Meal Periods & Rest Breaks
The FLSA does not require an employer to provide rest or meal breaks for their employees. If your employer does provide rest breaks for short amounts of time this time should be considered hours worked.
If your employer gives you meal periods, this time is not considered hours worked if the break lasts at least 30 minutes and you are completely relieved of all work duties during that time.
Some states do have laws that require rest breaks and meal periods. State laws will overrule FLSA requirements on this subject and your employer must follow them.
If you are on duty for less than 24 hours, sleep time is not counted as hours worked. But if you are on duty for 24 hours you should be paid for sleep time as hours worked. If your sleep time is interrupted by a call to work, the sleep period must be counted toward overtime hours worked.