A recent lawsuit claims that certain workers were not paid properly for all hours worked, including overtime, raising questions about compliance with federal wage laws. The complaint was filed by Antonio Godoy on April 1, 2026, in the United States District Court for the Eastern District of Louisiana against Southern Air, L.L.C. and Trahan’s Heating & Cooling, L.L.C.
According to the court filing, Godoy brings this case individually and on behalf of other similarly situated employees under the Fair Labor Standards Act (FLSA). He alleges that both defendants employed service technicians to provide HVAC, plumbing, electrical, and generator services but failed to pay these workers for all compensable time worked—including overtime—and did not include commissions or other non-discretionary payments in their regular rate of pay when calculating overtime.
The complaint outlines that Trahan’s Heating is operated and managed by Southern Air. It further states that Southern Air acquired Trahan’s Heating around 2022 through its parent company Apex Service Partners. Since then, Southern Air has allegedly managed payroll policies across its local service companies in Louisiana and Mississippi. Godoy claims that while local companies may issue paychecks directly to technicians, Southern Air controls how they are paid and sets key policies regarding compensation.
Godoy worked as a service technician from March 25, 2025 to February 27, 2026. He describes his regular schedule as Monday through Friday from 8:00 a.m. to 4:00 p.m., with additional on-call shifts during weeknights or weekends. Before September 2025, technicians were paid their regular rate for all scheduled hours—including so-called “idle time” when work was not immediately available—and overtime was calculated based on total hours worked plus call-out work during on-call shifts.
The lawsuit reports that beginning in September 2025, at the direction of Southern Air representatives, the companies changed their payroll practices by eliminating payment for idle time during regular shifts. Godoy alleges this change meant idle time was excluded from both pay and overtime calculations even though technicians were required to be present at work during those periods. After complaints from employees, Southern Air reversed part of this policy in January 2026 but continued to exclude idle time from overtime calculations if it would result in more than forty hours per week.
The complaint provides specific examples: During one week in early February 2026, Godoy says he worked approximately 47.52 hours including idle time but was only paid for forty hours plus commissions; similarly, in July 2025 he worked fifty-four hours with earned commissions but alleges his commission earnings were not included when calculating his overtime premium.
Godoy asserts these practices violate FLSA requirements that covered employees be compensated at one-and-a-half times their regular rate for all hours over forty per week. He also claims defendants failed to keep adequate records as required by law regarding actual hours worked and conditions of employment.
The filing accuses both companies of acting willfully and with reckless disregard for FLSA provisions by implementing policies designed “to willfully skirt Defendants’ overtime obligations.” Godoy further states he complained about these issues to supervisors but has not received promised backpay or full compensation owed.
As relief from the court, Godoy seeks an order authorizing preliminary discovery into whether other employees are similarly situated; recognition of the case as a collective action; judgment awarding unpaid back wages; liquidated damages equal to unpaid compensation; costs; attorneys’ fees; pre- and post-judgment interest; and any further relief deemed appropriate by the court.
Attorneys listed on the complaint are Philip Bohrer and Scott E. Brady of Bohrer Brady LLC in Baton Rouge. The case is identified as Civil Action No.: 2:26-cv-00684.
Source: 226cv684_Antonio_Godoy_v_Southern_Complaint_Eastern_District_of_Louisiana.pdf