Opinion ID: 2205569
Heading Depth: 1
Heading Rank: 9

Heading: Is the Peace Officers' Meal Period Compensable?

Text: The district court concluded the peace officers' meal period was undertaken primarily for the benefit of the employer, and therefore, found the peace officers' meal period compensable under the FLSA. The regulation governing meal periods provides [b]ona fide meal periods are not worktime.... [T]he employee is not relieved if he is required to perform any duties, whether active or inactive, while eating. 29 C.F.R. § 785.19(a). In cases such as this, the courts have developed a rule that if the employer spent his or her time predominantly for the benefit of the employer, it is compensable. Reimer, 258 F.3d at 725. To determine whether the time spent is predominantly for the benefit of the employer, the fact finder uses a practical approach based on the realities of each case. Id. The district court found the peace officers' meal time was predominantly for the benefit of the State because the State required the peace officers to stay in uniform, remain in radio contact, and respond to questions and calls for assistance. These facts standing alone do not support the district court's finding that the peace officers' meal time was predominantly for the benefit of the State. See Avery v. City of Talladega, 24 F.3d 1337, 1347 (11th Cir.1994) (holding officers who are free to spend their meal time in any way so long as they remain in uniform and leave their radios on during their meal time are not spending their meal periods predominantly for the benefit of the city); Henson v. Pulaski County Sheriff Dep't, 6 F.3d 531, 536 (8th Cir.1993) (holding officers' meal period is not predominantly for the benefit of the employer even though the officers have to obtain clearance from headquarters before beginning their break, may be approached by members of the public while eating, are required to monitor their radios, and are required to respond to emergencies during their meal periods); O'Hara v. Menino, 253 F.Supp.2d 147, 157 (D.Mass.2003) (holding meal time is not predominantly for the benefit of the employer even though officers must remain on call during their lunch breaks, the timing of the lunch breaks is restricted, and they may have to terminate their lunch period if an emergency arises). The peace officers argue and our review of the record indicates the State imposes additional restrictions on the peace officers' meal time. These additional restrictions include the requirements that the peace officers cannot go home for their meal time; the peace officers are required to eat only at certain restaurants that are visible to the public; and the peace officers are not allowed to conduct personal business, other than perhaps going to a driveup ATM machine or stopping at a cleaners to drop off or pick up their uniforms. The record also confirms the peace officers spend most of their meal time discussing patrol business with other officers, and that their meal time is quite often interrupted by the general public requesting directions or information. We believe the meal time of the peace officers is predominantly for the benefit of the State based on the additional restrictions the State imposes on the peace officers during their meal time, that the peace officers spend most of their meal time discussing patrol business with other officers, and that their meal time is quite often interrupted by the general public requesting directions or information. See Lamon v. City of Shawnee, 972 F.2d 1145, 1155-58 (10th Cir.1992) (holding although an erroneous instruction was given by the district court, police officers who were required to stay in radio contact during their meal period; respond to emergency calls, personnel shortages, citizens requests and inquiries; confront crimes committed in their presence; select a meal location within or in close proximity of the city; and abstain from personal errands or business during the meal time was sufficient evidence to resubmit the case to a jury on the predominantly for the benefit of the employer test). Even though we may draw different conclusions from the evidence, it is not insubstantial. Sahu, 537 N.W.2d at 676-77. The ultimate question is whether the evidence supports the finding actually made, not whether the evidence would support a different finding. Id. Using a practical approach based on the realities of the present case, a reasonable mind would accept the evidence as adequate to conclude the peace officers' meal time was predominately for the benefit of the State.