In Seymore v. Metson Marine, a California appellate court held that it was not permissible for an employer to artificially designate the beginning of the work week in such a way as to circumvent the statutory requirement to pay overtime rates for the seventh consecutive day worked. Plaintiffs, employed as crew members on Metson's ships, worked 14-day shifts on the ships that started on a Tuesday at noon, and ended 14 days later. Plaintiffs contended that they should be paid overtime for the seventh and fourteenth day worked, in accordance with California Labor Code section 510. The employer, however, calculated overtime on the premise that the work week began at 12:00 a.m. on Monday and ended at 11:59 p.m. the following Sunday. Under this workweek schedule, the employer viewed plaintiffs as working six days on the first week, seven days on the second, and two days in the third week—thereby entitling them to just one day of overtime pay. While the trial court agreed with the employer, the appellate court reversed, ruling that any workweek the employer selects for the purpose of calculating overtime must correspond to the workweek actually observed by its employees.