Slide 2

You know the basics, but do you know about double time, 7th day work, whether bonuses are included in the rate of pay or when exemptions apply?


Whether you manage, wait tables, tend a bar or prepare food, you may have experienced wage violations entitling you to compensation for unpaid overtime and tips, the denial of your meal and rest breaks, or the failure to reimburse you for business-related expenses. In fact, if any of the following scenarios sound familiar, you may be entitled to years of back pay and not even know it.

Have you been:

  • a restaurant manager who spends more than one half of the work day performing similar tasks to hourly workers?
  • a food server, bartender or bus-person forced to share tips with management?
  • an hourly worker not receiving full uninterrupted, truly “off-call” meal and rest breaks?
  • making less than minimum wage for any hours worked?
  • asked to clock out to then perform more work?
  • sent home before working your full shift but not paid for the full shift (or at least half of it)?
  • asked to split your shift in two (e.g., take a very long meal break or otherwise just leave) so as to avoid being clocked in during “slow” periods?

If any of these applied to you at any point within the past four years, you were not alone. In fact, thousands of restaurants and virtually every restaurant chain have been called out to answer for these or other unlawful practices and, yet, the behavior continues–and it will continue until workers like you do something about it.

The legal system is set up to “level the playing field” and give workers the power to correct workplace abuses. Cole & Van Note has served California’s workforce for decades as one of the state’s most respected workers’ rights law firms and has recovered massive and record-setting judgments/settlements for employees for workplace abuses. For a confidential discussion of your rights against a former or current employer and/or to submit a claim, contact us for more information.

This information is for illustrative and educational purposes only. It should not be construed as legal advice, the establishment of an attorney-client relationship, or as indicative of a particular outcome regarding any legal issue you might have.


Information is power