ABM Industries supervisor claims company failed to pay overtime—HR teams urged to review compliance
A Florida supervisor has taken ABM Industries to federal court, accusing the company of failing to pay for overtime and off-the-clock work—an issue that resonates with HR leaders everywhere.
Filed on November 7, 2025, in the United States District Court for the Middle District of Florida, the case centers on Theresa Hagan, a Supervisor of Valet Attendants at Advent Health Ocala Hospital. Hagan alleges she regularly worked more than 40 hours a week for ABM Industries Incorporated, a large facilities services company, but was not paid for all the extra hours she worked.
According to the filing, Hagan’s role involved supervising valet attendants, checking staff uniforms, covering lunch breaks, and assisting with parking as needed. She claims her responsibilities extended beyond her scheduled shift. Hagan says she was expected to answer work-related calls and texts after hours and on weekends, and sometimes had to return to the hospital after clocking out to address issues such as lost car keys or waiting for locksmiths.
Hagan’s employment with ABM Industries is described as running from approximately January 6, 2020, to May 2022, and then again from December 2022 to the present. She states she was classified as a non-exempt, hourly employee, subject to overtime requirements under federal law. The complaint alleges that ABM Industries did not accurately record all her work hours and paid her for some, but not all, of the overtime she worked.
The filing also points to a challenge familiar to HR teams: managing expectations around employee availability and overtime. Hagan claims that even after being told by managers to reduce her overtime hours, her job duties and responsibilities were not changed, and she was still required to be available outside of regular hours, resulting in more unpaid work.
ABM Industries is described in the complaint as a foreign profit corporation with a principal address in New York, annual gross revenues of more than $500,000 over the past three years, and employing hundreds to thousands of employees. The case is particularly relevant for HR professionals responsible for wage and hour compliance in large organizations.
Hagan is seeking unpaid overtime compensation, liquidated damages, attorneys’ fees, and other relief. The court has not made any findings, and all allegations remain unproven at this stage.
For HR leaders, the case serves as a reminder of the importance of clear overtime policies, accurate timekeeping, and realistic expectations around after-hours work. As wage and hour disputes continue to arise, especially for large employers, the need for compliance and vigilance remains front and center. This case, while still in its early stages, is already prompting conversations about best practices and the risks of overlooking overtime obligations.
