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Plaintiffs,
COMPLAINT
COME NOW Plaintiffs Charles Battle, Errol Fernandez, Anthony Franklin, and Eric
PRELIMINARY STATEMENT
Department (RPD) and all were formerly members of RPDs Executive Protection Unit
(EPU). This proceeding seeks unpaid overtime for Plaintiffs, under the federal and state laws
damages under the Fair Labor Standards Act, 29 U.S.C. 201 et seq., as amended (FLSA or
the Act).
3. Count Two is brought under this Courts supplemental jurisdiction, also seeking
unpaid overtime, but pursuant to the enhanced relief provided by Va. Code 9.1-700, et seq. for
Virginia law enforcement personnel (the Virginia Law). Count Two seeks declaratory relief,
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injunctive relief, and to recover unpaid overtime compensation and liquidated damages pursuant
PARTIES
4. RPD is the primary law enforcement agency in the City of Richmond, Virginia
and is comprised of police officers and various clerical, administrative, and management
Va. Code 9.1-700. Defendant was Plaintiffs employer within the meaning of 29 U.S.C.
203(d) and Va. Code 9.1-700 and at all times relevant hereto.
6. Plaintiffs are, or were, residents of Virginia and are, or were, officers employed
by Defendant and were assigned to the EPU. At all times relevant hereto, Plaintiffs were officers
who are, or have been, employed by Defendant within the meaning of the FLSA, 29 U.S.C.
203(e)(1) and law enforcement employees within the meaning of Va. Code 9.1-700.
7. As members of the EPU during the relevant timeframe Plaintiffs were subject to
8. This Court has jurisdiction over this matter pursuant to 29 U.S.C. 216(b), 28
U.S.C. 1331, 2201, 2202 and seeks this Courts supplemental jurisdiction pursuant to 28
U.S.C. 1367.
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11. The EPU was established in 2005 under Mayor Douglas Wilder. Under Mayor
12. When Mayor Dwight Jones came into office, staffing on the EPU was slashed.
However, EPU members hours of coverage actually increased as Mayor Jones required more
13. At all times relevant to this action, the EPU was never comprised of more than 5
officers.
14. Prior to its disbandment in January of 2017 following the inauguration of Mayor
Levar Stoney, the EPU was tasked with providing security and transportation needs for the then
Mayor, Dwight Jones. In addition to providing security and transportation while the Mayor was
conducting official City business, they were also required to work at Mayor Joness request and
provide coverage outside of office hours as well as perform various non-law enforcement duties.
15. EPU officers were also required to provide coverage to various dignitaries
16. Though their detail was markedly different from that of other RPD officers such
as Patrol, Narcotics, or Homicide, the officers comprising the EPU remained employees of RPD.
Their timekeeping and pay checks were all processed through RPD systems.
17. The EPUs daily coverage for Mayor Jones typically began at 7:30 or 8:00am
with a text message from the Mayor indicating that he was ready for immediate pickup and
would generally not conclude until the Mayor retired for the evening, which meant that EPU
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18. Coverage for Mayor Jones was normally required 6 days a week. However,
coverage was at times required on Sundays as well. There were several occasions in which
Fernandez was required to provide transportation and security while Mayor Jones attended
Redskins games.
19. Prior to 2015, officers within the EPU were allowed to put in for overtime and did
so when appropriate. These officers accrued, and were paid for significant overtime.
20. During the Jones administration, the EPU was subject to considerable public
scrutiny due to both its cost, and presumably its conspicuousness. See for example Driving
Dwight Style Weekly, 11/2/2013; Mayor Jones security to be slashed Richmond Times-
Dispatch, 1/1/2016; Mayors security costs rise as police chief calls for more officers
Richmond Times-Dispatch 8/8/2015; Richmond City Council agrees to curtail mayors security
21. On information and belief, RPD and the City each had a hypersensitivity to the
perception that overtime paid to EPU was an example of wasteful government spending.
However, rather than adequately staff the unit or simply reduce or eliminate coverage to Mayor
Jones, RPD decided instead to prohibit payment of overtime earned by EPU members.
22. In May of 2015, EPU members were told by Chief Alfred Durham that they could
no longer claim overtime hours and would not be allowed to input such hours into the POS
timekeeping system and even those few permitted overtime entries were often deleted after the
fact.
23. For instance, after receiving a FOIA request in November of 2015 RPD Chief
Durham removed eight hours of previously earned overtime from EPU member Franklin that he
had worked providing security to a dignitary. Franklin was initially paid for these overtime
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hours. However, several months later, after receiving the FOIA request, Durham, or someone
acting on his behalf, retroactively deducted the hours from Franklins pay.
24. While this no overtime policy affected the number of hours EPU officers were
paid for, it had no effect on the number of hours they worked. EPU officers continued to work
25. On January 24, 2016, Chief Durham softened the prohibition on overtime
payment to EPU members, informing them that they would be allowed to put in for K time
(i.e. Compensatory Time) for overtime, but asked that they just dont kill [him]. However, this
thaw was fleeting as Chief Dunham reversed his position and reinstated the prohibition on
inputting overtime just a few days later after having received another FOIA request.
26. Since at least May of 2015 until January of 2017, EPU members were not allowed
to enter their own time into POS. Rather the Department did so for them and only in very rare
instances were overtime hours input for members of the EPU, despite such overtime hours being
consistently worked.
27. Coverage for Mayor Jones typically required two EPU members at a time and
sometimes three.
28. The sheer volume of hours that required coverage (6 days a week, 12-18 hours a
day, 2-3 Officers at a time) juxtaposed with the unit level (no more than 5 officers) meant that
considerable overtime hours (that is over 40 in a single week) were worked between May of
29. On information and belief, Plaintiffs Charles Battle, Errol Fernandez, and
Anthony Franklin all worked an average of 55 hours a week between May 2015 and January
2017, but were not paid for any hours in a week above 40. Plaintiff Eric Godfrey worked an
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average of 51 hours a week between May 2015 and January 2017, but was not paid for any hours
30. At all times relevant to this action, Plaintiffs were classified by RPD as FLSA
31. Plaintiffs perform, and have performed, functions which entitle them to payment
33. On information and belief, all of Defendants operations are centrally managed as
a single enterprise, and Plaintiffs are subject to common, uniform time-keeping and payroll
practices. Defendant has additionally established certain uniform payroll policies and practices
with respect to the payment of overtime compensation which applied to all individuals in the
EPU.
34. Pursuant to a March 1, 2017 tolling agreement, the parties have agreed that
Plaintiffs claims were tolled as of that date, such that the claims brought herein are all brought
within the two year statute of limitations for non-willful violations of the FLSA and/or the
Virginia Law.
35. At all times relevant hereto, Defendant was a public agency as that term is
36. Plaintiffs titles and job duties are specifically not exempt from the coverage of
the FLSA.
37. At all relevant times, Plaintiffs and other similarly situated employees have been
entitled to the rights, protections, and benefits provided under the FLSA and/or the Virginia Law.
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39. As members of the EPU, Plaintiffs duties consisted of providing security and
40. Defendant paid Plaintiffs on an hourly basis at all times pertinent to this action.
41. Plaintiffs worked regularly scheduled work hours which recurred each work week
or after each period of workweeks. Plaintiffs were generally scheduled to work based on a
twenty eight (28) day cycle. Federal law allows municipalities to diverge from the standard
FLSA overtime scheme under which employees are paid overtime for all hours worked over
forty (40) in a week. Pursuant to 29 U.S.C 207(k), municipalities are permitted to make an
election of a seven (7) to twenty eight (28) day cycle (with corresponding maximum hours
between 43 and 171). RPD has selected a 160 hour/28 day cycle.
42. In 2005, state law was amended to require that Virginia law enforcement officers
working for jurisdictions employing 100 or more law enforcement employees pay overtime
compensation for the difference in the regularly scheduled workweek, or, generally, one hundred
sixty (160) hours in a twenty-eight day period and the 171 hour federal maximum allowed by 29
43. Va. Code 9.1-701 further requires law enforcement employees be paid at an
overtime rate for all hours of work beyond the hours for which they are paid. In pertinent part
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44. Unlike the FLSA, which only counts hours actually worked toward overtime
entitlement (See 29 USC 207(e)(2)), Va. Code 9.1-703, titled Hours of Work, determines
overtime entitlement by the hours spent in paid status. It dictates that [f]or purposes of
that an employee works or is in a paid status during his regularly scheduled work hours shall be
45. From May 2015 through January 2017 Plaintiffs employment as members of the
EPU regularly required they work in excess of one hundred and sixty (160) hours in certain
twenty eight (28) day cycles, and/or alternately in excess of forty (40) hours in a seven (7) day
cycle.
46. From May 2015 through January 2017 Defendant did not pay Plaintiffs overtime
compensation for (a) all hours worked in excess of one hundred and sixty (160) hours in each
twenty eight (28) day period and (b) all paid status hours in excess of the one hundred and sixty
47. Moreover, since at least May of 2015 through January 2017, the paychecks
provided to Plaintiffs inaccurately reflected only 160 hours paid status hours for each 28 day
cycle, despite numerous cycles where that information was clearly and objectively false and
Plaintiffs were in fact required to work hours over 160 in a 28 day cycle.
48. State and federal law require that employers maintain accurate records of
employees time worked or in paid status for compensation purposes. See, e.g. 29 C.F.R 516 et
seq., Va. Code 9.1-703. Defendants provision of inaccurate hours worked and/or paid status
hours on paychecks have prevented employees from fully understanding the existence, detail,
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belief, Defendants misrepresentations of hours worked were knowingly made to avoid the
49. The City was well aware of the hours worked by Plaintiffs as well as its failure to
pay overtime. Plaintiffs, voicing concerns regarding the non-payment of overtime, have
compensation. On several occasions, Plaintiffs informed senior management that they were
required to work far more hours than they were being paid for, including typical security matters
as well as running errands for Mayor Joness family and transporting him on personal trips out of
state.
50. From May 2015 through January 2017, Defendant enforced a policy or practice of
suppressing the reporting of known hours worked beyond scheduled time by Plaintiffs. Efforts
to enforce this practice included instructing Plaintiffs not to submit overtime hours, supervisors
refusal to accept or submit overtime hours, chastising officers for attempted reporting of
overtime hours, and on at least one occasion retroactively deducting overtime that had already
COUNT ONE
VIOLATION OF THE FAIR LABOR STANDARDS ACT
51. At all times relevant to the matters alleged herein, Defendant engaged in a pattern,
practice or policy of not compensating Plaintiffs in accordance with state and federal mandates
52. The FLSA requires covered employers such as Defendant to compensate Police
Officers at a rate of not less than one and one-half times the regular rate of pay for work
performed in excess of the elected cycle length, in this case one hundred and sixty (160) hours in
a twenty eight (28) day period, and/or alternately forty (40) in a seven (7) day cycle.
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53. At all times relevant hereto, Defendant knew that federal wage laws, generally,
and the FLSA, specifically, applied to Plaintiffs and others similarly situated.
54. Defendant had knowledge of the FLSA requirements to pay Plaintiffs overtime
compensation for hours worked in excess of one hundred and sixty (160) hours in a twenty eight
(28) day period, and/or alternately forty (40) in a seven (7) day cycle.
55. Defendant had knowledge that Plaintiffs regularly worked well beyond the hours
RPD input into POS for them. Defendant required such off the clock work and freely accepted
the benefit of this time, and at a minimum suffered and permitted this practice.
56. Despite knowledge of their obligations under federal wage laws, including the
FLSA, Defendant required, suffered and permitted Plaintiffs to routinely work in excess of one
hundred and sixty (160) hours in a twenty eight (28) day period, and/or alternately forty (40) in a
seven (7) day cycle, without paying all overtime compensation due.
57. Defendant had an obligation under the FLSA to maintain accurate records of time
worked by employees.
58. Defendant failed to maintain accurate time records of the time Plaintiffs expended
59. Plaintiffs are entitled to statutory damages equal to the mandated overtime
premium pay within the three (3) years preceding the filing of this Complaint.
60. Defendant has not acted in good faith with respect to their failure to pay overtime
compensation. Defendant had no legitimate reason to believe their actions and omissions were
not a violation of the FLSA, thus entitling Plaintiffs to recover an award of liquidated damages in
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COUNT TWO
VIOLATIONS OF VA. CODE 9.1-700 et seq.
61. Defendant has violated Va. Code 9.1-701 through 9.1-703 by depriving
62. Defendants policy and practice of not allowing Plaintiffs to put in for overtime
for hours worked and/or in paid status above one hundred and sixty (160) in a twenty eight (28)
day cycle, and/or alternately forty (40) in a seven (7) day cycle, violates Va. Code 9.1-700 et
63. Pursuant to Va. Code 9.1-704, Plaintiffs are entitled to payment of the withheld
overtime compensation, an additional presumed doubling of that amount, and payment for
64. Defendants creation of manifestly false pay stubs served to actively conceal the
Defendants ongoing failure to account for and pay overtime compensation owed pursuant to Va.
A. Enter judgment declaring that the acts and practices complained of herein are
shown to be due for unpaid overtime compensation, with pre-judgment interest, against
Defendant;
liquidated damages;
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E. Enter judgment awarding Plaintiffs reasonable attorney's fees and costs of this
suit;
F. Grant such other and further relief as this Court deems necessary and proper.
future;
deprived wages, and a doubling of the same pursuant to Va. Code 9.1-701 through 9.1-704.
E. For such other and further relief to which Plaintiffs may show themselves justly
entitled.
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Respectfully submitted,
By:_____/s/________________________
Counsel
Harris D. Butler, III, (VSB No. 26483) Craig Juraj Curwood (VSB No. 43975)
Zev H. Antell (VSB No. 74634) Philip Justus Dean (VSB No. 86335)
Butler Royals, PLC Curwood Law Firm, PLC
140 Virginia Street, Ste 302 530 E. Main Street, Suite 710
Richmond, Virginia 23219 Richmond, VA 23219
Telephone: (804) 648-4848 Telephone: (804) 788-0808
Facsimile: (804) 237-0413 Fax: (804) 767-6777
harris.butler@butlerroyals.com ccurwood@curwoodlaw.com
zev.antell@butlerroyals.com pdean@curwoodlaw.com
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