Opinion ID: 202607
Heading Depth: 2
Heading Rank: 4

Heading: Rivera's Overtime Claims

Text: 24 The district court concluded, and we agree, that Rivera was an exempt executive employee who was not entitled to overtime payments under the FLSA 3 or Puerto Rico's Law 379. FLSA exempts from its overtime requirements employees who are employed in a bona fide executive, administrative, or professional capacity. 29 U.S.C. § 213(a)(1). Because Rivera earned at least $250 a week at the time of his termination, the district court correctly used the so-called short test to determine whether he was an exempt executive. 29 C.F.R. § 541.1(f) (2001). Under the short test, an employee is exempt if his primary duty consists of (1) the management of the enterprise . . . or of a customarily recognized department or subdivision and (2) the customary and regular direction of the work of two or more other employees. 29 C.F.R. § 541.1(f) (2001). 25 Rivera's former job duties clearly satisfy both requirements. According to Rivera's own deposition, as general manager he was the most senior employee at the warehouse, and was in charge of the warehouse, and . . . everything that dealt with the warehouse, purchase, sales, dispatch, reporting, everything that the warehouse entailed. In addition, Rivera admitted to supervising his fellow warehouse employees, ranging in number from six to nine workers. It is evident that Rivera's primary duty was managerial. To offset the managerial aspects of the job, Rivera argues that because he also performed clerical and manual duties he should be considered a non-exempt employee. But as we explained in Donovan v. Burger King Corp., under the short test an employee can manage while performing other work, and . . . this other work does not negate the conclusion that his primary duty is management. 672 F.2d 221, 227 (1st Cir. 1982). Such is the case here.