Opinion ID: 28771
Heading Depth: 4
Heading Rank: 1

Heading: through (c) of this section.” 29 C.F.R. 541.2.

Text: 52 findings that they now urge. Because Hough and Earles have not shown that the court’s factual findings are clearly erroneous, and because they have not shown that the district court clearly erred in refusing to make the additional factual findings that they now assert, we take the district court’s factual findings as established and review its conclusions of law de novo. In Lott v. Howard Wilson Chrysler-Plymouth, 203 F.3d 326 (5th Cir. 2000), this court offered guidance for applying the administrative exemption: “The exercise of discretion and independent judgment necessitates consideration and evaluation of alternative courses of conduct and taking action or making a decision after the various possibilities have been considered. 29 C.F.R. § 541.207(a). This exercise of discretion and independent judgment must relate to matters of consequence. 29 C.F.R. § 541.207(b)-(c)(1). Final decision making authority over matters of consequence is unnecessary. As a general rule, an employee's ‘primary duty’ involves over 50% of the employee's work time. And yet, flexibility is appropriate when applying this rule, depending on the importance of the managerial duties as compared with other duties, frequency of exercise of discretionary power, freedom from supervision, and comparative wages.” Id. at 331 (case citations omitted). Further guidance is found in 29 C.F.R. § 541.201, in which the Secretary offers examples of staff employees who may typically qualify for the administrative exemption, provided they meet all the tests required in 29 C.F.R § 541.2. The district court’s factual findings concerning Hough’s position as HES Coordinator accord with the “safety director” position contemplated in 29 53 C.F.R. § 541.201(a)(2)(ii). Earles’s production technician position is analogous to the “field representatives of utility companies” and “district gaugers for oil companies” contemplated in 29 C.F.R. § 541.201(a)(3). The district court did not err in its legal conclusion that Hough and Earles were exempt employees. We affirm the district court’s holding that Hough and Earles were not entitled to compensation for unpaid overtime on their FLSA claims. IX. Whether Plaintiffs Were “Prevailing Parties” Entitled to Legal Fees The ADEA, by reference to the FLSA, mandates that a district court award attorneys’ fees to a plaintiff who is a “prevailing party.” Purcell, 999 F.2d at 961. The court has discretion in deciding what is reasonable. Id. In the context of a 42 U.S.C. § 1988 action in which a plaintiff was awarded only nominal damages, the Supreme Court explained that “to qualify as a prevailing party, a civil rights plaintiff must obtain at least some relief on the merits of his claim.” Farrar v. Hobby, 113 S.Ct. 566, 573 (1992). As detailed above, we affirm the district court’s judgment in favor of the Appellees as to several of their claims. These plaintiffs have obtained “at least some relief on the merits” and thus qualify as prevailing parties. We have held that liquidated damages must be awarded in an amount equal to the back pay award. 54 In light of this holding, we instruct the district court to consider on remand what, if any, adjustment should be made to the amount of the legal fees award.