Everyone here is claiming that your actions didn't hurt the manager-- but under Canadian law, [they absolutely can][1].

Managers are allowed to keep the tips and gratuities they receive themselves, and generally may participate in tip pooling arrangements if their employers’ policy permits them to do so.

Employers are allowed to keep the tips and other gratuities that they receive themselves.

I'd be willing to bet he was collecting tips and retaining them for himself in some way.

I couldn't find Canadian minimum wage laws in my quick-and-short google search (hopefully they're better than they are here in the States), but in America there is a policy that essentially says, "You can pay tipped employees less than minimum wage. However, if that wage + their tips doesn't total out to be greater than or equal to the minimum wage, the business is responsible for making up the difference." This allows businesses to pay their employees less if you make up the difference for them, so their workers only set them back a $2.50/hour instead of the mandatory minimum (those numbers obviously vary regionally).

EDIT: Per the comments below, Canadian minimum wage tipped services law IS different (and better than) American minimum wage tipped services law. An individual working a tipped position will receive their tips in addition to minimum wage, and it will not be counted as part of the minimum wage payment. Employees in the liquor serving industry (IE bartenders) may apparently earn less than minimum wage due to the tipping, but this appears to be the only exception. (credit to @RossRidge)

I really hate the tipping system and wish there was a decent way to do away with it, but sadly, there isn't. At the end of the day-- as much of a jerk as the manager was, and as likely as the manager was to have taken at least a cut of the tips-- this does still impact the cooks and servers more heavily than it does the manager, and it probably comprises a greater percentage of their supplemental wages. As others have said, it's emotional blackmail. You're damned if you do and damned if you don't. [1]: https://www.ontario.ca/document/your-guide-employment-standards-act-0/tips-and-other-gratuities

Everyone here is claiming that your actions didn't hurt the manager-- but under Canadian law, they absolutely can.

Managers are allowed to keep the tips and gratuities they receive themselves, and generally may participate in tip pooling arrangements if their employers’ policy permits them to do so.

Employers are allowed to keep the tips and other gratuities that they receive themselves.

I'd be willing to bet he was collecting tips and retaining them for himself in some way.

I couldn't find Canadian minimum wage laws in my quick-and-short google search (hopefully they're better than they are here in the States), but in America there is a policy that essentially says, "You can pay tipped employees less than minimum wage. However, if that wage + their tips doesn't total out to be greater than or equal to the minimum wage, the business is responsible for making up the difference." This allows businesses to pay their employees less if you make up the difference for them, so their workers only set them back a $2.50/hour instead of the mandatory minimum (those numbers obviously vary regionally).

EDIT: Per the comments below, Canadian minimum wage tipped services law IS different (and better than) American minimum wage tipped services law. An individual working a tipped position will receive their tips in addition to minimum wage, and it will not be counted as part of the minimum wage payment. Employees in the liquor serving industry (IE bartenders) may apparently earn less than minimum wage due to the tipping, but this appears to be the only exception. (credit to @RossRidge)

I really hate the tipping system and wish there was a decent way to do away with it, but sadly, there isn't. At the end of the day-- as much of a jerk as the manager was, and as likely as the manager was to have taken at least a cut of the tips-- this does still impact the cooks and servers more heavily than it does the manager, and it probably comprises a greater percentage of their supplemental wages. As others have said, it's emotional blackmail. You're damned if you do and damned if you don't.

Everyone here is claiming that your actions didn't hurt the manager-- but under Canadian law, [they absolutely can][1].

Managers are allowed to keep the tips and gratuities they receive themselves, and generally may participate in tip pooling arrangements if their employers’ policy permits them to do so.

Employers are allowed to keep the tips and other gratuities that they receive themselves.

I'd be willing to bet he was collecting tips and retaining them for himself in some way.

I couldn't find Canadian minimum wage laws in my quick-and-short google search (hopefully they're better than they are here in the States), but in America there is a policy that essentially says, "You can pay tipped employees less than minimum wage. However, if that wage + their tips doesn't total out to be greater than or equal to the minimum wage, the business is responsible for making up the difference." This allows businesses to pay their employees less if you make up the difference for them, so their workers only set them back a $2.50/hour instead of the mandatory minimum (those numbers obviously vary regionally).

I really hate the tipping system and wish there was a decent way to do away with it, but sadly, there isn't. At the end of the day-- as much of a jerk as the manager was, and as likely as the manager was to have taken at least a cut of the tips-- this does still impact the cooks and servers more heavily than it does the manager, and it probably comprises a greater percentage of their supplemental wages. As others have said, it's emotional blackmail. You're damned if you do and damned if you don't. [1]: https://www.ontario.ca/document/your-guide-employment-standards-act-0/tips-and-other-gratuities

Everyone here is claiming that your actions didn't hurt the manager-- but under Canadian law, [they absolutely can][1].

Managers are allowed to keep the tips and gratuities they receive themselves, and generally may participate in tip pooling arrangements if their employers’ policy permits them to do so.

Employers are allowed to keep the tips and other gratuities that they receive themselves.

I'd be willing to bet he was collecting tips and retaining them for himself in some way.

I couldn't find Canadian minimum wage laws in my quick-and-short google search (hopefully they're better than they are here in the States), but in America there is a policy that essentially says, "You can pay tipped employees less than minimum wage. However, if that wage + their tips doesn't total out to be greater than or equal to the minimum wage, the business is responsible for making up the difference." This allows businesses to pay their employees less if you make up the difference for them, so their workers only set them back a $2.50/hour instead of the mandatory minimum (those numbers obviously vary regionally).

EDIT: Per the comments below, Canadian minimum wage tipped services law IS different (and better than) American minimum wage tipped services law. An individual working a tipped position will receive their tips in addition to minimum wage, and it will not be counted as part of the minimum wage payment. Employees in the liquor serving industry (IE bartenders) may apparently earn less than minimum wage due to the tipping, but this appears to be the only exception. (credit to @RossRidge)

I really hate the tipping system and wish there was a decent way to do away with it, but sadly, there isn't. At the end of the day-- as much of a jerk as the manager was, and as likely as the manager was to have taken at least a cut of the tips-- this does still impact the cooks and servers more heavily than it does the manager, and it probably comprises a greater percentage of their supplemental wages. As others have said, it's emotional blackmail. You're damned if you do and damned if you don't. [1]: https://www.ontario.ca/document/your-guide-employment-standards-act-0/tips-and-other-gratuities