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Such an arrangement would also cause uncertainty for employers, who would face a greater burden and legal risk in making their case-by-case determinations about the relative value of different terms. All school support staff deserve to know what minimum levels of pay and conditions they will receive. For example, an employer providing lunch during a shift may be regarded as a welcome benefit; however, it would be unlawful for the employer to deduct the cost of that meal from an employee’s minimum wage. The law is clear that the minimum wage must be paid in monetary terms and cannot be replaced or reduced by the provision of food, benefits or other non-cash arrangements.