<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=690758617926394&amp;ev=PageView&amp;noscript=1">
The Complete Payroll Blog

6 Things About Tips Every Restaurant Owner Should Know and Do

Posted by Complete Payroll | Nov 8, 2016 8:42:23 AM

6 things about TIPS every restaurant owner should know and do

Tips and payroll for restaurants

First things first, let's quickly define what a "tip" is and what it isn't.

A tip is defined as a non-compulsory, additional payment for services. A "service fee" or something similar that's added by management isn't a tip because the customer is required to pay it.

Tips are taxable to the recipient. They count as income, so they're subject to income tax, withholding and FICA tax (Social Security and Medicare).

1. What's actually required of workers who receive tips?

By law, tipped employees are required to...

  • keep a daily tip record.
  • accurately report to their employer all tips (both cash and credit card tips) for every month they received more than $20 in total tips.
  • report (and therefore pay taxes on) all tips on their tax returns.

tips were not being reported on tax returns.png

2. Withholding requirements for employers

Restaurant employers should keep records of...

  • cash and credit card tips.
  • tips shared with other employees (tip pooling and agreements).
  • the value of non-cash tips received (like tickets or something else).

Employers must withhold income taxes and pay FICA taxes on employee wages to cover income earned from cash and credit card tips. There's no withholding for non-cash tips.

3. What happens if the employer doesn't have enough money to withhold or pay all the taxes?

If there isn't enough, the employer must first apply money to taxes on the regular pay (the hourly wage), then FICA taxes on the tips and finally to withholding for federal and state taxes.

Employees must be given written notice on what FICA taxes on tip income remain unpaid, and these must be paid with regular income taxes, or money can be given by the employee to the employer to satisfy the FICA taxes.
New Call-to-action

4. Penalties for not paying taxes on all tips

Income taxes must be paid on all tips, whether received in cash, credit card, or non-cash tips - and whether they were reported to the employer or not.
 
If tips are not reported to the employer as required, the employee may be subject to a penalty of one-half of the FICA taxes owed on the unreported tips. But the penalty could be avoided if the employee can show reasonable cause for not reporting the tips to the employer.

5. Tip reporting requirements for employers

This is a big one.
 
Do you know about the Employer’s Annual Information Return of Tip Income and Allocated Tips? This is something any "large food or beverage establishment" must file every March reporting data from the previous year. If the establishment meets the following criteria, it is required to submit the Return...
  • Food or beverage is provided for consumption on the premises
  • Tipping is customary
  • More than 10 employees (excluding more than 50% owners of the company’s stock), worked more than 80 hours and were normally employed on a typical business day during the preceding calendar year

This probably implicates the vast majority of restaurants in the United States.

New Call-to-action

6. Allocation of tips

The IRS requires large food establishments to estimate what the tip income for the restaurant should be for the year by multiplying gross income by 8%, a percentage deemed a fair weighted average of tipping percentages. Employers and/or employees can apply to the IRS for a lesser percentage, but it will never be reduced below 2%. If the tip income reported by the employees is less than the estimated amount, the employer must allocate the excess amount among the employees.

Oh yeah, one more thing...

U.S. v. Fior D’Italia, Inc. was a landmark Supreme Court case back in 2002.

The IRS had discovered the tip income reported for cash tips was significantly less than tip income reported for charge tips by the restaurant. 

Ultimately, after going through sales receipts for years, the IRS calculated the average tip percentage for charge tips, then applied that same percentage to cash receipts. Since the amount the IRS came up with was much higher than what the restaurant had reported and paid, the IRS then demanded the restaurant pay the difference.

This is called the aggregate estimation method. And it was upheld by the Supreme Court, which ruled that the IRS was entitled by tax law to use this method.

We share this, because running a restaurant isn't easy, and getting dinged by the IRS or the Department of Labor doesn't make it any easier. That's why we've published our free Payroll for Restaurants Guide which outlines all the critical payroll and tax related objectives all restaurant owners should know to stay compliant and act in the best interest of their business. Click the button below to get your free copy.

New Call-to-action

You can also check out our comprehensive resource page on Payroll for Restaurants, which explains all of the essential components and considerations along with links to government forms, helpful articles and other resources.

Is Your Current Payroll or HCM Situation a Little Stale?

Written by Complete Payroll

We do payroll, HR, timekeeping and more for employers all over the country from a small, rural town in Upstate New York. And we're constantly publishing articles and other resources to help business owners, HR managers or anyone that helps manage a workforce. Welcome to Payroll Country!

Are you using our free resources?

We're constantly publishing free tools to help with payroll, HR and other administrative objectives.

New call-to-action
New Call-to-action

Subscribe to instant blog email notifications

Recent Posts

General Disclaimer

The materials and information available at this website and included in this blog are for informational purposes only, are not intended for the purpose of providing legal advice, and may not be relied upon as legal advice.  The employees of Complete Payroll are not licensed attorneys. This information and all of the information contained on this website are provided pursuant to and in compliance with federal and state statutes. It does not encompass other regulations that may exist, including, but not limited to, local ordinances. Complete Payroll makes no representations as to the accuracy, completeness, currentness, suitability, or validity of the information on this website and does not adopt any information contained on this website as its own. All information is provided on an as-is basis.  Please consult an attorney to obtain advice with respect to any particular question or issue.