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Another Meal Break Question
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Another Meal Break Question
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I have checked USDOL. I have looked for Mississippi DOL regs regarding this - there are none. I have checked OSHA. I even looked at EEOC. I am not finding anything that requires meal breaks or other b
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Another Meal Break Question
posted at 4/15/2010 8:46 AM EDT
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Posts: 323
First: 6/15/1999 Last: 9/9/2011 |
I have checked USDOL. I have looked for Mississippi DOL regs regarding this - there are none. I have checked OSHA. I even looked at EEOC. I am not finding anything that requires meal breaks or other breaks.
Is there anything I might have missed? One of our programs provides childcare and new regulations about child/staff ratios are causing some issues while we figure out solutions that would allow the staff to continue to have break periods. They have meals - they must eat breakfast and lunch with the children, they are provided the meals AND it is paid time. |
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Another Meal Break Question
posted at 4/15/2010 9:11 AM EDT
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Posts: 1771
First: 10/24/2002 Last: 9/14/2011 |
It would be the federal and/or state DOLs that cover this. If neither say anything about meal breaks, that means you're not legally required to provide meal breaks (paid or unpaid) for your employees. |
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Another Meal Break Question
posted at 4/15/2010 2:55 PM EDT
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
Missippi has no law for breaks for employees in the private sector:
http://www.dol.gov/whd/state/meal.htm#Mississippi Therefore as long as you are paying them for their time under FLSA (along with overtime if they hit that), you are legally fine. However, you might consider safety and security and tired employees....based on the type of business it is. |
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Another Meal Break Question
posted at 4/16/2010 4:21 AM EDT
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Posts: 323
First: 6/15/1999 Last: 9/9/2011 |
Now, Y'all, don't go makin' fun of how we say things down here.
We are a private non profit. Our largest funding source is Federal. The next largest passes through the state. Because we don't really have a state DOL (defers to Federal), I generally feel safe as long as we are complying with Federal. We are heavily monitored - all those funding sources come for a "look see". The layers of regulations can present challenges and there are not always $$ to help you meet those challenges. Anyway, regarding this current issue, the managers at our various sites are being resourceful and doing what they can to make this change in break times least restrictive. However, staff are naturally disgruntled and challenging us on legalities. This tends to make me second guess myself so (after looking back through the laws I KNOW to look at), I turn to "y'all" for trusted input. Oh, and try not to have too many of those 11, 12, 13 hour days........ |
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