http://www.employmentlawhandbook.com...-laws/arizona/
https://www.dol.gov/general/topic/workhours/breaks
These are what I took my info from.
http://www.employmentlawhandbook.com...-laws/arizona/
https://www.dol.gov/general/topic/workhours/breaks
These are what I took my info from.
“You're not to be so blind with patriotism that you can't face reality. Wrong is wrong, no matter who does it or says it.”― Malcolm X
I watch them fight and die in the name of freedom. They speak of liberty and justice, but for whom? -Ratonhnhaké:ton (Connor Kenway)
US Department of Labor says you get breaks, if you contact them they will fix it.
If the place where you work can declare you as an independent contractor, you're screwed.
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Actually they don't.
Federal law does not require lunch or coffee breaks. https://www.dol.gov/general/topic/workhours/breaks
The scheduling of breaks and meal periods is set by the employer by whatever state laws are in place. Arizona lacks those laws.
“You're not to be so blind with patriotism that you can't face reality. Wrong is wrong, no matter who does it or says it.”― Malcolm X
I watch them fight and die in the name of freedom. They speak of liberty and justice, but for whom? -Ratonhnhaké:ton (Connor Kenway)
The state department of labor is the one to approach about this, assuming your state has break laws.
The flip side is if your employer pays an hourly wage but is deducting pay for an unpaid break you may have another means to approach the issue, if of course you're working through said break.
Yeah, I go in again tomorrow, and I'll talk to her about it. They're not unreasonable people, per se, but I guess I'm afraid that since every other employee has the same "guidelines", they won't feel inclined to give me special privileges. If it doesn't work, I'll see if I can just endure it. I'm a senior in college now, and it's the only job I've found that offers a schedule that works for me and pays $14/hour. Not amazing but without a degree I couldn't find much better.
Work something out with your supervisor after providing all documentation for your condition.
If you really wanted to play hardball with your employer, the ADA protects you.
Quick warning about the ADA. Depending on the size of your employer, they may not be required to follow the hiring discrimination side of the ADA. Basically meaning, if you got into it with them and use the ADA as a basis for them giving you breaks, they could fire you for your disability as it is detrimental to your employment.Reasonable Accommodations. As part of prohibiting discrimination, the ADA requires employers to grant reasonable accommodations (changes to a job or workplace) when necessary to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment. Reasonable accommodations include:
allowing schedule adjustments due to medical appointments
frequent breaks due to disability-related fatigue
changes in work hours, location, tasks or supervisors
allowing an employee to be assisted by a job coach
providing a sign language interpreter, and
providing assistive software or equipment.
Last edited by McFuu; 2017-06-22 at 03:33 AM.
the state labor department, find out if what they are doing is legal or not before confronting people, you dont wanna burn them bridges if you like the job.
This is something you should look into even if you're not going to use it for this employer, as a person with a disability. Unless you're working with something super time sensitive it is extremely difficult for an employer to claim breaks are outside of reasonable accommodations. This is not something you should be ashamed of or shy to bring up after employed (never discuss disabilities until employment has been established - it's illegal for them to even ask you about them). We have laws specifically for this purpose - you have as much right to meaningful employment as anyone else.
Think carefully how much you like you job before contacting an authority. If you state doesn't have mandatory breaks you could end up loosing your job for trying to get someone into trouble.
Research yourself before going by what is said in here.
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He most likely deleted it after he seen he was wrong.
It's not. Be less hostile when you don't have the proper info.
They can, and do. Only about half of the states (northern states, mostly, west and east coast with some in the middle) have laws about it. AZ isn't one.
ADA is usually for 15 employees or more. Also depends on public or private for Title I or II
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