"The WHD clarified that although additional required hours, such as mandatory overtime, should be included in an employer's calculation of yearly FMLA leave, optional additional hours, such as voluntary hours that an employee was not originally scheduled but chooses to work, should not be included. The bottom line is that an employer should calculate an employee's FMLA leave usage to an hourly equivalent 'in a manner that equitably reflects the employee's total normally scheduled hours.' "  MORE >>