The Fair Labor Standards Act (FLSA) protects an employee's right to complain to his supervisors about receiving straight-time pay for overtime work. However, the FLSA will not protect him from discipline when an employee reports the pay issue to his employer's customers, a Mississippi federal court ruled. The court stated that not all opposition to an employer's alleged violations of law is protected against retaliation. Title VII of the 1964 Civil Rights Act requires the courts to balance the rights of employees and the legitimate business needs of the employers on a case-by-case basis applying a "rule of reason." Here, the court said, when the employee was told that the matter of his overtime pay would not be discussed any further, he could either have dropped the matter or file a complaint with the Department of Labor. The court ruled that complaining to a customer about the situation was not a "reasonable option" because the complaints undermined and disrupted the employer-customer relationship and the employee failed to show that complaining to a customer was warranted by the employer's conduct.