{"id":3119,"date":"2024-10-14T23:36:45","date_gmt":"2024-10-14T23:36:45","guid":{"rendered":"https:\/\/protection.abogadosnow.com\/employment\/rest-and-meal-breaks\/"},"modified":"2024-10-31T01:50:46","modified_gmt":"2024-10-31T01:50:46","slug":"rest-and-meal-breaks","status":"publish","type":"page","link":"https:\/\/www.protectionlawgroup.com\/es\/employment\/rest-and-meal-breaks\/","title":{"rendered":"Violaciones de Recesos para Descansos y Comidas"},"content":{"rendered":"<div data-elementor-type=\"wp-page\" data-elementor-id=\"3119\" class=\"elementor elementor-3119\" data-elementor-post-type=\"page\">\n\t\t\t\t<div class=\"elementor-element elementor-element-183f480 e-con-full e-flex e-con e-parent\" data-id=\"183f480\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t<div class=\"elementor-element elementor-element-5a605cd elementor-widget elementor-widget-heading\" data-id=\"5a605cd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Violaciones de Recesos para Descansos y Comidas<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-dbb57f3 elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"dbb57f3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-3938cb9 e-flex e-con-boxed e-con e-parent\" data-id=\"3938cb9\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-ef1edbf e-con-full e-flex e-con e-child\" data-id=\"ef1edbf\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-3d9425d elementor-widget elementor-widget-image\" data-id=\"3d9425d\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img fetchpriority=\"high\" decoding=\"async\" width=\"800\" height=\"533\" src=\"https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2024\/10\/Depositphotos_160744384_XL-1024x682.webp\" class=\"attachment-large size-large wp-image-3900\" alt=\"\" srcset=\"https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2024\/10\/Depositphotos_160744384_XL-1024x682.webp 1024w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2024\/10\/Depositphotos_160744384_XL-300x200.webp 300w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2024\/10\/Depositphotos_160744384_XL-768x512.webp 768w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2024\/10\/Depositphotos_160744384_XL-1536x1023.webp 1536w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2024\/10\/Depositphotos_160744384_XL-18x12.webp 18w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2024\/10\/Depositphotos_160744384_XL.webp 1600w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-80b446a elementor-absolute elementor-widget elementor-widget-image\" data-id=\"80b446a\" data-element_type=\"widget\" data-e-type=\"widget\" data-settings=\"{&quot;_position&quot;:&quot;absolute&quot;}\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img decoding=\"async\" width=\"800\" height=\"500\" src=\"https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2023\/05\/border1-1024x640.png\" class=\"attachment-large size-large wp-image-853\" alt=\"\" srcset=\"https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2023\/05\/border1-1024x640.png 1024w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2023\/05\/border1-300x188.png 300w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2023\/05\/border1-768x480.png 768w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2023\/05\/border1-18x12.png 18w, https:\/\/www.protectionlawgroup.com\/wp-content\/uploads\/2023\/05\/border1.png 1440w\" sizes=\"(max-width: 800px) 100vw, 800px\" \/>\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-fdfbca8 e-con-full e-flex e-con e-child\" data-id=\"fdfbca8\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6220823 elementor-widget elementor-widget-text-editor\" data-id=\"6220823\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>La secci\u00f3n 512 del C\u00f3digo Laboral de California establece que los empleados no exentos que trabajen m\u00e1s de 5 horas al d\u00eda tienen derecho a un descanso no remunerado de 30 minutos para comer, el cual debe tomarse antes de que finalice la quinta hora de trabajo. Para los turnos que superan las 10 horas, se requiere un segundo descanso de 30 minutos. Adem\u00e1s, los trabajadores tienen derecho a descansos pagados de 10 minutos por cada cuatro horas trabajadas, o una fracci\u00f3n mayor de estas.\u00a0<\/p><p>Durante los recesos para comer y descansar, los empleados deben estar completamente liberados de sus responsabilidades y sin interrupciones; de lo contrario, el descanso se considera ilegal o no proporcionado. Los descansos deben otorgarse, en la medida de lo posible, en medio de los per\u00edodos de trabajo. Tambi\u00e9n se debe permitir que los empleados abandonen las instalaciones laborales durante sus descansos, y los empleadores deben abstenerse de obstaculizar o desincentivar la toma de descansos. Si los empleados experimentan recesos cortos, tard\u00edos, omitidos o interrumpidos para comer o descansar, tienen derecho a una hora adicional de pago a su tarifa regular.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t<div class=\"elementor-element elementor-element-068fc9a e-flex e-con-boxed e-con e-parent\" data-id=\"068fc9a\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t<div class=\"elementor-element elementor-element-88c2da7 e-con-full e-flex e-con e-child\" data-id=\"88c2da7\" data-element_type=\"container\" data-e-type=\"container\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t<div class=\"elementor-element elementor-element-731691f elementor-widget elementor-widget-heading\" data-id=\"731691f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">Si tu empleador no te est\u00e1 proporcionando a ti o a alguien que conoces descansos legales, cont\u00e1ctanos de inmediato. \n<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-318e379 elementor-widget elementor-widget-heading\" data-id=\"318e379\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<p class=\"elementor-heading-title elementor-size-default\">\u00a1Protegemos tus derechos! \n<\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0ab68e9 elementor-align-center elementor-widget elementor-widget-button\" data-id=\"0ab68e9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"button.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-button-wrapper\">\n\t\t\t\t\t<a class=\"elementor-button elementor-button-link elementor-size-sm\" href=\"#elementor-action%3Aaction%3Dpopup%3Aopen%26settings%3DeyJpZCI6IjEzNzIiLCJ0b2dnbGUiOmZhbHNlfQ%3D%3D\">\n\t\t\t\t\t\t<span class=\"elementor-button-content-wrapper\">\n\t\t\t\t\t\t\t\t\t<span class=\"elementor-button-text\">Agenda una consulta<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>Rest and Meal Breaks California Labor Code section 512 establishes that non-exempt employees working more than 5 hours per day are entitled to one unpaid 30-minute meal break, to be taken before the end of the fifth hour of work. For shifts exceeding 10 hours, a second 30-minute meal break is required. Additionally, workers are [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"parent":3102,"menu_order":18,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-3119","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Rest and Meal Breaks - Protection Law Group<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.protectionlawgroup.com\/es\/employment\/rest-and-meal-breaks\/\" \/>\n<meta property=\"og:locale\" content=\"es_MX\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Rest and Meal Breaks - Protection Law Group\" \/>\n<meta property=\"og:description\" content=\"Rest and Meal Breaks California Labor Code section 512 establishes that non-exempt employees working more than 5 hours per day are entitled to one unpaid 30-minute meal break, to be taken before the end of the fifth hour of work. 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