In the case of Hanna v. American Cruise Lines, Inc., Rimon Hanna filed a lawsuit against American Cruise Lines (ACL), for unpaid overtime wages. Hanna was an Executive Chef for ACL and claimed that he was entitled to overtime pay.
The main argument in the lawsuit is whether Hanna qualified as a “seaman” under the Fair Labor Standards Act (FLSA). If Hanna is considered a seaman, he would be considered exempt from overtime compensation. ACL argued that Hanna was indeed a seaman and, therefore, was not entitled to overtime pay. On the other hand, Hanna claimed that he performed duties that went beyond those of a seaman.
It was made known that as an Executive Chef, Hanna was responsible for procuring and preparing meals for both the crew and passengers and was an aid in the operation of the transportation vessel. These characteristics fall within the definition of a seaman under the FLSA regulations.
After considering the arguments, the court ruled in favor of ACL. It was concluded that Hanna was indeed a seaman under the FLSA. Ultimately, Hanna’s claim for overtime compensation was dismissed.
Key lessons from this case:
- The character of the work performed by an employee is more important than their job title in determining their status under the FLSA.
- The primary factor in determining seaman status is whether the employee’s work contributes to the vessel’s transportation function.
- Even if an employee spends a significant portion of their time performing non-seaman duties, they may still qualify as a seaman if their overall employment is primarily focused on aiding in the vessel’s transportation function.
If you want to know more about overtime regulations, read our guide on Connecticut Overtime Laws.
