Employee Alleges Hi Pro Engaged in Labor Law Violations
/
Another California employer faces allegations that it failed to provide their employees with legally mandated rest breaks and meal periods. Doing so inevitably leads to additional labor law violations connected to timely pay, pay rates, and overtime calculations.
Case: Lisa Munoz v. Hi Pro, Inc.
Court: San Bernardino County Superior Court of the State of California
Case No.: CIVSB2536842
Get to Know the Plaintiff: Lisa Munoz v. Hi Pro, Inc.
The plaintiff, Lisa Munoz, filed a class action complaint against Hi Pro, Inc. on December 17, 2025, alleging that the defendant systematically violated labor laws by failing to provide proper meal and rest breaks, manipulating timekeeping records, requiring unpaid off-the-clock work, failing to properly calculate overtime wages and making unauthorized deductions from employee compensation.
Who is the Defendant in the Case?
The defendant in the case, Hi Pro, Inc., is a family-owned and operated trucking company operating out of Yucca Valley.
The Plaintiffs Allege the Defendants Violated Multiple Labor Laws
According to the complaint, the plaintiffs allege the company violated several labor laws when it failed to:
Pay minimum wages
Pay overtime wages
Provide required meal breaks and rest periods.
Provide accurate itemized wage statements.
Pay wages when due
Reimburse workers for necessary work expenses.
The alleged violations would constitute violations of California Labor Code Sections §§ 201, 202, 203, 204, 210, 226.7, 510, 512, 558, 1194, 1197, 1197.1, 1198, 1198.5, and 2802. As of January 2026, the case is currently pending in the San Bernardino County Superior Court of the State of California.
The Main Question in the Case: Lisa Munoz v. Hi Pro, Inc.
The main question in this case is whether Hi Pro, Inc. maintained policies or practices that denied employees legally compliant meal breaks and rest periods. The court will ask:
Were employees fully relieved of work duties for off-duty breaks?
Were employees kept on call during off-duty breaks?
Were employees interrupted during breaks to complete work duties?
How long did Hi Pro have their employees work before providing them with a break?
When employees did not receive appropriate rest breaks and meal periods, did the missed breaks result in additional employment law violations (such as minimum wage/overtime pay violations, inaccurate wage statements, late wage payment, unreimbursed business expenses, etc.?
FAQ: Lisa Munoz v. Hi Pro, Inc.
Q: What makes a meal period “off-duty” and legally compliant under California law?
A: In California, a meal period is “off duty” only if the employee is completely relieved of all work duties, they are uninterrupted while on their break is uninterrupted, they are free to leave the premises, and they are free of employer control. Additionally, the meal period must be provided before the end of the fifth hour of the employee’s shift.
Q: If an employee is interrupted during a meal break to handle work tasks, does that meal period still count as compliant?
A: If an employee’s break is interrupted so they can complete a job task or work duty, it is generally considered non-compliant since regulations require a 30-minute, uninterrupted, “off-duty” period. If the break is interrupted, it becomes an “on-duty” paid meal period, which is legal only if the nature of the work being performed prevents the employee from being relieved of their job duties and a written agreement exists.
Q: Are California employers aware that providing rest breaks and meal periods is required by law?
A: Yes, all California employers should be aware that they must comply with labor law’s requirements for rest breaks and meal periods.
Q: When is a second meal period required, and what are the rules for shifts of ten (10) hours or more?
A: A second 30-minute unpaid meal period is generally needed if an employee works a shift longer than 10 hours in one workday.
Q: Is there a penalty when California employers don’t provide meal periods or rest breaks?
A: Yes, for a missed break, California employers should provide the employee with premium pay.
Q: How can meal/rest break violations connect to other claims like unpaid overtime, inaccurate wage statements, final pay violations, or expense reimbursement?
A: Meal and rest break violations often act as a catalyst for other wage and hour claims because California law considers the "premium pay" (one extra hour of pay) owed for missed breaks to be a form of wages. When these premiums are not paid, they trigger a domino effect, connecting directly to unpaid overtime, inaccurate pay stubs, and final pay violations.
If you believe your California employer violated labor law by failing to provide legally mandated meal breaks or rest periods, the employment law attorneys at Blumenthal Nordrehaug Bhowmik De Blouw LLP can help. Contact one of our offices in Los Angeles, San Diego, San Francisco, Sacramento, Riverside, or Chicago today to learn how to hold your employer accountable.
