Peter J. BRENNAN, Secretary of Labor, United States Department of Labor, Appellant-Cross-Appellee, v. MAXEY‘S YAMAHA, INC., et al., Appellee-Cross-Appellant.
Nos. 74-1354, 74-1478.
United States Court of Appeals, Eighth Circuit.
Submitted Jan. 8, 1975. Decided March 26, 1975.
513 F.2d 179
John J. Respeliers, Omaha, Neb., for Maxey‘s Yamaha.
Before GIBSON, Chief Judge, and HEANEY, and ROSS, Circuit Judges.
GIBSON, Chief Judge.
The Secretary of Labor brought this action to enjoin alleged violations of the Fair Labor Standards Act of 1938, as amended (FLSA),
On appeal the Secretary challenges (1) the trial court‘s finding that another Maxey‘s employee, Judith Holman, was not discharged in violation of
I. Discriminatory Discharge.
The Act2 prohibits discrimination against an employee who asserts or threatens to assert his or her FLSA rights. The Secretary charged Maxey‘s with having discriminatorily discharged Holman, an office worker, on July 28, 1972, because of her assertion of rights under the Act.
The discharge followed a 1972 investigation by the Department of Labor which disclosed minimum wage and maximum hour violations with regard to nine of Maxey‘s employees. At the Government‘s request, Maxey‘s promptly agreed to pay its employees all back wages found to be due and issued a check to each along with scheduled July 28 paychecks. At least five of the nine workers, however, were asked to endorse their back wage checks back to Maxey‘s and to sign wage receipt forms without actually receiving and retaining the check proceeds. Apparently these amounts were treated as loans to the company and later repaid.
The Secretary urges that the discharge of Holman by Maxey‘s president and sole owner, Mr. McBride,3 was discriminatory because it was prompted by Holman‘s complaint that her rights under the FLSA were being violated. McBride admitted that before July 28 he had no intention to fire Holman, but decided to
Where the immediate cause or motivating factor of a discharge is the employee‘s assertion of statutory rights, the discharge is discriminatory under
Holman‘s protest of what she believed to be unlawful conduct on Maxey‘s part was an act protected from reprisals and rendered her firing discriminatory regardless of the existence of other grounds for her discharge. As in Wirtz v. Ross Packaging Co., 367 F.2d 549 (5th Cir. 1966), she insisted on receiving and retaining her back wage check before signing her receipt and was promptly dismissed. Her discharge was a direct result of her insistence upon receiving retroactive benefits required under the Act. That a scheme was proved to exist in Wirtz but only believed to exist in the instant case does not deny Holman a remedy. Her reasonable belief was caused entirely by Maxey‘s conduct, and her lawful assertion of rights based on that belief must be protected. To hold otherwise would defeat the Act‘s purpose in
Three witnesses to the July 28 incident, McBride, Holman, and Mr. Rupiper, the company bookkeeper, testified as to the facts surrounding Holman‘s discharge. Holman testified that she first learned she was entitled to back wages on the morning of July 28 when she overheard McBride tell Rupiper to issue back wage checks to the employees from one account, to have the employees endorse them and sign government wage receipts, and then to deposit the checks in Maxey‘s account in another bank.4 She voiced her disapproval at the time, but to no avail.5 McBride then left and Rupiper presented a back wage check in the amount of $110.63 and a blank receipt to Holman, asking her to endorse
McBride testified to two conversations with Holman on July 28. The first, in the morning, occurred just after he learned of the Government‘s determination that back wages were due Maxey‘s employees. McBride admitted that he was displeased with having to pay back wages. This is understandable as is his reaction that the overtime back wages might not be merited. But the Government ordered the wages paid. If McBride wanted to contest the order, he was free to do so; otherwise he should have made payment without giving with one hand and taking back with the other. This does not mean that legitimate loans between the company and the employees could not have been mutually agreed upon. But in Holman‘s case there was no agreement. When McBride returned later that afternoon, Holman was still upset. He talked with her privately in his office and reportedly tried to calm her in order to explain why she was being paid the back wages, but she was out of control. Finally, because of her continuing outburst, McBride discharged her.8 McBride denied having personally ordered her to endorse the check and receipt without being paid.
Rupiper testified that he presented the check and receipt to Holman the morning of July 28. He admitted commenting to her that she did not deserve the money—suggesting that she should endorse the check back to the company—but he denied ordering her to do so.9
The District Court‘s finding that there was no scheme to deprive employees of their back overtime wages appears correct. The three employees who were owed the greatest amounts ended up as part owners of the business; however, the manner in which the back wage payments were discussed and presented to Holman did appear highly suspect and could readily have been viewed by her as a scheme to circumvent the Act. Many of the employees felt similarly about the pay-back or lend-back angle. Even Rupiper admitted that he understood why Holman felt cheated. Under these circumstances it was incumbent upon the employer to promptly and effectively dispel and correct any coercive atmosphere or erroneous impression that its tactics in issuing the checks and requesting an endorsement back to the company
While on appeal we do not try a case de novo and we give great weight and deference to trial court factual findings, we are convinced that the District Court‘s finding that discrimination played no part in Holman‘s discharge is clearly erroneous and must be set aside.
Certainly the court cannot place its imprimatur on these coercive tactics. While some employees cashed their checks at Maxey‘s, voluntarily loaned the cash directly back to the company, and apparently ended up owning part of the business, Holman was given no unfettered choice. While Holman‘s outburst and emotional conduct apparently played a role in her discharge, she did have a clear right to protest the antics and tactics employed by Maxey‘s in complying with the Act‘s demands. Maxey‘s tactics precipitated the incident which Maxey‘s uses as a basis for her discharge. Since Holman‘s interpretation, although erroneous, was reasonable, the fault lies with Maxey‘s in not handling the Government-ordered payments in a proper manner. Holman therefore should be compensated for the loss in wages she suffered as a result of her unlawful dismissal.
II. Prejudgment Interest.
The Secretary challenges the District Court‘s omission of prejudgment interest on the award of $1,708.54 representing unpaid overtime compensation due Mr. Holub. Although the Secretary demanded interest in his complaint, the trial court awarded none. The defendant contends it in good faith withheld the overtime wages because it considered Holub exempt under the Act as an executive or administrative employee. Good faith withholding by the employer, however, is no justification for penalizing the employee by denying prejudgment interest. Brennan v. City Stores, Inc., 479 F.2d 235, 241-42 (5th Cir. 1973); Hodgson v. Daisy Manufacturing Co., 445 F.2d 823 (8th Cir. 1971). Although there was a dispute as to the precise number of hours worked by Holub for the periods in question, the employer‘s breach of its duty to maintain adequate employment records is not an equitable basis for penalizing the employee. Cf. Anderson v. Mt. Clemens Pottery Co., 328 U.S. 680, 687-88, 66 S.Ct. 1187, 90 L.Ed. 1515 (1946).
Because the trial court in its memorandum opinion intimated no specific reason for denying the interest, we apply the general rule governing injunction proceedings under
III. The Exemption Under Section 213(b)(10).
Finally, in its cross-appeal, relying on Shultz v. Louisiana Trailer Sales, Inc., 428 F.2d 61 (5th Cir. 1970), cert. denied, 400 U.S. 902, 91 S.Ct. 139, 27 L.Ed.2d 139 (1970), Maxey‘s argues for the first time in these proceedings that the District Court‘s finding that Holub was not an exempt executive or administrative employee under the Act in turn compels a finding that he is exempt under
§ 213. Exemptions
* * * * * *
(b) The [maximum hour] provisions of * * * this title shall not apply with respect to—
* * * * * *
(10) Any salesman, partsman, or mechanic primarily engaged in selling or servicing automobiles, trailers, trucks, farm implements, or aircraft if employed by a nonmanufacturing establishment primarily engaged in the business of selling such vehicles to ultimate purchasers[.]10
Maxey‘s argues that the District Court‘s now uncontested finding that Holub spent more than fifty percent of his time doing actual repair work leads to the conclusion that he was primarily a mechanic, and that because a motorcycle dealership is not distinguishable from an automobile dealership, Holub is exempt under
While Maxey‘s contention that motorcycles are generically akin to automobiles has some logic to commend it, we are foreclosed from considering it because it was not raised below. Mitchell v. Williams, 420 F.2d 67, 68 n. 2 (8th Cir. 1969); Mid-Continent Petroleum Corp. v. Keen, 157 F.2d 310, 315 (8th Cir. 1946).
The judgment of the District Court is reversed and the cause remanded for entry of judgment in accordance with this opinion. Judith Holman is to receive damages in the appropriate amount for lost wages resulting from her discriminatory discharge, and Donald Holub is to receive prejudgment interest on the amounts of underpaid overtime compensation from the dates the wages became due. In all other respects the judgment of the District Court is affirmed.
Costs of this appeal are to be taxed against Maxey‘s.
ROSS, Circuit Judge (dissenting).
This is an extremely close case, but because the trial court had the best opportunity to view the witnesses and judge their credibility, I would defer to his determination that discrimination played no part in Holman‘s discharge. I concur in Parts II and III of Judge Gibson‘s opinion.