Family Style Inc follows Federal, State and Local laws in regards to meal breaks. Meal breaks are unpaid and should be documented in the timekeeping system as such. In CA, Non-exempt employees who work more than five hours in a workday are provided an unpaid, off-duty meal period of at least 30 minutes. Non-exempt employees who work more than 10 hours in a day are provided a second unpaid, off-duty 30 minute meal . Locations with no State/Local requirements fall under Federal Guidance. These employees are provided an unpaid meal break if working 6 hours or more within their shift based on business needs. You are responsible for taking your meal break in accordance with your schedule and if in CA it should begin no later than the end of your fifth hour of work. All other States need to follow their scheduled shift in determining when to take their unpaid meal break. When planning for your meal periods, you should try to anticipate your work flow and deadlines. Employees are encouraged to take their meal periods and are not expected to and should not work during their meal periods. You are relieved of all duty and should not work during your meal period. Employees may leave the premises during their unpaid meal breaks. When taking your meal period, you should be completely off work for at least 30 minutes. Employees are prohibited from working “off the clock” during their meal period. Employees must clock out for their meal periods. You are expected to clock back in and then promptly return to work at the end of any meal period. Unless otherwise directed by your supervisor in writing, you do not need to obtain your supervisor’s approval or notify your supervisor when you take your meal period.
Non-exempt employees who work 3½ or more hours per day are provided one 10-minute duty-free rest break for every four hours or major fraction thereof worked. For purposes of this policy, “major fraction” means any time greater than two hours. So, if you work at least 3½ hours, but no more than six hours in a workday, you are provided one 10-minute rest break. If you work more than six hours, but no more than 10 hours in a workday, you are provided two 10-minute rest breaks: one during the first half of your shift and a second rest break during the second half of your shift. If you work more than 10 hours but no more than 14 hours in a day, you are provided three 10-minute rest breaks. Rest breaks should be taken as close to the middle of each work period as is practical. Employees do not need to obtain their supervisor’s approval or notify their supervisor when taking a rest break. Employees are encouraged to take their rest breaks and are not expected to and should not work during their rest breaks. Non-exempt employees are paid for all rest break periods. Accordingly, you do not need to clock out when taking a rest break. Rest periods must also be taken on premise. Rest periods may not be accumulated or used as a basis for starting work late, leaving work early, or extending a meal period. In addition, employees working outdoors are allowed and encouraged to take a cool-down rest in the shade for a period of no less than five minutes at a time when they feel the need to do so to protect themselves from overheating.
Acknowledgment of Payment
Acknowledgment of Payment. Employee acknowledges that they have received all wages due to them from Employer, including but not limited to all regular hours, overtime, meal break penalties, and tips. Employee further acknowledges that it is their responsibility to carefully review each paycheck received from Employer and to contact Employer within three (3) business days of receipt of any paycheck should the Employee wish to contest or correct any discrepancy in their paycheck. In the event that Employee does not contact Employer within three (3) business days of receipt of any paycheck, Employee stipulates that the paycheck is accurate and that they will make no future claim to the contrary. Employee represents and warrants that they have no knowledge of any wages due and owing to them that have not been paid by Employer.