Last Updated on July 15, 2025

A federal lawsuit filed in July 2025 against Honda’s Marysville Auto Plant in Ohio has the potential to impact how employers approach wage and hour compliance under the Fair Labor Standards Act (FLSA). A current employee has alleged that Honda failed to properly compensate him- and potentially others- for work done before and after his shift, raising serious concerns about compliance with federal wage laws.

The case, Scott v. Honda Development & Manufacturing of America, LLC,is still in its early stages but may evolve into a broader collective action, which could significantly expand the scope and liability.

Lawsuit Overview

The lawsuit, brought by Joab Scott, an employee at the Marysville Auto Plant since 2006, alleges that Honda required employees to work more than 40 hours per week without receiving legally mandated overtime pay. Under the FLSA, non-exempt employees must be paid one and one-half times their regular rate of pay for all hours worked beyond 40 in a workweek.

The plaintiff claims Honda failed to accurately track work hours and compensate overtime accordingly- an alleged violation of the FLSA’s wage and hour provisions. In the complaint, Scott said he is expected in Honda’s locker room half an hour before starting work, as well as spending extra time at the end of his shift walking to and being in the locker room. If proven, this failure could entitle affected employees to back pay, liquidated damages (equal to the unpaid wages), and attorneys’ fees.

The lawsuit details Scott’s timeline at work. Although his scheduled shift is from 6:00 a.m. to 2:30 p.m., he arrives at 5:30 a.m. to begin preparatory activities. Upon arrival, he dons required personal protective equipment-including a bump cap, Kevlar sleeves and gloves, earplugs, steel-toed boots and other safety gear- which takes approximately 10 to 15 minutes. He then walks another 10 to 15 minutes to reach his workstation. Once there, he performs additional setup tasks lasting 5 to 10 minutes before officially clocking in. At the end of his shift, Scott clocks out at his workstation before beginning the process of walking back to the locker room and removing his protective gear. This post-shift routine takes an additional 20 to 30 minutes, none of which is counted as compensable time under his current pay structure.

The lawsuit aims to establish a class that includes current and former production associates employed within the past three years. Eligible individuals would be given the opportunity to “opt in” to join the litigation. According to the complaint, the proposed class could involve more than 100 affected workers.

Legal Context and FLSA Requirements

The Fair Labor Standards Act is a federal law that establishes minimum wage, overtime pay, recordkeeping and youth employment standards. Employers are required to:

• Maintain accurate records of hours worked by non-exempt employees
• Pay overtime for hours worked beyond 40 in a workweek
• Prevent unauthorized off-the-clock work
• Ensure payroll systems accurately reflect actual hours worked

Failure to meet these requirements, whether intentional or due to system failures, can lead to significant financial and legal consequences, including back wages, liquidated damages, civil penalties and potential criminal prosecution, as well as potential lawsuits filed by employees (as noted with Scott v. Honda Development & Manufacturing of America, LLC).

Implications for Employers

All employers (and particularly those with large, hourly workforces) should closely monitor this case as it proceeds. This case reinforces the importance of:

• Conducting regular FLSA audits of timekeeping and payroll systems
• Ensuring proper classification of employees as exempt or non-exempt
• Providing training to supervisors on compliance with working hour regulations
• Responding promptly to employee concerns related to pay

Employers cannot rely solely on automated systems or assumptions. Human oversight and proactive compliance measures are essential.

MyHRConcierge: Your Resource for FLSA Compliance and Peace of Mind

In an era of increased scrutiny and complex litigation, taking preventive action is essential. If you are uncertain whether your current practices align with FLSA requirements, now is the time to review and address any gaps, before they become the subject of a lawsuit.

MyHRConcierge offers a comprehensive suite of HR management solutions tailored to help employers navigate the complex landscape of FLSA compliance effectively. By leveraging their expertise, businesses can minimize the risk of costly litigation and enhances overall workforce satisfaction by ensuring compliance with federal regulations. Contact MyHRConcierge today at 855-538-6947 ext. 108 or at ccooley@myhrconcierge.com. Or, schedule a free consultation at a convenient time for you below: