Case Problem 1: Company A sells airtime and infomercials on television. It employs telephone callers at $9 per hour. Company B, which is owned by the same parent company, does telephone collection calling of its clients' debtors, paying the same hourly rate of $9.

Employee C works 40 hours per week for Company A. He is also employed evenings for a total of 10 hours per week for Company B.

Should Company B be required to pay Employee C time-and-one-half for overtime compensation? [See Department of Labor, Wage and Hour Division, Opinion Letter of July 14, 2000, Attachment 1, 2000 WL 1537209.]

Case Problem 2: Cindy is a saleswoman. Four days a week she is "in the field," making sales calls. A typical workday, Monday through Thursday begins with her reviewing her schedule at her kitchen table over her morning coffee. She then spends the rest of her days making her calls, returning home in the late afternoon, where she does about an hour's worth of paperwork, submitting orders electronically to the home office. On Fridays, however, she is required to report to the home office, where she attends a mandatory sales meeting and works at her desk the remainder of the day. Is Cindy an outside salesperson who is exempt from the minimum wage and overtime provisions of the FLSA? Does your answer apply to Fridays, too? Provide a specific example.