"An employee told supervisors that his pregnant spouse's condition 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 FMLA leave, that the employer failed to provide required notices, and that this failure may have led to his termination. The FMLA interference claim survives." [James v. FedEx Freight, Inc., No. 24-12907 (11th Cir. Nov. 7, 2025)]  MORE >>