In the summer of 2007, Ollie Harmon was hired by CB Squared, an auto repair company that operated several Jiffy Lube franchises. Within a year, Harmon had been promoted and was in charge of a number of service locations in the region. In October 2008, Harmon told several CB Squared executives that he had been approached with a job offer by a competing Jiffy Lube franchiser. Company President Michael Day contacted the competitor, which denied approaching Harmon. Day asked Harmon to take a polygraph test to verify his claim regarding the competitor’s job offer. Harmon agreed to take the test. He was later informed by Day that the test results revealed “deception.” When Harmon refused to provide further information about the alleged competing job offer, he was demoted to a position that his employers were aware that he could not fulfill, due to his childcare responsibilities. Harmon responded to the demotion by providing two-week notice of resignation. He then filed a complaint against CB Squared, charging that the company had violated the Employment Polygraph Protection Act (EPPA) by requesting that he take the polygraph test, discussing the results with him, and effectively terminating him on the basis of those results. Does Harmon have a claim? [Harmon v. CB Squared, Inc., 624 F. Supp. 2d 459 (2009).]