I assume ReachCPA was billing clients for the hours that the employee recorded. That could be justification for tracking/auditing actual time worked. From the r

I assume ReachCPA was billing clients for the hours that the employee recorded. That could be justification for tracking/auditing actual time worked. From the ruling, though, the employee sued ReachCPA first, which triggered the counterclaim for repayment. Maybe they wouldn't have checked if not for the wrongful dismissal claim.