Hospitality Manager Overtime Compensation Denial

The court affirmed that the national collective bargaining agreement for the hospitality industry applied to a restaurant manager because, despite significant operational responsibility for areas like staffing and purchasing, the employee lacked ultimate decision-making authority in essential company matters, thus not qualifying as an executive exempt under the agreement. Furthermore, the court denied the claim for compensation for overtime, reasoning that although the employer failed to keep mandated time records, the employee was obligated to report unrequested overtime promptly to the employer, especially given the lack of formal time tracking, and the employee failed to provide sufficient proof of continuously recorded and reported overtime hours.