In the case of Coleman v. Independent School District No. 1-41 of Oklahoma County, Abram Coleman filed a lawsuit against the Independent School District (the “District”) for unpaid coaching and overtime wages. Coleman was employed by the District as a teacher assistant/paraprofessional.
Coleman had a specified work schedule and hourly rate, but his contract did not mention any coaching duties or compensation for coaching. However, in addition to his paraprofessional role, Coleman also served as an assistant varsity girls’ basketball coach. There was a dispute regarding the payment for this coaching role, its impact on overtime eligibility, and whether there was an oral agreement to increase his wages.
The District ended up terminating Coleman’s employment, which led to the filing of this lawsuit. The District argued against Coleman’s claims by stating that he was paid in full for any wages. The District also contends that the Court should only consider the written contracts and asserts inconsistencies in Coleman’s claims. Coleman argued that the written contract did not cover coaching duties and that there was a dispute regarding the terms of his coaching agreement and FLSA violations.
The Court found that the written contract did not encompass the entire employment agreement and concluded that the dispute of material fact should be decided by a jury. That being said, the court decided that this case would proceed to trial. The final ruling of the overall case is undetermined.
Key lessons from this case:
- A written employment contract can establish the terms of employment, including work hours and compensation, but it may not cover all conditions of employment.
- An employment contract is usually used to determine overtime eligibility as it contains an employee’s job duties and responsibilities.
- Employees should discuss their job responsibilities with their employer beforehand to ensure appropriate compensation.
If you want to know more about overtime regulations, read our guide on Oklahoma Overtime Laws.
