A supervisor served in the Army Reserve. He reentered active status in February 2007, making it likely that he would soon be deployed. In July 2007, following receipt of an unusually low performance rating, he was placed on a Performance Improvement Program (PIP). Placement on a PIP renders an employee ineligible for promotion and potentially subjects him to discipline or termination. He completed his assigned PIP goals but was informed in November 2007 that his PIP would be extended until after he returned from military service. The supervisor began a lengthy military deployment in that same month. The stated reasons for the extension were a disrespectful e-mail that he had allegedly sent, but also to allow for verification of his behavior and work habits following his military leave. The supervisor sued. Did the employer violate the USERRA by extending the PIP? Why or why not?