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King v. MS Companies, LLC

United States District Court, N.D. Alabama, Southern Division

June 12, 2015




This opinion concerns a proposed FLSA settlement. In the complaint, plaintiffs D'Antwone King, Debbie Norris, and Rolanda Norris contend that defendant MS Companies, LLC violated provisions of the Fair Labor Standards Act, 29 U.S.C. §§ 201 et seq. The parties have agreed to settle plaintiffs' FLSA claims, and they have asked the Court to review the terms of the proposed settlement. (Doc. 35). For the reasons stated below, the Court approves the settlement because it is a fair and reasonable compromise of a bona fide dispute.


Defendant MS Companies places contingent workers at AGC, a facility in Alabaster, Alabama that produces and sells automotive glass for vehicles. (Doc. 25, ¶ 3). MS workers that are assigned to AGC inspect AGC's product. (Doc. 25, ¶ 3). Plaintiff D'Antwone King worked for MS at AGC's facility in Alabaster from May 2013 until January 2014 as an hourly production employee. (Doc. 25, ¶ 9). Plaintiff Debbie Norris worked for MS at AGC's facility in Alabaster from June 2013 until August 2013 as an hourly production employee. (Doc. 25, ¶ 10). Ms. Norris transferred to AGC's facility in Pell City in August 2013, then transferred back to AGC's Alabaster facility in September 2013, where she worked until October 2013. (Doc. 25, ¶ 10). Plaintiff Rolanda Norris also worked for MS at AGC's facility in Alabaster as an hourly production employee. (Doc. 25, ¶ 11).

MS paid the plaintiffs on an hourly basis, and plaintiffs received wages on a bi-weekly basis. (Doc. 25, ¶¶ 13, 14). The plaintiffs contend that they worked more than 40 hours per week and often worked as many as 168 hours in a two-week pay period, but MS would pay them for 60-80 hours during two-week pay periods at straight time rates of pay. (Doc. 25, ¶¶ 14, 15, 17). Plaintiffs assert that MS "shorted" them significant hours worked at both straight time and overtime rates. (Doc. 25, ¶ 15).

MS recorded plaintiffs' time on a weekly basis. (Doc. 25, ¶ 18). At some point, MS terminated a member of its management for stealing employees' hours and diverting pay to himself, but MS did not correct employees' pay after discovering this problem. (Doc. 25, ¶ 19). At a later time, MS switched to a handheld timekeeping system, which failed to properly record hours worked. (Doc. 25, ¶ 20). Plaintiffs allege that MS was aware that employee hours were improperly recorded and failed to correct the issue. (Doc. 25, ¶ 20). Because MS failed to accurately account for compensable time, the plaintiffs assert that MS deprived them of compensation and overtime pay in excess of the hours shown on their paychecks. (Doc. 25, ¶ 21).

In their complaint, the plaintiffs assert that MS (1) violated the Fair Labor Standards Act and (2) terminated Mr. King in retaliation for filing his FLSA claim. (Doc. 25). MS acknowledges that the FLSA authorizes this action and that this Court has subject matter jurisdiction over plaintiffs' claims. (Doc. 26, ¶ 5). In its answer, MS denied that it violated the FLSA. (Doc. 26, ¶ 23).

As part of their settlement negotiations, the parties exchanged payroll and personnel data, including but not limited to time records. (Doc. 35, p. 2, ¶ 2). Both parties agree that continued litigation would not produce more economically beneficial results than their stipulated compromise. (Doc. 35, p. 2, ¶ 4). In exchange for dismissal of this action with prejudice, MS has agreed to pay the plaintiffs an amount that exceeds the equivalent of 20 hours per week of overtime pay for each week in which the plaintiffs worked, as well as reasonable attorney's fees. (Tr. May 29, 2015 hearing).

On this record, the Court considers the parties' motion to approve the proposed settlement of plaintiffs' FLSA claims.


"Congress enacted the FLSA in 1938 with the goal of protect[ing] all covered workers from substandard wages and oppressive working hours.' Among other requirements, the FLSA obligates employers to compensate employees for hours in excess of 40 per week at a rate of 1 ½ times the employees' regular wages." Christopher v. SmithKline Beecham Corp., 132 S.Ct. 2156, 2162 (2012) (quoting Barrentine v. Arkansas-Best Freight System, Inc., 450 U.S. 728, 739 (1981)); see also 29 U.S.C. §§ 202, 207(a). Congress designed the FLSA "to ensure that each employee covered by the Act would receive [a] fair day's pay for a fair day's work' and would be protected from the evil of overwork' as well as underpay.'" Barrentine, 450 U.S. at 739 (emphasis in original). In doing so, Congress sought to protect, "the public's independent interest in assuring that employees' wages are fair and thus do not endanger the national health and well-being.'" Stalnaker v. Novar Corp., 293 F.Supp.2d 1260, 1264 (M.D. Ala. 2003) (quoting Brooklyn Sav. Bank v. O'Neil, 324 U.S. 697, 706 (1945)).

If an employee proves that his employer violated the FLSA, the employer must remit to the employee all unpaid wages or compensation, liquidated damages in an amount equal to the unpaid wages, a reasonable attorney's fee, and costs. 29 U.S.C. § 216(b). "FLSA provisions are mandatory; the provisions are not subject to negotiation or bargaining between employer and employee.'" Silva v. Miller, 307 Fed.Appx. 349, 351 (11th Cir. 2009) (quoting Lynn's Food Stores, Inc. v. U.S. ex. Rel. U.S. Dep't of Labor, 679 F.2d 1350, 1352 (11th Cir. 1982)); see also Brooklyn Sav. Bank v. O'Neil, 324 U.S. 697, 707 (1945). "Any amount due that is not in dispute must be paid unequivocally; employers may not extract valuable concessions in return for payment that is indisputedly owed under the FLSA." Hogan v. Allstate Beverage Co., Inc., 821 F.Supp.2d 1274, 1282 (M.D. Ala. 2011).

Consequently, parties may settle an FLSA claim for unpaid wages only if there is a bona fide dispute relating to a material issue concerning the claim. To compromise a claim for unpaid wages, the parties must "present to the district court a proposed settlement, [and] the district court may enter a stipulated judgment after scrutinizing the settlement for fairness." Lynn's Food, 679 F.2d at 1353; see also Hogan, 821 F.Supp.2d at 1281-82.[1] "[T]he parties requesting review of an FLSA compromise must provide enough information for the court to examine the bona fides of the dispute." Dees v. Hydradry, Inc., 706 F.Supp.2d 1227, 1241 (M.D. Fla. 2010). The information that the parties provide also should enable the Court "to ensure that employees have received all uncontested wages due and that they have received a fair deal regarding any additional amount that remains in controversy." Hogan, 821 F.Supp.2d at 1282. "If a settlement in an employee FLSA suit does reflect a reasonable compromise over issues, such as FLSA coverage or computation of back wages that are actually in dispute, " then a court may approve a settlement. Lynn's Food, 679 F.2d at 1354; see also Silva, 307 Fed.Appx. at 351 (proposed settlement must be fair and reasonable).

Based on the Court's review of the proposed settlement agreement and the information that the parties submitted regarding the terms of the proffered settlement, the Court finds that there is a bona fide dispute in this matter that supports the proposed settlement. The parties agreed on a settlement amount that is greater than the equivalent of 20 hours per week of overtime for each of the weeks in which the plaintiffs worked. This amount represents a fair and reasonable compromise based on the existing evidence regarding unpaid wages. Plaintiffs maintain that MS did not compensate them for all of the hours they worked on a weekly basis. MS denies that it failed to properly compensate the plaintiffs. The parties agreed upon a method to calculate the approximate compensation MS ...

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