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Sometimes a routine overtime disput
e turns into an FMLA problem because no one stops to ask the right questions. A new Eleventh Circuit decision shows how easily that can happen. TL;DR: An employee told supervisors that his pregnant spouse’s c
o
ndition was high risk, that she could not drive, and that he needed to get home after his shift to care for her. He twice refused overtime for this reason. No one informed him of his rights under the Family and Medical Leave Act of 1993 (FMLA). The Eleventh Circuit held that a jury could find he was entitled to intermittent