Crewhour gives California employers minute-by-minute meal-and-break compliance and an immutable audit trail — every punch captured as it happens, nothing edited after the fact. When a question comes, you're holding the record, not rebuilding it.
California's meal and rest break rules generate more wage-and-hour litigation than any other category. A single missed attestation can mean one hour of premium pay per day, per employee, going back years.
Drivers run on weekly 40-hour OT. Mechanics and office staff run on daily 8/12-hour OT. Off-the-shelf clocks treat them the same — and your payroll quietly bleeds.
If a manager can edit yesterday's clock-in, so can an attorney's hypothetical. Most legacy systems mutate records in place. You can't prove what you can't preserve.
Meal premiums, 5th & 10th-hour thresholds, rest-break attestations, daily & weekly OT — modeled, calculated, and recorded the way the labor code reads. Not bolted on as an afterthought.
Field workers punch from the truck. Office staff punch from the browser. Yard kiosks handle the rest. Device-level restrictions enforce policy — lunch from mobile only, clock-in from the yard kiosk. One source of truth.
Original punches never change. Every adjustment is a new event with the manager, the timestamp, the reason, and the approval chain attached. When the demand letter arrives, you hand over the log.
This is the actual flow a field worker and their manager walk every day — each step leaves a hash-chained record behind it.
PIN at the shared yard kiosk — with an evidence photo captured at the punch — or the mobile app behind the device biometric.
The worker's phone reminds them before the 5th hour so the meal break actually happens — the cheapest violation is the one that doesn't.
The worker certifies breaks and hours using the verbatim statutory text — versioned and hashed, so the exact words they agreed to are provable later.
A missed meal asks who caused it. Company-caused books the §226.7 hour at that day's regular rate; a documented employee choice is captured as evidence, not silently zeroed.
Pay-period close is blocked until the wage-statement checks pass. One click exports the records, the chain proof, and a prefilled custodian declaration.
Every day, every employee, every timecard reduces to one of four states. Managers, payroll, HR, and the employee themselves see the same color at the same time.
Your workforce isn't sitting at desks. Crewhour meets them on the kiosk in the yard, the phone in their pocket, the browser at the front desk. Device and punch-source restrictions keep policy enforced without slowing anyone down.
California's meal-and-rest rules drive more wage-and-hour exposure than any other category. Crewhour catches the problems the moment they happen — at punch time, on the worker's phone — not weeks later in a payroll review.
Every punch is an event. Adjustments are new events. Approvals are new events. Nothing gets edited; everything gets appended. The full chain — who, when, where, why — sits one query away from any investigator, attorney, or curious employee.
The full list of California-specific rules and workflows Crewhour models out of the box. Not features — table stakes.
Tracks duration, blocks early returns, flags shortfall as violation.
Second and third meal break requirements modeled by daily hours worked.
One hour §226.7 premium, recorded at the regular rate in effect that day once a manager confirms the cause.
Paid, on-duty meals under a signed agreement — captured and counted as hours worked, not deducted. Digital assent or recorded paper, with revoke.
End-of-shift confirmation flow with verbatim statutory language.
Employee certifies the day's record using the legally required text.
Correct overtime model for DOT-regulated drivers, separate from non-drivers.
1.5× after 8 hours daily, 2× after 12, plus the standard weekly 40 rule.
On-device reminder on the worker's phone before a violation would occur. Most preventable failure mode.
Reporting-time pay scenarios surfaced before they hit payroll.
Flags missing itemized wage-statement items before a pay period closes — the penalty §226 multiplies per employee, per period.
Meal-break claims are priced by statute: one hour of premium pay per employee, per violation day, with a multi-year lookback — plus PAGA penalties stacked per pay period. Adjust the sliders to your crew.
Illustrative estimate, not legal advice. Assumes ~250 workdays/year and biweekly pay periods; actual exposure depends on facts, defenses, waivers, and court discretion. Statutory basis: Cal. Lab. Code §226.7 (meal/rest premium), §2699 as amended 2024 (PAGA penalties; 15% cap for employers who took all reasonable steps toward compliance before receiving a notice). Wage-statement penalties (§226) and attorney's fees come on top.
We're working closely with our first cohort of California employers across fleet, manufacturing, and field service. Reserve your spot.