221 - MEAL AND REST PERIODS

Rest and meal periods are provided to employees to rest and refresh themselves. It is essential for all employees—especially non-exempt staff—to understand that these breaks are required by law in most circumstances. Any staff who fail to take their required breaks or who encourage others to skip them (outside of narrow, approved exceptions) may be subject to disciplinary action. Please be aware that different states may have different rules regarding meals and rest periods. DPI staff can check here to understand the laws in their state.

1. Rest Breaks

Non-Exempt Employees

  • Entitled to one paid 10-minute rest break for every four hours worked (or major portion thereof).

  • Breaks are scheduled as close to the middle of the work period as possible.

  • Rest breaks are counted and paid as time worked. Employees must not exceed the allotted time.

  • Willful failure to take required rest breaks may result in disciplinary action.

Exempt Employees

  • Not subject to legally required rest breaks but are encouraged to take brief breaks as needed to maintain productivity and well-being.

2. Meal Periods

Non-Exempt Employees

  • Required to take a 30-minute unpaid meal period for any shift of six hours or longer.

  • Employees must be fully relieved of duties during this time and may leave the worksite if they wish.

  • Supervisors will assign meal period schedules and are responsible for ensuring compliance.

  • All non-exempt employees must take their designated meal periods unless directed otherwise under rare operational circumstances.

  • Failure to take a required meal period may result in disciplinary action.

Exempt Employees

  • Generally expected to take a lunch break of approximately one hour.

  • No mandated schedule, but employees are encouraged to manage their time responsibly.

3. Special Assignment – Paid Lunch / On-Site Requirement

In some roles, particularly security or critical infrastructure assignments, employees may be required to remain on-site and on duty for the entire shift, including lunch. In Oregon, when this ‘special’ designation is applied, the employees must complete this form.

When this applies:

  • Lunch is Paid – If an employee cannot leave the premises or is not fully relieved of duty, your lunch will be paid and considered time worked.

  • Rest Breaks Still Apply – employees are still be entitled to rest breaks during the shift. These may not be skipped or added to lunch unless directed by a supervisor due to operational needs.

  • Remain On-Site – employees must remain at the assigned location during the entire shift, including during the lunch period. Leaving the site without authorization may be considered job abandonment and may result in disciplinary action, up to and including termination.

  • Supervisor Communication – the recruiter/scheduler or designated supervisor will inform the employee in advance if the assignment qualifies under this provision. Employees are responsible for understanding and complying with all expectations.

@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021 , 11/13/2025 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.