Celotex Corp. v. Catrett

Holding that a movant's summary judgment motion should be granted "against a [nonmovant] who fails to make a showing sufficient to establish the existence of an element essential to that party's case, and on which that party will bear the burden of proof at trial"

Chevron U.S.A. v. Natural Res. Def. Council

Holding that courts "must give effect to the unambiguously expressed intent of Congress"

Auer v. Robbins

Holding that a federal agency's interpretation of a regulation is controlling where it is not "plainly erroneous or inconsistent with the regulation"

Little v. Liquid Air Corp.

Holding that a mere scintilla of evidence does not create a genuine issue of material fact

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

Robertson v. Methow Valley Citizens Council

Holding NEPA does not require a "worst case analysis"

Barrentine v. Ark.-Best Freight Sys.

Holding that Fair Labor Standards Act claims may be brought in federal court notwithstanding an arbitration provision in a CBA

IBP, Inc. v. Alvarez

Holding that time spent walking between the locker room and the production area after donning protective gear is compensable work under the FLSA

Boudreaux v. Swift Transp. Co., Inc.

Explaining non-moving party's burden is not satisfied by "some metaphysical doubt as to the material facts, by conclusory allegations, by unsubstantiated assertions, or by only a scintilla of evidence"

Anderson v. Mt. Clemens Pottery Co.

Holding that, where employer's records are inadequate, "an employee has carried out his burden if he proves that he has in fact performed work for which he was improperly compensated and if he produces sufficient evidence to show the amount and extent of that work as a matter of just and reasonable inference."

Rule 56 - Summary Judgment

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

Rule 23 - Class Actions

Holding that, to certify a class, the court must find that "questions of law or fact common to class members predominate over any questions affecting only individual members"

Section 216 - Penalties

Holding employers liable for “unpaid minimum wages, or their unpaid overtime compensation”

Section 207 - Maximum hours

Establishing overtime rules

Section 203 - Definitions

Recognizing that "custom or practice" under a collective-bargaining agreement can make changing clothes noncompensable

Section 255 - Statute of limitations

Recognizing that not all FLSA wage and overtime claims are willful

Section 260 - Liquidated damages

Granting district courts the discretion to decline to award liquidated damages when good faith is shown

Section 211 - Collection of data

Providing that employers must "make, keep, and preserve" records of employees' hours

Section 202 - Congressional finding and declaration of policy

Finding that domestic service employees affect commerce

Section 254 - Relief from liability and punishment under the Fair Labor Standards Act of 1938, the Walsh-Healey Act, and the Bacon-Davis Act for failure to pay minimum wage or overtime compensation

Precluding compensation for certain travel that "occur either prior to the time on any particular workday at which such employee commences, or subsequent to the time on any particular workday at which he ceases, such principal activity or activities"

Section 516.2 - Employees subject to minimum wage or minimum wage and overtime provisions pursuant to section 6 or sections 6 and 7(a) of the Act

Listing records and information employers must keep

Section 785.11 - General

Interpreting the "suffer or permit to work" requirement to mean that an employer violates the FLSA when it "knows or has reason to believe that he is continuing to work and the time is working time."

Section 785.13 - Duty of management

Placing an affirmative duty on employers to oversee employees, and not rely on a promulgated rule only

Section 790.6 - Periods within the "workday" unaffected

Defining "workday" as "the period between the commencement and completion on the same workday of an employee's principal activity or activities ... includ[ing] all time within that period whether or not the employee engages in work throughout all of that period"

Section 790.8 - "Principal" activities

Explaining that the term "principal activities" was "considered sufficiently broad to embrace within its terms such activities as are indispensable to the performance of productive work "

Section 785.8 - Effect of custom, contract, or agreement

Providing that, with limited exceptions, hours worked are compensable irrespective of "custom, contract, or agreement not to pay for the time so spent"

Section 541.4 - Other laws and collective bargaining agreements