Sharp v. CGG Land (U.S.), Inc.

CGG Land (U.S.) Inc.’s employees (Employees) brought this collective action alleging violations of the Fair Labor Standards Act (FLSA). Employees were former hourly employees of CGG. CGG provided seismic-mapping services at remote locations throughout the United States. To reach the remote locations, CGG required employees to travel away from home and stay in hotels near remote job sites for four-to-eight-week intervals. Employees then returned home for about two-to-four week intervals before traveling again. Employees often worked more than forty hours per week while on location, and CGG paid them overtime based on Employees’ regular rates of pay. When CGG’s employees worked away from home, CGG provided them a $35 per diem for meals, including on days spent traveling to and from the remote locations. In determining Employees’ regular rates of pay, CGG didn’t include the daily $35 payments. Contesting this calculation method, Employees filed a collective action against CGG asserting that CGG violated the FLSA by calculating their overtime pay on undervalued regular rates of pay. After stipulating to material facts in the district court, the Parties each sought summary judgment. The district court granted summary judgment for CGG, agreeing with CGG that the $35 payments were exempt from the regular rates of pay under 29 U.S.C. 207(e)(2). On appeal, Employees argued that the district court erred in treating the $35 payments as exempt travel expenses under section 207(e)(2). Finding no reversible error in that determination, the Tenth Circuit affirmed summary judgment in favor of CGG. View "Sharp v. CGG Land (U.S.), Inc." on Justia Law