Fact situation 1 [from Walsh (2013, p. 423)]:

An employee worked as a "field service engineer" for a company that sells robotic test- and inspection-equipment. He was paid a salary. He was the company's main contact with one of its largest clients, Max Media. His primary duty was to install, troubleshoot, and maintain the company's equipment used by Max Media. He also acted as a conduit for information between his employer and Max Media. Over the past year, he worked with crews to install ten machines, accounting for about 40 percent of his work time. He spent the remainder of his work time maintaining machines, responding to customer calls, learning about new systems, and completing paperwork. He was expected to keep his supervisor apprised of all his activities. Replacement parts for machines were stored at the home office and could be obtained only by going through his supervisor. The employee sued for unpaid over-time. The employer said that he was an exempt administrative employee.

What are the arguments for and against the employer's assertion that the employee was an exempt administrative employee? As a judge, how should this case be rule.