while eating. 29 C.F.R. § 785.19 (emphasis added). The first key phrase in this regulation is that the employee must be completely relieved from duty during the meal period. The second key phrase is that the purpose of the meal period must be to eat a regular meal. Courts have held entire meal breaks to be compensable under the FLSA when employees continue to have job responsibilities during their breaks. See Kohlheim v. Glynn County, 915 F.2d 1473, 1477 (11th Cir.1990) (“[T]he essential consideration in determining whether a meal period is a bona fide meal period or a compensable rest period is whether the employees are in fact relieved from work for the purpose of eating a regularly scheduled meal.”); see also Reich v. S. New England Telecomm. Corp., 121 F.3d 58, 64-65 (2d Cir.1997) (<HOLDING>); Henson v. Pulaski County Sheriff Dep’t, 6
holding that the flsa does not preempt a state law contractual claim that seeks to recover wages for time that is compensable under the contract but not under the flsa holding that an employer did not undermine a formal policy of providing meal and rest periods where the employee alleged that she forewent meal and rest periods to be able to timely complete the tasks assigned by her employer holding that a company exercising substantial control of the terms and conditions of the work of the employees is an employer under the flsa holding under flsa holding meal periods compensable work under flsa if employees perform duties predominantly for the benefit of the employer