Should You Skip Break Time?
Many HR managers and business owners once they realize employee break laws are not enforced by the US Department of Labor either make the mistake of not checking state rules or if the state has no set rules—not allowing them at all.
First off, when considering laws for employee breaks, think way back to when you were an employee. Most likely you were allowed breaks and welcomed them. Denying short breaks can affect employee morale or productivity, especially in these days of repetitive tasks or long hours in front of a computer monitor. People do need to bend and stretch to refresh from time to time.
In other circumstances, break times for employees can give them the time they need to check on personal issues through telephone calls, texts or emails—especially if a family member, partner or friend is ill and the employee wants to check on their status.
Most HR managers may read this article and agree this motivational tool should be used and encourage business owners to allow employee breaks. This is not always the case, however, especially when the business owner’s rules reign over those of the HR manager.
As a business owner, before you deny short employee breaks, consider the consequences that will include dissension, distrust, and low morale. Be sure to check the US Department of Labor’s website for the laws for employee breaks in your state. Finally, if you’re unsure how to interpret these employee break laws, call the office of your local Department of Labor and inquire.