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23 HRS Overallowed, Uh?
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<blockquote data-quote="pretzel_man" data-source="post: 757164" data-attributes="member: 927"><p>While I looks on the surface like UPS is just looking for ways to make employees life hard, there is much more to this story. The root cause has nothing to do with UPS.</p><p> </p><p>If you do a search on the web for "meal and rest periods", you will see a tremendous amount of discussion in this area. This started in California and is moving to many other states. A lawyer generates a class action suit against a company because either people didn't take meals and breaks, its not documented, etc. </p><p> </p><p>Here is a quick quote I found:</p><p> </p><p>"<strong><span style="font-size: 12px"></span></strong></p><p style="text-align: left"><strong><span style="font-size: 12px">Employers Must Monitor and Document </p><p></span></strong>[FONT=Times New Roman,Times New Roman]<span style="font-size: 12px">[FONT=Times New Roman,Times New Roman]<span style="font-size: 12px"><p style="text-align: left">Even before the recent court decision in Oregon, Pearson said that he had been advising employers "that it is imperative that there be some mechanism to keep track of rest breaks taken." If the company uses a time clock, employees should clock in and out. Or, in the absence of electronic verification, supervisors’ should keep track, he noted. </p><p>And if an hourly employee asks to skip a break, "just don’t do it," Hoffman said. "Don’t let employees waive breaks." She further suggested that, in order to avoid litigation, HR should look at all the employers’ policies and practices and make sure that they are in compliance with the law. Further, she concluded "document everything." Make sure that there is documentation that employees are taking all of their required rest and meal breaks. " "</span></span></p><p> <span style="font-size: 12px"><span style="font-size: 12px"></span></span></p><p><span style="font-size: 12px"><span style="font-size: 12px"><span style="font-family: 'Tahoma'">So, because of thes suits the company must take a stance. I'm not sure but the stance may be different in different states depending on state law. If you do a search, you will see that the law is different in different states.</span></span></span></p><p> <span style="font-size: 12px"><span style="font-size: 12px"></span></span></p><p><span style="font-size: 12px"><span style="font-size: 12px"><span style="font-family: 'Tahoma'">I know it would be easier if there were one set of rules for every single operation. This was not something we used to worry about. The best thing for every employee to do is take your meals and breaks and record them.</span></span></span></p><p> <span style="font-size: 12px"><span style="font-size: 12px"></span></span></p><p><span style="font-size: 12px"><span style="font-size: 12px"><span style="font-family: 'Tahoma'">P-Man</span></span></span></p><p><span style="font-size: 12px"><span style="font-size: 12px"></span>[/FONT]</span>[/FONT]</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 757164, member: 927"] While I looks on the surface like UPS is just looking for ways to make employees life hard, there is much more to this story. The root cause has nothing to do with UPS. If you do a search on the web for "meal and rest periods", you will see a tremendous amount of discussion in this area. This started in California and is moving to many other states. A lawyer generates a class action suit against a company because either people didn't take meals and breaks, its not documented, etc. Here is a quick quote I found: "[B][SIZE=3] [LEFT]Employers Must Monitor and Document [/LEFT] [/SIZE][/B][SIZE=3][/SIZE][FONT=Times New Roman,Times New Roman][SIZE=3][FONT=Times New Roman,Times New Roman][SIZE=3][LEFT]Even before the recent court decision in Oregon, Pearson said that he had been advising employers "that it is imperative that there be some mechanism to keep track of rest breaks taken." If the company uses a time clock, employees should clock in and out. Or, in the absence of electronic verification, supervisors’ should keep track, he noted. [/LEFT] And if an hourly employee asks to skip a break, "just don’t do it," Hoffman said. "Don’t let employees waive breaks." She further suggested that, in order to avoid litigation, HR should look at all the employers’ policies and practices and make sure that they are in compliance with the law. Further, she concluded "document everything." Make sure that there is documentation that employees are taking all of their required rest and meal breaks. " " [FONT=Tahoma]So, because of thes suits the company must take a stance. I'm not sure but the stance may be different in different states depending on state law. If you do a search, you will see that the law is different in different states.[/FONT] [FONT=Tahoma][/FONT] [FONT=Tahoma]I know it would be easier if there were one set of rules for every single operation. This was not something we used to worry about. The best thing for every employee to do is take your meals and breaks and record them.[/FONT] [FONT=Tahoma][/FONT] [FONT=Tahoma]P-Man[/FONT] [/SIZE][/FONT][/SIZE][/FONT] [/QUOTE]
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