Photo courtesy of Library of Congress

Earlier this month, the California Supreme Court came out with a long-awaited (at least to employment lawyers) decision regarding meal periods and rest breaks.

Although the case isn’t directly applicable in Connecticut, it offers some comparable wisdom on how employers can deal with such breaks here in Connecticut. The holdings of that case have been cited in a good recap by Molly Dibianca here which I won’t repeat here. 

In Connecticut , meal periods are covered by Conn. Gen. Stat. 31-51ii.

That law has a few requirements:

  • If a person is requierd to work 7 1/2 consecutive hours, they must be given a minimum of a 30 minutes for a meal. 
  • That meal period has to occur after the first 2 hours of work and before the end of the last 2 hours. 
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Continuing the summer series on the basics of some employment laws in Connecticut, we turn this week to laws regarding working conditions.

Indeed, while the anti-discrimination laws and FMLA laws get all the press, there are a whole host of other laws that regulate the workplace conditions.  These are no less important and ignoring this

Word came down late yesterday about an important case for employers that have California-based employees. 

The case, Brinker Restaurant Corp. v. Hohnbaum, is the first California appellate case to rule on the parameters of employers’ duties under California laws requiring rest and meal periods.  The California Workforce Resource Blog has the details, as does the