Meal periods do not count as work time if they are at least 30 minutes in duration and the employee does not perform any work tasks during that time. However, if an employee works through lunch, that meal is considered work time. An employee who is expected to remain available during meal periods but does not otherwise perform work duties is not considered to be working and the meal time does not count toward work time.
If your company allows you to work during meal breaks, or requires you to be on duty during your lunch break or other meal-time breaks, you may have a claim for a wage and hour law violation.
At Leeds Brown Law, PC, our lawyers have experience handling overtime claims and wage and hour law violations, including violations based on meal-time policies or caused by requiring working lunches or meals, or by not properly compensating employees for breaks and meals. Our efforts have resulted in large monetary recoveries for employees throughout Long Island and New York, as well as across the country.
We would be happy to discuss your claim in confidence, and provide free consultations to answer your questions and evaluate your claim. Contact us today to discover how we can help you.