What does the CA Labor Law say about breaks and lunch periods?
367093
Ah. I actually looked up this not so long ago (had a debate with one of my managers).\n\n1. If you work more then 6 hours they must provide you with at least a 30 minute lunch.\n\n2. For every 4 hours worked they must provide you with at least a 10 minute break.\n\n"In California, an employer may not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than thirty minutes, except that if the total work period per day of the employee is no more than six hours, the meal period may be waived by mutual consent of both the employer and employee. A second meal period of not less than thirty minutes is required if an employee works more than ten hours per day, except that if the total hours worked is no more than 12 hours, the second meal period may be waived by mutual consent of the employer and employee only if the first meal period was not waived."\n\n"In California, the Industrial Welfare Commission Wage Orders require that employers must authorize and permit nonexempt employees to take a rest period that must, insofar as practicable, be taken in the middle of each work period. The rest period is based on the total hours worked daily and must be at the minimum rate of a net ten consecutive minutes for each four hour work period, or major fraction thereof."
395251
There isnt a state that I know of that allows eight hour days without breaks.  Believe it or not, it is clearly within your complete rights to ask your employer if you are getting your legal amount of breaks.\n\nEven if its a job that it would be difficult for them to run without you, if you are still entitled by law, so be it.
841358
New York labor laws require a half hour break after six hours of work. If you are working mor ethan 6 hours per day, 10 minute breaks are also required after four hours. They do not hav eto give you these breaks at specific times. They can be substantially fined for breaking these laws.\n\nAll of this is published online at the NY Dept of Labor.
523459
Yes it is.  In a regular 8 hour job, employees should be allowed to go to a 10 minute break in the first hours, 30 minute break in the next several hours and 10 minutes in the last hours of work.  They have to be given it that order and can't be taken together, in other words you can get a 50 minute break only once during the day.
213473
this is the site with all of the information you need\ngo to this site:\n\nhttp://www.leginfo.ca.gov/calaw.html\n\ncheck Labor Code\nat bottom of page type in vacation pay and click search
658544
Manager is taking advantage.\nThis is a violation of labor laws.\nI don't remember what the exact numbers are, but its like 10 or 15 minutes every few hours, and you must get a meal break (like min of 30 minutes) if you work more than 6 or 8 hours.\nManager is shooting himself in the foot anyway. He just has a shop full of tired, unmotivated people, instead of the busy productive employees he thinks he is creating.
858567
This isn't a legal issue, it's a company policy issue.  If you are on salary they have to pay you the whole day, because you showed up; however, they can also charge your vacation time for the hours not worked.
1012544
Each state differs...and it depends what the leave is for.  Family/maternity, some have none.  Others, like California offer 12 weeks.
247260
I'm sorry that it's a bit long, but here's the answer, straight from the California Labor Code:  "204.  All wages, other than those mentioned in Section 201, 202, 204.1, or 204.  2, earned by any person in any employment are due and payable twice during each calendar month, on days designated in advance by the employer as the regular paydays.  Labor performed between the 1st and 15th days, inclusive, of any calendar month shall be paid for between the 16th and the 26th day of the month during which the labor was performed, and labor performed between the 16th and the last day, inclusive, of any calendar month, shall be paid for between the 1st and 10th day of the following month.  However, salaries of executive, administrative, and professional employees of employers covered by the Fair Labor Standards Act, as set forth pursuant to Section 13(a)(1) of the Fair Labor Standards Act, as amended through March 1, 1969, in Part 541 of Title 29 of the Code of Federal Regulations, as that part now reads or may be amended to read at any time hereafter, may be paid once a month on or before the 26th day of the month during which the labor was performed if the entire month's salaries, including the unearned portion between the date of payment and the last day of the month, are paid at that time.\n   "Notwithstanding any other provision of this section, all wages earned for labor in excess of the normal work period shall be paid no later than the payday for the next regular payroll period.   However, when employees are covered by a collective bargaining agreement that provides different pay arrangements, those arrangements shall apply to the covered employees.\n   "The requirements of this section shall be deemed satisfied by the payment of wages for weekly, biweekly, or semimonthly payroll if the wages are paid not more than seven calendar days following the close of the payroll period."
402098
It depends on the company of course, but as a general rule, you - if vacation time is one of the written benefits, you should receive payment for the vacation time equal to your rate of pay.  This is also dependent upon your state's employment laws.  I know that in California, I was able to file a complaint when I didn't receive my vacation compensation and it was ordered to be paid.
1105717
Is the position production or overhead?  Is this employee exempt or non exempt?  If exempt, I'd say allow for the 1hr lunch break.  Our company is flexible with lunch for salaried, exempt employees.  As long as duties are being completed, and projects done on schedule, why allow for the possibility of ill will?  She may leave, then you'd have the turnover costs...which is going to total more than $2500 at first.\n\nHow much do you value this employee?  Everyone can be replaced, but if you have a good employee already, why risk the loss?\n\nI'd be upset if we lost the flexible lunch hr considering the unpaid overtime I put in at my own will.  If lunch was cut to 30 min, I'd be out the door on time.  There's other places to work too.\n\nIs this your own company?  How much overall will that $2500 hurt your EBIT?\n\nIf an hourly, non-exempt position, that's really you're call.  If $2500 represents a significant amount to your bottom line, and your margins aren't growing because of increasing revenues....take it away, but realize you may lose the employee. \n\nYou can talk to her first about it too, and guage her reaction (if you value her - if she's not that great, just take it away).  Everything's a trade-off.  Most hourly employee's don't get paid lunches.  Some places offer 1hr, some only 30min.\n\nRealize that you are taking wages/benefits away too.  That could be a big demotivator.  I'd explain your reasons carefully.  Explain you're facing increasing cost pressures, and to stay competitive you must take this measure....blah blah blah....
728739
You may want to consider researching this info beforehand.\n\nRemember, It is up to the employer how you are paid for working on a Holiday even though there are state laws that they must abide by.\n\nCheck out this link regarding laws from your state:\nhttp://www.state.ar.us/labor/\n\nHope this info helps you.\n\nHave a wonderful Thanksgiving.\n\nGod Bless.....
1009618
There is no law in Michigan requiring breaks for meals or otherwise for employees over 18. If your employer has a break policy, the worker must be compeltely free of duties during the break.
692782
Sounds like the boss wants an extra day off, if you ask me! If your company does close that day, and your colleague chooses NOT to use his vacation time, he will not be paid for that day--because he isn't working.  Employers do not have to pay employees for work days not worked.  Employees should not be coerced into taking time off or using benefit time (this benefits the employer), however, and employees who disagree with the decision to close on a productive day should be offered an alternative.  Unless arrangements can be made for those employees who wish to work that day, there will be one less day on that period's pay check (unless they use their vacation hours).  Sorry, I don't have specifics on legalities but I think it would be difficult to contest formally.  Laws vary from state to state, and even those considered "salaried" may still be subject to hourly reporting.  As long as the total hours are met, the employee would receive full pay.  You may be able to work out an arrangement for working four days, but working 10 hours instead of 8 each day, e.g.
1065899
As long as you are working there LEGALLY, then YES THEY MUST GIVE BREAKS (every 3 or 4 hours?) Check with the Labor Board for the official amount!!   If an illegal alien is at work, he/she is not entitled to breaks and the boss can do as the boss pleases. Aliens shouldn't even be here so no, THEY have no rights.
216194
It depends on if you're exempt or non-exempt. (If you're paid by the hour you're probably non-exempt.)  It does vary by state -- \n\nHere's OK law:  \n\n2. Are breaks and lunch periods mandatory? \nNeither federal nor state law require employers to provide breaks to employees age 16 or older.  Mandatory \nbreak laws only apply to children under the age of 16. Breaks and lunch periods are considered benefits and \nremain at the discretion of the employer.
985151
If you are an hourly employee then you must be paid for overtime. It can't be compensated with time off. If you receive a salary you can be compensated with time off. There is no law about paid holidays or vacations. In California you must be given at least a 30 minute lunch break but it is unpaid. There is also a morning and afternoon 15 minute break that is paid.\n\nThe only problem is that you can report the employer and he can't file you for that but I guarantee you will be fired for something and never get promoted. I would find another job.