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Stop me if this sounds familiar.
An employee has a bad day at work. His supervisor assigned him work that he didn’t want to perform. Clearly upset with the situation, the employee begrudgingly completes the assignment and promptly announces that he will go on vacation for a few days. However, the supervisor turns him down since the employee provided no advance notice.
Undeterred, the employee decides to take FMLA leave. His wife had been sick with a heart condition, and the company had previously approved him for intermittent leave under the Family and Medical Leave Act to care for her.