To ensure you’re in compliance with the, it’s important to understand the definition of “hours of work.” Any hour when an employee’s on duty is considered time worked. The only period usually excluded: when an employee uses the time for personal reasons.
You don’t need to count meal periods lasting 30 minutes or more as time worked if the employee is completely relieved from duty. But if, for example, you require someone to assist customers, take business calls or stay by his or her machine during lunch, you must count those minutes as paid time. Coffee breaks or other rest periods lasting 20 minutes or less are also considered time worked.
The federal law doesn’t require rest or meal breaks for workers over age 18. Nearly half the states, however, mandate that you must provide rest or meal breaks for a specified minimum period each day. For example, in California employers must give workers a 10-minute rest period in ...(register to read more)
- Do long hours change part-time status?
- Cover USERRA, New York law by drafting unequivocal severance releases
- What do we need to do before implementing a drug and alcohol testing program?
- Catch all 22 evidence preservation steps in case of litigation
- Punishing for accommodation request may be retaliation