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I
n a recent precedential decision, the Third Circuit Court of Appeals addressed a critical issue for employers: whether they must compensate employees for the actual time spent on work-related activities, even if they are lollygagging. Or can an employer comply with the Fair Labor Standards Act (FLSA) by paying employees a reasonable amount instead?
T
he case involved an employer that required workers to wear uniforms and, in some cases, additional protective equipment like safety glasses, shoes, hard hats, and respirators. Furthermore, employees must shower after their shifts to remove any contaminants.
T
he U.S. Department of Labor sued the company for