A Federal District Court in Florida decided a case relevant to many types of service technicians who are required to be "on call for certain periods. In this case, a cable service technician was required to be "on call one week per month and, on termination of his employment, claimed that he was entitled to be paid overtime for these hours. When on call, he was required to carry a beeper and within one hour: (1) be available and sober, (2) retrieve his service vehicle at his home, (3) drive to the location of the outage, and (4) give the supervisor on call some type of update and progress report. Testimony has shown that he actually was, in one year, one out of every five and in the other, one out of every ten times. The Court noted that there is no explicit way to determine whether the time was spent predominantly for the employer's benefit or for the employee's, but noted that the restrictions must be severe for off time to be construed as work time for purposes of the FLSA. In this case, the restrictions were found not to be. The position of the Labor Department, however, is that if the on call restrictions go beyond being available at home or leaving a message, these additional restraints could require this time to be compensated.