No, Tom, as you likley expected, there is no legal remedy for a lousy boss. She can complain to the owner---but lousy bosses are always going to be there. Especially in a small company, with a boss who likely is friends with the owner---the choices are to put up with the bad employment conditions or quit. The CA law does not dictate civility or reasonableness.
You mention that she works through lunch. That, she MUST be paid for. Unless she is give a full meal break away from her desk, then she must be paid for the lunchtime---it is a working break and she is entitled to payment.
If she demands payment she cannot be retaliated against under the law either.
If they will not pay her for the time she works then she has a legal remedy. Have her read the following about her rights to wages that are not paid:
You may actually sue the employer in court and recover your wages/commissions. Additionally, if you sue in court, under federal laws (FLSA), you are also entitled to seek what is called Liquidated damages. Liquidated damages is equal to the amount of back wages that they owe you and must be paid in addition to the wages themselves---so you essentially get double the wages owed you in the claim based on their willful failure to pay you. Additionally, you will be entitled to be awarded costs of the court as well as your attorney fees incurred in filing suit and litigating it against your employer. http://labor-employment-law.lawyers.com/wage-and-hour-law/Liquidated-Damages-and-FLSA-Claims.html
A recent law signed by the CA Governor, allows CA employees to seek liquidated damages when making a claim to the Division of Labor Standards Enforcement (DLSE), just as they could if suing in court initially. So in CA whether you make a claim to the Division of Labor Standards Enforcement, or file an action in court on your own, you may seek liquidated damages. Here is a link to an article on the change---good for CA employees, but bad for CA employers: http://www.shawvalenza.com/publications.php?id=343
The award of liquidated damages is mandatory unless employer shows that (A) act or omission giving rise to violation was in good faith and (B) the employer had reasonable grounds for believing that act or omission was not a violation of 29 U.S.C.A. § 216(b). This is a very difficult standard for the employer to meet.
Here is an excellent article which deals with pursuing an FLSA claim---which you may do in either state court or federal court. Do take the time to review it:
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I wish you the best in 2013,