In Integrity Staffing Solutions, Inc. v. Busk, 135 S. Ct. 513 (2014) (No. 13-433), former employees brought an action alleging that their former employer violated the Fair Labor Standards Act (“FLSA”).  The employer required its employees, warehouse workers who retrieved inventory and packaged it for shipment, to undergo an anti-theft security screening before leaving the warehouse each day.  In reversing a Ninth Circuit decision, the U.S. Supreme Court held that the employees’ time spent waiting to undergo those security screenings is not compensable under the FLSA.  The Act, the Department of Labor’s regulations, and the Court’s prior decisions all provide that employers need not compensate employees for activities which are preliminary or postliminary to their principal activities.  The Court thus reasoned that the key issue was whether the employee’s screenings were an “integral and indispensable” part of the principal activities the employees were employed to perform.  The Court found that they were not, because the screenings were not “an intrinsic element” of retrieving products from the warehouse or packing them for shipment; the employer could have eliminated the screenings without impairing the employees’ ability to complete their work.  Therefore, the screenings were merely postliminary activities for which no compensation was required under the FLSA.