Thus, in certain situations, an employee’s wages may include “the reasonable cost, as determined by the Administrator, to the employer of furnishing such employee with board, lodging, or other facilities.”  29 U.S.C. § 203(m).  However, such reasonable cost of lodging can only be computed when determining the employee’s regular rate of pay, such as when assessing whether the employee’s regular rate comports with the FLSA’s minimum wage requirements; it is not to be considered payment for overtime wages.  Pineda v. JTCH Apartments, LLC, No. 3:13-cv-0588-B, 2015 WL 5052241 at *5 (N.D. Tex. Aug. 26, 2015)

Pineda v. JTCH Apartments, LLC, No. 3:13-cv-0588-B, 2015 WL 5052241 (N.D. Tex. Aug. 26, 2015) (Boyle)