Anderson v. Liberty Lobby, Inc.

Holding that summary judgment is not appropriate if "the dispute about a material fact is ‘genuine,’ that is, if the evidence is such that a reasonable jury could return a verdict for the nonmoving party"

McLaughlin v. Richland Shoe Co.

Holding that the "plain language" of the Fair Labor Standards Act's "willful" liquidated damages standard requires that "the employer either knew or showed reckless disregard for the matter of whether its conduct was prohibited by the statute," without regard to the outrageousness of the conduct at issue

Lynn's Food Stores, Inc. v. United States

Holding that settlement of an FLSA claim must be approved by either a court or the Department of Labor

Allen v. Bd. of Pub. Educ.

Holding that employees' "statements regarding the amount and extent of ... uncompensated work in declarations and deposition testimony" were sufficient to prove damages

Morgan v. Family Dollar

Holding that sufficient evidence supported jury's determination that Family Dollar Store Managers were nonexempt employees

Icicle Seafoods, Inc. v. Worthington

Holding that a court of appeals "should not simply have made factual findings on its own"

Stewart v. Happy Herman's Cheshire Bridge

Holding that an employer is not liable where it takes reasonable steps to provide an accommodation and the employee is responsible for a breakdown in the process of identifying a reasonable accommodation

Thomas v. Speedway

Holding that store manager was relatively free from supervision even when her district manager visited her store once or twice a week, communicated with the plaintiff frequently over the phone and email, and remained constantly available

Dalheim v. KDFW-TV

Holding that television station producers' jobs did not fit into administrative exemption because they produced the station's news-department product and were not involved in the administrative operations

Hogan v. Allstate Ins. Co.

Holding that insurance salesmen were not production employees because "[t]heir duties included promoting sales, advising customers, adapting policies to customer's needs, .... These duties are similar to administrative, rather than production, tasks"

Rule 56 - Summary Judgment

Holding a party may move for summary judgment on any part of any claim or defense in the lawsuit

Section 213 - Exemptions

Exempting salaried employees from the FLSA's overtime pay requirement

Section 255 - Statute of limitations

Recognizing that not all FLSA wage and overtime claims are willful

Section 541.100 - General rule for executive employees

Requiring payment "on a salary basis at a rate of not less than $455 per week"

Section 541.700 - Primary duty

Providing that determining an employee's "primary duty" requires analysis of "all the facts in a particular case," looking to the "principal, main, major or most important duty that the employee performs"

Section 541.102 - Management

Listing selecting employees, apportioning work, recommending promotions, disciplining employees, and determining techniques or materials to be used as examples of managerial duties

Section 541.602 - Salary basis

Focusing on whether "the employee regularly receives" a "predetermined amount" each relevant pay period

Section 541.105 - Particular weight

Providing factors to consider in determining if the recommendations are given particular weight

Section 541.106 - Concurrent duties

Contrasting role of working supervisor to exempt executive

Section 541.104 - Two or more other employees