to Plaintiff before the end of the fifth hour of work. Plaintiff has similarly failed to provide evidence of denial of rest breaks. Furthermore, an employee’s voluntary delay of meal breaks past the fifth hour of work (even if known to an employer) does not render an employer liable for premium pay. Brinker, 53 Cal.4th at 1040, 139 Cal.Rptr.3d 315, 273 P.3d 513; Klune v. Ashley Furniture Industries Inc., 2015 WL 1540906, *6 (C.D.Cal.2015) (noting that an employer satisfied the requirement that it provide a meal period within five hours of work where the employer knew and reprimanded an employee who — in violation of company policy — regularly clocked out after the fifth hour by choice to complete sales); Carrasco v. C.H. Robinson Worldwide, Inc., 2013 WL 6198944, *9 (E.D.Cal.2013) (<HOLDING>); Plaisted v. Dress Barn, Inc., 2013 WL 300913,
holding an employee is an agent of his employer where the employer assumes the right to control time manner and method of work holding that where employee gave notice to employer of injury and employer told employee that nothing could be done for him through workmans compensation employer had breached statute and was liable for medical treatment which was reasonable and necessary to restore employee to maximum usefulness holding that an employee who claims to have been terminated by her employer for having exercised her right to disability benefits raised a cognizable claim under  510 of erisa notwithstanding the fact that she received the benefits from her employer prior to termination holding meal periods compensable work under flsa if employees perform duties predominantly for the benefit of the employer 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