Employees Who Work Through Meal Periods Not Entitled To Compensation.

The California Supreme Court addressed the nature of an employer’s duty vis-à-vis meal breaks in wage and hour cases:  “[W]e conclude an employer’s obligation is to relieve its employee of all duty, with the employee thereafter at liberty to use the meal period for whatever purpose he or she desires, but the employer need not ensure that no work is done.”  Brinker Restaurant Corp. v. Sup. Ct. (Adam Hohnbaum) (Cal. Sup. Ct.; April 12, 2012) 53 Cal.4th 1004, [273 P.3d 513, 139 Cal.Rptr.3d 315].