Blog Layout
How to Manage State-Required Meal Breaks
28 September 2022
What if your state requires a meal break but your employees don't want one?
21 states require employers to provide meal breaks after some number of hours worked.
Some companies respond to these regulations by auto-deducting 30 min each day…
Bad idea, unless it is coupled with a system for VERIFYING that the employee actually stopped work for that 30 min.
Other companies respond by forcing employees to clock out by various means…
While technically compliant, it is a challenging policy to enforce in the trades. Simply put, many technically focused employees do not like to stop. They just want to get the job done, especially if they are being paid piece-rate or commission. What most often happens is the employee decides to clock out, but continue working anyway. This is bad for the employee and VERY dangerous for the employer, legally.
So what CAN/SHOULD companies do?
Provide the opportunity and encourage the taking of meal breaks. Reinforce this via regular documented reminders during team meetings, as well as a verification statement tied to time sheet validation each pay period. The Big Picture Consulting can provide a solid meeting accountability form to use for documenting meeting topics you want to be able to hold people accountable to, as well as verbiage to implement on any time verification process. Free of charge, just reach out to us.
Finally, if you are in California… DO NOT auto-pay "missed meal" penalties. This is only encouraging employees to NOT take lunch breaks because they get paid an hour and a half for working that half hour… Completely goes against the purpose of the law in the first place!
Some job candidates spend more effort prepping to "ace" an interview than they will spend on doing the job! Use these tips to figure out which candidate will be the best employee, and to avoid legal hot water.
If your business struggles with employee tardies and unexplained absences, an information Attendance Point System might be a good solution. Use these tips to create a system that's consistent and effective.
Diversity, Equity and Inclusion initiatives have been all the rage across the government and the business world. President Trump has signaled a step back from this. Here's why the H.R. Guy doesn't think this is as dramatic a backswing as the media wants you to believe.
Most businesses that use point systems for attendance do it wrong, which can cause employee unrest or even legal issues. We break down what these systems are, how they can lead to trouble, and how to set them up correctly.
Deducting money from employee paychecks is a given (taxes, anyone?). But there are legal nuances, especially when it comes to loan repayments and final paycheck deductions. Here are a few tips to keep you out of trouble.
Team morale and overall performance is driven in part by how you acknowledge team wins. Here are some tips on big (and small) ways to celebrate achievements.
Believe it or not, the intent of HR isn't to make your life harder! While both business owners and employees may think HR is out to get them, there's a legitimate purpose to the role and done correctly, HR can significantly help your organization.
HR processes for the Trades - the H.R. Guy talks about the main things companies need to know about HR to avoid lawsuits and keep your hard-earned revenue!
Selling your internal customers (aka, employees) on your Brand can help get them on board with policy and excited to represent your company. Here's how to keep everyone on the same page.
A Texas based Federal Judge has struck down this year’s Department of Labor attempt to increase the minimum salary threshold for salary exempt employees. What does this mean for your business?