The Seventh Circuit affirmed. It held that the record showed that: (1) plaintiffs' regular pay exceeded 1.5 times federal minimum wage; (2) more than half of plaintiffs' compensation was in form of commissions pursuant to a "point system;" and (3) defendant's business qualified as retail or service establishment. The Seventh Circuit also held that the fact that plaintiffs worked irregular hours and days at various times of year that often included working more than 8 hours per day justified exemption from overtime pay requirement.
The Seventh Circuit rejected plaintiff's argument that the defendant did not qualify as retail or service establishment since, according to plaintiffs, defendant's sale of its window-washer services lacked retail concept.