Private company in MA. We have an employee that due to health and children's health issues is a perpetual user of the Mass PFMLA. Obviously the employee is entitled to use that, but the issue is he does high end type sales that is not conducive to someone else just filling in while he's gone. Because he uses the max amount of allowed PFMLA every year, and he was approved for intermittent type leave, most of his clients have moved business elsewhere because of inconsistency when he's available. Ownership at this point want to terminate him basically the second his current PFMLA is over due to the margin from his reduced sales doesn't even begin to cover his salary. I know we'll probably be at risk for a lawsuit but trying to figure best way to move forward given the circumstances.