Opinion ID: 694147
Heading Depth: 3
Heading Rank: 2

Heading: The Duties Test

Text: 21 The second component of the executive exemption is the duties test. Under the DOL's regulations, this aspect of the exemption is satisfied if the primary duty of the employee is management. Indicia of management are, among other things, directing the work of others, appraising productivity, recommending promotions, handling complaints and grievances, and providing for the safety of employees. 29 C.F.R. 541.102(b); City of Sapulpa, 30 F.3d at 1287 (listing management duties). Throughout this litigation, the parties' dispute has focused on the plaintiffs' duties and how they spend their time during work hours. 22 The plaintiff-lieutenants testified they spend approximately forty to sixty-five percent of their time performing nonmanagement functions. During that time, they are doing the same work as the corrections officers, who are covered FLSA employees. The captains testified that although they spend only fifteen to twenty percent of their time performing the duties of a corrections officer, they also spend fifty percent of their time doing data entry, which they submit is purely clerical. 23 The determination whether an employee's duties are primarily management oriented is fact driven. City of Sapulpa, 30 F.3d at 1287. Where the evidence shows the employee spends over fifty percent of his or her time performing activities which are considered management, however, that will be considered the employee's primary duty. 29 C.F.R. 541.103. Alternatively, if the facts indicate an employee does not spend fifty percent of his or her time performing management functions, the employee may still fall within the exemption if he or she meets other criteria. Id. The additional criteria are 24 the relative importance of the managerial duties as compared with other types of duties, the frequency with which the employee exercises discretionary powers, his relative freedom from supervision, and the relationship between his salary and the wages paid other employees for the kind of nonexempt work performed by the supervisor. 25 29 C.F.R. 541.103. The record reveals there was evidence submitted on each of these factors during trial. 26 Despite the parties' focus on the nature of plaintiffs' duties, the district court's findings of fact and conclusions of law do not reflect a considered analysis of these four supplemental factors. Indeed, it appears the court relied only on the discretionary authority factor when evaluating plaintiffs' primary duties. This was legal error. Therefore, we must remand with directions that the court make specific findings and legal conclusions using the appropriate standard. 27 Because we are remanding this matter to the district court for proper application of the law and regulations governing the bona fide executive exemption, we turn to the challenges the City has made to the court's damage calculations. If the court determines on remand that the exemption does not apply, these issues will still be relevant. The corollary issues are 1) whether the court erred in finding Plaintiffs' mealtimes compensable, and 2) whether the district court erred in failing to apply the twenty-eight day tour of duty rule for measuring overtime damages.