Understand Your Rights: What California’s Meal Break Waiver Ruling Means for Employees

In a recent decision, the California Court of Appeals held that employers can enforce meal break waivers under specific conditions, but only for shifts between five and six hours. However, while the appellate court’s decision may seem to favor employers, you are not without any power as a worker. You simply need to take time to understand your rights as an employee and make informed decisions.

Background of the Case

The plaintiffs in the case, whom we will refer to as L.K.B. and C.B. for purposes of this article, were veterinary employees for Vicar Operating, Inc. The two filed a class action lawsuit alleging that the employer had violated California’s meal break laws by not providing 30-minute meal breaks for shifts that did not exceed six hours.

L.K.B. and C.B. had voluntarily signed written waivers stating that they give up their right to a meal break when their shifts are no longer than six hours. According to the waiver, the two understood they were entitled to the break within the first five hours of work, but they voluntarily chose to waive that right. L.K.B. and C.B. also acknowledged that they understood they could revoke the waiver at any time by giving a written revocation.

The employer relied on these waivers to justify not providing the two employees with meal breaks. The company argued that it had complied with California Labor Code Section 512, which allows for a meal break waiver under certain conditions. The trial court agreed and ruled that the waivers were legally enforceable. The court granted the defendant’s motion for summary adjudication of the claims. The employees appealed that decision to the California Court of Appeal.

The Appellate Court’s Decision

The California Court of Appeals confirmed that prospective, written meal break waivers for shifts not exceeding six hours are legally valid, as long as they meet specific conditions. First, employees must enter these waivers voluntarily without coercion from their employer. Second, these waivers must remain clearly revocable at any time. The Court noted that California labor laws and Wage Orders do not require a specific format or timing for these waivers, so written agreements signed in advance are acceptable.

The plaintiffs in the case argued that such waivers undermine employee protections. However, the court disagreed, finding that the agreements had been signed willingly and were not coercive or unconscionable. The court found no evidence that the waivers prevented the workers from taking their meal periods. Since the waivers were mutual, clear, and revocable, they were deemed consistent with California labor laws. However, the court warned that any coerced, non-revocable, or misleading waiver may be invalid, especially if it prevents workers from exercising their legal right to meal breaks.

Why Should This Case Matter to You as an Employee?

While the court found that the employer in this case had not violated the law, the outcome of such cases depends on the facts of the case. Agreements waiving meal breaks must be signed voluntarily. If your employer forces or pressures you into waiving your meal break, that may be considered illegal, and you may have legal options. Also, you have legal options if an employer retaliates against you for asking to take your meal break.

Contact a California Employment Lawyer

Contact a California employment lawyer near you for help understanding your legal rights or if you believe an employer has violated your meal break rights.