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Freddie Brewer, et al. v. Alliance Coal, LLC, et al.
Date: 11-25-2025
Case Number: 20-cv-00041
Judge: David L. Bunning
Court: United States District Attorney’s Office in Pikeville
Plaintiff's Attorney:
Click Here For The Best Pikeville Employment Lawyer Directory
Defendant's Attorney:
Click Here For The Best Pikeville Commercial Litigation Lawyer Directory
Description:
Pikeville, Kentucky employment law lawyers represented the Plaintiff who sued on a Fair Labor Standards Act violation theory.
AI Overview
The Fair Labor Standards Act (FLSA) covers minimum wage, overtime pay, and child labor standards for most private and public sector employees. It mandates that employees receive at least the federal minimum wage, and overtime pay at a rate of time and a half for hours worked over 40 in a workweek. The act also prohibits oppressive child labor and includes specific provisions for recordkeeping and requirements for certain employers, like providing unpaid break time for nursing mothers to express breast milk.
Key areas covered by the FLSA
Minimum Wage:
Requires employers to pay covered employees at least the federal minimum wage.
Overtime Pay:
Mandates that employees who are not exempt from the law must be paid at least one and a half times their regular rate for all hours worked over 40 in a workweek.
Child Labor:
Restricts the employment of children, prohibiting them from working in jobs that are dangerous or detrimental to their health and well-being.
Recordkeeping:
Requires employers to keep specific records for their employees, including information about wages and hours worked.
Break Time for Nursing Mothers:
Requires employers to provide unpaid, reasonable break time for an employee to express breast milk for one year after the child's birth.
"Hours Worked":
Clarifies what time must be paid. Generally, this includes all time an employee is required to be on duty, on the employer's premises, or at a prescribed workplace.
This can include rest periods of 20 minutes or less.
Meal periods where the employee is not completely relieved of all duties are also considered work time.
Coverage:
Most, but not all, private and public sector employees are covered.
Employees engaged in interstate or foreign commerce are covered.
Many employees in executive, administrative, and professional roles have specific exemption criteria, while manual laborers and other "blue-collar" workers are generally entitled to minimum wage and overtime pay, regardless of how highly they are paid.
AI Overview
The Fair Labor Standards Act (FLSA) covers minimum wage, overtime pay, and child labor standards for most private and public sector employees. It mandates that employees receive at least the federal minimum wage, and overtime pay at a rate of time and a half for hours worked over 40 in a workweek. The act also prohibits oppressive child labor and includes specific provisions for recordkeeping and requirements for certain employers, like providing unpaid break time for nursing mothers to express breast milk.
Key areas covered by the FLSA
Minimum Wage:
Requires employers to pay covered employees at least the federal minimum wage.
Overtime Pay:
Mandates that employees who are not exempt from the law must be paid at least one and a half times their regular rate for all hours worked over 40 in a workweek.
Child Labor:
Restricts the employment of children, prohibiting them from working in jobs that are dangerous or detrimental to their health and well-being.
Recordkeeping:
Requires employers to keep specific records for their employees, including information about wages and hours worked.
Break Time for Nursing Mothers:
Requires employers to provide unpaid, reasonable break time for an employee to express breast milk for one year after the child's birth.
"Hours Worked":
Clarifies what time must be paid. Generally, this includes all time an employee is required to be on duty, on the employer's premises, or at a prescribed workplace.
This can include rest periods of 20 minutes or less.
Meal periods where the employee is not completely relieved of all duties are also considered work time.
Coverage:
Most, but not all, private and public sector employees are covered.
Employees engaged in interstate or foreign commerce are covered.
Many employees in executive, administrative, and professional roles have specific exemption criteria, while manual laborers and other "blue-collar" workers are generally entitled to minimum wage and overtime pay, regardless of how highly they are paid.
Outcome:
Settled for an undisclosed sum and dismissed.
Plaintiff's Experts:
Defendant's Experts:
Comments:
About This Case
What was the outcome of Freddie Brewer, et al. v. Alliance Coal, LLC, et al.?
The outcome was: Settled for an undisclosed sum and dismissed.
Which court heard Freddie Brewer, et al. v. Alliance Coal, LLC, et al.?
This case was heard in United States District Attorney’s Office in Pikeville, KY. The presiding judge was David L. Bunning.
Who were the attorneys in Freddie Brewer, et al. v. Alliance Coal, LLC, et al.?
Plaintiff's attorney: Click Here For The Best Pikeville Employment Lawyer Directory. Defendant's attorney: Click Here For The Best Pikeville Commercial Litigation Lawyer Directory.
When was Freddie Brewer, et al. v. Alliance Coal, LLC, et al. decided?
This case was decided on November 25, 2025.