An employer cannot employ a worker for more than five hours of work per day without giving the worker at least thirty minutes of meal time. A second meal of no less than thirty minutes is required when an employee works more than ten hours a day. Labour Code Section 512. Employers must offer a second 30-minute break for all workdays during which a worker works more than 10 hours. The second lunch break must take place no later than the end of an employee`s tenth hour of work. For each work day where you do not give an employee a meal break based on your needs, you owe the employee an additional hour`s salary at the employee`s normal rate. Overtime is a wage due to the worker. Workers have up to three years to qualify for unpaid wages. (3) Workers may waive breaks for shifts of less than 6 hours or positions less than 12 hours. The unanimous verdict was largely a benefit to California employers, but is not without possible pitfalls. Employers with vague guidelines may be exposed to increased liability and the decision clearly shows that meal and rest issues are always subject to collective action.
Employers note: be careful and consult the lawyer before allowing meals in use. Refuelling periods in service were only observed in very limited circumstances. Employers should be cautious when departing from the general rule to grant rest periods in the middle of each working time and consult with Demcounsel when practical considerations, unique to their sector, appear to warrant a departure from the general rule. 5. Don`t confuse on-duty meal agreements with abandoning dinner time. Staff may only use meals in limited cases. A break from duty must meet all the following conditions: if the total working time per day does not exceed six hours for a worker, the meal period may be abolished by mutual agreement of both the employer and the worker. If the total working time does not exceed 12 hours, the second meal cannot be cancelled at the same time as the employer and the worker if the first meal has not been cancelled. Labour Code Section 512. Although not necessary, I still recommend employers to reduce this waiver of writing. It is equally important for the employer to document every day that workers and employers accept such a waiver. The employer, which refuses to temporarily cede control of employees during a meal due, violates the obligation to provide meal time and is liable for compensation [and a bonus] for hours worked.
An employer who gives up control, but who still knows or has reason to know that the employee works during the meal period, has not breached his mealtime obligations [and does not owe a bonus], but nevertheless owes his employees a regular allowance for the time worked.