SAN FRANCISCO (AP) — The California Supreme Court ruled Thursday that employers are under no obligation to ensure that workers take legally mandated lunch breaks in a case that affects thousands of businesses and millions of workers.
The unanimous opinion came after workers’ attorneys argued that abuses are routine and widespread when companies aren’t required to issue direct orders to take the breaks. They claimed employers take advantage of workers who don’t want to leave colleagues during busy times.
The case was initially filed nine years ago against Dallas-based Brinker International, the parent company of Chili’s and other eateries, by restaurant workers complaining of missed breaks in violation of California labor law.
But the high court sided with businesses when it ruled that requiring companies to order breaks is unmanageable and that those decisions should be left to workers. The decision provided clarity that businesses had sought regarding the law.
The opinion written by Associate Justice Kathryn Werdegar explained that state law does not compel an employer to ensure employees cease all work during meal periods. It stated that while employers are required to free workers of job duties for a 30-minute meal break, the employee is at liberty to use the time as they choose even if it’s to work, she wrote.
“The employer is not obligated to police meal breaks and ensure no work thereafter is performed,” Werdegar wrote.
Tracee Lorens, lead attorney for the plaintiffs, said she believed the court’s decision still allowed some wiggle room for the case to get class-action certification on the meal break claims. Lorens said she was pleased the court did allow a separate claim regarding the plaintiffs’ receiving proper rest breaks to proceed as a class-action.
Class-action lawsuits are brought by one or more plaintiffs on behalf of themselves and others facing the same circumstances, and can
include thousands of people in some cases.
Adam Hohnbaum, a former Chili’s bartender and server in Encinitas, Calif., who worked for the chain for about six years, said he was pleased with the court’s decision allowing at least the rest break aspect of the suit to move forward.
“Most of the time you didn’t get a break or a rest period at all, it just wasn’t a part of the daily operation,” Hohnbaum said.
Hohnbaum hoped the attention paid to the issue would improve working conditions for current employees.
It was unclear whether the opinion would reduce or increase future class-action lawsuits on the issue because the court did not dismiss the meal break violation claim by workers but instead sent it back to be reargued in trial courts.
Lorens said she will argue to the lower court that Brinker’s company meal break policies still violate state wage-and-hour laws, even though the court said employers do not have to police when those breaks are taken.
Roger Thomson, executive vice president and general counsel of Brinker, applauded the court’s decision on what he thought was the key issue: whether employers must ensure workers take their breaks.
“That was the biggest issue to us,” Thomson said. “It has been allowed for our team members to work through lunch if they want or take the time off instead, and this ruling allows our team members that flexibility,” he said.
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