Work Labor Law With Breaks In Riverside
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FAQ
Yes, you can bring a legal claim associated with the employer not providing you with a reasonable opportunity to take your meal or rest periods.
Employers must get an employee's written agreement in advance for taking on duty meals. Workers must also be able to withdraw their consent to this arrangement at any time. In California, ing to labor laws, employees can waive their lunch break if their work shift is six hours or less.
California requires employers to provide employees with ten-minute rest breaks for every four hours (or major fraction) worked. Anything over two hours is a “major fraction” of a four-hour period.
No, under California law rest period time is based on the total hours worked daily, and only one ten-minute rest period need be authorized for every four hours of work or major fraction thereof.
Employers who make it difficult or impossible for their workers to take these legally-protected breaks owe their workers compensation for forcing them to miss their breaks. Should they fail to provide this compensation, these employers could face a lawsuit based on California law.
First check your state's labor laws to see if breaks are required. If so, you can file a complaint. If the company is not in violation of any of your state's labor laws, then complaining would be useless. If there is a violation, then your company could be investigated and perhaps even fined.
You cannot employ someone for a work period of more than five hours without providing an unpaid, off-duty meal period of at least 30 minutes. The first meal period must be provided no later than the end of the employee's fifth hour of work.
Unless your employer tells you otherwise, you're still expected to work up until your scheduled quitting time, even if you willingly skip lunch. There are some situations when employees may take what California law calls “on duty” meal periods.
