Source: https://flsaovertimelaw.com/tag/work-time/
Timestamp: 2019-04-21 00:25:05+00:00

Document:
Woodman v. City of Hazen, Ark.
This is an action for overtime allegedly due the plaintiff by the City of Hazen pursuant to the Fair Labor Standards Act (“FLSA”), 29 U.S.C. § 201 et seq. Plaintiff worked as a police officer with the Hazen Police Department from 1999 to 2008. Plaintiff alleged that he was not compensated for all of his off-duty care and training of the canine, Arko, that was assigned to him in 2004 under the department’s canine program. The City of Hazen has filed a motion for summary judgment, and Woodman has responded. The Court, denied the motion for summary judgment finding issues of fact precluded same. Namely, despite the Defendant’s denial of knowledge that Plaintiff worked this uncompensated time, Plaintiff provided an affidavit for a non-party who averred he had specifically discussed the issue with Defendant’s mayor.
It was undisputed that Plaintiff failed to document all time worked on his timesheets, although generally had admitted that most time documented was paid to him.
Davis v. Food Lion, 792 F.2d 1274, 1276 (4th Cir.1986). The fact that Woodman initially did not seek overtime pay is irrelevant to whether the FLSA entitles him to overtime compensation. Stewart, 121 F.3d at 407. “[A]cceptance by an employee of payments of regular and overtime wages will not stop him from suing to recover the amount due him when he proves he actually worked longer.” Robertson v. Alaska Juneau Gold Mining Co., 157 F.2d 876, 879 (9th Cir.1946).
Caserta v. Home Lines Agency, Inc., 273 F.2d 943, 946 (2d Cir.1959). Failing to include off-duty time spent caring for and training an assigned police canine does not preclude the employee from recovering compensation for such work. Baker v. Stone County, Mo., 41 F.Supp.2d 965, 1000-01 (W.D.Mo.1999). Ultimately, a court need only inquire ” ‘whether the circumstances were such that the employer either had knowledge of overtime hours being worked or else had the opportunity through reasonable diligence to acquire knowledge.’ ” Kautsch v. Premier Communications, No. 06-CV-04035-NKL, 2007 WL 3376711, at *2 (W.D.Mo. Nov. 7, 2007) (quoting Reich v. Dep’t of Conservation and Natural Res., State of Ala., 28 F.3d 1076, 1082 (11th Cir.1994)).
• The employee is free to leave the workstation or area.
Bona fide meal periods are not worktime. Bona fide meal periods do not include coffee breaks or time for snacks. These are rest periods. The employee must be completely relieved from duty for the purposes of eating regular meals. Ordinarily 30 minutes or more is long enough for a bona fide meal period. A shorter period may be long enough under special conditions. The employee is not relieved if he is required to perform any duties, whether active or inactive, while eating.

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