Thank you for the opportunity to attempt to set the record straight. First, the interview process was “easy”. We work hard to make the process uncomplicated and transparent for all concerned. Second, the employee was referred through a recruiter. We do work with recruiters especially if a candidate is living out of state. It is important to note that what is said between the recruiter and the candidate unless shared with Acero Precision is not something we can always successfully monitor. The recruiter is working for both sides in this type of transaction. And decisions about moving a family is a family decision. The expectation is that all questions are asked and answered in advance. Third, without confirmation of the exact job title and circumstances we cannot verify or comment on the exempt vs non-exempt classification issues. There are labor rules that normally dictate a course of action. However, in a number of situations the salary (exempt) employee is paid at a higher rate. Finally, the employee started working sometime after October 2012 and left around July 2016.Three + years is a great deal of time to spend at an employer that you didn’t trust or respect. It is fair to consider that moving a family to a brand new area would be a factor but without the benefit of supportive documentation it could have just as well been a performance related issue.