Q:  I’m one of six hourly employees, each working on different projects, who are expected to “cover” each other  for lunch.  The projects are such that they can’t be put on hold to accommodate standardized scheduling, and at least two employees should remain in the department while others are taking lunch.

Management says we need to work this out among ourselves and be responsible not to work through lunch to avoid having to clock-out early or incurring over-time.  We try our best, but it’s difficult.  Somehow it doesn’t seem right that management puts the burden of wage and hour compliance on us.  Whose responsibility is it to schedule breaks?

A:  First let me explain why –even though not required by law—it’s a best practice for companies to require hourly employees take an unpaid meal break (usually 30 min to 1 hr) sometime around the middle of the “shift”.   One reason is, companies benefit from requiring this break so that employees stay sharp and productive, and have fewer accidents.   Another reason is, taking a break  is also beneficial to the employee’s well-being and stress level.  So that’s the rationale.

So, who should take responsibility for coordinating the breaks?  Ultimately, management should. Sometimes, as in your case, management hands over this responsibility thinking employees might be better able to “work this out among” themselves, that employees appreciate the flexibility of making decisions on the spot, or that employees have more direct information about the tasks and what’s best.  And in some circumstances it works great.

But sometimes it doesn’t. If you’re feeling that you’re carrying the “burden” of compliance then it’s certainly not working out in your case.  Perhaps there are personality clashes among your co-workers? or someone is being uncooperative? or maybe the timing of everyone’s projects is too unpredictable and it gets too complicated.

It may be time for management to take back the reins.

So, approach them.  Tell them you need help.  The flexible approach isn’t working.  Request they provide a schedule and guidance.  DO however, come prepared with your ideas and solutions, otherwise you may not exactly like how they solve the problem.  For example, what if they decide to change your schedules so that half of you start at 8 am and the other half start at noon?  That may fix your problem but be very disruptive.

Offering them suggestions will make it more likely that the solution is acceptable to all of you.

© Copyright Eva Del Rio

Eva Del Rio is creator of HR Box™ – tools for small businesses and startups. Send questions to Eva@evadelrio.com