To qualify for leave under the Family and Medical Leave Act (FMLA), an employee must comply with his or her employer’s usual and customary notice requirements, including call-in policies. Robert Stein, an employee of Atlas Industries, Inc., tore his meniscus at work. Stein took medical leave to have surgery on the knee. Ten weeks into his recovery, Stein’s doctor notified Atlas that Stein could return to work with light-duty restrictions in two days. Stein, however, thought he was on leave for several more weeks. Atlas company policy provided that employees who missed three workdays without notification were subject to automatic termination. Stein did not return to work or call in as Atlas expected. Four days later, he was fired. Did Stein’s discharge violate the FMLA? Discuss. [Stein v. Atlas Industries, Inc., 730 Fed.Appx. 313 (6th Cir. 2018)] (See Family and Medical Leave.)