Noah Park is **not** administratively exempt. Transit Grove cannot carry its burden to prove the exemption, and the violation is willful. The wage claim is: - Unpaid overtime: **$46,800.00** - Liquidated damages: **$46,800.00** - Total recovery before fees/costs: **$93,600.00** --- ## 1. Administrative exemption does not apply The administrative exemption requires the employer to prove: 1. Salary-basis payment; 2. A primary duty of office/nonmanual work directly related to management or general business operations; and 3. A primary duty that includes the exercise of discretion and independent judgment on matters of significance. Noah’s fixed salary of $1,200/week satisfies the salary element, but that alone is not enough. The decisive issue is the duties. Noah’s daily work consisted of: - compiling route-delay reports; - applying a 42-page exception matrix; - approving credits only within preset limits; and - escalating any deviation not listed in the matrix. Under the stated rules, applying detailed manuals, entering data, escalating defined exceptions, and choosing among prescribed options do **not** amount to independent judgment on matters of significance—even when accuracy matters. That is precisely Noah’s job. The 42-page matrix is a detailed manual; the credit limits are prescribed options; the escalation list is a defined exception. Noah also: - could not change policy; - could not negotiate vendor terms; - could not hire or discipline; - could not set budgets; and - could not bind the company. His supervisor reviewed every credit above $500. That shows his authority was constrained and non-final in any meaningful policy sense. Transit Grove’s argument that Noah “selected the correct matrix category” and “affected a national delivery network” is legally insufficient. Work can be operationally important without being exempt. The exemption requires independent judgment, not merely important consequences. A routing error or credit error could cost money, but applying fixed decision tables with precision is not the exercise of discretion on matters of significance. Thus Noah fails at least one element of the administrative exemption, so he is a nonexempt employee entitled to overtime. --- ## 2. Three-year willful period applies The ordinary FLSA limitations period is two years, but it is three years for a willful violation. Before Noah’s 120-week period began, the HR compliance manager emailed the vice president: > “This analyst role follows fixed decision tables and should be reclassified as nonexempt. Salary alone will not support administrative status.” The vice president replied: > “Keep them salaried. Overtime will wreck the budget, and no one has sued.” That is direct evidence Transit Grove knew the classification was unlawful, or at least recklessly disregarded the warning. No duties review was done. Therefore the violation was willful. Because the willful three-year period applies, **all 120 weeks are actionable**. The two-year/104-week limitation does not reduce the claim. --- ## 3. Regular hourly rate and overtime rate The weekly salary compensates exactly 40 hours: - Weekly salary: $1,200 - Regular rate: $1,200 ÷ 40 = **$30.00/hour** - Overtime rate: 1.5 × $30.00 = **$45.00/hour** --- ## 4. Unpaid overtime calculations ### First 80 weeks - Hours over 40 per week: 50 − 40 = 10 - Weekly overtime pay due: 10 × $45.00 = $450.00 - Unpaid overtime for 80 weeks: 80 × $450.00 = **$36,000.00** ### Final 40 weeks - Hours over 40 per week: 46 − 40 = 6 - Weekly overtime pay due: 6 × $45.00 = $270.00 - Unpaid overtime for 40 weeks: 40 × $270.00 = **$10,800.00** ### Total unpaid overtime $36,000.00 + $10,800.00 = **$46,800.00** --- ## 5. Liquidated damages and total recovery Liquidated damages equal the unpaid overtime unless the employer proves both subjective good faith and objectively reasonable grounds. Transit Grove cannot make that showing. The vice president deliberately disregarded the internal compliance warning. That defeats the good-faith defense. - Liquidated damages: **$46,800.00** - Total wage recovery before fees/costs: $46,800.00 + $46,800.00 = **$93,600.00** --- ## 6. Concrete demand and litigation posture Noah should demand **$93,600.00**, plus reasonable attorney’s fees and costs, which are separately recoverable but not calculated here. Litigation posture: Noah is in a strong position. Transit Grove’s exemption defense depends on labeling and operational importance, but the duties are routine, constrained, and governed by fixed decision tables. The internal email establishes both willfulness and the absence of good faith. Noah should seek judgment for all 120 weeks of unpaid overtime plus an equal amount of liquidated damages.