Points vs. Hours — Which Method to Use
Points work well when different roles should receive different proportional shares regardless of hours — a server earning 10 points vs. a busser earning 5 points always splits 2:1. Good for consistent shift structures.
Hours work well when you want distribution to reflect actual time worked — a busser who worked 8 hours earns more than one who worked 4. Better for variable schedules and part-time staff.
Focus on What You Can Control
Tip pools are about fairness. Food cost is about profitability. FrillPick helps with the second — compare your distributor prices and keep more margin per plate.
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Frequently Asked Questions
Can managers participate in a tip pool?
Under US federal law (FLSA), managers and supervisors who have authority to hire, fire, or direct work cannot participate in a tip pool. This applies even in tip credit states. Always consult your state's specific tip pooling laws — several states have additional restrictions beyond federal requirements.
What is a fair tip point allocation by role?
There is no universal standard, but a common approach: Servers 10 points, Bartenders 10 points, Food Runners 5–6 points, Bussers 4–5 points, Hosts 3–4 points, Expo 4–5 points. Adjust based on your service model and team expectations. Transparency and consistency matter more than the exact numbers.
Should I use a tip pool or tip-out system?
Tip pools collect all tips and redistribute. Tip-outs have servers pay a percentage of their sales or tips to support staff directly. Tip pools are simpler to administer and more equitable when volume varies by section. Tip-outs preserve server ownership of their tips but can create inconsistency. Either works — consistency and transparency are what matter.