Petition to Pause and Discuss the DLS Events North Carolina Bar Support Tip-Out Policy

To: DLS Events Management
      and Human Resources

We, the undersigned employees of DLS Events in Wilmington, North Carolina, respectfully request that the implementation of the announced change to the North Carolina bar support tip-out policy be paused, so that DLS Events can meet with the affected barback staff and discuss the change before it is implemented.

The policy announcement states:

“Starting on 9/14/26, the DLS Events tip out policy in North Carolina will be: Server/bartender receives 100% of the tip less 15% which will be paid out to bar support. This means that the bar support tip out changes to 15% beginning on 9/14/26.”

We understand that DLS Events has the authority to review and change its policies. 
Our concern is not simply that a policy is changing, but that this particular change represents a significant reduction in compensation for employees who already feel that their work and compensation are not proportionate to the responsibilities they carry.

• Show-day compensation consists of $11 per hour plus tips. On non-show days, warehouse, moving, loading, and related operations work is compensated at $16 per hour.
• The reduction from a 20% bar support tip-out to 15% represents a 25% reduction in the portion of tips allocated to bar support. Because tips make up a substantial part of our compensation on show days, this change has a meaningful effect on take-home pay.
  
  

We believe the Wilmington venues deserve particular consideration because of the scale and nature of the work performed by the bar support crew.

At Live Oak Bank Pavilion and Greenfield Lake Amphitheater, bar support is responsible for much more than assisting bartenders during service. Our crews help make the events possible from the ground up.

We load in and handle the physical infrastructure and supplies required for the events, including every can, cup, bottle, bag of ice, physical bar, cooler/arctic, ice well, electrical equipment, signage, promotional product, and other necessary materials. We all assist each other with the operations of the venue throughout the event and then break down, move, and load out all that same infrastructure, product, and equipment afterward.

Much of this work takes place outdoors during the summer. These responsibilities are often carried out by a relatively small crew, some days fewer than 15 employees.

We take pride in the work we do and in the role we play in making these events successful. We want that contribution to be recognized in a compensation structure that is fair and sustainable for the people performing this work.

Requested Discussion and Alternatives

We are therefore asking DLS Events to pause the September 14 implementation of the new 15% tip-out policy and meet with representatives of the Wilmington bar support staff to discuss possible alternatives.

We are open to discussing multiple solutions, including but not limited to:

1. Maintaining the existing 20% bar support tip-out.
2. Maintaining the proposed 15% tip-out while increasing show-day hourly compensation for bar support from $11 to $16 or more per hour, as well as increasing base compensation for warehouse, loading, unloading, and other preparation or post-event work.
3. Developing another compensation structure that appropriately accounts for the physical workload, hours, responsibilities, and working conditions of Wilmington’s bar support crew.
   
   

We are not asking DLS Events to accept a particular solution without discussion. We are asking for the opportunity to sit down with the company, explain the realities of the work we perform, and work together toward a compensation structure that recognizes that work.

We believe that implementing a substantial compensation change without first discussing its impact with the employees directly affected by it is unnecessarily disruptive not just to morale, but also to employee retention and the ability to retain experienced staff, particularly during a period of transition for the company and crew.

We respectfully ask DLS Events to acknowledge this petition, pause implementation of the September 14 policy change, and provide the affected Wilmington barback staff with an opportunity to meet with management and Human Resources.

We want to continue doing our jobs well, supporting our venues, supporting our coworkers, and helping DLS Events put on successful events.

We ask that the people doing this work have a meaningful voice in a decision that directly affects our compensation.