California employers face one of the most complex and actively enforced wage-and-hour landscapes in the country, and most of that complexity gets triggered the moment a schedule is built. Daily overtime, meal and rest break timing, premium pay obligations, split shifts, reporting time pay, and PAGA exposure all flow from how shifts are scheduled and
California employers continue to face heavy scrutiny and litigation regarding their meal and rest break practices. Since the Brinker Restaurant Group v. Superior Court decision in 2012, courts have reaffirmed that compliance is measured by strict timing rules, not just having written policies in place. Here are five key reminders on the timing requirements and
The recent California Court of Appeal decision in Allison v. Dignity Health (June 24, 2025), involving claims over meal and rest breaks, is a reminder that class certification in wage and hour cases is not the end of the story. Even after a class is certified, it can still be decertified if evidence shows that
Under California law, non-exempt employees are entitled to one unpaid 30-minute meal period and two paid 10-minute rest breaks during a typical 8-hour shift. However, California’s meal and rest break rules (“MRB rules”) do not apply to interstate truck drivers.
If you’re asking yourself why truck drivers do not get the benefits of California’s more generous
Recently we have been litigating and answering basic issues about employers’ obligations to provide meal and rest breaks. It has been a few years since the California Supreme Court issued its groundbreaking ruling in Brinker Restaurant Group v. Superior Court, and there is no indication that wage and hour litigation for California employers will
Recently we have been litigating and answering basic issues about employers’ obligations to provide meal and rest breaks. It has been a few years since the California Supreme Court issued its groundbreaking ruling in Brinker Restaurant Group v. Superior Court, and there is no indication that wage and hour litigation for California employers will
California employers have a lot to keep their eye on over the last few weeks. For this week’s Friday’s Five article, here is a list of five key issues California employers should know about and how these issues will likely impact their workplace:
1. New decision approves striking unmanageable PAGA claims.
The Labor Code requires that an employer who “fails to provide a meal or rest or recovery period . . . shall pay the employee one additional hour of pay at the employee’s regular rate of compensation for each workday that the meal or rest or recovery period is not provided.” What does “regular rate
The California supreme court provided further guidance on employer obligations to provide meal breaks as required under the Labor Code and applicable Wage Orders. In Donohue v. AMN Services LLC, the California supreme court held that employers may not use time rounding policies in context of meal periods, and time records for meal periods
As February ends, there are many developments on the employment legal front. Here are five prevalent employment issues for California and across the U.S.:
1. California Supreme Court holds employers may not round time entries for meal periods.
On February 25, 2021, the California Supreme Court held that employers may not engage in time rounding