Which of the following encompasses meal periods that non-exempt employees must be paid for?

Which of the following encompasses meal periods that non-exempt employees must be paid for?

• A. Breaks lasting less than 5 minutes
• B. Meal periods lasting over 30 minutes
• C. Short breaks lasting 5-20 minutes
• D. Only meal periods that require cooking

Answer: (C)

Short breaks lasting between 5 to 20 minutes are generally considered compensable time under most labor regulations, as these breaks are typically for the convenience of the employer and are too short for employees to engage in significant personal activities. For non-exempt employees, the Fair Labor Standards Act (FLSA) views these short breaks as part of the workday, thereby requiring employers to pay for this time. While longer meal periods can often be unpaid if they meet certain criteria (such as being at least 30 minutes and free from work duties), breaks that are shorter in duration should be compensated. In contrast, breaks lasting less than 5 minutes are usually treated similarly to short breaks but may be viewed as informal interruptions that do not require pay. Meal periods longer than 30 minutes tend to be unpaid, provided that employees are completely relieved from work duties during that time. Moreover, while meal periods that require cooking may involve different considerations, those specific requirements don't classify the meal period itself as a paid or unpaid time in a standard regulatory sense. Overall, the rationale for compensating short breaks lies in the balance of work expectations and employee needs during the workday.

Short breaks lasting between 5 to 20 minutes are generally considered compensable time under most labor regulations, as these breaks are typically for the convenience of the employer and are too short for employees to engage in significant personal activities.

For non-exempt employees, the Fair Labor Standards Act (FLSA) views these short breaks as part of the workday, thereby requiring employers to pay for this time. While longer meal periods can often be unpaid if they meet certain criteria (such as being at least 30 minutes and free from work duties), breaks that are shorter in duration should be compensated.

In contrast, breaks lasting less than 5 minutes are usually treated similarly to short breaks but may be viewed as informal interruptions that do not require pay. Meal periods longer than 30 minutes tend to be unpaid, provided that employees are completely relieved from work duties during that time. Moreover, while meal periods that require cooking may involve different considerations, those specific requirements don't classify the meal period itself as a paid or unpaid time in a standard regulatory sense. Overall, the rationale for compensating short breaks lies in the balance of work expectations and employee needs during the workday.