Georgia County Facing FLSA Overtime and Retaliation Lawsuit from Former Fire Lieutenant

A former Fire Lieutenant from the Chatham County Fire Department has filed a federal lawsuit against his old employer alleging multiple violations of the Fair Labor Standards Act (FLSA). The lawsuit, which was filed by James Zeigler on March 2, 2026, in the United States District Court for the Southern District of Georgia, contains allegations that the county’s pay practices violated several provisions of the FLSA and that county officials retaliated against him after questioning these practices.

According to the complaint, Zeigler began working for the Southside Community’s Fire Protection Department in 2006. However, on July 1, 2024, the county assumed control of that department he became an employee of the Chatham County Fire Department. While employed by the county, Zeigler worked a 24/48 schedule for an average of 56 hours per week and the county adopted a 27-day work period for its §207(k) firefighting personnel. The complaint describes the pay structure as follows:

• Salary covering straight time up to 204 hours per 27-day work period;
• “Scheduled” overtime paid at 0.5 times the regular rate for hours 204–216; and
• 1.5 times the regular rate for hours over 216.

However, the complaint also alleges the county:

• Shifted hours worked across 27-day work periods to “smooth” paychecks;
• Processed payroll before the close of the 27-day work period and pushed end-of-period overtime into later checks;
• Made manual adjustments including “negative” hours as an offset to reduce straight-time earnings due and/or delay or reduce overtime compensation; and,
• Failed at times to include all remuneration in the regular rate, including but not limited to EMT pay.

As a result of the above allegations Zeigler claims that he failed to receive all overtime owed and at times received overtime in an “untimely manner.”

The complaint also contains allegations of FLSA retaliation. According to Zeigler, he engaged in protected activity by making internal complaints to management and/or human resources [HR] about unpaid, underpaid, and/or incorrect wages. He also allegedly emailed HR to “question directives restricting employees from contacting HR about pay discrepancies.”

The complaint alleges that shortly after this protected activity Zeigler was issued a verbal warning for taking a brief nap during a 24-hour shift, received a written warning for “insubordination” related to a delay in confirming attendance at an officer academy class, and was even reprimanded for contacting HR regarding possible pay discrepancies. According to Zeigler these actions showed a pattern of adverse employment actions shortly after raising issues concerning his pay.

Zeigler is seeking:

• Unpaid overtime wages;
• Back pay and liquidated damages;
• Reinstatement or front pay in lieu of reinstatement;
• Liquidated damages for retaliation;
• Costs and attorneys’ fees; and
• A jury trial

Here is a copy of the complaint.