The plaintiff stated a claim against his former employer for retaliating against him after he exercised his rights under the Family Medical Leave Act. According to the complaint, he was a distinguished employee who had not been advised of any performance problems. He took a month of FMLA leave, and his employer questioned his use of leave, was hostile towards him, and stated that he needed to return to work. A month after he returned, his employer terminated him on grounds that he belittled a subordinate. Moreover, the temporal relationship between FMLA leave and his termination is sufficient to plausibly infer causality at the motion to dismiss stage. However, the court granted the employer’s motion to dismiss the plaintiff’s FMLA interference claim.