Description Recording of live event on February 21, 2019 Mobile-optimized for viewing on tablets and smartphonesWebinar Description Think it’s OK in California if a nonexempt employee occasionally misses a meal break or takes a late lunch? What about letting that employee combine the two required 10-minute rest breaks? Misunderstandings about California’s meal and rest break rules—including requiring employees to stay onsite—expose employers to expensive litigation. “It’s important to remember that meal breaks have nothing to do with eating lunch. They’re all about providing employees 30 minutes of off-the-clock, duty-free time within 4 hours and 59 minutes from the start of their shift,” says Erika Frank, CalChamber executive vice president, legal affairs. Join our employment law experts to learn what you can do to avoid violations, down to the smallest detail. Topics include: Overview of California’s meal and rest break rules Discussion of Augustus decision and its impact on rest breaks Late lunches and other examples of violations Premium pay for meal and/or rest break violations Litigation trends since groundbreaking Brinker decision New laws creating industry exceptions, including Proposition 11 Importance of specific workplace policies How to handle employees who don’t follow your break policies Best practices to avoid compliance trouble Remember, vague meal and rest break policies left open for interpretation by employees increase your risk of liability. Rest assured, this webinar provides clarity.Product Features Presented by CalChamber's top employment law experts Ideal for HR professionals, office managers, business owners or anyone responsible for hiring and staffing Mobile-optimized for viewing on tablets and smartphones Downloadable webinar slides and a recording of the live 2/21/19 event. A recorded webinar is good for as long as the content is valid and there are no legal changes to it. If the content changes, the webinar will no longer be available for viewing. This webinar offers guidance only and does not serve as or replace legal advice.