An employee was hired as a "CES Intern." He signed an agreement stating that one of the conditions of continued employment was meet- ing or working toward completion of an educa- tional requirement (i.e., passing a specified set of college courses). He took a number of these courses and was partially reimbursed by the employer for the cost of the courses. However, on the grounds that the courses were required by the employer and were directly job-related, the employee argued that he should be paid for the time he spent attending classes, traveling to classes, and studying (a total of 267 hours). Has this employer violated the Fair Labor Standards Act? Why or why not? (Loodeen v. Consumers Energy Co., 2008 U.S. Dist. LEXIS 19978 (W.D. Mich.))