Document your rights as an employee. Don't let your employer's discrimination or harrassment go unanswered. By getting access to these forms you can document your case to your employer. Also, more importantly you will have the paper work to support any future legal action.
- Protesting Against Actions Resulting in Emotional Distress
- Protesting Wrongful Job Termination
- Requesting Access to Personnel File
- Protesting Derogatory Reference Given to a Prospective Employer
- Requesting Severance Pay
- Demanding Final Pay
- Protesting Wrong Information in the Personnel File
- Protest Against Racial Harassment
- Protesting Retaliation Discrimination
- Filing Appeal Against Wrongful Disciplinary Action
- Appealing Denial of Unemployment Insurance
- Denial of Overtime
- Filing Claim Against Discriminatory Pay
- Protesting Against Unsafe Working Condition
- Filing Complaint Against Age Discrimination
- Protesting Race Discrimination
- Protest Against Blacklisting
- Demanding Accrued Vacation Pay
- Demanding Earned Bonus
Tables - State Law
Minimum Paid Rest Period
States not listed do not require paid rest periods.
|State||Basic Standard||Prescribed by||Coverage||Comments|
|California||Paid 10-minute rest period for each 4 hours worked or major fraction thereof; as practicable, in middle of each work period. Not required for employees whose total daily work time is less than 3 and 1/2 hours.||Administratively issued Industrial Welfare Commission Orders.||Uniform application to industries under 15 Orders,
including agriculture and household employment.
Excludes professional actors, sheepherders under Agricultural Occupations Order, and personal attendants under Household Occupations Order.
|Additional interim rest periods required in
motion picture industry during actual rehearsal
or shooting for swimmers, dancers, skaters or
other performers engaged in strenuous physical
Under all Orders, except for private household employment, Division of Labor Standards Enforcement may grant exemption upon employer application on the basis of undue hardship, if exemption would not materially affect welfare or comfort of employees.
|Colorado||Paid 10-minute rest period for each 4-hour work period or major fraction thereof; as practicable, in middle of each work period.||Administratively issued Wage Order for 7 industries.||Applicable to retail trade, food and beverage, public housekeeping, medical profession, beauty service, laundry and dry cleaning and janitorial service industries. Excludes certain occupations, such as teacher, nurse, and other medical professionals.|
|Kentucky||Paid 10-minute rest period for each 4-hour work period||Administratively issued Wage Order for 7 industries.|
|Minnesota||Employees are paid adequate rest period within each 4 consecutive hours of work, to utilize nearest convenient restroom.||Statute||Excludes certain agricultural and seasonal employees.||Different rest breaks permitted if pursuant to a collective bargaining agreement.|
|Nevada||Paid 10-minute rest period for each 4 hours worked or major fraction thereof; as practicable, in middle of each work period. Not required for employees whose total daily work time is less than 3 and 1/2 hours.||Statute||Applicable to employers of two or more employees
at a particular place of employment.
Excludes employees covered by a collective bargaining agreement.
|Labor Commissioner may grant exemption on employer evidence of business necessity.|
|Oregon||Paid 10-minute rest period for every 4-hour segment or major portion thereof in one work period; as feasible, approximately in middle of each segment of work period.||Administratively issued Wage and Hour Commission rules.||It is Applicable to every employer. Except in agriculture and also those employees covered by collective bargaining agreement.||Rest period must be in addition to usual meal
period and taken separately; not to be added to
usual meal period or deducted from beginning or
end of work period to reduce overall length of
total work period.
In absence of regularly scheduled rest periods, it is sufficient compliance when employer can show that the employee has, in fact, received the time specified (permitted only where employer can show that ordinary nature of the work prevents employer from establishing and maintaining a regularly scheduled rest period).
Rest period is not required for employees age 18 or older who work alone in a retail or service establishment serving the general public and who work less than 5 hours in a period of 16 continuous hours.
|Washington||Paid 10-minute rest period for each 4-hour work period, scheduled as near as possible to midpoint of each work period. Employee may not be required to work more than 3 hours without a rest period.||Administrative regulation||Excludes newspaper vendor or carrier, domestic
or casual labor around private residence, sheltered
workshop, and agricultural labor.
Rules for construction trade employees may be superseded by a collective bargaining agreement covering such employees if the terms of the agreement specifically require rest periods and prescribe requirements concerning them.
|Scheduled rest periods not required where nature
of work allows employee to take intermittent rest
periods, equivalent to required standard.
Director of Labor and Industries may grant variance from basic standard for good cause, upon employer application.
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- Employee Rights on Personnel Files
- Employee Distress Rights
- Employee Rights on Employer Policies
- Employee Right on Discipline
- Employee Defamation Right
- Employees Right-Whistle Blowing
- Leave of Absence and Vacation
- Employee Rights-Injuries and Illness
- Non-compete Agreement
- Employee Pension Right
- Employee Benefit Right
- Employee Rights on References
- Employee Rights on Criminal Records
- Employee Rights on Fraud
- Employee Right on Assault and Battery
- Employee False Imprisonment Right
- Employee Negligence Right
- Employee Right-Political Activity
- Government Agencies
- Employees Right on Union/Group Activity
- Worker's Compensation Right
- Tables - State Law
- Employee Right Glossary