John Mann v. Michael Falk & Debra Falk, et al

Filing

Opinion issued by court as to Appellant Debra Falk. Decision: Affirmed. Opinion type: Non-Published. Opinion method: Per Curiam.

Case: 12-16434

Date Filed: 07/09/2013

Page: 1 of 11

[DO NOT PUBLISH]
IN THE UNITED STATES COURT OF APPEALS
FOR THE ELEVENTH CIRCUIT
________________________
No. 12-16434
Non-Argument Calendar
________________________
D.C. Docket No. 2:11-cv-14432-KMM

JOHN MANN,
on behalf of himself and
others similarly situated,
Plaintiff - Appellee,

versus
MICHAEL FALK AND DEBRA FALK,
d.b.a. Adelaide Shores RV Resort,
MICHAEL FALK,
individually,
DEBRA FALK,
individually,
Defendants - Appellants.
________________________
Appeal from the United States District Court
for the Southern District of Florida
________________________
(July 9, 2013)

Case: 12-16434

Date Filed: 07/09/2013

Page: 2 of 11

Before WILSON, PRYOR and ANDERSON, Circuit Judges.
PER CURIAM:
This appeal presents the issue whether a recreational vehicle park qualifies
as a recreational establishment that is statutorily exempt from providing its
employees overtime compensation under the Fair Labor Standards Act. John
Mann served for several years as the maintenance man and groundskeeper at the
Adelaide Shores RV Resort, and after he was fired, he sued the owners of the
resort, Michael and Debra Falk, for unpaid overtime compensation under the Act.
See 29 U.S.C. § 207(a)(1). The Falks moved for summary judgment on the ground
that Adelaide Shores was a recreational establishment exempt from the overtime
provision, but the district court ruled that Adelaide Shores did not qualify as a
recreational establishment and entered a partial summary judgment in favor of
Mann. See id. § 213(a)(3). After a jury awarded Mann more than $37,000 in
overtime wages, the Falks appealed the judgment against them. We affirm.
I. BACKGROUND
Adleaide Shores is a recreational vehicle park that caters to retirees who
travel to Florida during the winter. Adelaide Shores derives approximately 92
percent of its income from renting lots, and the remainder of its income from
selling recreational vehicles. Approximately 10 percent of the recreational vehicle

2

Case: 12-16434

Date Filed: 07/09/2013

Page: 3 of 11

lots are occupied permanently, while other lots are leased yearly and occupied
periodically. The residents of Adelaide Shores sign a residential lease agreement,
which refers to Adelaide Shores as the “landlord” and the residents as “tenants.”
All annual leaseholders and permanent residents are required to pay the majority of
their annual rent in November.
Michael Falk hired Mann to perform maintenance and landscaping tasks at
Adelaide Shores. Mann worked as an independent contractor from May 2004 until
August 2009, when Mann became Falk’s employee. While Mann worked at
Adelaide Shores, its residents could participate in free daily activities on its
grounds, and Adelaide Shores had golf professionals who provided lessons at
another site and coordinated trips to local golf courses. An activities committee
comprised of residents of Adelaide Shores organized many activities in the
community, and proceeds of the activities went to the committee, not to the Falks.
Between November 2010 and March 2011, Adelaide Shores hired an Activities
Director who received a lot for a recreational vehicle free of charge in exchange for
her services. In November 2011, Michael Falk fired Mann.
Mann complained of retaliation for protesting the denial of overtime
compensation, 29 U.S.C. § 215(a)(3), the denial of overtime wages, id. § 207(a)(1),
and unjust enrichment. Mann also included in his complaint a claim for

3

Case: 12-16434

Date Filed: 07/09/2013

Page: 4 of 11

declaratory relief, but he later dismissed that claim. The Falks answered that Mann
did not have a good faith, objectively reasonable belief that the denial of overtime
compensation was unlawful; Adelaide Shores was a recreational establishment that
was statutorily exempt from the overtime provision of the Fair Labor Standards
Act; and Mann’s claim for unjust enrichment was preempted by the Federal
Insurance Contributions Act. Later, the Falks moved for summary judgment on all
claims, and Mann moved for partial summary judgment regarding the Falks’
liability for unpaid overtime compensation.
The district court granted partial summary judgment to both parties. The
district court granted partial summary judgment to Mann on the ground that the
Falks were an employer under the Fair Labor Standards Act and Adelaide Shores
did not qualify as a recreational establishment. The district court granted summary
judgment in favor of the Falks on the ground that Mann’s claim of unjust
enrichment was preempted by the Insurance Contributions Act. Later, a jury found
that the Falks had not retaliated against Mann, but that the Falks had violated the
overtime compensation law and owed Mann $37,007.94 in unpaid wages.
II. STANDARD OF REVIEW
We review a summary judgment de novo and view the evidence in the light
most favorable to the nonmoving party. See Gregory v. First Title Of Am., Inc.,

4

Case: 12-16434

Date Filed: 07/09/2013

Page: 5 of 11

555 F.3d 1300, 1301 (11th Cir. 2009). Summary judgment is appropriate when
there exists no genuine issue of material fact and the moving party is entitled to
judgment as a matter of law. Fed. R. Civ. P. 56(a).
III. DISCUSSION
The Falks argue that Adelaide Shores satisfies the two-part test to be eligible
for the recreational exemption to the overtime compensation provision of the Fair
Labor Standards Act. The Falks contend that Adelaide Shores qualifies as a
recreational establishment because it is a destination getaway that offers activities
for its clientele and its income flow establishes that it is a seasonal business.
Because we conclude that Adelaide Shores does not qualify as a recreational
establishment, we need not reach the issue of whether the business is seasonal.
The Act requires employers to pay employees at least one and one-half times
their regular pay for hours worked in excess of 40 hours each week. 29 U.S.C.
§ 207(a). The Act contains numerous exemptions, including an exemption for
employees of amusement or recreational establishments. See id. § 213(a)(3).
Because the Act is remedial in nature, the recreational exemption is “construed
narrowly,” and the burden of proof rests with the employer seeking the exemption.
Alvarez Perez v. Sanford-Orlando Kennel Club, Inc., 515 F.3d 1150, 1156 (11th
Cir. 2008). To obtain the exemption, the employer must establish that its

5

Case: 12-16434

Date Filed: 07/09/2013

Page: 6 of 11

establishment qualifies as a recreational establishment and that the establishment is
seasonal:
The provisions of . . . section 207 of this title shall not apply with
respect to . . . any employee employed by an establishment which is
an amusement or recreational establishment . . . if (A) it does not
operate for more than seven months in any calendar year, or (B)
during the preceding calendar year, its average receipts for any six
months of such year were not more than 33 1/3 per centum of its
average receipts for the other six months of such year . . . .
29 U.S.C. § 213(a)(3).
The Act does not describe the qualities of a “recreational establishment,” but
the Department of Labor has issued an regulation interpreting the term. “We defer
to those regulations when the statutory language is ambiguous or the statutory
terms are undefined.” Josendis v. Wall to Wall Residence Repairs, Inc., 662 F.3d
1292, 1299 (11th Cir. 2011). The regulation defines a “recreational establishment”
as an “establishment[] frequented by the public for its . . . recreation.” 29 C.F.R.
§ 779.385.
Consistent with the regulation, our precedents establish that the business of a
recreational establishment is to provide amusement or entertainment for its
customers. This Court has held that a minor league baseball team provided the
type of “recreational activity” to qualify it as an amusement or recreational
establishment. Jeffrey v. Sarasota White Sox, Inc., 64 F.3d 590, 595 (11th Cir.

6

Case: 12-16434

Date Filed: 07/09/2013

Page: 7 of 11

1995). We also have recognized that a canine racetrack qualifies as an amusement
or recreational establishment. Alvarez Perez, 515 F.3d at 1156.
A recreational establishment must also sell recreation or entertainment as its
“principal activity.” Although it is clear that a baseball team and a racetrack derive
their income from the recreation that they provide, the issue is more complicated
for a business that promotes, but does not sell, recreational activities. When
presented with that dilemma in Brennan v. Texas City Dike & Marina, Inc., 492
F.2d 1115 (5th Cir. 1974), our predecessor court devised a “principal activity” test
to determine whether a business qualifies as a recreational establishment. Id. at
1119. In Texas City, the Marina argued that it qualified as a recreational
establishment because it supplied goods and services used “for recreational boating
and fishing in and on the Gulf of Mexico,” but we concluded that selling goods
used in those recreational activities was not enough. Id. at 1118–20. We
determined from the legislative history of the exemption and the opinions of the
Wage and Hour Administrator that the exemption applied to businesses that were
recreational enterprises, such as golf courses, amusement parks, carnivals, circuses,
sports parks, pari-mutuel racing parks, summer camps, sport boating, and fishing.
Id. at 1118. But we found it difficult to determine whether the Marina qualified as
a recreational enterprise because of the “variegated nature” of its business, which

7

Case: 12-16434

Date Filed: 07/09/2013

Page: 8 of 11

ranged from selling boats, trailers, and convenience items to performing boat
maintenance. Id. at 1119. We decided to classify the Marina based on “its
principal activity” as determined by “major income source.” Id. at 1119. Because
the Marina derived the majority of its income from “selling expensive recreational
hardware” like boats and trailers instead of providing recreation, we held that the
Marina was “ineligible for [an] exemption as a . . . recreational establishment.” Id.
at 1120.
The Wage and Hour Division of the Department of Labor has applied our
“principal activity” test to determine if a business qualifies as a recreational
establishment. Wage-Hour Op. Letter, No. 39 (Oct. 12, 2006). Although we do
not defer to opinions of the Wage and Hour Division as we do the regulations
promulgated by the Department, the opinions of the Division are “entitled to
respect . . . to the extent that those interpretations have the power to persuade.”
Christensen v. Harris Cnty., 529 U.S. 576, 587, 120 S. Ct. 1655, 1663 (2000). And
we find persuasive the opinion of the Division that a vacation cruise line was in the
business of recreation. Wage-Hour Op. Letter 39. The Division cited our decision
in Texas City and opined that the cruise line appeared to qualify as a recreational
establishment because the primary activity of its vessels involved entertaining
passengers. Id. The Division explained that, as long as the majority of the income

8

Case: 12-16434

Date Filed: 07/09/2013

Page: 9 of 11

was attributable to the “nature-related and sight-related aspects of the excursion[s]
and entertainment” portion of the ticket sales instead of “food, drink, lodging,
concessions, and gifts,” the cruise line qualified as a recreational establishment.
Id. And the source of the income mattered because the Division distinguished the
cruise line from a “resort hotel,” id., an entity that we have recognized derives its
income from selling the use of its premises, see Texas City, 492 F.2d at 1118
(stating that hotels and motels “[sold] the temporary use of their premises”).
The Division also concluded in an earlier opinion letter that a dude ranch did
not qualify as a recreational establishment. Wage-Hour Op. Letter, No. 1276 (May
6, 1994). The Division mentioned that the dude ranch provided “vacation
packages,” which “include[d] lodging at . . . [a] guest cabin[] or guest room[], all
meals, and a wide variety of recreational activities” that were “held or originate[d]
on the ranch’s premises.” Id. Despite its recreational activities, the Division
likened the dude ranch to a “resort hotel” and opined that the dude ranch did not
qualify as an amusement or recreational establishment. Id.
Based on our precedent in Texas Ranch and the persuasive opinions of the
Division, we conclude that Adelaide Shores RV Resort does not qualify as a
recreational establishment. The principal activity of Adelaide Shores is selling
recreational vehicle lots and recreational vehicles. See Texas Marina, 492 F.2d at

9

Case: 12-16434

Date Filed: 07/09/2013

Page: 10 of 11

1119. Adelaide Shores promotes and even provides some recreational activities,
but providing recreation is not its principal activity. The majority of recreational
activities at Adelaide Shores are organized and funded by the residents. Like a
resort hotel, Adelaide Shores uses the community activities to entice retirees to
visit and purchase a site for their recreational vehicle.
The Falks argue that its clientele visit Adelaide Shores for its recreation and
that necessarily makes the recreational vehicle park a recreational establishment,
but we disagree. Undoubtedly, retirees come to Adelaide Shores for recreation, but
that does not transform the business itself into a recreational entity. Under the
Falks’ reasoning, an establishment that provides recreation, but is not in the
business of recreation, like a store that sells pool supplies and toys, would qualify.
To accept the Falks’ argument would “permit an exemption to swallow the FLSA.”
Id.
The district court did not err when it entered judgment in favor of Mann’s
complaint for unpaid overtime compensation. Adelaide Shores did not qualify as a
recreational establishment because its principal activity, selling recreational
vehicles and leasing lots to house those vehicles, is not recreational in nature.
Because Adelaide Shores did not qualify for the exception to the overtime

10

Case: 12-16434

Date Filed: 07/09/2013

Page: 11 of 11

compensation law, it had to compensate Mann for the time he worked beyond that
required under the standard 40-hour workweek.
IV. CONCLUSION
We AFFIRM the judgment in favor of Mann for unpaid overtime
compensation.

11