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<blockquote data-quote="35years" data-source="post: 2424602" data-attributes="member: 60822">See my other posts for the links...Or here...<a href="http://marker.to/I7yi7c" target="_blank">Perez v. American Future Systems, Inc., Dist. Court, ED Pennsylvania 2015 - Google Scholar</a>Your situation might not be covered though. Extending breaks is specifically excluded in the ruling. Also:<a href="https://casetext.com/case/lillehagen-v-alorica" target="_blank">Casetext</a>Judge Carter concluded that &quot;if an employer has `expressly and unambiguously communicated do the employee that: (1) the authorized break may only last for a specific length of time; (2) Any extension of such break is contrary to the employer&#039;s rules; and (3) Any extension of such a break will be punished,&#039; then unauthorized extensions of authorized breaks need not be compensated.&quot; Lillehagen, 2014 WL 6989230, at *10 (citation omitted).</blockquote>

[QUOTE="35years, post: 2424602, member: 60822"] See my other posts for the links... Or here... [URL='http://marker.to/I7yi7c']Perez v. American Future Systems, Inc., Dist. Court, ED Pennsylvania 2015 - Google Scholar[/URL] Your situation might not be covered though. Extending breaks is specifically excluded in the ruling. Also: [URL="https://casetext.com/case/lillehagen-v-alorica"]Casetext[/URL] Judge Carter concluded that "if an employer has `expressly and unambiguously communicated do the employee that: (1) the authorized break may only last for a specific length of time; (2) Any extension of such break is contrary to the employer's rules; and (3) Any extension of such a break will be punished,' then unauthorized extensions of authorized breaks need not be compensated." Lillehagen, 2014 WL 6989230, at *10 (citation omitted). [/QUOTE]

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