A full-time safety and security assistant at a public school also coached the high school golf team. His coaching duties included supervising tryouts, coaching players during tournaments, conducting daily practices, transporting team members to matches, scheduling matches, communicating with parents, handling the team’s finances, and fundraising. In all, the coach spent an estimated 300 to 450 hours per year on his coaching activities, in addition to his full-time employment with the school district. For his services as coach, he received a “stipend” of a little over $2,000 per year, reimbursement for travel and other expenses, and paid administrative leave for coaching activities that occurred during school hours. He was paid separately and on an hourly basis for his work as a safety and security assistant. His continued employment was not predicated on his also agreeing to coach. He sought overtime pay for weeks in which the combination of his school duties and coaching required him to work more than 40 hours. The school contended that in his capacity as a golf coach, he was a volunteer with no entitlement to overtime pay. Was the coach an employee or volunteer with respect to his coaching activities?