Under the Fair Labor Standards Act, including the minimum wage and overtime provisions, an employee has a right to bring an action if they are retaliated against for making a complaint, which complaint can be oral. In the case in question, there was a claimed discrepancy in the hours recorded for an employee, but the employer promptly changed the hours to coincide with what the employee believed to be right. However, the employee was terminated, based on what was clearly a separate matter. The Court, however, did indicate what specificity had to be in a complaint in order for it to be considered possibly retaliating. The Court noted, citing an earlier case, that a complaint must be sufficiently clear and detailed for a reasonable employer to understand it, in light of both content and context, as an assertion of rights protected by the statute and a call for their protection. Montgomery v. Kyle Havner, et al. (8th Cir. 2012).