26.  Plaintiff incorporates the preceding paragraphs by reference as if set forth fully in  this section.   27.  Defendant employs/employed numerous oilfield workers in connection with its  drilling operations throughout locations in the United States. Those workers work/worked on  and/or in support of Defendant’s drilling rigs which drill/drilled for oil and or natural gas in  locations such as the Bakken Shale, Marcellus Shale, Permian Basin, Eagle Ford Shale and  others.    28.  Defendant’s drilling rigs operate/operated from numerous yards/sites of  employment around the United States, including yards/sites of employment in or around San  Antonio, Texas and Springtown, Texas. Oilfield workers worked at/from/through those  yards/sites of employment.    29.  Plaintiff was an hourly employee who worked on Defendant’s drilling rigs.  Plaintiff routinely worked in excess of 40 hours in a seven day workweek when working hitches  that were typically two weeks on and two weeks off.    31.  In addition to receiving hourly pay, Plaintiff also received additional  remuneration, including oil base mud pay, safety incentive bonuses, and so-called per diem pay.    32.  Although Defendant paid Plaintiff overtime premium compensation for on-the- clock work at one and one-half times his hourly rate of pay, Defendant failed to include all  remuneration required by the FLSA in calculating Plaintiff’s regular rate of  pay. This resulted in  Plaintiff not being paid all overtime compensation owed by Defendant.   33.  Plaintiff worked with numerous other hourly oilfield worker employees of  Defendant. Like Plaintiff, those employees, before, during and after Plaintiff’s dates of  employment, routinely work/worked in excess of 40 hours per workweek, are/were entitled to  overtime premium compensation at one and one-half times their respective regular rates of pay  for all overtime hours worked, are/were paid additional remuneration, such as oil base mud pay,  safety incentive bonuses, and so-called per diem pay, in addition to their hourly pay, and did  not/do not receive all overtime compensation owed by Defendant due to Defendant not including  all remuneration required by the FLSA in their respective regular rates of pay.    35.  Although Defendant has recently terminated many employees, on information and  belief, it continues to employ hourly oilfield workers that are subject to the aforementioned  practice/policy to not include all remuneration required by the FLSA in their respective regular  rate of pay when calculating the overtime wages owed.    IV. 