occurrence points as April 8, 1996 and she would not have been fired. Consequently, there is no need to address whether the Ms. Bryant's other absences should have been excused under the FMLA.
[6] An employer who violates the FMLA is liable for (1) "any wages, salary, employment benefits, or other compensation denied or lost to [an] employee by reason of the violation," and (2) interest on the amount described in # 1. 29 U.S.C. §§ 2617(a)(1)(A)(i)(l), (a)(1)(A)(ii). In addition, the employer is liable for liquidated damages in the amount described in §§ 2617(a)(1)(A)(i)(l), (a)(1)(A)(ii), unless the court finds that the employer's violation of the FMLA was in good faith. Id. § 2617(a)(1)(A)(iii). If the court so finds, the court can reduce the employer's liability to the amount and interest described in §§ 2617(a)(1)(A)(l)(i), (a)(1)(A)(ii). Finally, an employer who violates the FMLA is liable "for such equitable relief as may be appropriate, including employment, reinstatement, and promotion." Id. § 2617(a)(1)(B).