This decision reverses a summary judgment in favor of the defendant employer against the plaintiff employee nurse who sued individually and under PAGA for violation of Labor Code sections on rest and meal breaks and payment of all wages due on termination.  The employer failed to meet its burden of proving plaintiff’s claims were time barred.  While she may not have missed a rest or meal break within the year before complaining to the LWDA, as Lab. Code 2499 requires, she did file the notice less than a year after her final pay check, which didn’t include any premium pay for missed rest and meal breaks.  Also, the employer failed to show that it had not, as a practical matter, denied plaintiff rest and meal break time (despite its contrary written policies) because severe understaffing at the facility required the few nurses there to work continuously to satisfy patient needs.