In Falcon Et Al

In Falcon et al. v. Starbucks Corporation, after Starbucks reclassified the assistant store managers (ASMs) from exempt to nonexempt for FLSA purposes, changing their job duties but not their labor budgets and discouraging overtime, the court found that:

A) reclassifying an employee after the employee has begun work violates the FLSA.
B) maintaining a policy of discouraging overtime is unlawful and could, along with other factors, lead to a consistent pattern of FLSA violations.
C) maintaining a policy of discouraging overtime, while not unlawful, could, along with other factors, lead to a consistent pattern of FLSA violations.
D) reclassifying the ASMs from exempt to nonexempt was an improper reclassification and the ASMs should indeed be exempt and not qualified for overtime compensation.