readiness to serve, and idleness plays a part in all employments in a standby capacity. Readiness to serve may be hired, quite as much as service itself, and time spent lying in wait for threats to the safety of the employer’s property may be treated by the parties as a benefit to the employer. Whether time is spent predominantly for the employer’s benefit or for the employee’s is a question dependent upon all the circumstances of the case. Armour & Co. v. Wantock, 323 U.S. at 133, 65 S.Ct. 165. The FLSA’s § 6 requires employers to pay their employees a minimum wage. See 29 U.S.C. § 206(a). Deductions from employees’ paychecks, for whatever reason, that brings the employees’ pay under the minimum wage violates § 6. See Donovan v. Simmons Petrol. Corp., 725 F.2d 83, 84 (10th Cir.1983) (<HOLDING>). Cf. Dole v. Solid Waste Servs., Inc., 733
holding that the statute plainly exempted  all employees who were covered by the flsa before january 1 2007 holding that the employers deductions of cash register shortages and the amount of uncollectible checks accepted by its employees from the paychecks of employees who were on duty when the shortages occurred was a willful flsa violation holding that the question of whether any employees were actually deprived of overtime compensation because of employers no overtime policy in violation of the flsa should have been addressed only at the damages stage of the proceedings holding that a company exercising substantial control of the terms and conditions of the work of the employees is an employer under the flsa holding that employees may not contract away their flsa rights