Many a restaurant owner and operator in California says this restaurant consultant is concerned about how to administer the meal and rest breaks for employees in an industry that has low profit margins and high staff turnover. The recent upcoming ruling on the Brinker case will impact that concern, hopefully in a positive way but maybe not. Here is an excerpt on the case and its pending outcome from Attorney Robin Weidermen in the Sacramento law office of Carlton, DiSante & Freudenberger: “The California Supreme Court has finally scheduled oral argument in Brinker v. Hohnbaum for November 8, 2011. Employers can reasonably expect a decision in the case sometime between December 2011 and February 2012, as the Court generally has 90 days following oral argument to issue its decision. The long-awaited decision is expected to provide much needed clarity on an issue that has fueled countless lawsuits and caused operational headaches for employers as well as inconvenience for employees.” Read the rest here if you are a lawyer, owner, operator or restaurant consultant. A restaurant labor expert will usually recommend that the first line of defense is a good offense. This resource from the California Restaurant Association if you are planning a restaurant or already operating one will help. Are you an attorney, corporate counsel or other legal professional working with hospitality, lodging and food and beverage businesses? What can you share with this restaurant consultant and our fellow restaurateurs and readers about the meal break requirements and a required compliance issues?
