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UPS is trying to steal part of our lunch.
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<blockquote data-quote="Omega man" data-source="post: 580566" data-attributes="member: 19470"><p><span style="font-family: 'Times New Roman'"><span style="color: black"><span style="font-size: 12px"> UPS is trying to get drivers to begin their lunch at their last stop or when we break trace from EDD. This would not only be a DOT violation but also would violate Federal Labor Law.</span></span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"> It is a DOT Hours Of Service Rules violation for UPS to force us to operate our vehicles on part of our lunch hour, even if for only a few minutes. "Breaking trace" would include some amount of driving to and from a lunch location. We our considered “On Duty” for all the time at the controls of our vehicles. UPS is logging us "Off Duty" for our whole lunch hour (our DIAD is our log). UPS is violating the law by under-reporting our “On Duty” time.</span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"> We cannot be forced to take our lunch on trace because UPS does not provide restroom facilities in our vehicles. We have a basic right to be able to drive to a location to use a restroom before eating.</span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"> Federal Law also prevents an employer from forcing anyone to perform any part of his or her job (driving) while on lunch. See Fair Labor Standards Act.</span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p> <span style="font-family: 'Times New Roman'"><span style="font-size: 12px">We should be given a reasonable time and distance to drive to a lunch location and our meal period should start and end there, not somewhere on our route, like our last stop.</span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"> If you are disciplined for this, file a complaint with the DOT or the Department of Labor and watch UPS get fined.</span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"> UPS is simply trying to steal part of our lunch from us.</span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Fair Labor Standards Act</span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Code of Federal Regulations Pertaining to U.S. Department of Labor</span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Title 29 </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000"> Labor</span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Chapter V </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Wage and Hour Division, Department of Labor</span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Part 785 </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000"> Hours Worked</span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Subpart C </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000"> Application of Principles</span></span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">29 CFR 785.19 - Meal.</span></span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Section Number: 785.19 </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Section Name: Meal.</span></span></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p> <span style="font-family: 'Times New Roman'"></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000"> (a) Bona fide meal periods. Bona fide meal periods are not worktime. </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Bona</span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">fide meal periods do not include coffee breaks or time for snacks. These </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">are rest periods. The employee must be completely relieved from duty for </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">the purposes of eating regular meals. Ordinarily 30 minutes or more is </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">long enough for a bona fide meal period. A shorter period may be long </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">enough under special conditions. The employee is not relieved if he is </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">required to perform any duties, whether active or inactive, while </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">eating. For example, an office employee who is required to eat at his </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">desk or a factory worker who is required to be at his machine is working </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">while eating. (Culkin v. Glenn L. Martin, Nebraska Co., 97 friend. Supp. 661 </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">(D. Neb. 1951), aff'd 197 friend. 2d 981 (C.A. 8, 1952), cert. denied 344 </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">U.S. 888 (1952); Thompson v. Stock & Sons, Inc., 93 friend. Supp. 213 (E.D. </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Mich 1950), aff'd 194 friend. 2d 493 (C.A. 6, 1952); Biggs v. Joshua Hendy </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Corp., 183 friend. 2d 515 (C. A. 9, 1950), 187 friend. 2d 447 (C.A. 9, 1951); </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Walling v. Dunbar Transfer & Storage Co., 3 W.H. Cases 284; 7 Labor </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Cases para. 61.565 (W.D. Tenn. 1943); Lofton v. Seneca Coal and Coke </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Co., 2 W.H. Cases 669; 6 Labor Cases para. 61,271 (N.D. Okla. 1942); </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">aff'd 136 friend. 2d 359 (C.A. 10, 1943); cert. denied 320 U.S. 772 (1943); </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Mitchell v. Tampa Cigar Co., 36 Labor Cases para. 65, 198, 14 W.H. Cases </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">38 (S.D. Fla. 1959); Douglass v. Hurwitz Co., 145 friend. Supp. 29, 13 W.H. </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">Cases (E.D. Pa. 1956))</span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000"> (b) Where no permission to leave premises. It is not necessary that </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-size: 12px"><span style="color: #000000">an employee be permitted to leave the premises if he is otherwise </span></span></span></p><p><span style="font-family: 'Times New Roman'"><span style="font-family: 'Times New Roman'"><span style="color: #000000">completely freed from duties during the meal period.</span></span></span></p></blockquote><p></p>
[QUOTE="Omega man, post: 580566, member: 19470"] [FONT=Times New Roman][COLOR=black][SIZE=3] UPS is trying to get drivers to begin their lunch at their last stop or when we break trace from EDD. This would not only be a DOT violation but also would violate Federal Labor Law.[/SIZE][/COLOR] [COLOR=black][SIZE=3] [/SIZE][/COLOR] [SIZE=3] It is a DOT Hours Of Service Rules violation for UPS to force us to operate our vehicles on part of our lunch hour, even if for only a few minutes. "Breaking trace" would include some amount of driving to and from a lunch location. We our considered “On Duty” for all the time at the controls of our vehicles. UPS is logging us "Off Duty" for our whole lunch hour (our DIAD is our log). UPS is violating the law by under-reporting our “On Duty” time.[/SIZE] [SIZE=3] [/SIZE] [SIZE=3] We cannot be forced to take our lunch on trace because UPS does not provide restroom facilities in our vehicles. We have a basic right to be able to drive to a location to use a restroom before eating.[/SIZE] [FONT=Verdana] [/FONT] [SIZE=3] Federal Law also prevents an employer from forcing anyone to perform any part of his or her job (driving) while on lunch. See Fair Labor Standards Act.[/SIZE] [SIZE=3] [/SIZE] [FONT=Verdana] [/FONT][SIZE=3]We should be given a reasonable time and distance to drive to a lunch location and our meal period should start and end there, not somewhere on our route, like our last stop.[FONT=Verdana][/FONT][/SIZE] [SIZE=3] If you are disciplined for this, file a complaint with the DOT or the Department of Labor and watch UPS get fined.[/SIZE] [FONT=Verdana] [/FONT] [SIZE=3] UPS is simply trying to steal part of our lunch from us.[FONT=Verdana][/FONT][/SIZE] [SIZE=3] [/SIZE] [SIZE=3][COLOR=#000000] [/COLOR][/SIZE] [SIZE=3][COLOR=#000000] [/COLOR][/SIZE] [SIZE=3][COLOR=#000000] [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Fair Labor Standards Act[/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Code of Federal Regulations Pertaining to U.S. Department of Labor[/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Title 29 [/COLOR][/SIZE] [SIZE=3][COLOR=#000000] Labor[/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Chapter V [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Wage and Hour Division, Department of Labor[/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Part 785 [/COLOR][/SIZE] [SIZE=3][COLOR=#000000] Hours Worked[/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Subpart C [/COLOR][/SIZE] [SIZE=3][COLOR=#000000] Application of Principles[/COLOR][/SIZE] [SIZE=3][COLOR=#000000] [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]29 CFR 785.19 - Meal.[/COLOR][/SIZE] [SIZE=3][COLOR=#000000] [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Section Number: 785.19 [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Section Name: Meal.[/COLOR][/SIZE] [SIZE=3][COLOR=#000000] [/COLOR][/SIZE] [SIZE=3][COLOR=#000000] [/COLOR][/SIZE] [SIZE=3][COLOR=#000000] (a) Bona fide meal periods. Bona fide meal periods are not worktime. [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Bona[/COLOR][/SIZE] [SIZE=3][COLOR=#000000]fide meal periods do not include coffee breaks or time for snacks. These [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]are rest periods. The employee must be completely relieved from duty for [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]the purposes of eating regular meals. Ordinarily 30 minutes or more is [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]long enough for a bona fide meal period. A shorter period may be long [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]enough under special conditions. The employee is not relieved if he is [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]required to perform any duties, whether active or inactive, while [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]eating. For example, an office employee who is required to eat at his [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]desk or a factory worker who is required to be at his machine is working [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]while eating. (Culkin v. Glenn L. Martin, Nebraska Co., 97 friend. Supp. 661 [/COLOR][/SIZE] [SIZE=3][COLOR=#000000](D. Neb. 1951), aff'd 197 friend. 2d 981 (C.A. 8, 1952), cert. denied 344 [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]U.S. 888 (1952); Thompson v. Stock & Sons, Inc., 93 friend. Supp. 213 (E.D. [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Mich 1950), aff'd 194 friend. 2d 493 (C.A. 6, 1952); Biggs v. Joshua Hendy [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Corp., 183 friend. 2d 515 (C. A. 9, 1950), 187 friend. 2d 447 (C.A. 9, 1951); [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Walling v. Dunbar Transfer & Storage Co., 3 W.H. Cases 284; 7 Labor [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Cases para. 61.565 (W.D. Tenn. 1943); Lofton v. Seneca Coal and Coke [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Co., 2 W.H. Cases 669; 6 Labor Cases para. 61,271 (N.D. Okla. 1942); [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]aff'd 136 friend. 2d 359 (C.A. 10, 1943); cert. denied 320 U.S. 772 (1943); [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Mitchell v. Tampa Cigar Co., 36 Labor Cases para. 65, 198, 14 W.H. Cases [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]38 (S.D. Fla. 1959); Douglass v. Hurwitz Co., 145 friend. Supp. 29, 13 W.H. [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]Cases (E.D. Pa. 1956))[/COLOR][/SIZE] [SIZE=3][COLOR=#000000] (b) Where no permission to leave premises. It is not necessary that [/COLOR][/SIZE] [SIZE=3][COLOR=#000000]an employee be permitted to leave the premises if he is otherwise [/COLOR][/SIZE] [FONT=Times New Roman][COLOR=#000000]completely freed from duties during the meal period.[/COLOR][/FONT][/FONT] [/QUOTE]
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