The human resources director of a company learned of complaints from two IT Techs about their classification as exempt employees, which rendered them ineligible for overtime pay. The HR director researched the issue for several days and came to the conclusion that the employees were probably not exempt under the Fair Labor Standards Act. The HR director sent an e=ail to her supervisor informing him about the complaints, providing information about FLSA requirements, and recommending that the company perform an audit of all employees’ job to ensure compliance. After some delay, the supervisor met wit the HR director. The supervisor wanted to know why she thought the employees were not exempt and made some negative comments about the employees raising the issue. Eventually, he asked the HR director about how the company could maked the FLSA issue “go away.” The HR director said that the company had to follow the law. The supervisor continued to press the HR director to make the problem go away. The HR director subsequently informed the supervisor that other employees were also probably misclassified as exempt and that their were problems with how the company was tracking the hours of nonexempt employees. Shortly after completing an audit of employees’ FLSA classifications, which had been impeded by a lack of job descriptions, the HR director was fired. Does her termination violate the FLSA? Why or why not?