Cir.1996), petition for cert, filed, 65 U.S.L.W. 3017 (U.S. Jun. 28, 1996) (No. 95-2088); Kinney v. District of Columbia, 994 F.2d 6, 11 (D.C.Cir.1993). Much of the controversy amongst the circuits on this issue has been laid to rest by a decision of the Supreme Court handed down last month which adopted a somewhat hybrid approach at least with respect to public-s 0). The Seventh Circuit, however, has found an employer’s policy of docking comp time for every hour an employee was late or left early to be antithetical to the regulations that require a salaried employee to be paid the same regardless of the number of hours worked. Klein v. Rush-Presbyterian-St. Luke’s Medical Center, 990 F.2d 279, 284 (7th Cir.1993); see also Thomas v. County of Fairfax, 758 F.Supp. 353, 366 (E.D.Va.l991)(<HOLDING>). Defendant cites several opinion letters of
holding that the docking of one hours leave for daylight savings time affronts the concept of a salaried executive holding a plaintiff to be ineligible for fmla leave wherein the plaintiff had not accumulated enough work hours holding that a plan administrators decision to deny benefits was arbitrary and capricious even though an attending physician had submitted a form stating the plaintiff could sit for six hours stand for two hours and walk for two hours holding that the docking of leave or accrued compensatory time for absences of less than an entire day does not defeat salaried status holding that to state a claim for wage violations under the flsa plaintiffs must provide at least some approximation of the overtime hours that defendants required them to work and a time frame for when those hours were worked