BESTCHOICEPRODUCTS.COM MANAGER PORTAL
​PROCEDURES

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Welcome the the BestChoiceProducts.com Manager Procedures page. This page is intended to provide you with the information you need when it comes to addressing daily employee HR matters. If you have any questions about any of the procedures, please be sure to contact a member of your HR Services Team.

Procedures

When are California hourly (non-exempt) employees supposed to receive their meal period and breaks?

What is the process when a manager transfers an employee to a new department of changes their title (position)?
Hourly employees in California are entitled to meal and rest periods (breaks) based upon the total hours they work in a workday. A workday is a consecutive 24 hour period that starts at 12:00AM and ends 24 hours later. Meal periods must be no less than 30 consecutive and uninterrupted minutes (thus free from work and control), must be taken before the 5th hour of work, and are unpaid. Rest periods are paid and no less than 10 consecutive minutes. The following represents the required meal and rest periods for California hourly employees:

Shift Length                Meal Period              Rest Periods
0 to 3.5 hours              No                             No
3.5 to 5.0 hours           No                             Yes X 1
5.0 to 6.0 hours           Yes X 1                      Yes X 1                  
6.0 to 10 hours            Yes X 1                      Yes X 2

Important Notes:
  • Rest and meal periods cannot be combined.
  • Rest periods should be permitted between the start time and meal period and meal period and end of shift. 
  • Meal periods are required for employees working over 5 hours in a workday (no waivers permitted) and managers must make sure that the employees take no less than 30 minutes.
  • Rest periods must be provided to the employees according to the schedule above. Employees may opt to forgo the rest period if desired, but if so, it must be without coercion. 

What are managers responsible for if an employee makes a complaint (or notice) of sexual harassment, discrimination, retaliation or abusive conduct?
Anytime there is a change in an employee's employment, it is critical that human resources is contacted at the time of the event (unless subject to being pre-approved). These changes can impact many things such as payroll, workers' compensation, planning and other key company processes. 

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What is the process when an employee is injured or becomes ill on the job?

What is required when a manager wants to demote, suspend or terminate an employee?

Contact a Member of Your HR Services Team

TBD
Office: 
Mobile:
Email:
Primary Areas: 
Tanya McGuire
Office: 661.621.3662
Mobile: 818.424.4363
Email: tanya@bpscllc.com 
Primary Areas: Recruiting, employee relations, benefits, compensation, performance management, safety, labor relations, onboarding, offboarding.
Dr. Carlyle Rogers          
Office: 661.621.3662    
Mobile: 661.312.7737
Email: carlyle@bpscllc.com
Primary Areas: All areas, labor law, compliance, complex employee relations, investigations