h3 id=\"_FAQ4\"><span class=\"ez-toc-section\" id=\"is-my-restaurant-employer-allowed-to-take-some-of-my-tips\"><\/span>Is my restaurant employer allowed to take some of my tips?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>No, your employer is not allowed to take your tips. FLSA, 29 U.S.C. 203(m) (\u201c[a]n employer may not keep tips received by its employees for any purpose, including allowing managers or supervisors to keep any portion of employees\u2019 tips, regardless of whether or not the employer takes a tip credit.\u201d) An employer cannot pay any of your tips to managers, assistant managers, cooks, dishwashers or any other person who does not customarily earn tips.<\/p>\n<h3 id=\"_FAQ5\"><span class=\"ez-toc-section\" id=\"is-my-restaurant-tip-pool-legal\"><\/span>Is my restaurant tip pool legal?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>A tip pool is a process by which tipped employees at restaurants share tips with other employees who customarily receive tips. The ability to keep tips or share tips from a tip pool allows the employer to pay less than the minimum wage under a tip credit. The federal minimum wage is $7.25, but employers can pay $2.13 if they allow their tipped employees to keep tips or participate in a tip pool.<\/p>\n<p>An illegal tip pool is whether the restaurant keeps some of the tips for itself, or pays non-tipped employees (such as managers, dishwashers, or cooks) money that servers and bartenders earned as tips.<\/p>\n<p>If you are in a mandatory tip pool where money from the tip pool is shared with management or non-customarily tipped employees, this is what is known as an illegal tip pool. <em>Kubiak v. S.W. Cowboy, Inc.<\/em>, 164 F. Supp. 3d 1354-55 (M. D. Fla. 2016). Non-customarily tipped employees include positions such as: dishwashers, cooks, chefs, and janitors. <em>Kubiak<\/em> 1355; <em>see also<\/em>, U.S. Dept. of Labor, Wage and Hour Division, \u201cFact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA)\u201d at 1; 29 U.S.C.A. \u00a7 203(m).<\/p>\n<p>In 2018, the FLSA was amended to specifically address this issue: \u201cAn employer may not keep tips received by its employees for any purposes, including allowing managers or supervisors to keep any portion of employees\u2019 tips, regardless of whether or not the employer takes a tip credit.\u201d 29 U.S.C.A. \u00a7 203 (m)(2)(B).<\/p>\n<p>Therefore, regardless if you are paid minimum wage or a tip credit, your employer cannot keep any portion of your tips or make you take part in an invalid tip pool with managers, supervisors, dishwashers, cooks, chefs, or janitors or any other non-customarily tipped employee.<\/p>\n<p>You are entitled to the \u201camount of the sum of any tip credit taken by the employer and all such tips unlawfully kept by the employer, and in an additional equal amount as liquidated damages.\u201d 29 U.S.C.A. \u00a7 216(b).<\/p>\n<h3 id=\"_FAQ6\"><span class=\"ez-toc-section\" id=\"can-i-recover-under-the-flsa-if-i-did-not-pay-taxes-on-the-wages-or-tips-i-was-paid\"><\/span>Can I recover under the FLSA if I did not pay taxes on the wages or tips I was paid?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>You can have a valid claim under the FLSA even if you did not pay taxes on the claim. Courts have held that whether you properly paid taxes is a separate issues that is not connected with an employer\u2019s violation of the FLSA. You therefore can recover under the FLSA even if you did not pay taxes. <em>Solano v. A Navas Party Prod., Inc.<\/em>, 728 F. Supp. 2d 1334 (S.D. Fla. 2010) (\u201cEmployee who failed to pay federal income taxes was not barred by <em>in pari delicto<\/em> from suing under the FLSA; employee was engaged in a legal occupation when employed by defendants, and his wrongdoing, failing to pay federal income taxes on wages already earned, was in no way connected with defendants\u2019 alleged failure to properly compensate him. Fair Labor Standards Act of 1938, \u00a7 1 et seq., 29 U.S.C.A. \u00a7 201 et seq.\u201d); <em>Armstead v. Jay Shree Umiya, Inc.<\/em>, 3:19-CV-00658-CLS, 2021 WL 1087221, at *4 (N.D. Ala. Mar. 22, 2021)<\/p>\n<h3 id=\"_FAQ7\"><span class=\"ez-toc-section\" id=\"can-a-restaurant-employer-require-me-to-work-off-the-clock\"><\/span>Can a restaurant employer require me to work off the clock?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>No. The FLSA requires that your employer pay you at least minimum wage for all ours worked even if you were off the clock or forgot to clock in. Your employer must also pay you overtime based on all time actually worked, regardless of whether you were clocked in or at the work premises when working.<\/p>\n<h3 id=\"_FAQ8\"><span class=\"ez-toc-section\" id=\"can-a-restaurant-employer-roll-back-my-time-to-reduce-the-hours-for-which-i-receive-pay\"><\/span>Can a restaurant employer roll back my time to reduce the hours for which I receive pay?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>No. The FLSA requires that your employer pay you at least minimum wage and applicable overtime for all ours worked and cannot avoid paying you overtime and minimum wage by rolling back the time reflected in your clock-in\/clock-out data.<\/p>\n<h3 id=\"_FAQ9\"><span class=\"ez-toc-section\" id=\"can-my-restaurant-employer-require-me-to-show-up-early-for-work-without-pay\"><\/span>Can my restaurant employer require me to show up early for work without pay?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>If your employer makes you show up or stay late for at least ten minutes, you are entitled to compensation under the FLSA. <em>See, Daniels v. Sanchelima &amp; Assocs., <em>P.A.<\/em>, No. 1:15-cv-21321, 2016 WL 4903065, at *4 (S.D. Fla. Jan. 20, 2016) (J. Ungaro); <em>Freese v. Treecycle Land Clearing Inc.<\/em>, No. 17-CV-81169, 2019 WL 2637298, at *3 (S.D. Fla. Apr. 10, 2019).<\/em><\/p>\n<h3 id=\"_FAQ10\"><span class=\"ez-toc-section\" id=\"can-a-restaurant-employer-put-me-on-salary-and-not-pay-me-overtime\"><\/span>Can a restaurant employer put me on salary and not pay me overtime?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Many employers try to save money by \u201cputting their employees on salary.\u201d The employer will then tell the employees that they are not entitled to overtime because they are on salary. This is illegal unless the employer is able to show that the employer is not covered under the FLSA or that an overtime exemption exists for the job. Whether your employer considers you to be on salary is irrelevant to the overtime determination.<\/p>\n<h3 id=\"_FAQ11\"><span class=\"ez-toc-section\" id=\"what-restaurant-jobs-are-covered-under-the-flsas-overtime-and-minimum-wage-protections\"><\/span>What restaurant jobs are covered under the FLSA\u2019s overtime and minimum wage protections?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>All non-managerial positions such as servers, bartenders, cooks, dishwashers, bussers, and hosts, are covered under the FLSA, which provides protection for overtime, minimum wage requirements, tip credit, tip pool, excessive sidework, and off-the-clock claims.<\/p>\n<p>Managers and assistant managers generally are exempt from the FLSA requirements, which means that there is no requirement that they be paid overtime. Head chefs and sous chefs sometimes are exempt from FLSA overtime depending on their training, their duties, and supervisory duties over other kitchen workers.<\/p>\n<p>The exemptions provided by FLSA Section 13(a)(1) apply only to \u201cwhite-collar\u201d employees who meet the salary and duties tests set forth in the Part 541 regulations. The exemptions do not apply to many office workers and also do not apply to manual laborers or other \u201cblue-collar\u201d workers who perform work involving repetitive operations with their hands, physical skill and energy.<\/p>\n<p>FLSA-covered, non-management employees in production, maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers and laborers are entitled to minimum wage and overtime premium pay under the FLSA, and are not exempt under the Part 541 regulations no matter how highly paid they might be.<\/p>\n<h3 id=\"_FAQ12\"><span class=\"ez-toc-section\" id=\"can-an-employer-fire-me-or-retaliate-for-asking-for-overtime-or-making-an-flsa-claim\"><\/span>Can an employer fire me or retaliate for asking for overtime or making an FLSA claim?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>It is illegal for your restaurant employer to fire you or retaliate in any way for making a federal claim for back wages. The FLSA prohibits employers from retaliating against any employee for requesting overtime compensation or proper wages, or filing a lawsuit seeking such compensation. Examples of prohibited retaliation include firing employees, making false statements about employees, providing less preferential treatment relating to shift or table assignments to any employee, harassing employees, threatening employees in any way, interfering with employee\u2019s current or future employment, threatening to report or reporting employees relating to immigration status, and all other retaliatory conduct.<\/p>\n<h3 id=\"_FA13\"><span class=\"ez-toc-section\" id=\"what-does-it-cost-for-legal-advice-as-to-whether-i-have-a-claim\"><\/span>What does it cost for legal advice as to whether I have a claim?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Nothing. We are open 24\/7 and will provide a free consultation on whether you have a claim. Text or call 404-876-8100 for the free consultation (or go to this website homepage and enter your information for a consultation).<\/p>\n<h3 id=\"_FAQ14\"><span class=\"ez-toc-section\" id=\"what-can-i-recover-in-an-flsa-lawsuit-if-my-restaurant-employer-owes-me-back-wages-for-minimum-wage-or-overtime\"><\/span>What can I recover in an FLSA lawsuit if my restaurant employer owes me back wages for minimum wage or overtime?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Federal law usually provides a recovery of two times your unpaid wages. If an employer underpaid you $1,000, you could recover $2,000 (the $1,000 plus and additional $1,000 in liquidated damages plus) attorneys\u2019 fees and costs.<\/p>\n<h3 id=\"_FAQ15\"><span class=\"ez-toc-section\" id=\"what-does-it-cost-to-bring-a-claim\"><\/span>What does it cost to bring a claim?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Nothing. We will incur all costs. You will pay nothing unless you recover. Under federal law, your employer may be liable for two times your damages <strong>plus<\/strong> attorneys\u2019 fees and expenses. This means that, usually, the attorneys\u2019 fees are paid separately so that it does not reduce your recovery.<\/p>\n<h3 id=\"_FAQ16\"><span class=\"ez-toc-section\" id=\"what-states-offer-additional-overtime-protections-for-restaurant-workers\"><\/span>What states offer additional overtime protections for restaurant workers?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The following states have overtime protections that in some cases are greater than the FLSA: California, New York, Alaska, Colorado, Nevada, Washington<\/p>\n<h3 id=\"_FAQ17\"><span class=\"ez-toc-section\" id=\"how-long-do-i-have-to-bring-an-flsa-claim-what-is-the-statute-of-limitations\"><\/span>How long do I have to bring an FLSA claim (what is the statute of limitations)?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>You have 2 years to bring a claim if the employer\u2019s FLSA violation was not willful. If the employer either knew or showed reckless disregard for whether its conduct was prohibited by the FLSA, the violation is considered willful and you have 3 years to bring a claim.<\/p>\n<h3 id=\"_FAQ18\"><span class=\"ez-toc-section\" id=\"can-i-bring-an-flsa-claim-against-my-former-restaurant-employer\"><\/span>Can I bring an FLSA claim against my former restaurant employer?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>You often can bring a claim against a former employer even if you stopped working there two years (and often three years) before. Because employers are required to keep wage records, a delay in filing a claim usually will not prevent you from getting the evidence you need to win the case.<\/p>\n<h3 id=\"_FAQ19\"><span class=\"ez-toc-section\" id=\"if-i-agreed-to-be-paid-a-salary-without-overtime-does-that-waive-my-claim-for-overtime\"><\/span>If I agreed to be paid a salary without overtime, does that waive my claim for overtime?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>You cannot waive your rights under the FLSA to overtime. This means that even if you agreed to be paid on salary or if you agreed to be paid as an independent contractor \u2013 you still are entitled to overtime if your job fits within the FLSA requirements. It is completely irrelevant whether you agreed to be paid a salary for purposes of the FLSA. It is completely irrelevant whether you agreed to be paid as an independent contractor.<\/p>\n<h3 id=\"_FAQ20\"><span class=\"ez-toc-section\" id=\"can-an-undocumented-worker-recover-under-the-flsa\"><\/span>Can an undocumented worker recover under the FLSA?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The FLSA provides protections even if you were working illegally. The FLSA applies and protects persons who have overstayed their visas or who are undocumented and not authorized to work in the United States. <em>Contreras v. Corinthian Vigor Ins. Brokerage, Inc.<\/em>, 25 F. Supp. 2d 1053, 1056\u201358 (N.D. Cal. 1998) (employee with expired visa can recover under FLSA and is protected from retaliation in form of reporting to INS); <em>Patel v. Quality Inn South<\/em>, 846 F.2d 700, 703 (11th Cir.1988<\/p>\n<h3 id=\"_FAQ21\"><span class=\"ez-toc-section\" id=\"can-my-employer-report-me-as-an-undocumented-worker-for-making-an-flsa-claim\"><\/span>Can my employer report me as an undocumented worker for making an FLSA claim?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Federal law prohibits an employer from reporting you to the INS as an undocumented worker in retaliation for bringing an FLSA claim. <em>Singh v. Jutla &amp; C.D. &amp; R\u2019s Oil, Inc.<\/em>, 214 F. Supp. 2d 1056, 1059 (N.D. Cal. 2002); <em>Reyes-Fuentes v. Shannon Produce Farm, Inc.<\/em>, 671 F. Supp. 2d 1365, 1368 (S.D. Ga. 2009) (\u201cA plaintiff\u2019s citizenship status does not deprive him of FLSA protection, including protection from retaliation, as \u201cCongress has made manifest its intent that all workers, including undocumented aliens, have the right to be free from unlawful retaliation pursuant to the FLSA.\u201d <em>Contreras v. Corinthian Vigor Ins. Brokerage, Inc.,<\/em> 25 F.Supp.2d 1053, 1058 (N.D.Ca.1998).)<\/p>\n<h3 id=\"_FAQ22\"><span class=\"ez-toc-section\" id=\"are-there-different-laws-in-different-states-relating-to-overtime-and-minimum-wage\"><\/span>Are there different laws in different states relating to overtime and minimum wage?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Some states have laws (for example California and New York) that provide greater protections for restaurant workers than the FLSA. State specific minimum wage and overtime laws are found here (<a href=\"https:\/\/www.dol.gov\/agencies\/whd\/minimum-wage\/state\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.dol.gov\/agencies\/whd\/minimum-wage\/state<\/a>) We can discuss state specific guidelines in a free consultation.<\/p>\n<h3 id=\"_FAQ23\"><span class=\"ez-toc-section\" id=\"can-a-restaurant-employer-require-me-to-attend-meetings-or-training-without-pay\"><\/span>Can a restaurant employer require me to attend meetings or training without pay?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>The FLSA requires your employer to pay you minimum wage (and applicable overtime if you work more than 40 hours per week) for the time spent at all meetings, including safety meetings and beginning of the day meetings. Courts often consider such events that are less than 10 minutes to be de minimis. Court usually consider any unpaid work for more than 10 minutes to be a violation of the FLSA. <em>See, Daniels v. Sanchelima &amp; Assocs., P.A.<\/em>, No. 1:15-cv-21321, 2016 WL 4903065, at *4 (S.D. Fla. Jan. 20, 2016) (J. Ungaro); <em>Freese v. Treecycle Land Clearing Inc.<\/em>, No. 17-CV-81169, 2019 WL 2637298, at *3 (S.D. Fla. Apr. 10, 2019).<\/p>\n<p>The Supreme Court in <em>Anderson<\/em> explained the <em>de minimis<\/em> rule as follows:<\/p>\n<p>\u201cWhen the matter in issue concerns only a few seconds or minutes of work beyond the scheduled working hours, such trifles may be disregarded. Split-second absurdities are not justified by the actualities of working conditions or by the policy of the Fair Labor Standards Act. It is only when an employee is required to give up a substantial measure of his time and effort that compensable working time is involved.\u201d <em>Burton v. Hillsborough Cty., Fla.<\/em>, 181 F. App\u2019x 829, 838 (11th Cir. 2006).<\/p>\n<p>\u201cWhen applying the <em>de minimis<\/em> rule, a court considers three factors: \u201c(1) the practical administrative difficulty of recording the additional time; (2) the aggregate amount of compensable time; and (3) the regularity of the additional work.\u201d <em>Lindow v. United States<\/em>, 738 F.2d 1057, 1063 (9th Cir. 1984).\u201d <em>Jackson v. ThinkDirect Mktg. Grp., Inc.<\/em>, No. 1:16-CV-03749, 2019 WL 8277236, at *5 (N.D. Ga. Dec. 9, 2019).<\/p>\n<p>A compensable \u201cintegral and indispensable\u201d activity is rendered noncompensable if the time spent performing that activity is <em>de minimis.<\/em> \u201cCourts have found as a matter of law a general threshold for <em>de minimis<\/em> as ten minutes or less, even if the work is otherwise compensable.\u201d <em>See Daniels v. Sanchelima &amp; Assocs., P.A.<\/em>, No. 1:15-cv-21321, 2016 WL 4903065, at *4 (S.D. Fla. Jan. 20, 2016) (J. Ungaro).<\/p>\n<p><em>Freese v. Treecycle Land Clearing Inc.<\/em>, No. 17-CV-81169, 2019 WL 2637298, at *3 (S.D. Fla. Apr. 10, 2019)<\/p>\n<h3 id=\"_FAQ24\"><span class=\"ez-toc-section\" id=\"can-my-employer-charge-me-for-my-uniform\"><\/span>Can my employer charge me for my uniform?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>If you are paid minimum wage (or under a tip credit wage), your employer cannot require you to pay for uniform costs under FLSA because such a deduction would bring your hourly pay below minimum wage. <em>Moulton v. W.W.I., Inc.<\/em>, No. 1:18-CV-67-ALB, 2019 WL 3558032, at *1,*5 (M.D. Ala. Aug. 5, 2019) (granting<\/p>\n<p>summary judgment to plaintiffs on this issue, where an employer who paid employees a tip credit of $2.15 per hour deducted from employees\u2019 pay initial uniforms, three shirts, two aprons, and any replacements bringing their hourly wage below minimum wage.) Courts have held that an employer cannot shift the cost of purchasing uniforms to a minimum wage employee, see:<\/p>\n<p>Uniforms are primarily for the benefit of the employer, therefore a minimum wage employee cannot be required to purchase their own uniforms. <em>Arriaga v. Florida Pacific Farms, L.L.C.<\/em>, 305 F.3d 1228, 1236 (11th Cir. 2002) (\u201cAn employer may not deduct from employee wages the cost of [uniforms] which primarily benefit the employer if such deductions drive wages below the minimum wage. <em>See<\/em> 29 C.F.R. \u00a7 531.36(b). This rule cannot be avoided by simply requiring employees to make such purchases on their own, either in advance of or during the employment.\u201d). In <em>Nail v. Shipp<\/em>, No. CV 17-00195-KD-B, 2019 WL 3719397, at *7 (S.D. Ala. Aug. 6, 2019), the court held \u201c[E]ach required purchase of an apron which reduced an employee\u2019s wages below minimum wage would violate the FLSA\u2019s tip-credit provisions.\u201d <em>Id<\/em>. at *8.<\/p>\n<p>The issue then is whether the Plaintiffs received sufficient remuneration above minimum wage to compensate for the purchase of the apron. Tipped employees remuneration from the employer is the total of cash wages (in this case $2.13), the tip credit claimed (in this case $5.12) and the fair value of facilities furnished to the employee by the employer (e.g., meals). 29 C.F.R. \u00a7 531.60. The remainder of the money earned in tips is not remuneration. As explained in the context of determining overtime pay, \u201ctips [in excess of the tip credit] are not payments made by the employer to the employee as remuneration for employment within the meaning of the Act.\u201d 29 C.F.R. \u00a7 531.60. Therefore, when determining whether Plaintiffs earned more than minimum wage, tips received over the tip credit claimed are not considered.<\/p>\n<h3 id=\"_FAQ25\"><span class=\"ez-toc-section\" id=\"can-my-restaurant-employer-hold-back-or-delay-or-fail-to-pay-me-my-last-paycheck\"><\/span>Can my restaurant employer hold back, or delay, or fail to pay me my last paycheck?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Federal law does not address when an employer is required to pay an employee a final paycheck. Some states have specific requirements for immediate payment. Georgia has no law addressing the timing of final paychecks. Most courts apply a reasonableness standard. Typically, a reasonable time is the former employee\u2019s next scheduled pay period\/check. The Department of Labor\u2019s treatment of this issue is here: <strong><a href=\"https:\/\/webapps.dol.gov\/dolfaq\/go-dol-faq.asp?faqid=520&amp;_ga=2.245490948.1285131167.1602171604-2077560408.1591039026\" target=\"_blank\" rel=\"noopener noreferrer\">FAQ Page on DOL Website<\/a>.<\/strong><\/p>\n<p>Some states have specific requirements on payment of the last paycheck, while others have no specific requirement. For states with no requirement, the employer must act reasonably and cannot unreasonably delay payment of owed wages. The laws of each of the 50 states and the District of Columbia are set out below:<\/p>\n<table>\n<thead>\n<tr class=\"header\">\n<th><strong>State<\/strong><\/th>\n<th><strong>Deadlines for Paying Final <\/strong><br>\n<strong>Paycheck to Fired Employees<\/strong><\/th>\n<th><strong>Deadline for Paying Final<\/strong><br>\n<strong>Paycheck to Employees Who Quit<\/strong><\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Alabama<\/td>\n<td>None<\/td>\n<td>None<\/td>\n<\/tr>\n<tr>\n<td>Alaska<\/td>\n<td>3 working days after employee\u2019s last day<\/td>\n<td>Next payday that is at least 3 working days after employee\u2019s last day<\/td>\n<\/tr>\n<tr>\n<td>Arizona<\/td>\n<td>7 working days after employee\u2019s last day,<br>\nor the next regular payday (whichever comes first)<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Arkansas<\/td>\n<td>7 days after termination<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>California<\/td>\n<td>Immediately<\/td>\n<td>72 hours after quitting<\/td>\n<\/tr>\n<tr>\n<td>Colorado<\/td>\n<td>Immediately<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Connecticut<\/td>\n<td>Next working day<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Delaware<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>District of Columbia<\/td>\n<td>Next working day<\/td>\n<td>Next payday or within 7 days, whichever is earlier<\/td>\n<\/tr>\n<tr>\n<td>Florida<\/td>\n<td>None<\/td>\n<td>None<\/td>\n<\/tr>\n<tr>\n<td>Georgia<\/td>\n<td>None<\/td>\n<td>None<\/td>\n<\/tr>\n<tr>\n<td>Hawaii<\/td>\n<td>Immediately, or next working day<\/td>\n<td>Next payday, or immediately if employee gave advance notice<\/td>\n<\/tr>\n<tr>\n<td>Idaho<\/td>\n<td>Next payday or 10 working days<\/td>\n<td>Next payday or 10 working days<\/td>\n<\/tr>\n<tr>\n<td>Illinois<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Indiana<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Iowa<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Kansas<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Kentucky<\/td>\n<td>Next payday or 14 days, whichever is later<\/td>\n<td>Next payday or 14 days, whichever is later<\/td>\n<\/tr>\n<tr>\n<td>Louisiana<\/td>\n<td>Next payday or 15 days, whichever is earlier<\/td>\n<td>Next payday or 15 days, whichever is earlier<\/td>\n<\/tr>\n<tr>\n<td>Maine<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Maryland<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Massachusetts<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Michigan<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Minnesota<\/td>\n<td>Within 24 hours of demand<\/td>\n<td>Next payday at least 5 days after employee\u2019s last day, but no more than 20 days after final day<\/td>\n<\/tr>\n<tr>\n<td>Mississippi<\/td>\n<td>None<\/td>\n<td>None<\/td>\n<\/tr>\n<tr>\n<td>Missouri<\/td>\n<td>Immediately<\/td>\n<td>None<\/td>\n<\/tr>\n<tr>\n<td>Montana<\/td>\n<td>Immediately<\/td>\n<td>None<\/td>\n<\/tr>\n<tr>\n<td>Nebraska<\/td>\n<td>Next payday or within 2 weeks, whichever is earlier<\/td>\n<td>Next payday or within 2 weeks, whichever is earlier<\/td>\n<\/tr>\n<tr>\n<td>Nevada<\/td>\n<td>Within 3 days<\/td>\n<td>Next payday or within 7 days, whichever is earlier<\/td>\n<\/tr>\n<tr>\n<td>New Hampshire<\/td>\n<td>Within 72 hours<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>New Jersey<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>New Mexico<\/td>\n<td>Within 5 days, except that task, piece, and commission wages due within 10 days<\/td>\n<td>Within 5 days, except that task, piece, and commission wages due within 10 days<\/td>\n<\/tr>\n<tr>\n<td>New York<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>North Carolina<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>North Dakota<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Ohio<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Oklahoma<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Oregon<\/td>\n<td>Next business day<\/td>\n<td>Immediately if employee gave 48 hours notice; within 5 working days if employees did not give 48 hours notice<\/td>\n<\/tr>\n<tr>\n<td>Pennsylvania<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Rhode Island<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>South Carolina<\/td>\n<td>Within 48 hours or next payday, not exceeding 30 days<\/td>\n<td>Within 48 hours or next payday, not exceeding 30 days<\/td>\n<\/tr>\n<tr>\n<td>South Dakota<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Tennessee<\/td>\n<td>Within 21 days<\/td>\n<td>Within 21 days<\/td>\n<\/tr>\n<tr>\n<td>Texas<\/td>\n<td>Within 6 days<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Utah<\/td>\n<td>Within 24 hours<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Vermont<\/td>\n<td>Within 72 hours<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Virginia<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Washington<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>West Virginia<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Wisconsin<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<tr>\n<td>Wyoming<\/td>\n<td>Next payday<\/td>\n<td>Next payday<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h3 id=\"_FAQ26\"><span class=\"ez-toc-section\" id=\"can-my-employer-require-me-to-go-to-arbitration-on-my-flsa-claims\"><\/span>Can my employer require me to go to arbitration on my FLSA claims?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Many employers require their employees to sign an \u201carbitration agreement\u201d agreeing to submit any employment disputes to arbitration. The Supreme Court in 2018 affirmed that employers can compel arbitration of FLSA claims, including FLSA class action (\u201ccollective action\u201d) claims. <em>Epic Systems Corp. v. Lewis<\/em>, 584 U.S. , 138 S.Ct. 1612 (2018). If you signed such an agreement, you would need to pursue your claim in arbitration. But if you have a valid claim, there is nothing about arbitration that should interfere with your recovery. Employers are permitted to compel employees to arbitrate their claims pursuant to the Federal Arbitration Act. 9 U.S.C. \u00a7 1, <em>et. seq.<\/em><\/p>\n<p>According to the American Bar Association, arbitration is a private process where disputing parties agree that one or several individuals (arbitrators) can decide about the dispute after receiving evidence and hearing arguments. Your rights in arbitration are the same rights that you have if you file a lawsuit (except that there are limitations on your ability to appeal). When the arbitration agreement states that the arbitration is binding, the decision is final, can be enforced by a court, and can only be appealed on very narrow grounds.<\/p>\n<p>Importantly, you are entitled to the <strong><em>same<\/em> rights and damages<\/strong> at arbitration as you would in a lawsuit filed in a court. Arbitration does not protect the employer from claims for violation of the law. Arbitration is favored by some defendants because it can provide a more streamlined and quicker resolution of the case.<\/p>\n<h3 id=\"_FAQ27\"><span class=\"ez-toc-section\" id=\"will-mandatory-arbitration-hurt-my-claim\"><\/span>Will mandatory arbitration hurt my claim?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>Arbitration should not hurt your claim as you have the same rights in arbitration as you do in court. Hall &amp; Lampros attorneys have successfully recovered at arbitration in over 200 FLSA claims.<\/p>\n<h3 id=\"_FAQ28\"><span class=\"ez-toc-section\" id=\"can-my-employer-dock-my-pay-for-walk-outs-breakage-cash-register-shortages-customers-who-leave-without-paying-their-bill\"><\/span>Can my employer dock my pay for walk-outs, breakage, cash register shortages, customers who leave without paying their bill?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>A restaurant cannot dock a server\u2019s pay for customers who leave without paying their bill if the dock in pay would result in the server earning less than minimum wages. Thus, a minimum wage server (either $7.25 or at $2.13 tipped wage) cannot be docked pay for customers leaving without paying their bill.<\/p>\n<p>Where deductions for walkouts, breakage, or cash register shortages reduce the employee\u2019s wages below minimum wage, such deductions are illegal. When an employer claims an FLSA 3(m) tip credit, the tipped employee is considered to have been paid only the minimum wage for all non-overtime hours worked in a tipped occupation and the employer may not take deductions for walkouts, cash register shortages, breakage, cost of uniforms, etc., because any such deduction would reduce the tipped employee\u2019s wages below the minimum wage. <em>See<\/em> U.S. Dept. of Labor, Wage and Hour Division, \u201cFact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA)\u201d at 1.<\/p>\n<p>\u201cThe purpose of barring employers from being able to apply deductions to such a tipped minimum wage arrangement is to ensure that employees who rely on tips to receive minimum wage <em>actually receive<\/em> at least the minimum wage. <em>See<\/em> 29 C.F.R. \u00a7 531.59(b).\u201d <em>Parks v. MRB, Inc.<\/em>, No. 1:14-CV-1996-LMM, 2015 WL 13298573, at *6 (N.D. Ga. Nov. 16, 2015) (holding it a violation of the FLSA where an employee\u2019s pay was regularly docked for liquor shortage even when the employee was paid minimum wage, reasoning that such docking of the employee\u2019s pay brought her hourly wage below minimum wage and was similar to that of a tipped employee).<\/p>\n<p>The base wage of $2.13 must be paid \u201cfree and clear.\u201d 29 C.F.R. \u00a7 531.35. No part of the employee\u2019s wage may \u201ckick[ ]-back directly or indirectly to the employer or to another person for the employer\u2019s benefit\u2026.\u201d 29 C.F.R. \u00a7 531.35. For example, if an employee must provide their own tools, there is a FLSA violation when the employee\u2019s purchase of necessary tools \u201ccuts into the minimum or overtime wages required to be paid him under the Act.\u201d 29 C.F.R. \u00a7 531.35. <em>See Moulton v. W.W.I., Inc.<\/em>, No. 1:18-CV-67-ALB, 2019 WL 3558032, at *4 (M.D. Ala. Aug. 5, 2019).<\/p>\n<h3 id=\"_FAQ29\"><span class=\"ez-toc-section\" id=\"what-is-the-minimum-wage-in-my-state\"><\/span>What is the Minimum Wage in my State?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<table>\n<thead>\n<tr>\n<th><strong>State<\/strong><\/th>\n<th><strong>2019 Min. Wage<\/strong><\/th>\n<th><strong>2020 Min. Wage<\/strong><\/th>\n<th><strong>2021 Min. Wage<\/strong><\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Alabama<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<\/tr>\n<tr>\n<td>Alaska<\/td>\n<td>$9.89<\/td>\n<td>$10.19<\/td>\n<td>$10.34<\/td>\n<\/tr>\n<tr>\n<td>Arizona<\/td>\n<td>$11.00<\/td>\n<td>$12.00<\/td>\n<td>$12.15<\/td>\n<\/tr>\n<tr>\n<td>Arkansas<\/td>\n<td>$9.25<\/td>\n<td>$10.00<\/td>\n<td>$11.00<\/td>\n<\/tr>\n<tr>\n<td>California<\/td>\n<td>$12.00*<\/td>\n<td>$13.00*<\/td>\n<td>$13.00*<\/td>\n<\/tr>\n<tr>\n<td>Colorado<\/td>\n<td>$11.10<\/td>\n<td>$12.00<\/td>\n<td>$12.32<\/td>\n<\/tr>\n<tr>\n<td>Connecticut<\/td>\n<td>$11.00<\/td>\n<td>$11.00 ($12.00 effective 9\/1\/20)<\/td>\n<td>$12.00<\/td>\n<\/tr>\n<tr>\n<td>Delaware<\/td>\n<td>$9.25<\/td>\n<td>$9.25<\/td>\n<td>$9.15<\/td>\n<\/tr>\n<tr>\n<td>Washington D.C.<\/td>\n<td>$14.00<\/td>\n<td>$15.00<\/td>\n<td>$15.20<\/td>\n<\/tr>\n<tr>\n<td>Florida<\/td>\n<td>$8.46<\/td>\n<td>$8.56<\/td>\n<td>$8.65<\/td>\n<\/tr>\n<tr>\n<td>Georgia<\/td>\n<td>$5.15 (Employers subject to Fair Labor Standards Act must pay the $7.25 Federal minimum wage.)<\/td>\n<td>$5.15 (Employers subject to the Fair Labor Standards Act must pay the $7.25 Federal minimum wage)<\/td>\n<td>$5.15 (Employers subject to the Fair Labor Standards Act must pay the $7.25 Federal minimum wage)<\/td>\n<\/tr>\n<tr>\n<td>Hawaii<\/td>\n<td>$10.10<\/td>\n<td>$10.10<\/td>\n<td>$10.10<\/td>\n<\/tr>\n<tr>\n<td>Idaho<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Illinois<\/td>\n<td>$8.25<\/td>\n<td>$10.00<\/td>\n<td>$11.00<\/td>\n<\/tr>\n<tr>\n<td>Indiana<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Iowa<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Kansas<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Kentucky<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Louisiana<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<\/tr>\n<tr>\n<td>Maine<\/td>\n<td>$11.00<\/td>\n<td>$12.00<\/td>\n<td>$12.15<\/td>\n<\/tr>\n<tr>\n<td>Maryland<\/td>\n<td>$10.10<\/td>\n<td>$11.00<\/td>\n<td>$11.75<\/td>\n<\/tr>\n<tr>\n<td>Massachusetts<\/td>\n<td>$12.00<\/td>\n<td>$12.75<\/td>\n<td>$13.50<\/td>\n<\/tr>\n<tr>\n<td>Michigan<\/td>\n<td>$9.45<\/td>\n<td>$9.65<\/td>\n<td>$9.65<\/td>\n<\/tr>\n<tr>\n<td>Minnesota<\/td>\n<td>$9.86**<\/td>\n<td>$10.00**<\/td>\n<td>$10.08<\/td>\n<\/tr>\n<tr>\n<td>Mississippi<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<\/tr>\n<tr>\n<td>Missouri<\/td>\n<td>$8.60<\/td>\n<td>$9.45<\/td>\n<td>$10.30<\/td>\n<\/tr>\n<tr>\n<td>Montana<\/td>\n<td>$8.50<\/td>\n<td>$8.65<\/td>\n<td>$8.75<\/td>\n<\/tr>\n<tr>\n<td>Nebraska<\/td>\n<td>$9.00<\/td>\n<td>$9.00<\/td>\n<td>$9.00<\/td>\n<\/tr>\n<tr>\n<td>Nevada<\/td>\n<td>$7.25***<\/td>\n<td>$8.00***<\/td>\n<td>$9.00<\/td>\n<\/tr>\n<tr>\n<td>New Hampshire<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>New Jersey<\/td>\n<td>$10.00<\/td>\n<td>$11.00<\/td>\n<td>$12.00<\/td>\n<\/tr>\n<tr>\n<td>New Mexico<\/td>\n<td>$7.50<\/td>\n<td>$9.00<\/td>\n<td>$10.50<\/td>\n<\/tr>\n<tr>\n<td>New York<\/td>\n<td>$11.10<\/td>\n<td>$11.80**** (statewide)<\/td>\n<td>$12.50<\/td>\n<\/tr>\n<tr>\n<td>North Carolina<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>North Dakota<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Ohio<\/td>\n<td>$8.55<\/td>\n<td>$8.70<\/td>\n<td>$8.80<\/td>\n<\/tr>\n<tr>\n<td>Oklahoma<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Oregon<\/td>\n<td>$11.25****<\/td>\n<td>$11.50****<\/td>\n<td>$12.00<\/td>\n<\/tr>\n<tr>\n<td>Pennsylvania<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Rhode Island<\/td>\n<td>$10.50<\/td>\n<td>$10.50<\/td>\n<td>$11.50<\/td>\n<\/tr>\n<tr>\n<td>South Carolina<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<\/tr>\n<tr>\n<td>South Dakota<\/td>\n<td>$9.10<\/td>\n<td>$9.30<\/td>\n<td>$9.45<\/td>\n<\/tr>\n<tr>\n<td>Tennessee<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<td>$7.25 (Federal, no state minimum)<\/td>\n<\/tr>\n<tr>\n<td>Texas<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Utah<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Vermont<\/td>\n<td>$10.78<\/td>\n<td>$10.96<\/td>\n<td>$11.75<\/td>\n<\/tr>\n<tr>\n<td>Virginia<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$9.50<\/td>\n<\/tr>\n<tr>\n<td>Washington<\/td>\n<td>$12.00<\/td>\n<td>$13.50<\/td>\n<td>$13.69<\/td>\n<\/tr>\n<tr>\n<td>West Virginia<\/td>\n<td>$8.75<\/td>\n<td>$8.75<\/td>\n<td>$8.75<\/td>\n<\/tr>\n<tr>\n<td>Wisconsin<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<tr>\n<td>Wyoming<\/td>\n<td>$5.15 (Employers subject to Fair Labor Standards Act must pay the Federal minimum wage.)<\/td>\n<td>$5.15 (Employers subject to the Fair Labor Standards Act must pay the $7.25 Federal minimum wage)<\/td>\n<td>$7.25<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><a href=\"https:\/\/www.dol.gov\/agencies\/whd\/mw-consolidated\" target=\"_blank\" rel=\"noopener noreferrer\">https:\/\/www.dol.gov\/agencies\/whd\/mw-consolidated<\/a><\/p>\n<p>*$13.00 rate is for California employers with 26 or more employees. Employers in California with 25 or less employees have a minimum wage of $12.00 per hour.<\/p>\n<p>**$10.00 rate is for large employers. Small employers have a minimum wage of $8.15 per hour.<\/p>\n<p>***As of July 1, $8.00 rate is for Nevada employees who are offered health insurance. $9.00 rate is for Nevada employees who are not offered health insurance.<\/p>\n<p>****Statewide minimum wages apply in areas that are not governed by a higher, local minimum wage ordinance. New York City and Portland Metro are examples of areas which have local minimum wage rates that exceed the statewide minimum.<\/p><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Restaurant Wage Violations Attorney in Atlanta, GA Restaurants are a vital part of our communities, providing us with memorable dining experiences and delightful cuisine. However, for the hardworking individuals behind the scenes, it\u2019s essential that their rights are upheld, especially when it comes to fair wages and working conditions. When restaurant owners and managers fail [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":739,"parent":670,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"categories":[],"tags":[],"class_list":["post-737","page","type-page","status-publish","has-post-thumbnail","hentry","entry","has-media"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Atlanta Restaurant Wage Violations Lawyer - Local Law Firm<\/title>\n<meta name=\"description\" content=\"Hall &amp; Lampros, LLP is an Atlanta restaurant wage violations lawyer protecting workers from wage theft. 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