Lunch Break guidelines for the state of pennsylvania...?

Question

I work at a daycare center. Within the past two weeks we have had our normal hour lunch cut down twice. The first time all staff was only allotted 20 minutes for lunch, and that day most of us worked 9 hours, and then again today we were allotted 45 minutes. With this job we have no other breaks during the day and here over the past few weeks the normal end of the day is at least an hour past your scheduled time.
Are there specific guidelines to the length of time that you are to be given for a lunch break in the state of pennsylvania???

Answer 1

I really don't think there is one, honestly. Here is a link that lists the regional call centers that you can call for questions.
http://www.dli.state.pa.us/landi/cwp/view.asp?a=142&q=206139

Answer 2

Here is a link to check out. Below it is a copy of the Pennsylvania Lunch and Break Law from this link.

http://blog.laborlawcenter.com/2006/08/07/pennsylvania-lunch-and-break-law/

Pennsylvania Lunch and Break Law
Monday, August 7th, 2006
Posted by Sarah Fitzgerald, National Business Compliance Department

Many employers and employees want to know if breaks and meals are required by law. You might be surprised to learn that Pennsylvania does not have any laws on the books specifically related to this area, except those pertaining to minors. Pennsylvania law requires that minors ages 14 to 17 must be given a meal or rest period of at least 30 minutes if they have worked five hours or more continuously.

Although Pennsylvania does not have a lunch and break law for those persons 18 and over, there are applicable federal rules for Pennsylvania residents. While Federal Law does not mandate specific breaks or meal periods, it does give guidance as to whether or not an employee should be paid during these times. Short breaks are usually 20 minutes or less, and should be counted as hours worked. Genuine “meal periods” are usually 30 minutes or more, and do not need to be compensated as work time. For this to be the case, however, the worker must be completely relieved of his or her duties during the meal break. If the employee is still required to do any duties (even minor duties such as answering a phone), it can’t be considered a meal or lunch period and must be paid.

Federal law also contains other provisions related to employee pay during times of waiting, sleeping and traveling. Whether or not waiting time needs to be considered paid work hours depends on the situation. If an employee is allowed to do something of his or her choosing while waiting for another task to be finished or while waiting at the workplace for his or her services to be called upon, it is generally considered work time. On the other hand, if an employee is waiting to be called upon, but has great freedom to do what he or she wishes while on call (and has plenty of time to respond to the call), it is not generally considered paid work time.

When it comes to sleeping time, an employee required to be on duty less than 24 hours is considered to be “working” even if he or she is permitted to sleep during some of those hours when not busy. If an employee is on duty more than 24 hours, a sleeping period of no more than eight hours may be deducted from work hours. However, this can only be done if sleeping quarters are provided and at least five hours of uninterrupted sleep may be achieved by the employee.

A final issue I sometimes find comes up in the area of work hours is the issue of travel time. The general rule of thumb is that time spent in the normal day’s commute to and from work is not considered paid working time. However, if an employee is traveling in the course of a days work, it must be considered paid work time.


Good Luck.

Answer 3

Wow, Thankss! I was asking myself the same thing the other day