The FLSA and OSHA do not mandate employer-provided breaks, but state laws might.  It’s not uncommon for an employee to work through their break or get called back to work during their break. If that’s the case, they should be paid for that time. If breaks are deducted from employee time cards automatically, employees should be able to edit their time cards to reflect all time worked.  Employers should require employees to use time tracking software to track breaks and lunches.