How Are Paid Breaks Different From Unpaid Breaks?

How Are Paid Breaks Different From Unpaid Breaks?

Every organization has its own working culture, but there are certain rules that all of them have to follow depending on which state they are based in. Take the example of New Jersey, where if an employer has a rule of relieving its employees for about 30-40 minutes during the workday for the lunch break, then it’s mandatory for the employer to not designate them any work during this period. Since the total number of hours employees work excludes lunch break hours, they can deny working during that period, and an employer cannot force it upon them at any cost. 

Legal Implications of Not Following State’s Rules:

Just like the scenario mentioned above, if the employer decides to not let employees have break-time due to increased work pressure, then they must be paid extra for that period. 

Likewise, if an employee has been asked to stay at his desk during the lunch hour and he takes his lunch along with answering work calls or doing some other work-related tasks, then it cannot be considered his free time. He is entitled to be paid for his time at the desk. 

The employer cannot force employees to trade their free lunch breaks to work extra and get away without paying them the hourly wage for that period. 

If you notice something like that happening at your organization, then you must approach this matter legally. The first step in this regard is to hire a skilled lawyer from the Brach Eichler Injury Lawyers firm that has been dealing with such matters for years and can guide you properly as to how you can make your employer pay for his mistake. 

Once you have connected with a lawyer, you may be asked to collect certain shreds of evidence that can strengthen your claim. Follow all the instructions carefully to build a strong case. 

As soon as you are ready with the necessary evidence, you can approach the court and sue your employer for unlawful employment practices. This process may take some time, but if you have valid evidence that proves your employer’s negligence in this matter, you will have the last laugh and receive compensation for all the troubles faced at the workplace.