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Plaintiff Andrew Jones, representing a class of current and former coil tubing crew members, filed an action against Cretic Energy Services, alleging unpaid overtime wages in violation of the Fair Labor Standards Act. Jones claimed that the defendant uniformly misclassified him and other crew members as exempt, paying them a salary and day-rate despite routinely working over forty hours per week. The court considered Jones's motion for conditional class certification, which defendant opposed on grounds that the proposed class, including both operators and supervisors, was overly broad and not similarly situated. Applying the lenient Lusardi two-stage analysis at the notice stage, the court found sufficient evidence that both operators and supervisors on coil tubing crews were similarly situated regarding job requirements and payment provisions. Consequently, the court granted conditional certification for a collective action, defining the class to include all current and former coil tubing crew employees from December 9, 2012, who received a salary and/or additional compensation, and approved the notice distribution parameters.
Jones v. Cretic Energy Services, LLC is a workers' compensation case decided in District Court, S.D. Texas. This case addresses legal issues related to compensation claims, benefits, and court rulings.
It is commonly referenced in legal research involving workers' compensation laws in District Court, S.D. Texas.
Full Decision Text1 Pages
Plaintiff Andrew Jones, representing a class of current and former coil tubing crew members, filed an action against Cretic Energy Services, alleging unpaid overtime wages in violation of the Fair Labor Standards Act. Jones claimed that the defendant uniformly misclassified him and other crew members as exempt, paying them a salary and day-rate despite routinely working over forty hours per week. The court considered Jones's motion for conditional class certification, which defendant opposed on grounds that the proposed class, including both operators and supervisors, was overly broad and not similarly situated. Applying the lenient Lusardi two-stage analysis at the notice stage, the court found sufficient evidence that both operators and supervisors on coil tubing crews were similarly situated regarding job requirements and payment provisions. Consequently, the court granted conditional certification for a collective action, defining the class to include all current and former coil tubing crew employees from December 9, 2012, who received a salary and/or additional compensation, and approved the notice distribution parameters.
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