Determine whether the employee has a potential FLSA claim. Explain the legal basis for your conclusion. From an HR perspective list, explain and analyze five things an employer can do to ensure compliance with FLSA and avoid claims.

After listening to the FLSA tutorial, Mike does not have a clam. In the tutorial, Mike cited that he was due 36 hours in overtime payment for working out because his work out were related to him building physical strength for work. He also cited that he was given workout time while on the clock but felt that he that he needed additional workout time. According to the US Department of Labor (DOL), an employee must be compensated for the actual hours worked, whether it be time spent in trainings, lectures, meetings or any other occurrence during work hours (Dorris, 2009). The caveat here is if the employee voluntarily performs those assignments outside regular working hours, and the course, lecture, or meeting is not job related or the employee does not perform any productive work during attendance, then he or she is not covered un the FLSA.
I believe Mike is not covered because as stated above, his position as on the SWAT allots a predetermined amount of time for him to work out to remain in shape. These hours were determined to be adequate, therefore anything in excess of those hours are considered personal time. Since he is a part of the SWAT team, it is not unusual that he would spend more time in the gym or working out, it’s just that the excess time does not warrant compensation. In fact, it is encouraged that SWAT team members workout outside of their normal duty hours. The thirty six hours of additional work out time was not mandated by the organization he works for, but rather time he believed he needed. As outlined by The US Department of Labor, if an employee in his or her own right seeks independent training or any type of