Mega International Class Action: Employees Claim California Company Failed to Provide Breaks

In a recent California class action lawsuit, an employee alleged that Mega International failed to provide employees with appropriate meal breaks and rest periods.

Case: Deana Sinforosa Garcia Hernandez v. Mega International, LLC, MCO Services LLC

Court: Los Angeles County Superior Court of the State of California

Case No.: 25STCV30670

Get to Know the Plaintiff: Garcia Hernandez v. Mega International, MCO Services LLC

The plaintiff in the case, Deana Sinforosa Garcia Hernandez, was jointly employed by Mega International and MCO Services from May 2024 through September 2025. Garcia Hernandez was employed as an hourly, non-exempt employee, which means she is entitled to legally required meal breaks and rest periods, as well as minimum wage and overtime pay protections under labor laws. In the California class action, Garcia Hernandez claims the company failed to provide meal periods and rest breaks mandated by federal and state labor laws.

Who is the Defendant in the Case?

According to court documents, the defendants in the case were joint employers of the plaintiff, Garcia Hernandez, who worked for the company for a year and 4 months. Their business services included offering California corporate clients with business support and operational oversight.

The Plaintiffs Allege the Defendants Violated Multiple Labor Laws

The plaintiff alleged that Mega International/MCO Services violated labor laws governing meal breaks, rest periods, premium pay for missed breaks, etc.

The Main Question in the Case: Did the Company Provide Lawful Meal and Rest Periods?

The California class action lawsuit claims that the company failed to provide its employees with timely off-duty meal breaks and rest periods as required by labor law. As such, the court needed to consider whether the company complied with the applicable requirements of the California Labor Code and the Industrial Welfare Commission (IWC) Wage Orders. Specifically, the court must decide whether workers were relieved of duties and free of employer control during breaks and meal periods. The plaintiffs claim the company did not relieve employees of all their work duties during breaks due to workplace demands, standard policies, and business practices. In direct correlation to compliant breaks, the court must also consider whether the company complied with Labor Code section 226.7 by offering the proper premium pay to employees when compliant breaks were not provided. To determine compliance, the court is likely to consider time records, written policies, witness testimony, and workplace practices to pinpoint isolated incidents or a broader pattern of violations affecting multiple employees.

FAQ: Garcia Hernandez v. Mega International

Q: When are California employees legally entitled to a meal break?

A: California employees are entitled to a meal break (unpaid, off-duty, and at least 30 minutes) when they work over five hours (meal with the meal break starting no later than the end of the fifth hour). If the employee works a shift longer than 10 hours, they are entitled to a second 30-minute minimum meal break (off duty and unpaid).

Q: How many rest periods are California employers required to provide their employees?

A: California employers are legally required to provide all non-exempt employees with one paid 10-minute rest period (uninterrupted) for every four hours they work. Working a 3.5- to 6-hour shift entitles employees to one 10-minute break; working 6 to 10 hours entitles them to two 10-minute breaks; and working 10 to 14 hours entitles them to three 10-minute breaks.

Q: When discussing meal breaks and rest periods, what is the legal definition of “off duty?”

A: When discussing labor law and meal breaks/rest periods, “off duty” means an employee is relieved of all their work duties and job-related tasks, as well as control by the employer for the full break.

Q: What is the “premium pay” provided for missed rest periods at work in California?

A: In California, employers are required to provide compliant rest periods (10 minutes for each 4-hour work shift), and when they fail to comply with this requirement, employees are entitled to one additional hour of pay (referred to as “premium pay”) at their regular rate of compensation. Premium pay is required for each workday a violation occurs, regardless of the number of missed breaks.

Q: What sort of evidence can employees offer the California court to show meal break/rest period violations?

A: California employees attempting to present effective evidence of meal break/rest period violations to the court can present unrounded timecard records, personal logs of hours and breaks, testimony from co-workers, emails/texts showing work occurring during breaks, etc.

Q: Do many California employers violate labor laws governing meal breaks and rest periods?

A: Yes, meal and rest break violations are some of the most common, frequent, and costly labor law violations in California workplaces, frequently triggering class-action lawsuits and PAGA claims.

If you believe you were misclassified as exempt, worked more than 40 hours without overtime pay, or were denied legally required meal and rest breaks, 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.