Crews of operators at a company that services and drills natural gas wells work twelve-hour shifts for seven consecutive days, followed by seven days off. The operators were scheduled to work from Tuesdays through Mondays A Tuesday-to-Monday workweek was used for purposes of calculating the operators’ pay, in contract to the Sunday-to-Saturday workweek that the energy company used for its office employees and truck drivers. The company subsequently decided to change the operators’ workweek to the same Sunday-to-Saturday workweek it used for other employees. The company announced the change in a memo that advised operators that “[t]here will be no adjustment to your workweek, which will remain from Tuesday-Monday but you will begin to have a reduction in overtime hours as your work week will be split into 2 payroll periods.” The company justified the change by saying that it was more administratively efficient to have a single workweek and that it reduced overtime costs. Operators complained that they were not being paid for only twenty hours overtime within the same work week, even though they worked eighty-four or more hours in each week that they were on. A group of operators sued, saying that it violated the Fair Labor Standards Act to change their workweek for the purpose of depriving them of overtime pay. What should the court decide? Why?