McManaway v. Select Energy Services, LLC
Case Details
- Nature of Suit — the legal category of the dispute
- Labor: Fair Standards
- Status — whether other courts must follow this ruling
- Unknown
- Procedural Posture — the stage the case had reached
- consent decree
- State
- Ohio
- Circuit
- Sixth Circuit
Related Laws
No specific laws identified for this ruling.
Claim Types
Outcome
Court approved a Fair Labor Standards Act settlement agreement for $9,000, in which the employer agreed to pay the plaintiff $5,598 for unpaid overtime wages and liquidated damages, with the remainder allocated to attorney's fees and litigation expenses. The case was dismissed with prejudice.
What This Ruling Means
McManaway v. Select Energy Services, LLC Settlement Summary
What Happened
An employee named McManaway sued Select Energy Services, LLC, claiming the company failed to pay overtime wages owed under federal labor law. This type of violation—not paying workers for extra hours they worked—is called wage theft.
What the Court Decided
The court approved a settlement requiring Select Energy Services to pay $9,000 total. Of this amount, $5,598 goes directly to McManaway as compensation for unpaid overtime wages. The remaining funds cover attorney fees and court costs. The case is now closed and cannot be reopened.
Why This Matters for Workers
This settlement demonstrates that companies can be held accountable for not paying overtime wages. Workers who suspect their employer isn't paying them fairly for extra hours have legal options. If successful, they can recover both the wages owed plus additional damages. This case shows that pursuing wage theft claims can result in real compensation, encouraging workers to speak up about unpaid work.
This summary was generated to explain the ruling in plain English and is not legal advice.
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This ruling information is sourced from public court records via CourtListener.com. Case outcomes, claim types, and summaries are extracted using AI analysis and may be incomplete or inaccurate. It is provided for informational and educational purposes only and does not constitute legal advice.
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