Note that employers are not required to pay employees for the 30 minutes they take for lunch (or any other meal). However, these unpaid meal breaks must be free of work obligations (e.g. responding). Otherwise, these are not bona fide meal breaks, which should be offset by the regular wage rate.1 If the employer does not listen to the reason, the employee should consider the possibilities of suing or suing (as explained below). We will first look at key laws and regulations regarding: 2/ In addition to states with generally applicable standards, a 30-minute meal hour is required after 5 hours for seasonal workers in Pennsylvania and 6 hours for migrant workers in Wisconsin. While farm work in Washington State is exempt from the listed requirement of general applicability, a separate rule requires a 30-minute meal hour after 5 hours in farming and an additional 30 minutes for employees who work 11 hours or more per day. In addition to the states listed with binding standards, other regulations appear in two states: New Mexico. A provision applicable to women and administratively extended to men does not prescribe meal times, but stipulates that an hour of meals, if granted (in industry, commerce and certain service sectors), must be at least 1/2 hour, which is not counted as working time. Wisconsin. According to the regulations, the recommended standard is 1/2 hour after 6 consecutive hours of work in factories, mechanical and commercial operations and some service industries, which are relatively close to the usual meal time or in the middle of the shift. The primary purpose of federal and Nevada child labor laws is to prevent the exploitation of minors. If you have further questions about breaks or overtime, please consult the referenced resources or consult an experienced employment lawyer. Example: Mary is a part-time receptionist who works from 9 a.m.

to 1 p.m. on weekdays and from 10 a.m. to 1 p.m. on Saturdays. Since she works four hours continuously during the week, she is entitled to a 10-minute break. But since she only works three hours on Saturdays, her employer doesn`t have to give her breaks that day. In terms of the length of these breaks, employees are entitled to 30 minutes for meal breaks – as long as their shift lasts 8 hours. It is up to employers to decide whether meal breaks are paid or not. Breaks are shorter and last 10 minutes – employees can take this type of break every 4 hours.

Breaks must be paid for and their main purpose is to maintain employee productivity. Reasonable absence time, normally 1/2 hour, but shorter time allowed under special conditions between the 3rd and 5th hour of work. Not counted as working time. Coffee breaks and snacks are not included in meal times. Example: Jeffrey employs one full-time and one part-time employee at his company. The full-time employee arrives at 8 a.m. and leaves at 5 p.m. Part-time employee arrives at 8 a.m., but leaves until noon Since Jeffrey employs at least two employees in his store, Nevada`s meal break laws apply to him. The full-time employee is entitled to half an hour off for lunch under Nevada law because they work at least eight hours straight.

However, since the part-time employee does not work more than four hours, he or she is not entitled to a 30-minute lunch break. Filing a claim can usually be done online via the Ministry of Labour`s wage application form. The ministry`s mandate is to investigate labour disputes and, eventually, hold a hearing and make binding decisions. There is another type of break, but it applies only to nursing mothers – a breastfeeding break, which we will discuss in the next section. In addition to a general rule that imposes meal times for employees, Nevada has special regulations that require meal times for minors under the age of 18. These rules, which require more frequent and/or longer meal times/breaks, take precedence over the general rules for underage employees. Learn more about Nevada`s child labor regulations here. Also note that federal law does not require employers to provide meal breaks to employees at all. Fortunately, Nevada employers must comply with Nevada law.2 Many employers are unaware of labor laws and inadvertently deprive eligible employees of their meal breaks. Sometimes it is enough to solve the problem, talk rationally with the employer (or human resources department) and demand lunch breaks and salary arrears for missed lunch breaks from now on. The Nevada Labor Commissioner may grant an exemption from mandatory violation laws based on evidence of the employer`s business necessity.

Applies to all employers. Meal times are required when employees are not entitled to the necessary breaks and/or are not allowed to have lunch while working. Nevada labor laws require employers to allow employees who breastfeed mothers with children under one (1) year of age to take reasonable breaks with or without compensation to express breast milk. Unless it would cause undue hardship, the employer must provide employees who express breast milk with a place to express breast milk, namely: Other record-keeping laws apply to certain situations. So, here`s what employers should keep and for how long. Employers with fewer than 50 employees are not required to allow breastfeeding mothers to take breaks if the granting of breaks would cause them undue hardship given the size, financial resources, nature and structure of the employer`s business. Employers with 50 or more employees who find that granting breaks to breastfeeding mothers would amount to undue hardship must meet with the employee to agree on reasonable alternatives.