![]() ![]() For example, an office employee who is required to eat at their desk or a factory worker who is required to be at their machine is not considered completely relieved from duty. If the employee is required to perform any duties while eating, whether active or inactive, then they are not considered completely relieved from duty. Third, during that time, the employee must be completely relieved from duty for the purposes of eating regular meals and must be permitted to leave the employer’s premises. 3 Second, the meal period must be 30 minutes or more. 2 But there are some stringent requirements that must be met for the meal period to be considered “bona fide.” First, the meal period must actually be a meal period, as opposed to a rest break, a coffee break, or a time for snacks. Under Wisconsin law, bona fide meal periods are not considered work time, and therefore, are not compensable for non-exempt employees. RLJ Dental, 1 the court focused on whether the employer provided a qualifying meal break in the first instance, not on whether employees decided to work during that time. Court of Appeals for the Seventh Circuit recently ruled that Wisconsin wage and hours laws concerning the compensability of meal periods empower employers to require that such breaks be unpaid. Littler Inclusion, Equity and Diversity Playbook.Littler Investigation Toolkit for Employers.We’re ready for your tomorrow – because we’re built for it.Global Workplace Transformation Initiative.Littler Restructuring Assessment Solution.General Data Protection Regulation (GDPR). ![]()
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