Wyoming law does not require employers to give their employees breaks. There is no obligation to pay wages on time if a pay day falls on a weekend or holiday. For employers covered by the obligation to pay semi-annual wages, if the first or fifteenth day of the month is a day other than working days, the last preceding working day is the pay day of all employees paid in one place. Applicable Law W.S. 27-4-101(a). A work week is a period of 168 hours for seven (7) consecutive 24-hour periods. It can start on any day of the week and at any time of the day determined by the employer. In general, for minimum wage and overtime pay purposes, each work week stands out; There can be no average of two (2) weeks of work or more. Employee coverage, compliance with wage payment requirements, and the application of most exceptions are determined on a workweek basis. In addition to more frequent breaks, employers must provide adequate facilities for this purpose – with the exception of toilet stalls and toilets.

For the purposes of calculating overtime, a work week is defined as a recurring period of 7 days (168 hours) that does not necessarily correspond to the usual time of day and days of the week. There are no special state or federal laws that require Wyoming employers to offer meal breaks or rest periods during working hours. The RSA requires employers to provide a breastfeeding mother subject to the overtime requirements of the RSA with a reasonable break to allow the worker to express the breast milk of her nursing child for one year after the birth of the child if the worker needs to express her breast milk. Employers are also required to provide an area other than a bathroom that is protected from sight and free from trespasser from employees and the public, which can be used by the employee to express breast milk. Wyoming has exceptions to the doctrine of will. For example, Wyoming notes that an employer has violated the doctrine of will if the employee`s dismissal is contrary to public policy. McGarvey v. Key Prop. Mgmt.

LLC, 211 pp.3d 503 (Wyo. 2009). In addition, Wyoming law states that an employer violates the doctrine of intent when taking revenge on employees who file claims for compensation with employees. Griess v Consolidated Freightways Corp., 776 P.2d 752, 754 (Wyo.1989). The Federal Fair Labor Standards Act (FLSA) does not require employers to grant breaks, but it does regulate when employers must pay for the breaks they choose to grant. To find out when you`re eligible for payment and to find out your state`s rules for meal and rest breaks, select it from the list below. At least 3 years: retention of pay slips, certificates, agreements, notices, collective agreements, employment contracts and sales and purchase documents. Also keep complete copies of each employee`s Form I-9 for three years after hiring. If the employee has been working for more than three years, keep the form for at least one year after leaving. While some states have labor regulations that require employees to have one or more rest periods on the workday, the Wyoming government has no such regulations. Therefore, in Wyoming, all breaks or rest periods are granted to employees at the discretion of the employer.

Wyoming`s whistleblower laws provide some level of protection for public employees who report alleged or observed violations of state or federal laws. For a full-time student who attends a designated educational institution and is employed to work no more than 20 hours during weeks when school meets and 40 hours when school does not meet, the minimum wage is at least 85% of what is paid in Wyo. Stat. § 27-4-202. Wyoming is a state that has the right to work. Wyo. Stat. § 27-7-109. This means that workers cannot be required to join a trade union or other labour organization, or to remain a member of another labour organization, as a condition of employment or retention. Your team can track in-person work time via the web or mobile app, or you can set up a time kiosk from which employees can clock in and out. Under Wyoming`s Preference Act, all contractors working on public projects are only allowed to employ Wyoming professionals. States also regulate overtime, including who is qualified and how long you need to work to be eligible.

Some of these state laws protect workers better than the FLSA. There are no special exceptions to law violation in Wyoming. Wyoming does not provide additional employment review procedures for employers beyond Federal I-9 compliance. It is not necessary to use E-Verify under the laws of the State of Wyoming. Wyoming`s labor laws do not have laws requiring an employer to provide employees with meals or breaks, so the federal rule applies. The federal rule does not require an employer to provide a meal (lunch) or breaks. However, if an employer chooses to do so, breaks must be paid, usually less than twenty (20) minutes. Meal or lunch hours (usually thirty (30) minutes or more) do not need to be paid as long as the employee can do whatever they want during the meal or dinner).