When Employees Voluntarily/Intentionally Cut Their Lunch Breaks Short, Are They Entitled to Compensation?

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Meal periods, to be non-compensable, must be at least a half-hour in length and the employee must be completely relieved from his job duties.  Some States, like New Jersey, also require that the employee be allowed to leave the premises, although the FLSA does not require that.  When the employer allots the full lunch period, but the employee comes back early, what is the standard to be applied for determining compensability.  Well, the Seventh Circuit asserted that the “focus [should be] on what the employer provided, not what the employee elected.”

Here, the employee had one hour for lunch, did not do any work during that time, and could leave the work premises.  Sometimes, the employee did not take the full hour, but rather took less time, sometimes less than thirty minutes.  The employer noticed this and reminded the employee to take the whole hour.  She did not and the evidence showed that this was a deliberate initiative on her part.

The employee claimed that every time her lunch period was less than thirty minutes, she was entitled to compensation.  The lower court dismissed the case and an appeal to the Seventh Circuit followed.  Cogently, the appellate court noted that the correct analysis is not what the employee may choose to do, i.e., come back early from lunch, but what the employer policy provided, i.e., full hour of lunch.  Under that analysis, the employee was provided with a legally proper lunch period and chose not to avail herself of that full lunch time.  That deliberate choice doomed her case.

The Takeaway

The Wirth case illustrates the same scheme that I have seen many times and that employees tend to play.  Employees think that if they intentionally shave a few minutes (or more) from their lunch period, absent any employer compulsion, that, somehow, converts that lunch period, or every lunch period, into compensable time.  It does not, provided the employer makes clear to employees that they have their full lunch period and must take it and there is no mandate to come back to work before the end of that period. This should eliminate any “pressure” to return early (and get paid for it).

That simple…

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations. Attorney Advertising.

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