A local employer has set up a flexible work scheduling system for its sales reps.$$ They may log off their computers and take breaks at any time and for any duration.$$ However, they are paid only for the time they are at their workstations, logged on$,$ and working for the employer.$$ Breaks of under $90$ seconds are not counted against the employees' paid time.$$ A Fair Labor Standards Act claim was filed, arguing the sales reps should be paid for breaks extending beyond $90$ seconds.$$ The result in this case will be: