Have you changed jobs recently, and noticed that some of the people you worked with aren’t there any more? Turnover like that can often occur in large employment settings, such as amusement parks, for example.

People no longer working there usually has to mean one of two things. Either they quit, or were let go. Of course they might have been injured on the job, but when people find they are suddenly the ‘old-timer’, after having worked there for less than a year, that fact should make them consider just how much longer they might be employed in that position.

Maybe the reason for the high turnover is the employer’s attitude toward its employees. Are you now working where your employer keeps demanding you get more work done, even when you do everything you’re asked, and suddenly you’re told you’re wasting time by not doing much more? One tactic of some employers is to put ever-increasing demands on the employee’s time, and thus forcing them to miss the breaks to which they are entitled.

The most incredible part of that problem is that the employer probably has a policy saying the employee must take breaks. Its handbook may well say that the employee will not get in trouble for complaining of the inability to take breaks. It might even have the employee sign something saying they know that the company does not want them to work through breaks – when they know just the opposite is true.

What can you do about that? Here’s what you might do.

When that day comes when you’re either told to leave or choose to do so, ask for the company to pay you for the breaks you missed and any other time, e.g., overtime, you’re due. They may point out the document you signed and ask why you didn’t complain or take the breaks. If you were forced to sign that, especially by someone who knew you were missing your breaks, say that.

You may not get paid for those missed breaks, but you can still seek to have your rights vindicated in a court of law.