Introduction

California statutes pertaining to meal and rest periods for non-exempt employees is one of the more confusing topics in today’s business environment. 

This course is designed to provide you with a practical foundation for understanding the law. It includes guidelines for how to properly create and administer your own meal and rest period policy. Or, if your company already has its own policy, then this information can help you to review your existing policy as well as the procedures and practices in “real life” daily operations.

By the end of the course, you will be informed about the laws so that you will be better-equipped to assist your company in being California-compliant with meal and rest periods.

Learning Objectives

• Effect of the California Supreme Court decision of Brinker Restaurant Corporation v. Supervisor Court on meal and rest periods
• Specific sections of the California Labor Code and the California Wage Order, both of which establish the requirements for meal breaks
• Waivers and on-duty meal periods
• Rest periods
• On-call rest periods
• Best practices for complying with the law

Why should you attend?

Meal and rest breaks laws continue to confound California employers with hourly-paid employees. Without a solid understanding of these specific requirements, your policies and procedures for your non-exempt employees can pose a substantial financial risk to your business.

Employers, managers, supervisors, and human resources professionals should have a sound understanding of these laws so that they can communicate the legal requirements to their hourly-paid employees. As well, they need to be well-versed so that they can provide non-exempt employees with the opportunities to take their entitled meal and rest periods. 

By attending this training, employers and their leaders will have a working knowledge of California meal and break period requirements and help their companies to be compliant under the law.

Who Will Benefit

• California-based employers with hourly-paid (non-exempt) employees
• Out-of-state employers that have operations based in California with hourly-paid (non-exempt) employees
• Businesses without a human resources department
• Businesses with a single-person human resources department
• Businesses with an out-of-state HR leader or managers/supervisors who oversees California-based hourly-paid (non-exempt) employees
• Any manager, supervisor, or HR professional who is new to their position in providing oversight and leadership to California-based (non-exempt) employees