California labor laws mandate employers to provide non-exempt employees with meal breaks and rest breaks at specific times throughout the workday. Specifically, eligible employees are entitled to one 10-minute paid rest break for every four hours worked and one 30-minute paid or unpaid meal break if they work more than five hours in a day.
Additionally, as of January 1, 2020, California employers are also required to provide lactation breaks for nursing mothers according to specific accommodations. Failure to do so may not only violate an employee’s right to rest breaks but also their right to a workplace free of gender and/or disability discrimination.
If your current or past employer has violated your rights regarding meal or rest breaks, turn to the team at KJT Law Group. You could be entitled to compensation for unpaid wages, back-pay, and other related damages, and our Los Angeles rest break violation lawyers can help. We bring extensive experience in employment law to our practice, coupled with a zealous passion for defending the rights of California workers. We understand the many challenges these types of cases present, and we know how to navigate the system while effectively advocating for the justice you deserve. We provide legal services in English, Spanish, and Armenian and prioritize client communication, service, and support.
California’s wage and hour laws grant non-exempt employees the right to periodic rest breaks throughout the day. The law defines a “non-exempt” employee as one who is paid wages on an hourly basis and who does not meet the qualifications to be considered “exempt.”
Additionally, independent contractors, outside sales personnel, and some computer and technology professionals are also considered “exempt” under California State law.
If you do not meet these qualifications, you are likely a non-exempt employee and are covered by the state’s wage, hour, and overtime laws. This also means that you are entitled to rest breaks during a typical workday.
Your employer cannot ask you to work or be “on call” during a rest or meal break unless the nature of your employment prevents you from being entirely relieved of your work-related duties and you have signed a written agreement to remain on call during your breaks. You are permitted to revoke this written agreement at any time during your employment.
Note that a person who works less than three and a half hours at a time is not required by law to receive a rest period.
The best thing you can do to protect your rights is contact an experienced employment law attorney. At KJT Law Group, our Los Angeles rest break violation lawyers can assist you in determining if you have a case. We are passionate about standing up for workers’ rights and are ready to fight for the maximum compensation you are owed by law.
The information on this website was written as advertising material and is intended for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.
@2024 KJT Law Group by Legal Soft
The information on this website was written as advertising material and is intended for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.
@2024 KJT Law Group by Legal Soft
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