![]() Coaching on time management and/or the requirement for hourly employees to take mandatory breaks.Įmployers should be aware of any legal implications of disciplinary actions taken against employees.Appropriate disciplinary action might include: Your hourly employees may be disciplined for failing to take their breaks. Supervisors should also have access to template emails for employees who are not taking the breaks to which they are entitled, so they can easily send them out if/when they notice any non-compliance.ĭiscipline employees who fail to take breaks. You should schedule and send regular reminder emails to your hourly employees about their meal and rest break entitlements, as well as your internal processes for employees taking their breaks. Send regular ‘reminder’ emails to hourly employees. Create ‘On Break’ signs for employees to place on their desks during their meal and rest periods for on-site workers.An ‘On Break’ status on Slack or other similar communication software.You should also create visual cues so team members know when a person is on their break. ![]() This empowers other employees to respect their entitlement to the meal or rest period and promotes a culture of compliance.Įmployers should encourage employees to spend time away from their desk during their meal and rest periods. It should be clear to other employees when a person is on a break. Make it clear when an employee is on a break. To do so, supervisors should ensure that hourly employees aren’t pressured to skip breaks and are encouraged to report violations as early as possible. They should know and understand their obligations, including regularly reviewing timesheets, and they should promote a culture of compliance. Supervisors, management, and HR should also receive regular training about the importance of compliance with the meal and rest break requirements in California. This training should be provided as part of the onboarding process, and reiterated at least once each year. Hourly employees should be trained to ensure that they know and understand their meal and rest break entitlements. Train hourly employees – and supervisors. Many timekeeping software providers also monitor compliance and can automate the process of flagging violations. Electronic systems can reduce mistakes, make time tracking easier, and streamline storage and retrieval of timesheets. While California law doesn’t require employers to use any particular system, it is generally recommended that employers use electronic timekeeping systems. Be aware that the system should not round the arrival time and departure times to ensure accurate tracking. Your corporate timekeeping system should allow hourly employees to easily clock in and out when they arrive and leave, including clocking in and out for meal periods. What to do if hourly employees aren’t taking their mandatory breaks Use an electronic timekeeping system. One component of wage and hour compliance is ensuring employees take their full breaks.Here are some steps you can take to improve your company’s compliance with break requirements: So, it’s more important than ever for employers to develop strong processes to achieve wage and hour compliance. 6 of the 10 most expensive wage and hour class actions settled in 2019 were settled in California ( according to the 17th Annual Workplace Class Action Litigation Report ). Wage and hour-related employee disputes are becoming more common and more expensive for California employers.
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